In today’s hiring landscape, uncertainty is the only constant. While headlines may point to a “hiring slowdown,” the real story is far more complex—and more pressing.
Macildowie’s Market Insights and Recruitment Intelligence Report (June 2025) draws on national labour data (ONS), regional trends, and direct feedback from candidates and hiring managers across the East Midlands. The result is a clear picture of where recruitment and retention strategies must evolve to stay competitive.
Labour Market Conditions: Tight, Not Loose
The number of UK job vacancies remains only 4.3% below pre-pandemic levels (Jan–Mar 2020), challenging the notion that hiring is easier now. Despite a slight rise in unemployment, businesses are still facing acute shortages in critical skill areas.
As Darius Matusiak, Director at Macildowie, explains:
“What we’re seeing is a real mismatch—fewer roles in some areas, but still critical skills gaps in others.”
Sectors such as manufacturing and logistics continue to face longstanding challenges, including ageing workforces and a lack of accessible training routes. In professional services, remote and hybrid working has enabled a growing talent drain as skilled workers shift toward fully remote roles elsewhere.
EVP is Now a Strategic Priority
Although compensation has levelled out, the pressure hasn’t. The battleground for top talent has moved to employer value propositions (EVP), culture, and flexibility.
According to the LinkedIn, 98% of hiring managers say flexible working is now a core expectation. And the candidate insight backs this up—across all demographics, the top priorities are:
- Flexibility
- Career development
- Financial well-being
“If your EVP doesn’t reflect modern expectations—like flexibility, values alignment and growth—you’ll fall behind,” adds Matusiak.
Understanding Generational Motivators
What employees value varies significantly by life stage, and the data highlights this clearly:
|
Generation |
What They Value |
HR Opportunity |
|
Gen Z |
Career growth, flexibility, social values |
Mentorship, clear EVP |
|
25–49s |
Work-life balance, progression, stability |
Hybrid models, capable managers |
|
50+ |
Flexibility, purpose, phased return |
Respect for experience, retire-and-return options |
Tailoring your approach across these groups is essential to attracting and retaining the talent you need.
Strategic Recommendations for Employers
Based on the latest data and market intelligence, Macildowie recommends that businesses:
- Invest in future talent through apprenticeships, skills bootcamps, and early career engagement
- Embed flexible working practices across functions—hybrid or shift-based where appropriate
- Reframe EVP to include recognition, growth, and alignment to values—not just pay
- Upskill and support people managers, who remain critical to employee engagement
- Tap into underutilised talent pools, including older workers, career returners, and more diverse communities
A Strong EVP is a Competitive Advantage
The report outlines a compelling business case:
“Skills shortages = lost revenue and delayed growth. Strong EVP = better retention and lower recruitment cost.”
This is no longer just an HR issue—it’s a strategic imperative. Organisations that invest in employer branding, workforce planning, and cultural alignment will be the ones that thrive.
To download the full Market Insights and Recruitment Intelligence Report (June 2025), visit macildowie.com
