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The results are in from our annual UK Hiring Trends Survey, and they paint a fascinating picture of the challenges facing businesses in 2025. Perhaps most striking is this: 60% of professionals are actively seeking new roles, with a further 19% open to the right opportunity. That's potentially 79% of your talent pool in play this year. 

Picture this, a senior marketing director who'd spent the last three New Year's Days meticulously crafting goal lists. Each January, they'd fill their Moleskine notebook with ambitious targets: expand the team's digital capabilities, secure a significant budget increase, develop a breakthrough marketing strategy. By March, those carefully written pages would be buried under a stack of quarterly reports, their aspirations slowly fading like last year's resolution.

As the year winds down and the office blurs into long lunches and hot chocolate at the festive markets, you might be wondering: how can I use these quiet weeks to set myself up for a blockbuster 2025? Fear not—we've got a big red bag packed with tactics to ensure you're not just jingling through the holidays, but positioning yourself for a breakthrough year.

In boardrooms across the country, leaders like you are grappling with a critical challenge: transforming human capital from a cost centre into a strategic powerhouse. Half of your budget is tied up in salaries, but are you truly seeing a return on that investment?

Equality, diversity, and inclusion (EDI) are pillars of the modern workplace, with most brands now aware that if they don’t embrace people from all walks of life, they’re going to fall behind. So, why then, are women and ethnic minorities still more likely to be let go of?

For business leaders, navigating the current talent landscape can feel like steering a ship through a storm. Uncertainty reigns, with economic pressures swirling and employee expectations evolving rapidly. To gain a clearer view of the horizon, we delved into the motivations and desires of both candidates and hiring managers in our 2024 Hiring Trends Report. Today, we'll unpack the key takeaways, equipping you with insights to attract and retain top talent in this dynamic market.

Ok, we admit that’s a clickbait-y title. We don’t think D&I is dead. But it has most certainly taken on a new form. First we saw the shift to DEI – diversity, equality and inclusion. Then, as awareness grew, the ‘E’ evolved in to ‘Equity’.

The modern workplace is undergoing a revolution. No longer dominated by a single generation, our offices and teams now hum with the energy and experience of a multigenerational workforce. From tech-savvy Gen Z to seasoned Baby Boomers, this rich tapestry of backgrounds, perspectives, and talents presents both challenges and opportunities for businesses. But how can we harness the power of this diversity and ensure everyone feels valued and engaged?

You’d be forgiven for thinking the We Are Adam journey has been boring, the same as every other recruitment agency out there: a standard case of exceptional recruiters breaking ranks from corporate life to build their own vision of a better service. But that couldn’t be further from the truth.

“The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers.” – Sybil F. Stershic

Every year in England, a quarter of the population experiences mental health problems. From anxiety to PTSD, these once-taboo issues are becoming a commonplace part of life, including in the workforce. Fortunately, as the number of cases of mental illness rise, so too does our understanding of how to live with them. 

In today's dynamic business landscape, where the competition for top talent is fierce, Talent professionals find themselves at the forefront of a recruitment revolution driven by cutting-edge technologies. Artificial Intelligence (AI) and automation have transformed the Talent Acquisition (TA) landscape, promising increased efficiency, cost savings, and faster results. However, the journey into AI-driven recruitment is far from straightforward; marked by complexities, ethical considerations, and an ongoing debate about the indispensable role of human expertise in this evolving landscape.

Imagine this: you're on the hunt for your dream job. You've dusted off your CV, tweaked your LinkedIn profile, and scoured job boards for weeks. But the process feels like wading through a swamp – slow, frustrating, and not very productive. Enter the hero of the hour (or maybe the anti-hero, depending on how you look at it) – generative AI.

The UK is grappling with a significant skills shortage. If you’re subscribed to any business news outlets, spend any time on LinkedIn or have recently advertised a role, this won’t be news to you. Every man and his dog is talking about the skills shortage. No organisation or industry is immune and the consequences are being felt by both employers and job seekers.

The business landscape is ever-evolving; driven by globalisation, technological advancements, and shifting consumer demands. In order to thrive, businesses must cultivate a workforce that reflects the diversity of the society they serve. While there has been significant progress in addressing diversity and inclusion (D&I) in terms of gender, race, and disability, the impact of socioeconomic background on career opportunities remains a largely overlooked area.

In today's fast-paced business landscape, having the right people with the right skills is only half the battle. The other crucial factor? Ensuring your employees have the capacity to take on new projects and drive your company forward. After all, an overloaded, burnt-out workforce can bring progress to a screeching halt.

The job market is a complex beast, constantly evolving and responding to economic and social changes. Working in the talent industry, we see this dynamism firsthand. Lately, the UK market has presented some interesting trends, and it's crucial for both employers and job seekers to navigate this shifting landscape effectively.

In 2024, the only certainty we face is ambiguity. With a globally unstable political climate heavily impacting on the economic landscape, businesses are constantly seeking ways to remain agile and adaptable. One strategy that has regained traction in recent months is the utilisation of workers on fixed term contracts (FTCs). FTCs offer numerous advantages, particularly in times of doubt, making it an increasingly attractive option for organisations across the UK and beyond.

In this economically uncertain landscape, it’s easy for leaders to hone in on growth and financial stability. But this laser focus to protect our businesses can blind us to the potential damage seeping into our culture. Stress and pressure spread like wildfire, engulfing employee after employee until the entire company grinds to a burnt out holt.

The war for talent is real. In a recent LinkedIn survey, a staggering 54% of recruitment professionals believe that the ability to make quality hires will be the defining factor shaping the recruitment landscape over the next five years. This isn't surprising. In this cost-focused world of business, efficiency reigns supreme. We strive to streamline processes, optimise resources, and maximise outputs. Yet, amidst this relentless pursuit of effectiveness, one crucial aspect often gets relegated – hiring the right person. Let's face it, a bad hire can be a costly misstep, impacting everything from productivity and morale to client relationships and the bottom line. Here's where the concept of quality hiring takes centre stage.