The UK recruitment industry is grappling with heightened competition, slowing hiring rates, and an evolving technological landscape as it approaches 2025.
This is according to JobAdder’s first Recruitment Agency Benchmarking Report, which reveals a growing mismatch between rising candidate numbers and declining hiring rates. While 39 percent of respondents report an increase in candidates, 56 percent note a reduction in hiring across organisations. Longer hiring processes are being driven by economic uncertainty, with 39 percent of recruiters citing delays due to cautious decision-making.
Candidates are also facing stiffer competition, with 64 percent of recruiters observing heightened rivalry for fewer roles. The job market strain is further exacerbated by mass redundancies, which are impacting 42 percent of recruiters.
Despite these challenges, over half (56%) of respondents remain optimistic about industry growth. However, rising client expectations, noted by 69 percent, are placing additional pressure on agencies to innovate and adapt.
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AI Use Expands but Confidence Lags
Artificial intelligence (AI) is playing an increasing role in recruitment, with 81 percent of agencies planning to expand its use in 2025. Currently, 72 percent of recruitment firms utilise AI, primarily for administrative efficiencies (69%) and enhancing job advertisements (58%).
AI adoption has already yielded measurable benefits for many agencies, with 67 percent reporting time savings and 56 percent seeing a return on investment. However, confidence in effectively implementing AI remains low, with only 19 percent of recruiters feeling very confident in their ability to leverage the technology.
Skill gap also pose a challenge, with 44 percent of recruiters expressing concerns about their teams’ readiness to adopt new AI tools. While the benefits of AI, such as improved efficiency and hiring outcomes, are well recognised, overcoming internal barriers will be key to fully integrating AI into recruitment workflows.
Martin Herbst, CEO of JobAdder, said, “The 2024 Benchmarks Report paints a picture of a job market that is both challenging and full of potential. On one hand, businesses are contending with economic uncertainty, increasing competition and overwhelming numbers of candidates. On the other hand, there are clear opportunities for those willing to adapt and innovate. Embracing technology is proving to be a game-changer for recruitment teams looking to streamline processes and improve outcomes for clients and candidates alike.”
Business Development Becomes a Priority
Business development is taking centre stage as recruitment firms navigate the competitive landscape. According to the report, 67 percent of agencies are planning investments in business development strategies for 2025. Securing new clients (75 percent) and strengthening existing relationships (72 percent) have emerged as top priorities.
Despite these efforts, satisfaction with current business development strategies remains low, with only 6 percent of respondents reporting full satisfaction. Success is being measured by tangible outcomes such as placements secured (56%) and new clients won (53%).
Rivalry among agencies is intensifying, with 67 percent of recruiters noting increased competition to secure clients. To stand out, many firms are adopting innovative and client-focused approaches tailored to market conditions.
Herbst added, “Technology alone is not the solution. Businesses must invest in building the skills and expertise needed to maximise the value of these tools. Addressing internal gaps, improving workforce wellbeing, and fostering a culture of resilience will be critical to success in 2024 and beyond. Recruitment is, at its core, about people. By balancing strategic investments in innovation with a focus on business development, organisations can position themselves as leaders in an increasingly competitive and complex market.”
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
