Daniel Bosley’s Post

💼 The Current UK Job Market for Skilled Workers – A Reality Check!! Over the past few months, I’ve noticed many conversations around the UK job market, especially for skilled professionals. The reality is that the market is highly competitive, with a larger pool of talent applying for fewer roles. Many skilled workers are facing: 1️⃣ Longer hiring cycles with processes often stretching over weeks or even months 2️⃣ Multiple interview stages, with sometimes 4 to 5 rounds, before a decision 3️⃣ Uncertainty due to delays in communication or unclear outcomes At the same time, I also understand the employers’ perspective: organisations are navigating cost pressures, regulatory changes, and the need to hire not just for skills, but for long-term cultural fit and resilience. 👉 For job seekers, this means: It’s not enough to just have strong qualifications You need to demonstrate adaptability, problem-solving, and measurable impact 👉 For employers, small changes can help: Clearer communication during hiring Timely feedback to candidates Transparent processes that build trust in your employer brand ✨ The UK job market may feel tough right now, but it also shows us the importance of persistence, upskilling, and empathy on both sides of the table. 🔹 To fellow job seekers: keep building, networking, and staying resilient 🔹 To employers and recruiters: thank you for continuing to create opportunities, even in a challenging climate Together, we can build a market that values both talent and trust. #UKJobs #JobMarket2025 #SkilledWorkers #HiringTrends #CareerGrowth #Employers #Recruitment #FutureOfWork #Networking #Resilience

💡 Navigating the UK Employment Market: Key Tips for Employers The UK job market continues to shift quickly — candidate expectations are evolving, skills gaps are widening, and competition for top talent remains strong across many sectors. Here are a few things I’m seeing that employers should keep in mind 👇 1️⃣ Speed matters. Top candidates are often off the market within 10–14 days. Streamlining your interview process can make the difference between securing and losing great talent. 2️⃣ Flexibility wins. Hybrid and flexible working are no longer “perks” — they’re expected. Even small adjustments to flexibility can significantly widen your talent pool. 3️⃣ Employer brand counts. Candidates research you before applying. A clear, authentic message about your culture, values, and growth opportunities builds trust and attracts aligned people. 4️⃣ Retention starts at hiring. Hiring for skills and cultural fit reduces turnover. Investing a little more time upfront saves major costs and disruption later. 5️⃣ Partner strategically. Working closely with a recruiter who understands your sector can save time, improve candidate quality, and strengthen your employer brand in the market. The UK market will continue to evolve, but the fundamentals remain the same — clarity, communication, and consistency make all the difference. If you’d like to chat about what’s working (and what’s not) in your sector right now, I’m always happy to share insights. My number is 07496 621 630 or lesley@121york.co.uk #Recruitment #UKJobs #HR #HiringTips #TalentAcquisition

The UK talent market is shifting fast: more candidates, fewer vacancies, and cautious hiring. Here's what that means for employers and job seekers. 📉 Permanent placements are declining, but at the slowest rate in a year - suggesting early signs of stabilization. Yet, vacancies continue to fall, with August marking the 38th consecutive period of decline. Employers are still hesitant, citing economic uncertainty and tighter budgets. 📈 Meanwhile, candidate availability is surging, driven by redundancies and reduced hiring activity. This has created a paradox: more people looking for work, but fewer roles to fill. 💼 Starting salaries have nearly stagnated, with the weakest growth in over four years. However, real wages are still rising modestly, up 0.7% year-on-year, meaning earnings are just outpacing inflation. 🌱 Green jobs are booming, with a 9% rise in postings. Sectors like renewable energy, healthcare, and AI are showing strong demand. If you're upskilling or hiring in these areas, you're in the right place. 🔍 For employers: now’s the time to rethink your hiring strategy. Candidates are looking for clarity on salary, flexibility, culture, and values, and businesses that align with these expectations are winning the talent race. 👀 For job seekers: the market is competitive, but opportunity exists in emerging sectors and junior-level roles. Tailor your applications, highlight transferable skills, and stay agile. #UKJobs #TalentTrends #Recruitment2025 #HiringStrategy #GreenJobs #CareerGrowth

What are employers grappling with today? What do candidates truly value, and how are regional differences shaping strategies for attracting and retaining top talent? Well, the newly published Antal International Global Hiring Report 2025 provides a deep dive into the shifting realities of today’s talent market. Across the globe, certain themes ring loud and clear: salary growth, flexibility, and career progression have become non-negotiables for candidates, while employers continue to wrestle with talent shortages, retention challenges, and aligning pay with market expectations. Regional contrasts are striking – from more cautious hiring in parts of Europe to surging demand in MENA, Africa, and India. Built on responses from over 10,000 professionals, split evenly between employers and candidates, the report blends hard survey data with real-world insight from our specialist recruiters. Together, this offers a clear and practical view of where the hiring market is heading in 2025. The 2025 hiring environment across Europe is more competitive than ever. Salary budgets are under pressure, hybrid and remote models are now the default, and candidates are pushing for both pay progression and better work–life balance. In Western and Central Europe, these expectations are forcing employers to adapt quickly – or risk a rise in vacancy rates. If you’d like a full copy of the European Hiring report to explore the broader findings, covering candidate demographics, career profiles, and experience levels across multiple regions. I’d be happy to share this report with you. Connect with me if not already done and then DM me with your email address requesting a copy. #antalinternational #executivesearch #techrecruitment

Economic Development is in the skilled labour attraction business just as much as the industry investment attraction business. Having a variety of housing, services, recreation, education and health facilities, matter when trying to attract and retain a workforce. If a business doesn't see a way to get the workers they need, it is unlikely to make an investment in land and buildings.

💭 “The market is tight.” We’ve all heard it lately. But the truth is — talent hasn’t disappeared. It’s just become more selective. The Antal Europe Hiring Report 2025 sheds light on this reality: 46% of candidates drop out when hiring takes too long. 81% expect at least a 10% salary increase to move. 94% see hybrid work as the norm, not a perk. What does this mean? ➡️ The competition for talent is no longer about the number of applicants, but about the quality of the experience and relationship you offer. Companies that adapt quickly — with transparency, speed, and flexibility — improve offer acceptance rates by up to 20%. 📈 The full Antal report breaks down the data by country and sector, with practical recommendations for employers. 📩 If you lead a team, a function, or a hiring strategy, ask me for the report (EU or global)— it’s an essential read to prepare for 2025. #Leadership #Recruitment #HR #Antal #HiringTrends #TalentStrategy #Europe2025 #FutureOfWork

📉 UK Job Market: Autumn 2025 Snapshot The latest ONS data paints a nuanced picture of the UK labour market. Some signals are steady. Others? Less so. 🔹 Employment rate: 75.2% — holding firm 🔹 Unemployment: 4.7% — edging up 🔹 Vacancies: 728,000 — 38th consecutive quarterly drop 🔹 Pay growth: 4.8% (real terms: 1.2%) 🔹 Youth unemployment: still alarmingly high 🔹 Economic inactivity: slowly declining, but still above pre-pandemic levels What does this mean for job seekers, employers, and those building something new? 👉 Competition is intensifying — 2.23 unemployed people per vacancy 👉 Employers are cautious, but retention and engagement remain critical 👉 Real wage growth is modest, but better than last year 👉 Hybrid work and skills-first hiring continue to reshape the landscape For those of us navigating career transitions, launching ventures, or rethinking what “work” means — this is a moment to stay agile, creative, and connected. I’m using this time to build something bold: a brand that blends leadership development, visual storytelling, and satirical insight. Because if the market’s shifting, so should the way we lead, learn, and laugh. Curious to hear how others are adapting. What’s changing in your world of work? #UKJobs #Leadership #CareerTransition #WorkplaceCulture #BrandBuilding

According to the latest Eurostat data, employment rates across the EU are rising—and that’s a signal worth paying attention to. A growing employment market means the competition for skilled professionals is about to intensify. As more candidates secure opportunities, the talent pool becomes more selective, and employer branding, candidate experience, and speed-to-hire become key differentiators. For companies, this isn’t just a trend—it's a call to rethink hiring strategies, build stronger talent pipelines, and position themselves as employers of choice before the market tightens further. At ACCLiiVE, we turn hiring challenges into strategic advantage by helping companies stay ahead of workforce shifts—not react to them. 📈 Talent is moving. Are you keeping up? #RecruitmentInsights #EULabourMarket #TalentTrends #Accliive #HiringIntelligence

📊 Permanent hiring intent is strengthening – both short and medium term! The latest Recruitment & Employment Confederation Jobs Outlook (Sept 2025) reveals that UK employers are showing renewed confidence in their permanent hiring plans – despite ongoing economic uncertainty. ✔️ Short-term outlook (next 3 months): Employer confidence in hiring and investment decisions rose to net: +7, up from +3 in July. Permanent hiring sentiment climbed to +22% in August, up from +13% in June. London employers were the most optimistic (+28%), with the Midlands more cautious at 9%. Larger organisations (250+ employees) showed the strongest confidence (+29%), compared to +14% among small businesses. ✔️ Medium-term outlook (4–12 months): Hiring intent also strengthened, moving from +15% in June to +23% in August. London again leads the way (+34%), while smaller businesses remain more cautious at +16%. Private sector employers remain more confident (+22%) than the public sector (+13%), though both improved this quarter. 🤔 What does this mean for employers and jobseekers? 👉 Organisations are preparing to invest in talent, signalling stability and growth opportunities. 👉Candidates should feel encouraged – particularly in London and within larger businesses – as demand is set to rise. 👉Employers need to act quickly: competition for top talent will increase as more companies move forward with their hiring plans. We are here to help businesses secure the best people and guide candidates into the right long-term opportunities. 🤝 If you are hiring or looking for your next career move – give us a call or drop as an email to chat this through. 📱01753 428000 ✉️enquiries@cantellotayler.com

Last week, I published my Q3 labor market update on our website, and I wanted to share a few of the key trends we’re watching as we head into Q4.   While the overall labor market remains steady, there are growing undercurrents shaping how companies hire and how candidates move. Headline numbers only tell part of the story: what we’re seeing behind the scenes is a shift toward greater caution, planning and long-term decision-making.   𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐦𝐚𝐣𝐨𝐫 𝐭𝐡𝐞𝐦𝐞𝐬 𝐝𝐫𝐢𝐯𝐢𝐧𝐠 𝐐𝟑 𝐚𝐧𝐝 𝐛𝐞𝐲𝐨𝐧𝐝:   - Demand is steady, but hiring is more deliberate. Decision cycles are getting longer as companies evaluate ROI and efficiency before approving new roles.   - Policy and macro factors are adding more uncertainty. Proposed H-1B visa changes are raising big questions about future access to global talent, and the government shutdown is pushing more professionals from the public to private sector.   - Inflation has cooled, but cost pressures haven’t. Core inflation tied to shelter, healthcare and services remains sticky, causing companies to rethink budgets and workforce plans heading into 2026.   - Candidates are choosing stability. Despite fewer layoffs, we’re seeing increased hesitation to make moves, especially among top performers who want long-term security.   Amid all this, opportunity still exists. Companies that stay flexible and professionals who stay open to possibility will be best positioned for the rest of the year.   If you’re navigating any of these shifts, let's connect and discuss how we may be able to help!