2025 has been a very peculiar year in recruitment terms. Whilst we in the UK are not technically in recession, the year has been difficult with a lot of uncertainty and from my perspective, more redundancies in the creative sector than 2008 (an actual recession). There have been fewer opportunities for candidates which does mean more competition for roles so prospective employers have had more choice, however, employers have also been extremely specific about role requirements - unwilling to hire unless people tick every single box on the wish list.
The MO of a recruiter during difficult economic conditions is very different to a booming market. It's important that we continue to talk to as many candidates as possible and to give realistic and pragmatic advice to those who are looking for a new role - often, increasingly anxious the longer they are out of work. And with our client relationships, it's trying to find the balance between keeping them aware of the talent we are working with, whilst not sending CVs in the same week that they have put employees under consultation.
I was working with a candidate this month who had a background in digital marketing. A good track record with a couple of well respected agencies. However, they'd been made redundant in June and had not worked since. There was a small red flag for me here because if any discipline has been 'safe' in 2025, I would say digital and performance marketing would have been it. However, the candidate was articulate, personable and someone who I felt would be very 'placeable' in spite of the market.
I secured an interview literally within 15 minutes of talking to the candidate. A good agency, nice culture, nice clients, nice team. The right salary and the right progression for the individual. The first chat was on Teams and the feedback was immediate - can we see the candidate in person for a second interview. The candidate agreed a date and time. Then they fell silent for a few days so I kept calling them to confirm and re-check that the interview time and date worked for them. In recruitment, you do have a sixth sense sometimes. You realise that a candidate may not being 100% honest or they may be stalling for various reasons. The day before the interview, the candidate confirmed that they were fine for the interview so I had some reassurance. However, literally 30 minutes before the interview was due to take place, the candidate texted to say they had a flat tyre and could we reschedule. They even sent a picture of the flat tyre. I might be sounding a bit unsympathetic here but I'd already had a few twinges of twitchiness. Fortunately the client was flexible and happy to reschedule. After all, the candidate genuinely did tick all of their boxes.
The second interview took place as rescheduled and the feedback was very positive. Could the candidate come back for a final stage interview in a couple of days. Cue, 4 days of silence from the candidate. As a recruiter, this is very tricky. You want to keep things 'warm' for the candidate - after all, there may be a very good reason for their silence. But, in this world of constant communication, it's very easy to send a quick message to someone to advise if a crisis or catastrophe has occurred. Silence is the worst thing of all. I can't justify silence to a client - what does it say about a potential employee's management of client relations?
The client emailed the candidate directly and then another day later the candidate got in touch with me saying 'oh, I just noticed an email...'. The client by this point had checked out the candidate social accounts and had seen a full weekend of posting on both Instagram and TikTok. So they'd hardly been without WIFI. Multiple red flags all around!
The candidate finally responded to the final interview request and this was confirmed for a Monday morning. On the Sunday - the day before, the candidate emailed me to say 'I've been offered a job today' - on a Sunday? So...they wouldn't be going to the interview.
It's funny. After over 20 years in recruitment, I am still surprised by people. At every stage of the recruitment process, I do not put candidates under any pressure to go for interviews. After all, I want those candidates to be interviewing for jobs they really want. In the current climate, most candidates are quite pragmatic to have as many conversations as possible and to keep an open mind as to what might be a suitable role.
The bottom line is that the candidate probably had a couple of other things on the go. That's fine and to be expected. What isn't acceptable is the silence at each step of the interview process. If a role isn't of interest then say so. If you have other interviews ongoing - be honest about them - it's what we'd expect! I am in this for the long haul. If I don't place a candidate now, then I may place them in their next role. The same is true for clients - if they feel they have had a good service from me, they will brief me again, next time around.
This one isn't really a rant. I understand that we are all only human. And that candidates may be holding on to find out if they have an offer from the job they really want....BUT, it's important to remember what is professional behaviour. People in our industry have long memories and once a future employer has had a couple of those red flags, they will lose all interest in that individual.
Be honest, at least with your recruiter. The recruiter will give you advice as to how to approach it, whether honesty is the best policy, how best to look after number one without pissing people off. I certainly don't hold a gun to a candidate's head that they have to accept a role, I would never guilt trip a person into an offer acceptance.....but I do need to know how keen you are on a role or whether it's your 'back up' option. You never know when you might cross paths with people again and when you might need them. You don't want them to remember that you were the one who blew hot and cold and then went AWOL.
Ultimately, communication and honesty are key. For all parties involved By the end of the process the client acknowledged that the individual would not be right for the role We have since found someone else who wanted the job and who went the extra yard. Horses for courses right!