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As we usher in a brand-new year, leaders and HR professionals are faced with an opportune moment to revamp and uplevel their recruitment strategies. The job market is teeming with potential, and candidates are eyeing up opportunities. Here’s why hiring at the start of the year is a strategic move, the perfect time to attract the people you need, and how you can make your organisation stand out to top talent.
The beginning of the year is synonymous with fresh starts and new resolutions. Many professionals are re-evaluating their career paths and setting new goals. According to our recent data, 56% of UK workers are job hunting. This surge in active job seekers in the market presents a golden opportunity for companies, like yours, to attract motivated and ambitious individuals.
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Stagnation is a significant driver for job changes. Our data revealed that 39% of employees feel they have limited opportunities for promotion or pay increases, and 27% find their work no longer challenging.
By offering clear career progression paths and opportunities for skills development, you can attract candidates eager to advance and take on new challenges. Be sure to really highlight these elements both in job adverts and throughout the interview process to highlight your commitment from the very start.
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Work-life balance and flexible working arrangements are no longer perks but expectations. Around three in ten (29%) employees worry about sacrificing their work-life balance if they were to leave their current job. To attract top talent, make sure you offer flexible working hours, remote work options, and hybrid work models. This approach not only appeals to a broader range of candidates but also demonstrates your commitment to employee well-being. It’s a non-negotiable in the age of modern work.
Understanding what motivates job seekers can help you craft compelling job ads. The data shows that almost half (43%) of workers are looking for higher salaries. A quarter (26%) want improved work-life balance, and the same number want to develop new skills. By addressing these motivations in your job postings and during interviews, you can attract candidates who are looking for exactly what your organisation has to offer.
Transparency in the hiring process is crucial. Candidates value clear communication about salary, benefits, and the stages of the hiring process. Our data shows that well over half (57%) of job seekers prioritise transparency on salary and benefits, and 40% appreciate clear communication throughout the recruitment process.
Fortunately, we have the resources to help take the headache out of hiring—we’ve analysed hundreds of roles across 15 sectors and compiled them in our 2025 Salary Guides, with average UK salary data across hundreds of roles throughout the country to help you feel confident benchmarking what you’re paying for roles in your industry.
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By being open and honest, you can build trust with potential hires and create a positive candidate experience. Learn more about curating a constructive interview process with five steps to successful interview prep for hiring managers.
A positive and inclusive work environment is a significant draw for candidates. Highlight your company’s culture, values, and achievements in your job postings and during interviews. Data indicates that 28% of job seekers are attracted to companies that promote their values and culture. By showcasing what makes your organisation unique, you can attract candidates who align with your vision and are excited to be part of your team.
Investing in employee development is a win-win for your organisation and employees. Data shows that 31% of job seekers are laser focused on companies who highlight opportunities for professional growth and career development. Offering training programmes, mentorship opportunities, and clear progression paths can make your company more attractive to top candidates. By prioritising (and highlighting) employee development, you can attract ambitious candidates who are eager to advance their careers. An example of how to showcase this effectively could be posting employee testimonials to social media, detailing their own positive experiences of progression and upskilling within the business.
With five generations now actively contributing to the workforce, understanding the demographics of your potential candidates has never been more important. It’s a key factor that can help tailor your recruitment strategies. For example, younger employees (those 18 to 24) are most likely to feel they have limited opportunities to learn new skills (35%), while older employees (55 to 64) are most concerned about age-related glass ceilings (27%). By addressing these specific concerns, you can create a more inclusive and attractive workplace for all age groups.
Additionally, the data shows that younger employees (18 to 24) are more likely to make a job move within the next month (16%) or three months (32%), while older employees (45 to 54) are more likely to be unsure about their next move (28%). Tailoring your recruitment efforts to these insights can help you attract the right candidates at the right time. To understand more about these demographic differences, read our recent Talent Trends report here.
The new year presents a unique opportunity to attract some of the very best talent to your organisation. By focusing on flexibility, transparency, company culture, and professional development, you can create an appealing opportunity that sets you apart from the competition.
For more information on how to hire top talent, don’t hesitate to get in touch. Happy hiring!
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