Hiring Smarter in a Candidate-Rich Market

The UK job market is shifting. According to the June 2025 KPMG and REC UK Report on Jobs, permanent hiring fell again in May, as businesses delayed hiring decisions. At the same time, candidate availability rose at the fastest rate since 2020, driven by rising redundancies and fewer job openings.

This means one thing for recruiters and talent acquisition teams: a crowded candidate-rich market with fewer roles to fill.

So how do you make smart, strategic hires without getting overwhelmed?

Whether you're part of a talent acquisition team or lead recruitment for your company, these tips for recruiters will help you succeed in a challenging hiring climate.

What is a candidate-rich market?

A candidate-rich market occurs when there are more jobseekers than job openings. It often follows economic slowdowns or waves of layoffs. In this type of market, hiring is more than just finding talent – it's about choosing the right person from a long list.

It sounds like a good problem, but it brings challenges: more CVs, more interviews, and a higher risk of missing top talent.

Tip 1: Reframe the challenge as an opportunity

A large candidate pool can feel overwhelming, but it’s also a chance to find exceptional talent that may not usually be available. With the right talent acquisition strategies, you can turn this into an advantage.

Top tip: Define what “top talent” means for each role. Think beyond job descriptions. What skills, experience, and soft qualities matter most? Knowing what you're looking for makes screening easier.

Tip 2: Simplify the application process

In a candidate-rich market, attracting top talent depends on a smooth application process. If it’s clunky or slow, good candidates will drop out.

Ways to keep it simple:

Use a mobile-friendly application form.
Keep questions relevant to the role.
Allow CV uploads instead of making people retype their work history.
Let applicants know what happens next and how long it might take.
Use an intuitive applicant tracking system (ATS) to manage volume.
Automate where appropriate, but always keep communication human.

Your application process shapes the first impression of your employer brand.

Tip 3: Review your employer brand and EVP

Your employer value proposition (EVP) is more important than ever. Even in a slow market, top candidates still have options.

Candidates care about more than just salary. They value work-life balance, flexibility, and career development.

Ask yourself:

What do current employees say about working here?
Does your website reflect your values?
Is your careers page up to date?
Are your benefits clearly communicated?
Do you showcase real employee stories?

Tip 4: Communicate often (and honestly)

In a crowded market, candidates can feel like just another number. Clear, timely communication improves the candidate experience and boosts your reputation.

Do this by:

Confirming application receipt.
Updating candidates about each stage.
Giving feedback, even when they’re unsuccessful.
Making interviews a two-way conversation.

This doesn’t just improve candidate experience – it also boosts your reputation. People talk, and you want them to say good things about your process.

Not only that, but building relationships during the process encourages future applications and referrals, even from those who aren’t hired today.

Tip 5: Try different sourcing channels

In a busy job market, diversifying your sourcing methods can give you an edge.

Launch employee referral programs.
Tap into alumni networks.
Post on sector-specific job boards.
Reconnect with passive candidates on LinkedIn.
Use online communities.

Top tip: Revisit past applicants. Your existing talent pool may include candidates with the right skills and experience for new roles.

Tip 6: Adjust your hiring strategy

Hiring in a slow market requires patience. Rushing a decision to stay ahead of competitors can lead to costly mis-hires.

Keep hiring managers aligned.
Use structured interview processes.
Maintain momentum with regular updates.

Remember: The goal isn’t just to fill roles, it’s to make good, lasting hiring decisions.

Tip 7: Use data to improve speed

In 2025, time to hire is key. If you wait too long, top candidates will accept other offers.

Use data from your ATS to spot delays:

How long does it take to fill each role?
Where do candidates drop out?
Which sources bring the best hires?

Use this insight to refine your recruitment strategy and streamline your process.

Tip 8: Re-engage past candidates

Not all great candidates get hired the first time. Some may now be a perfect fit.

Stay connected by:

Reaching out with new roles that match their skills.
Asking if they’re still looking.
Keeping them updated with company news and job alerts.

Reconnecting with your talent acquisition team’s past prospects can be faster and cheaper than sourcing from scratch.

Tip 9: Tap into employee referral programs

Employee referrals often lead to stronger, longer-lasting hires. Encourage staff to refer contacts they trust.

Set up a system where:

Employees can refer friends or former colleagues.
You reward successful hires (e.g. with a bonus or voucher).
The process is easy and well-promoted internally.

Candidates referred by staff often perform better and stay longer, too.

Tip 10: Be flexible with interviews

Many candidates are juggling multiple applications or temporary jobs. Make interviews more accessible:

Offer early morning or evening slots.
Use video interviews for first rounds.
Keep interview panels small and focused.

Flexibility shows you value their time, and it helps you move faster through the process.

Tip 11: Think long-term

Hiring in 2025 is tough, but smart recruiters look beyond the next hire. Use this time to strengthen your talent acquisition strategy.

Get future-ready by:

Building talent pipelines for key roles.
Engaging passive candidates.
Working closely with hiring managers to spot trends.

When the market shifts again, you’ll be in a strong position to scale quickly.

Why recruitment skills still matter

Even in a flooded market, strong recruitment skills matter. Smart recruiters don’t rely on job posts alone. They:

Spot the right people.
Guide them through a clear process.
Keep them engaged.
Make hiring decisions to support long-term goals.

Invest in tools like ATS platforms, team training, and better job content to help your team stay competitive.

Final thoughts

The UK recruitment market trends 2025 are shaped by high candidate numbers and cautious hiring. But there's real opportunity too.

Here’s a quick recap on how to hire in a competitive market:

Focus on quality, not quantity.
Write honest, clear job ads.
Streamline the application process.
Strengthen your employer brand.
Communicate often.
Use data to move faster.
Reconnect with past talent.
Grow your referral network.
Stay flexible.
Plan for the future.

Smart hiring strategies build lasting teams. With the right talent acquisition approach, you can adapt to today’s challenges and thrive tomorrow.

Looking for more recruitment tips for employers? Explore our latest insights on talent acquisition strategies, hiring trends, and business growth.