Dominic Paglia

An update on UK hiring trends. We're seeing some significant changes in the UK job market. The latest figures tell an interesting story, job postings across the UK are sitting 13% below pre-pandemic levels, with a 23% drop compared to last year. But despite these numbers, our unemployment rate is holding steady at 4.3%, and we're actually seeing wage growth for new hires at 6.7%, which is higher than many other countries. The impact isn't uniform across all sectors. While tech and professional services have seen the biggest changes, we're also noticing significant shifts in hospitality and retail. It's creating a really unique situation in our job market. I'm sharing this because whether you're hiring or job hunting, understanding these trends is crucial for making informed decisions. What changes are you seeing in your industry? #UKJobs #Recruitment #EmploymentTrends #Economy

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When did cutting corners become a recruitment strategy? Lately, we’ve come across agencies sending candidates to clients after a quick 5-minute chat - no proper registration, no interview, no background checks. Just… “Here’s someone who might be okay. Good luck!” There are so many things wrong with this: * It’s not fair on the candidate, who deserves to be properly prepped and supported. * It’s not fair on the client, who’s trusting you to do your due diligence. * And it’s not fair on the industry, which relies on professionalism, trust, and relationships. Recruitment is more than matchmaking. It’s about understanding people, vetting thoroughly, and delivering quality - not speed over substance. To the recruiters out there holding the line and maintaining standards - thank you. Let’s protect the integrity of our profession!

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And for some good news... According to a report by APSCo in association with Bullhorn, contract hiring numbers across the UK have been showing promising signs of improvement, up 4% month on month and 11% year on year in May. Permanent job postings remain down 32% on 2024 levels but are stabilising and were actually up 1% from April to May. Permanent placements across professional services were up 3% month on month in May and contract placements up 1% in the same timeframe. Samantha Hurley, MD at APSCo commented that 'the latest data shows signs of optimism'. These might only be green shoots, but I'll take that. Always good to share something positive at the beginning of the week, right? _________________________ If you enjoyed this post, please share it with your network and follow me, Simon Gee for my insights and daily content about the staffing sector.

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As a UK recruitment group, we naturally focus on domestic trends - Brexit impacts, skills shortages, regional variations. But LinkedIn's State of the Labor Market report regularly offers a global lens that puts our challenges into deeper context. What can we see on the July 2025 report? The UK stands out - and not in a good way. While most European markets saw their hiring slowdowns moderate in H1 2025, we bucked the trend. Our hiring decline actually accelerated to -5% (Jan-Jun) vs just -1% in H2 2024. France, Germany, and the Netherlands all saw their pace of decline ease significantly. What strikes me most when reading the latest report is how interconnected global labour markets have become. Mexico's struggles reflect US trade policy changes. Germany continues wrestling with skilled labour shortages and energy shock aftereffects. Even emerging markets like India show 19% more applicants per role. Three key takeaways for UK recruitment according to this report include: ➡️ The global "stabilisation" everyone's talking about? We're missing it. While markets worldwide are finding their footing, UK hiring momentum continues deteriorating. ➡️ Competition dynamics vary wildly by geography. Where we're seeing candidate shortages in certain sectors, other markets are drowning in applications. ➡️ Industry divergence is stark everywhere - not just here. Utilities are down sharply globally (renewable energy particularly hit), while hospitality shows pockets of growth. In terms of the bigger picture, growth projections remain sluggish across major economies, resembling late-cycle patterns rather than expansion phases. With interest rates staying restrictive in the US through 2025 and ongoing trade uncertainties, workforce confidence remains subdued globally. For UK recruiters, this reinforces the need to think beyond our borders - understanding these global macro forces is crucial for advising clients and anticipating how international trends will impact domestic hiring patterns. What are you seeing in your markets? Are we experiencing this differently regionally? #ukrecruitment #globaltalent #workforceinsights #linkedin #recuitmentleaders #businessleaders #labourmarket #jobmarket

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Beside all the theories, best practices, coaching, training, mentorship, etc. AT THE END OF THE DAY - if you want to succeed at agency recruitment, it's STILL this: JUST DO THE THING. Pick up the phone and cold call clients. Write the MPC spec, chase it down. Headhunt by cold calling top candidates and building relationships. That's really it. Besides all the efforts to be perfect and automate, this job is still super clear on the baseline activities that are required to stay in business. So put aside all the theories, the thinking, the over obsession around automation, and just start DOING. Just do the thing is timeless advice. #r2r #rec2rec #recruiters #sales #doit #justdoit #headhunter #headhunters #agencyrecruitment #recruitment

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"We use a PSL" 🥱 Many companies rely on a Preferred Supplier List (PSL) for hiring, this can seriously hurt your chances of securing top talent in niche areas! Here’s why: 🔍 Niche roles require specialist knowledge. Generalist recruiters on your PSL may not have access to the right network—or even fully understand the role. 💡 Speed matters. The best candidates in specialised markets don’t stay on the market long. By the time your PSL catches up, top talent is gone. 📉 You limit innovation. New, agile, and highly-specialised agencies aren’t on your PSL—but they often have the most relevant connections. 🤝 True partnerships > compliance. Hiring managers need flexibility to engage with recruiters who truly get the market, not just the ones on an approved list. Bottom line: If you're hiring for niche or hard-to-fill roles, it might be time to rethink the PSL-first approach. The cost of missing the right hire can far outweigh the comfort of sticking to the list. #Hiring #Recruitment #TalentAcquisition #NicheRoles #PSL #HiringStrategy #FutureOfWork

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🔍 Hiring for Culture Fit: Where’s the Line? A recent employment tribunal ruling has sparked debate around the role of “team vibe” in recruitment decisions. The case involved a candidate who was rejected for two roles, with the hiring manager citing a better cultural fit with another applicant. The tribunal ultimately dismissed the discrimination claims, but the judge used a striking analogy: choosing an Arsenal fan over a Tottenham supporter to preserve office harmony. ⚖️ While the example was extreme, it raises a critical question for leaders and hiring managers: How do we balance team cohesion with fair, objective hiring practices? ✅ The ruling clarified that cultural fit can be a lawful consideration — but only when it’s not linked to protected characteristics like race, sex, or disability. It’s a reminder that subjective criteria like “vibe” must be handled with care, transparency, and accountability. 💬 As someone who leads regional teams, I see firsthand how important chemistry and collaboration are. But we must also ensure our hiring processes are inclusive, evidence-based, and legally sound. 📣 What’s your take? Should “vibe” ever be a deciding factor in recruitment — or is it too risky? #Leadership #Hiring #CultureFit #HRInsights #Inclusion #EmploymentLaw #TeamDynamics

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