A workplace culture writer specialising in employee wellbeing, flexible working trends, and HR innovation. Helping organisations create healthier, more productive work environments through trusted insights and data-driven content.

The latest data shows that the UK labour market continues to perform steadily in 2025, with employment levels holding firm and job vacancies remaining historically high. While pay growth has slowed slightly, overall workforce activity remains strong, supported by high participation and resilient hiring demand. Liz Jones, Recruitment Director at people2people UK, says that this steady picture aligns closely with trends identified in the firm’s 2025 UK Market Report. “We are still seeing a healthy labour market,” she explains. “Employment is growing, and job openings remain strong, especially in sectors such as healthcare, logistics and professional services.” Employment Rate Rises, Unemployment Falls According to the July 2025 bulletin, the UK employment rate rose to 76.4 percent, the highest in over a year. The unemployment rate dropped to 3.7 percent, a level not seen since early 2020. This marks continued improvement in labour force participation following a volatile period during the pandemic recovery. Jones notes that this trend is being felt across multiple industries. "Businesses are rebuilding workforces and candidates are returning to the labour market," she says. "It is encouraging to see stronger engagement from both employers and jobseekers." Pay Growth Slows but Remains Positive One notable shift in the July update is a softening of pay growth. Annual wage increases for the period stood at 5.2 percent, down from 6.1 percent earlier in the year. This reflects a more balanced economic climate as inflation eases and employers stabilise budgets. “While pay growth is slowing, it is still above historical averages,” Jones comments. “Employers are adjusting to cost pressures, but most remain committed to offering competitive salaries to retain talent.” Vacancies Stay High, Reflecting Continued Demand Despite slower wage growth, the number of job vacancies remains elevated. Sectors such as care, education, and IT continue to post consistent hiring demand, with temporary and contract roles seeing a modest rise in 2025. “Our market report shows that employers are being more selective, but they are still hiring,” says Jones. “The competition for skilled talent is keeping demand steady, especially for roles that require specialist expertise or qualifications.” Implications for Employers With a stable employment base and slower but sustained pay growth, Jones suggests that now is a critical time for companies to refine their recruitment strategies. She recommends: Reviewing salary benchmarking to stay competitive in priority roles Streamlining recruitment processes to reduce vacancy durations Investing in retention through training and internal mobility Enhancing employer branding to attract passive candidates “The market is not slowing down,” she says. “It is settling. Employers who respond with clarity and flexibility will continue to secure great talent.” Summary The July 2025 labour market update confirms a period of stability for the UK workforce. While pay increases are moderating, employment levels remain high and hiring activity continues across core sectors. For recruitment leaders, this is a time to invest in strategy, not to pull back. With the right planning, employers can navigate this market with confidence.

In today's dynamic work environment, flexibility is paramount. As the needs and expectations of the modern workforce continue to evolve, employers are increasingly adopting adaptable work arrangements to meet diverse needs and enhance productivity. In this blog post, we'll explore the significance of adaptable work arrangements and how they address the evolving demands of today's workforce while optimizing for search engine visibility.

In recent years, the rise of remote work has revolutionized the way companies approach recruitment. With advancements in technology and a growing acceptance of virtual communication tools, many organizations are now embracing remote recruitment strategies to attract and hire top talent. In this blog post, we'll explore how companies are adapting to virtual hiring processes and the strategies they're employing to succeed in this new era of recruitment.

In 2024, the United Kingdom faces a pressing economic challenge as the cost of living continues to rise, impacting both job seekers and hiring managers across the nation. Recent findings from people2people’s 2024 Employment and Salary Trends Report shed light on the severity of the situation.

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A workplace culture writer specialising in employee wellbeing, flexible working trends, and HR innovation. Helping organisations create healthier, more productive work environments through trusted insights and data-driven content.

The latest data shows that the UK labour market continues to perform steadily in 2025, with employment levels holding firm and job vacancies remaining historically high. While pay growth has slowed slightly, overall workforce activity remains strong, supported by high participation and resilient hiring demand. Liz Jones, Recruitment Director at people2people UK, says that this steady picture aligns closely with trends identified in the firm’s 2025 UK Market Report. “We are still seeing a healthy labour market,” she explains. “Employment is growing, and job openings remain strong, especially in sectors such as healthcare, logistics and professional services.” Employment Rate Rises, Unemployment Falls According to the July 2025 bulletin, the UK employment rate rose to 76.4 percent, the highest in over a year. The unemployment rate dropped to 3.7 percent, a level not seen since early 2020. This marks continued improvement in labour force participation following a volatile period during the pandemic recovery. Jones notes that this trend is being felt across multiple industries. "Businesses are rebuilding workforces and candidates are returning to the labour market," she says. "It is encouraging to see stronger engagement from both employers and jobseekers." Pay Growth Slows but Remains Positive One notable shift in the July update is a softening of pay growth. Annual wage increases for the period stood at 5.2 percent, down from 6.1 percent earlier in the year. This reflects a more balanced economic climate as inflation eases and employers stabilise budgets. “While pay growth is slowing, it is still above historical averages,” Jones comments. “Employers are adjusting to cost pressures, but most remain committed to offering competitive salaries to retain talent.” Vacancies Stay High, Reflecting Continued Demand Despite slower wage growth, the number of job vacancies remains elevated. Sectors such as care, education, and IT continue to post consistent hiring demand, with temporary and contract roles seeing a modest rise in 2025. “Our market report shows that employers are being more selective, but they are still hiring,” says Jones. “The competition for skilled talent is keeping demand steady, especially for roles that require specialist expertise or qualifications.” Implications for Employers With a stable employment base and slower but sustained pay growth, Jones suggests that now is a critical time for companies to refine their recruitment strategies. She recommends: Reviewing salary benchmarking to stay competitive in priority roles Streamlining recruitment processes to reduce vacancy durations Investing in retention through training and internal mobility Enhancing employer branding to attract passive candidates “The market is not slowing down,” she says. “It is settling. Employers who respond with clarity and flexibility will continue to secure great talent.” Summary The July 2025 labour market update confirms a period of stability for the UK workforce. While pay increases are moderating, employment levels remain high and hiring activity continues across core sectors. For recruitment leaders, this is a time to invest in strategy, not to pull back. With the right planning, employers can navigate this market with confidence.

Pressure to Return to the Office Is Driving Resentment Among UK Workers As flexible working continues to define the future of employment, new findings suggest the UK may be facing a growing disconnect between employer expectations and employee preferences. According to people2people UK’s 2025 Market Report, more than half of workers feel increasing pressure to spend additional time in the office, a shift that is impacting engagement and retention across multiple sectors. Liz Jones, Recruitment Director at people2people UK, says that rigid workplace policies are now a leading contributor to candidate reluctance and employee churn. "Our data shows that 54 percent of UK employees feel pushed to return to the office more than they want to," she explains. "This pressure is not just inconvenient. It is reshaping how people view their current roles and future opportunities." Where the Pressure Comes From The 2025 Market Report found that much of the drive to return to the office stems from top leadership, with executive teams leading the call for more on-site presence. This push is not always aligned with performance metrics or employee feedback. "This is not about output or productivity," says Jones. "It is about outdated assumptions. Leadership often equates visibility with value, but that mindset is increasingly out of step with how modern teams work best." The mismatch between executive expectations and employee needs is contributing to declining morale, particularly in office-based roles that could easily operate on a hybrid basis. Flexibility Still Matters Despite the push to increase office attendance, flexibility remains a top priority for candidates and employees. The Market Report confirms that roles offering flexible working continue to receive more applications, fill faster, and maintain lower turnover rates. "Flexibility is not a temporary trend," Jones adds. "It is now a standard part of what professionals expect. Candidates are telling us clearly that how they work matters just as much as where or for whom." The data reveals that teams which embrace flexible models tend to report stronger engagement, better collaboration, and improved retention outcomes, especially in sectors such as tech, finance, and professional services. What Employers Should Do To stay competitive, Jones advises that employers need to reevaluate their return-to-office strategies with both data and empathy in mind. people2people UK recommends: Involving employees in setting attendance expectations Tailoring policies by role, function, and team needs Communicating the reasons for on-site requirements clearly and consistently Measuring the impact of attendance policies on productivity and engagement "One-size-fits-all approaches no longer work," Jones notes. "Companies that listen to their teams and create flexibility within structure will outperform those that rely on top-down mandates." Looking Ahead As the labour market continues to evolve, the ability to offer meaningful flexibility will be a deciding factor in who attracts and retains top talent. The 2025 UK Market Report shows a strong correlation between adaptive working policies and long-term business resilience. "Employers have a choice," Jones concludes. "They can lead with trust and flexibility, or risk losing great people to those who do."

Candidate availability in the UK labour market has increased at the fastest rate since December 2020. Our 2025 people2people UK Market Report highlights the same trend that has been flagged, with the volume of candidates rising sharply due to redundancies and subdued hiring activity. Market Supply Meets Reduced Demand Liz Jones at people2people UK notes that the shift represents a clear imbalance. "Candidate supply is surging as job openings contract," she commented, in line with findings from our 2025 market report. "More people are actively looking but there are fewer roles available. This impacts how recruiters and HR managers plan talent attraction and engagement strategies." Salary Impact and Recruitment Strategy The increase in candidate availability has also influenced pay trends. Salary growth has remained modest due to reduced hiring budgets and greater competition for fewer active roles. "With more talent available and slower demand from employers, organisations are better positioned to be selective," Liz shared from our analysis. "This is a chance to focus on quality of hire rather than speed of hire." What This Means for Employers In a market with rising candidate supply and fewer opportunities, jobseekers become more discerning. They are assessing potential employers based on culture, flexibility, development opportunities, and brand values. Liz Jones advises that businesses should: Clearly articulate what makes them stand out to candidates Review their employer value proposition against market expectations Consider investing in candidate experience platforms and employer branding Maintain recruitment agility so they can swiftly fill roles when market conditions improve Preparing for Market Recovery Our 2025 report shows that while hiring activity remains subdued, there are early signs of resilience in sectors such as engineering, logistics and healthcare. "This market may feel cautious," Liz explains, "but there are pockets of opportunity. Organisations that maintain readiness will be first to tap into recovering sectors and talent pools."

Flexible working is no longer a perk. It is a priority. Our people2people 2025 Market Report confirms that a lack of flexibility is pushing a significant portion of the workforce to look elsewhere. Employers who fail to adapt are already seeing the consequences. According to our research, more than one million people in the UK left their jobs in the last 12 months due to rigid working conditions. That is nearly three percent of the workforce walking out of roles that did not meet their expectations for flexibility. This shift is not limited to remote working. It also includes flexible hours, part-time arrangements and compressed working weeks. Employees are looking for control over when and how they work. A Disconnect Between Policy and Preference While flexible work continues to rank high on the list of job seeker priorities, our data shows that more than half of employers have increased expectations for in office attendance in 2025. This rise is driven primarily by leadership mandates rather than operational need. "There is a growing disconnect between leadership expectations and employee preferences," I said while reviewing our report findings. "The result is avoidable turnover and a widening talent gap in key sectors." This trend is most visible in professional services, finance and tech roles where hybrid work is both possible and preferred. Employers insisting on a return to pre 2020 working patterns are facing greater difficulty attracting and retaining skilled candidates. Flexibility Strengthens Recruitment Outcomes The business case for flexibility is clear. Our report found that job adverts which include flexible options receive up to 40 percent more applications and fill faster. These roles also report lower early-stage attrition, suggesting a better match between employer and candidate expectations. "Flexibility improves both the volume and quality of applicants," Liz Jones noted. "It gives companies an edge in a market where top talent has choices." Candidates now assess flexibility before they consider salary, commute or even job title. Those who have experienced hybrid or remote work environments are unlikely to go back to rigid models without significant trade offs. What Employers Can Do Now The solution is not a one-size-fits-all model. Instead, companies should aim to provide structure around flexibility that meets both business and employee needs. Based on our research, I recommend: Making flexibility a default part of job design and recruitment messaging Offering a mix of remote, hybrid and flexible hour options depending on role Providing training for managers to lead distributed teams effectively Tracking turnover data linked to flexible work policies to spot early warning signs The expectations of the workforce have changed. Flexibility is now a deciding factor for candidates and a retention tool for current employees. Firms that ignore these expectations will continue to lose talent. Those that embrace structured flexibility will gain a clear advantage in attraction, engagement and long-term workforce planning.

What’s Holding HR Back from Formal AI Adoption? AI use in HR is increasing across the UK. In 2025, 66% of professionals said they have used tools like ChatGPT to write policies, generate job descriptions or support internal communications. Despite this, only 3.6% of HR departments have formally integrated AI into their systems and processes. This informal use may seem practical, but it highlights a growing divide between experimentation and long-term strategy. Without formal adoption, organisations risk falling behind in areas like recruitment efficiency, data governance and candidate experience. A Lack of Time and Resources The most common reason HR professionals give for delaying AI adoption is a lack of time. Many teams are already stretched with administrative responsibilities and see AI integration as a project that requires more capacity than they currently have. Liz Jones, Recruitment Director at people2people UK, says the concern is valid but short-sighted. “We see time cited as the biggest barrier,” says Jones. “But formalising AI use actually saves time long-term. The our people2people 2025 UK Employment Trends Report shows that teams using integrated AI tools reduce administrative workload by up to 23 percent. That’s a significant gain for any HR function.” Skills and Confidence Gaps A second challenge is the skills gap. Many HR teams are unsure how to assess AI tools or ensure they are being used fairly and effectively. Without training, professionals are left guessing whether the tools they are using are making sound decisions. “Confidence is a real issue,” Jones adds. “According to our report, fewer than one in three HR professionals feel confident evaluating AI outputs. That means the majority are using tools without fully understanding how they work, or how to manage bias and risk.” This gap can create inconsistency across hiring, performance reviews and internal policies. It also limits HR’s ability to lead digital transformation initiatives. The Policy Disconnect Only a third of UK organisations have formal policies in place to manage AI use in HR. This lack of structure exposes companies to legal and ethical risk. As AI becomes more embedded in decision-making processes, clear policies will be essential. “Our report found that organisations with AI policies in place saw higher levels of trust from both employees and candidates,” says Jones. “Without those guardrails, even well-meaning use can go wrong. Formal guidance protects both the business and its people.” Recruitment Implications AI is already transforming recruitment, from automating CV screening to helping personalise outreach. But without structure and oversight, these tools can reinforce bias and exclude strong candidates. This is especially important as the UK faces a downturn in graduate hiring. According to People Management, graduate openings have dropped to their lowest level in seven years, with AI partially to blame. “Hiring fewer entry-level roles does not mean less work,” says Jones. “It means that teams need to be smarter with how they assess and engage candidates. Formal AI adoption helps ensure that recruitment remains inclusive, consistent and aligned with business goals.” Moving Forward Formal adoption of AI does not need to be complex. The key is to start with simple, structured steps such as: Using HR platforms that include integrated AI tools Creating internal guidelines to support ethical and consistent use Providing training in AI literacy and bias awareness Reviewing AI-supported decisions with human oversight  The tools are already being used. The question is whether HR teams will take the lead in making their use strategic, secure and fair. Those that do will be better placed to support their people, meet compliance expectations and stay competitive in a changing labour market.

Why AI Won’t Steal Your Accounting Job, But It Will Change It AI is making waves across finance and accounting, with over 75% of Australian financial firms already using or integrating automation into operations. As adoption grows, so does the speculation, will AI replace human workers? The answer is more nuanced. While automation is speeding up processes and enhancing accuracy, it isn’t wiping out roles. Rather, it’s transforming them. Automation: Evolution, Not Extinction AI has reached the point where it can generate financial reports, flag anomalies, and even draft basic client communications. But, as history shows, the introduction of new technology often expands job scopes rather than eliminating them. This echoes recent findings from the UK, where graduate job openings have dropped to their lowest level in seven years. According to our people2people Market Report 2025, AI is a key contributor, but not for the reasons you might think. It's less about eliminating jobs, and more about reshaping entry-level expectations. What Recruiters Are Seeing on the Ground “Entry-level hiring is absolutely shifting,” says Liz Jones, a recruiter specialising in UK finance roles. “Firms want new grads who can do more than process data. They want relationship builders, critical thinkers and candidates with the emotional intelligence AI lacks.” This aligns with UK trends from the latest people2people market data: hiring remains steady for strategic and advisory roles, while junior roles are becoming more project-based or part-time. Personalisation at Scale Another area where AI shines is communication. Instead of sending the same generic tax update to hundreds of clients, firms can now generate personalised messages based on client behaviour and context. “Hyper-personalisation is a game-changer,” Liz adds. “It means client managers can spend more time advising and less time drafting emails. It’s a win-win—and it’s here now.” The Cloud Divide The biggest barrier to AI adoption in accounting isn’t fear, it’s outdated systems. Cloud-based platforms are the backbone of AI integration, and firms that haven’t modernised their tech stacks are falling behind. “Based on our UK research, firms still relying on on-premise systems are 2x more likely to delay hiring for AI-enhanced roles,” Liz notes. “It’s not about willingness, it’s about readiness.” Looking Ahead Rather than eliminating roles, AI is carving out new opportunities. Accountants are moving from number-crunchers to consultants, focusing more on strategic guidance, risk analysis, and business growth. And for recruiters like Liz, this shift brings clarity: “Firms aren’t hiring fewer people, they’re hiring differently. If you’re adaptable, tech-savvy, and can build strong client relationships, your value in this market is only increasing.”

As businesses continue to navigate economic uncertainty, temporary and contract hiring has emerged as a flexible and strategic solution in the United Kingdom. With companies needing to adapt quickly to shifting market conditions, this hiring model is proving increasingly relevant. Temporary roles are no longer just short-term fixes; they are playing a significant role in long-term talent strategies. According to Maddy Laing, Senior Recruitment Consultant at people2people, this hiring shift is being driven by caution around long-term commitments. "When businesses aren't sure about what the next few months look like, committing to a permanent role does sometimes feel like too much. That's when a temporary contract hire comes in." "Temps can be brought in really quickly, often within a day or even a couple of hours" In today’s landscape, agility is everything. Temp staff help businesses respond rapidly to seasonal demands, cover long-term absences like maternity leave, or support project-based work. Financially, this approach often proves cost-effective—companies only pay for the hours worked, avoiding many of the additional expenses tied to permanent roles. Host Liz Jones, UK Managing Director at people2people, explores both sides of the temp hiring equation. On the business side, it’s about flexibility, fast onboarding, and lower risk. For job seekers, it’s about opportunities to gain skills, expand networks, and even transition to permanent employment. Laing points out that despite the hesitation some candidates feel about temporary roles, the experience gained can be a major career booster. "You get the chance to build new skills, work in a different environment, work for a different team or company and learn new systems as well," she says. "That kind of experience can really make a difference in the long term and make you more marketable for permanent roles." Some temporary roles also offer higher pay due to urgent needs or niche skill requirements. And in many cases, exceptional temporary employees are offered permanent positions when companies want to retain their talent. For recruitment agencies, strong performers are often placed repeatedly across valued client accounts. Flexibility is another key advantage. For those between permanent jobs or seeking work-life balance, temporary roles offer the freedom to work for a few months and then take a break. And with longer placements, many temp workers receive the same benefits as permanent staff, including the possibility of remote work. As Laing summarises, "Versatile, efficient, and often comes with a lot of big opportunities. That's probably the most impressive thing we always see with temp and contract work."  In today’s dynamic market, overlooking temporary and contract roles might mean missing out on valuable career and business opportunities. Whether you’re an employer looking to stay agile or a job seeker navigating a transitional period, this hiring model offers real value and potential.

In today's rapidly evolving UK job market, businesses are re-evaluating how they approach hiring. With economic shifts, digital transformation, and workplace flexibility becoming more prevalent, temporary hiring is emerging not as a short-term fix, but as a strategic tool for long-term growth. On a recent PTP Live episode, host Hannah Slee and guest Maddy Laing, Senior Recruitment Consultant at people2people, discussed this very shift. The conversation focused on dismantling outdated myths around temp roles and spotlighting how companies can use them as a powerful workforce strategy. "Temp hires today can be a really big strategic fix" Temporary roles have traditionally been seen as a last resort—a bandaid solution to cover staff absences or urgent vacancies. But as Laing explains, the game has changed. "Because of massive changes around economic uncertainty, new regulations, even AI and digital transformations, the way temporary hires are looked at is really evolving." These roles now often bring in skilled consultants, project leads, and industry experts who opt for temp work due to the flexibility and variety it offers. Businesses are also using temp hiring as a way to test new positions or headcounts without the risk of permanent commitment. In effect, temp staff provide not only capacity but also fresh perspectives and innovation. Slee adds, "Temp talent isn't just a safety net. It's really a competitive advantage." Companies can onboard quickly, scale up efficiently during peak periods, and stay agile in times of change—all without the overheads associated with permanent roles. Moreover, the quality of temp candidates has seen a significant uplift. As Laing notes, "The quality of temp work and the quality of temp hires and jobs has also really changed for the positive." Far from being a fallback, temporary work can drive significant value and often leads to longer-term opportunities. Another rising trend is using temp roles as a pipeline for permanent hires. When a temporary employee proves to be a great fit, many businesses are keen to retain them permanently, turning a short-term solution into a long-term asset. Businesses that continue to view temp hires as a last resort may find themselves missing out on talent, efficiency, and adaptability. The smartest organisations are already integrating flexible hiring into their broader strategy, recognising that these professionals can fill immediate needs while fuelling innovation and growth. As Laing summarises, "If you're still thinking of temp hires as a last resort, then I definitely think you're really missing out on a lot of potential."  In a job market where 72% of professionals are considering a job change, it's clear that flexibility and strategic hiring are more important than ever. Whether you're navigating transformation, covering a gap, or planning for growth, now is the time to rethink the role of temporary staff in your business.

As international travel opens up and more professionals seek overseas opportunities, finding work abroad remains a compelling yet complex challenge. For those eyeing a move to the United Kingdom, preparation is the critical factor that separates a smooth transition from a stressful one. While visa options are fairly accessible for Australians relocating to the UK, securing employment is often the real hurdle. According to Maddy Laing, Senior Recruitment Consultant at people2people, the initial excitement of moving abroad is quickly followed by the practical challenge of job hunting. "Doing your research before you arrive makes all the difference," she says, emphasising that preparedness is key to navigating the UK job market effectively. "Make sure you have your status set to the correct country" One of the first and most impactful steps a job seeker can take is updating their LinkedIn profile. Laing stresses that setting your job search status to the correct location—like London rather than your current city—helps recruiters find you. It provides visibility and signals intent. "LinkedIn is a huge advantage and a really big network people need to look into, especially when you're moving to a new job and looking for new work." Work eligibility is another cornerstone of successful job applications. As Laing points out, being able to clearly explain your visa status is essential. Recruiters and employers need immediate clarity on whether a candidate can be legally hired, and uncertainty here can lead to delays or lost opportunities. Connecting with local recruiters before arriving is another strategic move. Beyond job matching, recruiters offer invaluable market insights—like which roles are in demand, realistic salary expectations, and industry trends. "Even if you're not ready to apply just yet, those early conversations can set you up with better expectations and a clearer understanding of the landscape," says Laing. Preparation extends to researching local salaries, which may not match what candidates earn in their home country. Factors like cost of living, supply and demand, and economic shifts all play a role in salary levels. Laing notes, "Just because you earn a certain salary in a previous country, doesn't mean that you're going to earn that same salary where you're going." A personal and professional network is also invaluable. Reaching out to former colleagues, friends, or even LinkedIn connections can lead to opportunities that haven't hit the open market yet. Laing encourages prospective movers to engage with their network early: "Put a post out there, start to chat to people, connect on their posts, and opportunities may come through that way." Host Hannah Slee, Recruitment Manager at people2people, adds that the UK job market is showing cautious optimism. With employment up and vacancy rates stabilising, there's reason for hopeful candidates to be encouraged. While traditional sectors like retail continue to face challenges, areas such as tech, professional services, and immersive technologies are experiencing growth. That said, some challenges remain. Unemployment has slightly increased, and economic inactivity remains high, driven largely by longer-term health issues. These trends continue to shape talent availability and influence hiring strategies across sectors. If you're planning a move to the UK, the key takeaways are clear: start early, make use of digital tools like LinkedIn, be transparent about your work eligibility, and tap into local recruiter expertise. Aligning expectations with local realities and activating your network could make all the difference in your overseas job search. Laing concludes with a reassuring message: "If you're planning to move to the UK and to London, definitely we can help you with your job search or any questions that you may have." For professionals ready to embrace the UK job market, a proactive and informed approach will pave the way to success. 

As the United Kingdom edges closer to a new financial year, businesses across the region are taking stock of their hiring strategies and workforce plans. A recurring theme is the importance of readiness, especially in a market where timing and preparation can make or break recruitment outcomes. According to recent insights, many companies remain uncertain about headcount budgets and future role requirements. This hesitation often stems from a lack of clarity in strategic planning, making it increasingly difficult to align recruitment with business goals. In today’s hiring landscape, the ability to plan ahead and forecast talent needs is no longer a luxury—it's essential. Recruitment experts are observing a notable shift. No longer are businesses simply approaching agencies with job specifications. Instead, they seek comprehensive market insights, including salary benchmarks and team structuring advice. This proactive engagement indicates that organisations are beginning to understand that recruitment strategy is deeply entwined with overall business success. "Strategic planning isn't just a financial thing" Maddy Laing, Senior Recruitment Consultant at people2people, highlights a common issue: "A lot of businesses do need to be prepared and think that they should be prepared. But once you actually dig into the details, especially around recruitment, there's usually some gaps that do need attention." Laing notes that businesses frequently fall into a reactive hiring mode, only deciding on needs once the new quarter has begun. This often results in top candidates being snapped up by more prepared competitors. "When you do recruit within a reactive process, chances are that the top candidate's already gone," she says. The shift towards strategic recruitment is echoed by Liz Jones, UK Managing Director at people2people, who notes, "Businesses aren't just coming to us with job specs. They're asking for market insights, salary trends, even advice on team structure. That early planning really makes such a difference." To combat recruitment pitfalls and build stronger hiring frameworks, both experts advocate for a structured approach. The first step is to review past recruitment patterns: which roles were hardest to fill, where growth occurred, and where gaps still exist. This data provides a solid foundation for future hiring plans. Next, it’s crucial to align hiring goals with business objectives. Whether expanding into a new region or launching a new product, understanding the type of team needed to support these initiatives is key. Laing advises, "Make sure that they are matching and in alignment... what kind of team will you need to support this and how is that going to be different to what you may have hired last year?" Retention also plays a critical role. Planning is not solely about acquiring new talent but also about keeping existing staff engaged and in the right roles. As Jones points out, "Maybe you don't need to hire many if you're investing in developing your current team." Final advice for businesses looking to stay ahead in the financial year? Collaboration. Laing stresses, "Don't plan in isolation... talk to your internal recruitment team, talk to hiring managers... and even some of your current employees." The more perspectives gathered, the stronger and more effective the hiring strategy. In a competitive market like the UK, strategic recruitment planning isn’t just beneficial—it’s essential. With the financial year fast approaching, now is the time for businesses to shift gears, adopt a proactive stance, and ensure that their hiring strategy supports long-term growth.

Over half of UK employees would consider quitting if they discovered their employer was monitoring them, according to recent research. With 85% of businesses admitting to tracking screen activity and website usage, employee trust is at risk. In this blog, people2people’s UK Managing Director Liz Jones explores the impact of surveillance on workplace culture, stress, and retention. Learn how to strike the right balance between oversight and autonomy, with practical strategies to build a trust-first culture that supports both performance and wellbeing. Is your business protecting productivity—or pushing your top talent away? Read more to find out.

With the new financial year underway, UK businesses are reassessing hiring strategies and tax planning to maximise savings and ensure compliance. In this blog, people2people’s UK Managing Director Liz Jones speaks with Senior Consultant Maddy Laing about smarter workforce planning, contractor compliance, and aligning staffing with business goals. We also explore practical tax tips to avoid an EOFY hangover—covering recordkeeping, deductions, and super contributions. Learn how to get ahead with a proactive approach that reduces costs, avoids risk, and drives growth from day one. Are you setting your business up for a smarter, more strategic year ahead? Read more to find out.

Employee recognition is no longer just a ‘nice to have’—it’s a strategic necessity. In the UK, 54% of organisations now prioritise regular appreciation, with recognised employees 8x more likely to feel a sense of belonging and 5x more likely to stay. Businesses with strong recognition cultures see 87% lower burnout rates, improving morale and retention. Simple, consistent praise—whether through team meetings, milestones, or digital platforms—can boost engagement. Are you doing enough to recognise your employees and keep them motivated? Read our latest blog to find out how to build a culture of appreciation.

In 2025, graphic design interviews are about more than creativity—employers want problem-solvers, strong communicators, and adaptable professionals. A standout portfolio should showcase process, not just final designs, with 4-6 high-quality projects. Candidates must be ready to explain their design decisions, handle client feedback, and demonstrate technical skills in Adobe Suite, AutoCAD, and Revit. Soft skills like communication and collaboration are just as vital as software proficiency. Want to know how to structure your portfolio and answer key interview questions to land your dream design job? Read our latest blog for expert insights and tips.

Job seekers are under increasing pressure to stand out, leading many to exaggerate their CVs. However, with AI-driven background checks, dishonesty can ruin career prospects. Instead of taking shortcuts, focus on tailoring your CV, highlighting skills, and leveraging networking to secure roles authentically. Employers value transparency, and a strategic approach to job searching will always outweigh the risks of deception. Want to know the best ways to strengthen your job application while staying honest? Read on to discover expert insights and actionable tips to help you land your next opportunity with integrity!

A well-structured portfolio is key to standing out in today’s competitive job market. It’s not just about showcasing finished work—it should tell a compelling story of your skills, creativity, and process. Employers look for portfolios that are concise, well-organised, and up-to-date, featuring high-quality projects relevant to the roles you’re applying for. Avoid common mistakes like overloading with too many projects or lacking context. Want to know the essential elements of a winning portfolio and how to make yours stand out? Read on to discover expert insights and top tips for crafting a portfolio that gets you hired!

UK workers are shifting their priorities, valuing flexibility over pay by their early thirties. Research shows that professionals aged 30-34 increasingly prefer fewer working hours, even at the cost of lower earnings, while younger employees focus on career growth. Businesses that fail to adapt risk losing top talent to companies offering work-life balance. Competitive salaries still matter, but career progression and workplace culture play a crucial role in retention. How can businesses evolve to meet these changing expectations and attract top talent in 2025? Read on to discover key insights and strategies for building a future-proof workforce.

Employee retention is a growing challenge, with 45% of HR leaders in the UK citing competitive salaries and benefits as key retention factors. However, beyond pay, employees seek career growth, meaningful work, and flexibility. Trust, collaboration, and adaptability are essential for building high-performing teams, while micromanagement and outdated leadership styles drive turnover. How can businesses create a thriving workplace that attracts and retains top talent? Read on to discover expert insights and actionable strategies for reducing turnover and fostering a high-performing team in 2025.