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Q3 Recruitment Market Update: Demand Is Strong – But Speed Is Becoming Critical
There is plenty of discussion about uncertainty in the UK economy, but what we're seeing on the ground at Chase & Holland tells an interesting story.
Q3 has been our strongest quarter for recruitment demand so far this year – and September has ended on a strong note, with our highest number of placements in any month this year. This also looks set to continue into October.
The demand isn't confined to one particular level; we're seeing businesses recruiting from administration level roles right through to senior management and leadership appointments. Encouragingly, we're also seeing more senior-level recruitment than we have for some time.
Some of the areas where we're currently seeing the strongest demand include:
• Management Accountants
• Credit Control
• Accounts Assistants
• Account Managers
• Sales Administration
• Procurement Management
• Specialist Buyers
We're also seeing particularly strong demand for long-term contract professionals, as businesses look for experience and flexibility without necessarily committing immediately to permanent headcount.
There are a few important trends behind the numbers.
Potential is becoming increasingly important.
More businesses are becoming open to hiring candidates who may not tick every box from day one, but who clearly demonstrate the ability, attitude and potential to grow into the role. This can be a smart long-term approach. Rather than paying a premium for someone who has already reached that level, businesses can appoint someone with the potential to step up, often at a more sustainable salary, and invest in their development.
In return, they can gain someone who grows with the business, values the opportunity they've been given and, hopefully, becomes a more engaged and longer-term member of the team.
I think that's a positive development.
In a candidate-short market, looking beyond the "perfect CV" can give businesses access to people their competitors may overlook.
Great candidates still have choices.
The strongest candidates are regularly receiving multiple offers. Businesses offering good benefits, genuine flexibility and a compelling working environment are winning those candidates more often than those competing on salary alone.
Perhaps the biggest issue we're seeing is speed. Time to recruit and particularly the gaps between interview stages, feedback and offers, is having a noticeable impact on whether businesses secure their preferred candidate.
You don't necessarily need to rush a recruitment decision, but you do need to maintain momentum. When a strong candidate is interviewing with three businesses, waiting a week to arrange the next stage can effectively make the decision for them.
So, what does the market look like heading towards the end of 2026?
From what we're seeing at Chase & Holland, demand remains healthy. Businesses are recruiting to replace people who leave, but importantly we're also seeing recruitment connected to growth, investment and longer-term strategy. Q3 produced the highest level of demand we've experienced this year.
October is looking to continue the trend we have seen through Q3. That doesn't suggest a market standing still.
It suggests businesses are still investing in people – but the organisations that are flexible, decisive and prepared to recruit for potential as well as experience are increasingly the ones securing the best talent.
