What’s Working in Recruitment: Mid-Year Market Insights and Strategies

What’s Working in Recruitment: Mid-Year Market Insights and Strategies for H2

As we move into the second half of 2025, the hiring landscape continues to shift; demanding speed, empathy and strategy in equal measure. With average turnover rates sitting between 17–22% across mid to large-sized firms, and junior-level churn remaining high, employers must work smarter to attract and retain talent.

What Are Smart Firms Doing?

The most forward-thinking companies are taking a proactive stance:

Stay interviews are becoming a norm, giving teams a voice and helping managers identify and address potential flight risks early.
Hybrid working is evolving. Rather than dictating terms, successful firms are empowering teams to shape their own schedules.
Culture is no longer an afterthought, it's being embedded into the hiring journey, with purpose and impact clearly communicated from first contact.

Boutique vs Global: A Tale of Two Appeals

Smaller, agile firms are enjoying renewed interest. Their visibility, flexibility and faster decision-making appeal to candidates wanting more influence and connection. But the global giants aren't out of favour, structured career progression and international mobility remain big draws for those eyeing long-term growth.

Recruitment That Works in 2025

If you're hiring this summer, here's what works (and what doesn’t)...

Winning Strategies:

Direct headhunting and warm referrals remain the most effective routes
Feedback within 48 hours keeps candidates engaged and interested
A human-centred, clear process that champions your people and purpose is essential

Pitfalls to Avoid:

Slow, rigid processes that lose top talent to nimbler competitors
Lack of clarity around hybrid policies
Generic or inconsistent feedback that undermines the candidate experience

The Role of AI in Hiring

AI is helping to streamline recruitment admin and workflow, but caution is needed. While most candidates appreciate AI for efficiency, particularly in scheduling and communication, concerns grow when assessments feel automated and impersonal.

For senior candidates especially, relationship-led hiring is critical. Your tech should support, not replace, the human connection.

What Candidates Are Asking Now

One notable trend: candidates increasingly ask about a firm’s AI strategy. It’s not just about tools, it’s a signal of innovation, adaptability and forward-thinking leadership.

Looking Ahead

Expect a cautious hiring climate over the summer, with a pick-up in Q4 and into early 2026. The focus will be quality over quantity with firms seeking strategic hires who align with values, culture and long-term goals.