Category: Talent Market Insights | Read time: ~4 minutes
If recruiting feels harder than it used to, you’re not imagining it. Across Northamptonshire’s commercial, industrial, supply chain, and technical sectors, the talent market has shifted, and many businesses are still approaching recruitment with the same expectations they had three or four years ago.
The landscape has changed. Here’s what we’re seeing on the ground.
The candidate pool has genuinely shrunk
One of the most consistent themes we hear from hiring managers right now is the challenge of getting the right people to interview stage. It’s not just a perception – across disciplines from warehouse operations to engineering, the volume of qualified, available candidates has contracted.
Several factors are driving this. Post-pandemic career reassessments, demographic shifts in certain trades, and a rise in candidates who are genuinely content in their current roles have all tightened supply. When a strong candidate does become available, they don’t stay available for long.
Salaries are more competitive and expectations have moved
Salary benchmarks across most of our core sectors have risen, and candidates are well aware of their market value. Businesses that haven’t revisited their salary structures recently may find they’re advertising roles that simply aren’t attracting the calibre they need.
This isn’t just about paying more; it’s about staying informed. If your offer is below market rate, the best candidates will already be weighing it against two or three other opportunities before they even attend an interview.
Advertising volume doesn’t equal quality
Many businesses have increased their recruitment advertising spend, expecting more applications to equal more choice. In reality, the opposite is often true: higher volumes of unqualified applicants create more noise, more time spent screening, and ultimately slower processes, during which the candidates worth hiring have moved on.
Quantity and quality are not the same thing. In today’s market, targeted, relationship-led recruitment consistently outperforms volume-based advertising.
Candidates have choices and they know it
Perhaps the most important shift is this: good candidates are rarely in the market exclusively for one role. When someone with the right skills, experience, and attitude begins exploring their options, they typically have multiple conversations running simultaneously.
This means that from the moment a strong candidate enters your process, the clock is ticking. Delays in reviewing CVs, scheduling interviews, or making decisions don’t just feel frustrating – they actively cost you candidates.
What this means for your hiring strategy
Adapting to the current market doesn’t mean lowering your standards. It means being realistic about what good looks like, moving decisively when you find it, and working with a recruitment partner who understands the local talent landscape.
At Impact Recruitment, we work across Commercial, Industrial, Supply Chain, and Technical & Engineering roles throughout Northamptonshire. We understand which candidates are in the market, what they’re looking for, and how to reach them before someone else does.
Ready to rethink your approach to talent attraction? Get in touch with the Impact Recruitment team today.
