Mind the confidence gap

The job market is shifting - again. UK companies are hiring, but more slowly and cautiously than before. In the first quarter of 2025, 27% of UK businesses increased their hiring efforts, but are they doing this successfully? You may have noticed roles opening up… and then disappearing. Interviews progressing… and then going quiet.

If you're job hunting in 2025, it’s natural to feel unsure. Is now the right time to move? Are companies actually hiring or just “thinking about it”? And how do you stand out when hiring feels slower than ever?

Here’s what’s really going on and what you can do to stay confident and in control of your next move.

Businesses are taking their time

Gone are the days where candidates had an abundance of opportunities to choose from, and lightning-fast offers that followed. Yes, employers are hiring again, but they’re being extremely selective, moving with caution. Roles are getting signed off with a magnifying glass, and the focus is on “perfect fits”.

This means your value proposition as a candidate needs to be sharper than ever. It’s no longer just about having the right experience; it’s about clearly articulating how that experience translates into measurable impact. Your CV should show what you’ve done, how it made an impact, and why it matters. Strip out the fluff and tailor your messaging for every role, both in your CV and on your cover letter.

Time-to-hire is lagging

The UK job market is currently experiencing a strange tension. Demand exists, but many businesses are losing great candidates to faster-moving competitors or counteroffers, simply because internal decisions are dragging, or their interview process is too drawn out.

What does this mean for you? If you’ve entered the interview process with a potential employer, stay in control. Set expectations early. Ask about timelines. Push for clarity. And if the process feels unstructured or begins stalling, trust your instincts. How a company hires can often tell the story of how it operates.

The new non-negotiables

It’s not just employers who are being selective, so are employees. Today’s candidates are rightly demanding more: transparency, progression, flexibility, and genuine leadership.

In fact, Totaljobs found that 25% of UK workers left their roles in Q1 2025 in search of better opportunities. This speaks volumes about shifting priorities and expectations. Candidates are actively seeking workplaces that align with their values, goals, and lifestyles. And they’re not afraid to walk away to find them.

Companies that can’t communicate a clear path forward are losing out. So, ask the difficult questions. Look beyond the job title and salary. Culture, clarity, and credibility are important, don’t be afraid to dig into that in order to find out if a company is going to be the right fit for you, and if a career move is the right step.

The importance of a strong EVP

Plenty of businesses are in need of recalibrating their employer brand. Some haven’t even articulated their EVP at all. According to Talent Insight Group, 65% of candidates have dropped out of a hiring process because the company’s EVP didn’t resonate with them. That lack of clarity can make promising roles look underwhelming, or make average opportunities seem better than they are.

To overcome this, you need to cut through the noise. Go beyond the job spec. Dig into Glassdoor, ask to meet potential future colleagues, get a feel for the day-to-day, and the company culture. You aren’t just evaluating offers, you’re interrogating fit.

Overloaded job specs ≠ realistic roles

One of the biggest disconnects right now? Misaligned expectations. Businesses want hybrid skill sets. Someone who can lead, execute, strategise, create, analyse, manage, and deliver. All in one.

It’s creating holdups and confusion, especially where hiring teams haven’t aligned on what’s genuinely essential vs. ideal.

Many job specs are a wish list, not a needs list. Instead of counting yourself out, focus on whether you can deliver on the core elements of the role and bring value in key areas.

Read between the lines. If a job spec looks like three jobs in one, call it out. Ask how the role is currently being delivered. Challenge unrealistic expectations, not confrontationally, but confidently. Clarity now avoids conflict later, and if expectations don’t align, the fit never will.