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Our HR recruitment consultant, Jasmine Beyer, recently shared some insights on LinkedIn, exploring the changing nature of the employment market as we passed the half way point of the year. With job ad volumes falling and applications on the rise, it's clear we’re seeing a shift away from the candidate-led landscape of recent years.
As we now approach the end of 2025 we wanted to dig a little deeper into what this means in practice. We asked Jas to expand on her perspective and share what she’s seeing day-to-day in the HR market.
How has this shift changed the way you’re advising your HR clients when it comes to talent attraction and retention?
With budgets tightening, businesses can’t afford to rely on reactive recruitment anymore. I’m encouraging employers to take a much more proactive approach, really investing in their employer brand, building talent pools, and creating a pipeline of candidates before the need becomes urgent.
There’s also a big focus on shortening recruitment processes. Even though speed isn’t the same pressure point it was a couple of years ago, candidates still disengage if the process drags on. Balancing scrutiny with efficiency is critical.
Career pathways are becoming a cornerstone of attraction and retention conversations. It’s not just about getting people through the door, candidates want to see where the role can take them, and businesses that can clearly articulate that journey are having far greater success keeping people long term. As well as being able to add to the culture rather than continue to fit the same old culture mould.
Are there particular traits or values that are being prioritised more than before?
Definitely! I’m seeing employers place a much stronger emphasis on adaptability, resilience, and continuous learning. With leaner teams and tighter budgets, businesses need people who can flex with change and keep growing alongside the organisation.
There’s also a clear shift towards values alignment. It’s not enough to simply “fit the mould” anymore, employers are looking for candidates who can bring something different, add to the culture, and even challenge the status quo in a constructive way. That blend of cultural contribution and future-focused skills is what’s standing out most in the market right now.
Is there anything surprising or counterintuitive you’re seeing in the market right now that others in the industry might not expect?
One surprising trend that I’m seeing is that while there are more candidates in the market, hiring decisions are actually taking longer. Businesses are being far more deliberate, placing greater scrutiny on values alignment, long-term potential, and culture add.
Another interesting shift is that despite all the talk about flexibility dropping down the priority list, I’m still seeing it come up as a dealbreaker for top talent. The difference is that it’s now framed less around “days at home” and more about trust, autonomy, and balance.
For HR professionals looking to stand out in this more competitive market, what would your top three pieces of advice be?
First, get really clear on your impact, don’t just list responsibilities, show the outcomes you’ve delivered, whether that’s improving retention, streamlining processes, or driving engagement.
Second, invest in your personal brand. Keep your LinkedIn profile active, share insights, and position yourself as someone who adds value beyond the job description.
And third, show adaptability. The HR space is evolving quickly, and employers are looking for professionals who can flex with change, bring fresh ideas, and contribute to building culture. Those who can demonstrate both technical capability and cultural impact are the ones who stand out.
Jas’s perspective highlights a market in transition, where employers are becoming more deliberate, candidates are seeking clarity and cultural connection, and HR professionals need to showcase adaptability and impact. For businesses and individuals alike, success in this environment lies in being proactive, future-focused, and committed to building authentic, value-driven connections.
If you’d like to discuss what these shifts mean for your organisation or your HR career, our team is always here to help.
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