The New World of Deliberate Recruitment
I have been examining LinkedIn’s latest labour market data and the shifting recruitment landscape in the North East with interest. If you read the headlines about recruitment, you could easily assume AI is quietly replacing half the workforce and driving an industry-wide restructure.
With rising operational costs for businesses, there is no doubt that the job market is experiencing a period of lower hiring, but with a reduced number of vacancies, the reality is far more nuanced.
LinkedIn’s latest ‘Global Labour Market’ report suggests hiring sits around 20% below pre-pandemic levels, with job moves at a 10-year low.
That broadly reflects what we’re seeing here in the North East, and across the public practice accountancy firms I work with. There have been fewer number of vacancies over the winter months, however the Spring has started strong and we are far from a collapse in the job market. It’s been more of a reset. And AI isn’t the culprit.
LinkedIn’s data points to macroeconomic factors. Specifically, economic uncertainty and interest rates being the real drivers behind the slowdown. It’s global data, but it aligns with the conversations we’re having.
We see very few firms replacing people with AI. What they are doing is asking existing teams to be more productive, while thinking more carefully about creating new roles. Recruitment has become more deliberate.
The rise of the quiet candidate
One of the most interesting shifts in the market is the behaviour of candidates. In most sectors, there are now significantly more applicants per vacancy than there were a few years ago, but that doesn’t mean more people are actively job hunting.
In the North East, and in particular accountancy, many of the people we speak to fall into what I’d describe as a “quiet candidate”. They aren’t urgently looking to leave their current role, but they’re open to the right opportunity if it appears.
LinkedIn suggests that around half of the workforce is keeping an eye on the market, has occasional conversations with recruiters, or spends time reflecting on their longer-term career plans. Interestingly, this group often represents the strongest candidates. But they will only move for the right reasons.
That’s where networks make a big difference, and where recruiters can add real value, particularly in a region like the North East, where the professional community is relatively close-knit.
Relationships and reputations still matter, as often, the best opportunities never reach a job board.
Demand for skills is shifting
AI is undoubtedly changing the world of work, but not necessarily in the way people think.
While AI literacy is rising quickly, employers are also placing increasing importance on human capabilities, such as adaptability, communication, and problem-solving.
Technical ability and experience will always matter in professions like accountancy, but candidates who stand out most are those who combine strong technical foundations with the softer skills that help businesses grow.
In many ways, human capabilities, like communication, commercial awareness, leadership potential, and the ability to adapt, are becoming more valuable as technology evolves.
A more thoughtful market
The recruitment market has dipped, but it is not broken. It has changed to become more thoughtful.
Businesses are hiring carefully. Candidates are moving more selectively. And technology is changing how work gets done, rather than replacing people altogether.
For employers, the challenge is attracting and developing the right mix of skills. For professionals, the opportunity is staying visible, building relationships, and thinking proactively about the next step in their career, even if they’re not actively looking today.