The 2025 Recruitment Market: What It Means for Your Agency

At QUBA Solutions, we know that recruitment success depends on insight. The latest CV-Library Candidate Behaviour Barometer 2025 offers a valuable snapshot of what’s really happening in the UK hiring market, from shifting candidate priorities to the growing role of technology. 

Here’s what you need to know, and how agencies can use it to their advantage. 

A market of cautious optimism 

After a year of uncertainty, candidates are cautiously optimistic. Almost half say they feel hopeful or positive about finding a new role in 2025 but 45% remain worried about job security. 

It’s a reminder that while confidence is returning, caution still shapes decision-making. For recruiters, this means transparency and trust are more important than ever. 

Hiring isn’t booming but it’s far from stalled 

Only 51% of employers are actively hiring right now, while 16% are on hiring freezes. Rising employment costs and ongoing skills shortages continue to challenge the market but there’s also resilience. 

Permanent hiring is slowly picking up again, proving that businesses are still willing to invest in long-term talent when the fit is right. 
Recruiters should opt to focus on quality over quantity. Deep understanding of candidate motivations, and faster delivery, will give your clients confidence to commit. 

What candidates really want in 2025 

The top motivators for job moves are changing subtly but significantly: 

• More money (45%) 

• Better work-life balance (40%) 

• Career growth and promotion (31%) 

• Job security (20%) 

• Location (19%) 

Pay still leads, but it’s no longer the whole story. Balance, growth, and security have become central.  

Agencies that reflect these values in their candidate and client conversations will win trust, and better matches. 

Hybrid is here to stay but location still matters 

The “work from anywhere” era is cooling. While 40% prefer hybrid working, only 16% want fully remote roles. 

Interestingly, 58% of candidates believe being in the office helps career progression, so visibility and collaboration are back in focus. This has brought location back into the top five job-change motivators, and with it, the need to be upfront about commuting expectations. 

“Location is back on the table. Candidates are weighing the cost and time of commuting more carefully than ever, even in hybrid roles.” 
Hannah Cornish, Recruitment Business Partner, CV-Library 

Mobile, speed, and simplicity rule the application journey 

Half of jobseekers browse and apply using their phones only, with the most active windows midweek, around midday. The takeaway? If your process isn’t mobile-optimised and quick, candidates will drop out, often literally mid-scroll. 

A few key numbers to remember: 

• 47% apply for roles from bed 

• 65% abandon applications that are too long or unclear 

• 58% expect interview feedback within a week 

A fast, seamless experience isn’t just a nice touch, it’s a deal-maker. 

Salary transparency: the competitive advantage 

Jobs with a listed salary attract 60% more applications than those without. Still, only half of job adverts in 2025 disclose pay details, a missed opportunity in a tight market. 

Be upfront. Candidates now expect transparency, and failing to provide it can cost both trust and talent. 

Ghosting and communication gaps 

Nearly half of jobseekers say they’ve been ghosted after an interview. It’s one of the biggest frustrations in the market, and one of the easiest to fix. 

Regular communication and quick follow-up build credibility and reduce dropouts. Even when candidates aren’t successful, clear closure keeps your brand strong. 

AI and the human touch 

AI is now part of the hiring conversation but not everyone’s comfortable with it. 43% of candidates fear being screened out by AI before a human sees their CV, even though 83% of recruiters still review applications manually. 

The message? Use AI to enhance, not replace, human judgment. Transparency about how technology is used builds trust and protects candidate experience. 

“Our data shows nearly half of job seekers worry their CV won’t reach human eyes because of AI. Transparency is key. AI should help candidates get matched faster, not lock them out.” 
Barny Ritchley, CTO at CV-Library 

Culture, burnout and the push for balance 

Two-thirds of workers experience burnout at least occasionally, and 30% have taken time off because of it. Candidates are increasingly willing to walk away from roles that compromise wellbeing, even without another job lined up. 

Culture isn’t just a retention tool anymore. It’s a core part of candidate attraction. 

Key take aways

• Be transparent — salary and location aren’t optional details. 
• Optimise for mobile — every interaction must work seamlessly on a phone. 
• Communicate quickly — silence is the biggest deal-breaker. 
• Balance AI with empathy — technology should serve people, not replace them. 
• Champion wellbeing — culture and balance now drive retention. 

Disclaimer: This article is for general information only and should not be taken as financial or recruitment advice.

Source: CV-Library Candidate Behaviour Barometer 2025