Clients and candidates are always asking us "how is the market?" and for much of 2024 and 2025 the answer has been the same - tricky, inconsistent and unpredictable! So how has 2026 started? A little better! It definitely feels more positive and the number of vacancies in the market should provide some much-needed confidence to candidates who have been biding their time before making a move. But it's still far from plain-sailing.

What are we experiencing?

More immediately available candidates on the market

Our team have seen more candidates come to the market that are available to start roles quickly. This is both as a result of redundancy situations following restructuring, plus contracts finishing without being renewed. This is a sign of businesses using the current market conditions to look at cost-efficiencies, team structures and overheads - nothing new but a continuation of economic uncertainty that inevitably leads to cutbacks and job losses. Although not necessarily mass redundancy situations, there are more candidates open to and available for temporary opportunities as a result of this. Which also means more permanent candidates without a notice period for those who need to hire quickly.

An increase to client expectations

One of our key challenges at the moment is educating clients on candidate skillset and experience availability. With the perception of it being a "buyer's market" (i.e. lots of candidates and a lack of jobs) clients start asking for unicorns! Qualifications, systems skills and industry specific experience are becoming prevalent in candidate requirements when companies take a role to market. But what is the reality of this approach? The candidates on the market don't match up and it takes a lot of time and effort to generate suitable applicants, if they exist at all! Time to hire dramatically increases and companies eventually compromise on their requirements. 

Salary adjustments and benchmarking 

There has definitely been a post-Covid boom adjustment over the last couple of years, where over-inflated salaries have taken a backward step and candidates are often having to consider lower salaries for the same roles that they have previously undertaken. Likewise, hiring companies are having to adjust to ever-increasing National Minimum Wage levels, inflation and rising cost of living in order to stay competitive in retaining and attracting staff. This has led to lots of disparity and confusion for both client and candidate expectations. We are having more and more clients reach out to us to benchmark roles and ask what they need to pay in order to find suitable new employees. Our 2026 Salary Guide is now available for any businesses who would like to check their salaries. You can request a free copy here - https://www.thinksr.com/2026-salary-guide/ and also contact us if you would like any specific benchmarking undertaken - 01442 600100

Time to hire Vs client expectations

It sounds obvious, but the more particular a client's candidate requirements, the longer the time to hire. Hiring companies insistent on finding unicorns will often be left frustrated with the lack of candidates and their inability to find multiple candidates to compare against. Roles stay open for months on end before something finally gives! Hiring managers who are more agile in their approach will see much better success and open their roles up to a completely different (but equally competent!) candidate pool who often bring something completely fresh and different to the table. Candidates notice when roles are advertised over and over for weeks/months on end, and will start to question why! 

More roles = more choice

As the market tentatively picks up, candidates will see more opportunities cross their path. Even when the market is slow, the very best candidates will be in demand. So no matter what your perception of the current market, make your recruitment process as quick and efficient as possible. Do not be blinded by waiting to find candidates that don't exist or sitting on strong candidate CVs in expectation of having multiple perfect candidates for comparison! Unless your business has an incredible brand, amazing offering and higher than average salary package, time waits for no man or woman!

Temp use on the up?

As businesses make headcount reductions or navigate hiring freezes, we are seeing our temporary services in demand. Temps are being used to plug gaps, manage short-term projects or seasonal peaks and cover permanent hiring challenges. Often these Temps secure longer-term roles in the businesses as they prove their worth, so temp to perm hiring is becoming a popular way to recruit.

If you would like to discuss your hiring requirements with us, you can contact Chris - [email protected] - or call and speak with the team on 01442 600100

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