The Changing Recruitment Landscape
Economic pressures are leading many organisations to scale back recruitment efforts. Rising costs, uncertain markets, and the need to make every hire count are reshaping priorities. The Labour budget introduced in October 2024 added to this, with increased employer National Insurance contributions tightening margins for businesses of all sizes.
When speaking with a client this week, they mentioned that these changes will cost them around £15 million annually. Even for a large organisation, this is a significant number - one that is already reshaping their recruitment plans for 2025. High-volume hiring is being reconsidered, with businesses focusing instead on making each hire really count.
This could mark the start of a more sustainable approach to recruitment and retention.
Why Less Can Be More
1. Time to Focus on Retention
When hiring volumes are high, HR teams are often stretched thin. With fewer new hires to onboard and train, there is more time to focus on keeping existing talent. Improving onboarding, developing career pathways, and fostering a positive workplace culture all help ensure that businesses aren’t just filling roles - they’re building careers.
2. Lower Recruitment Costs
High-volume recruitment often results in costly mismatches. When new hires leave within months, the time and money spent on recruiting, training, and onboarding go to waste. By hiring fewer, better-suited people, companies can save on costs and reduce turnover.
3. A More Capable Workforce
A smaller, well-supported team of skilled employees often achieves more than a larger, less-engaged workforce. Focusing on quality over quantity helps create teams that are productive, cohesive, and aligned with company goals.
A Changing Role for Media Partners
As businesses adjust their recruitment strategies, media partners also need to adapt. With a focus on quality hires and retention, copywriting and branding become more important. The goal is to engage the right candidate, at the right time, with the right message - often targeting passive jobseekers.
Passive jobseekers, who aren’t actively applying for jobs but are open to opportunities, are often seen as the best candidates. Why? Because they’re not desperate to leave their current roles. They only move for a job that truly fits their skills, values, and aspirations. This makes them more likely to stay long term, reducing turnover and supporting retention goals.
There’s evidence to back this:
Higher Retention Rates: Passive candidates tend to stay longer because they make more deliberate decisions to move.
Better Cultural Fit: They often prioritise culture and alignment with employer values, leading to greater engagement.
Proven Skills: Passive candidates are usually successful in their current roles and bring strong expertise to new positions.
How Media Can Make the Difference
This is where smart use of media plays a key role. By using targeted advertising, compelling copy, and clear branding, businesses can reach passive jobseekers on the platforms they already use - from social media to industry forums.
Here’s how Further Media can help:
Craft Messaging That Resonates: Focus on the employee experience, not just the job.
Target Passive-Friendly Channels: Use programmatic advertising, native content, and visual storytelling to capture attention.
Measure and Optimise: Track what works and refine campaigns to attract the right candidates, not just the most.
Retention: The Key to Long-Term Success
Retention isn’t just a buzzword - it’s a strategy. Companies with strong retention rates gain significant benefits:
Reduced Costs: Fewer departures mean fewer recruitment cycles and less disruption to productivity.
Improved Employer Brand: Satisfied employees become ambassadors for the organisation, helping to attract future talent.
Greater Efficiency: Teams that work together for longer perform better. Collaboration, trust, and institutional knowledge grow over time.
By rethinking recruitment as part of a wider retention strategy, businesses can secure a competitive edge - even in challenging times.
Looking Ahead
The recruitment landscape is shifting, but this is a chance to adapt rather than worry. By focusing on retention and strategic hiring, businesses can weather economic challenges and strengthen their teams.
Less recruitment doesn’t have to mean less success. In fact, it could mean the opposite - happier employees, stronger teams, and a more secure bottom line. With the right approach, these challenges can become opportunities for growth.
