Bennett and Game Recruitment

A look at Q1 in Recruitment and what it means for your hiring strategy

27 Apr 2026

We have analysed the data and monitored trends from Q1 2026 across every division at Bennett & Game Recruitment. As we reflect on the key metrics from the first quarter, one thing remains unchanged: our focus on driving recruitment processes forward and delivering strong, measurable results.

Here’s a snapshot of what’s influencing the hiring landscape, where talent is heading, and what success looks like right now.

In Q1, we submitted an average of 3.9 CVs per role, offering our clients a refined shortlist of strong, relevant candidates. These results are powered by our extensive passive talent network, ensuring both choice and efficiency in every hire."
We had over 1,000 interviews attended during the quarter, demonstrating our ability to connect clients with well-matched, suitable candidates consistently.
721 new roles in Q1, with 60% repeat business, underlining the strong client trust we have earned through consistent, results-focused delivery.

What Does This Mean For Your Hiring Strategy?

With employer confidence rising in early 2026, businesses should take a proactive and flexible approach to recruitment. While hiring intentions are improving, many firms remain cautious, favouring temporary and contract roles to manage costs and uncertainty. A strong strategy should therefore combine agile workforce planning with early talent pipelining for key permanent positions, enabling companies to scale quickly as conditions improve. Working with a specialist recruitment agency can further help secure in-demand talent and stay competitive as hiring activity accelerates.

If contract employment isn’t already part of your hiring strategy, now is the time to reconsider its value. Engaging professionals on a contract basis provides enhanced flexibility, greater operational security, and an effective solution for short-term or project-based requirements.

To support this growing demand, we have recently launched our dedicated contract recruitment service. As part of this expansion, we are pleased to welcome Matthew Salmon to the team - a highly experienced contract recruitment specialist. With a strong background as an Operations Director, Matthew brings in-depth knowledge of the contracting landscape, including IR35 regulations, ensuring our clients receive expert guidance and compliant, efficient hiring solutions.

According to the Office for National Statistics, the UK labour market showed mixed but stabilising trends in the March 2026 release. Employment edged up to 75.1%, driven mainly by those aged 25–64, while unemployment rose slightly to 5.2%, particularly among younger workers, and long-term unemployment continued to increase. Economic inactivity fell to 20.7%, largely due to fewer people staying home for family reasons.

Work patterns shifted, with part-time roles rising, full-time work and average hours declining, and total hours down on the quarter but up annually. Vacancies remained steady at around 721,000 but were lower year-on-year. Payrolled employees dipped annually despite a small monthly increase, and redundancies rose slightly, signalling ongoing caution among employers.

What does CRO Martin Whiteley have to say about Q1 for 2026?

“Q1 has been a clear reflection of a market that is active, but far more considered. Hiring hasn’t stopped, but decision-making has certainly slowed, and both clients and candidates are taking more time to commit.

From our data, activity levels remained strong across the quarter, but the gap between interviews and placements has widened. That tells us one thing clearly: this isn’t a volume-driven market, it’s a process driven one.

Candidates today are more cautious. They want clarity, confidence, and consistency before making a move. At the same time, businesses are balancing growth with risk, which is leading to longer hiring processes and, in some cases, missed opportunities.

Our clients that are seeing the best results are those that stay close to the process. They move quickly, communicate clearly, and treat the hiring journey as a reflection of their brand.

From our perspective, success in this market comes down to three things:

Speed – Delays at any stage create drop off
Clarity – Candidates need a clear understanding of their role, progression opportunities, and expectations
Control – Managing the process tightly from first CV to offer and onboarding

Recruitment in 2026 isn’t just about finding talent, it’s about securing it through a seamless, well managed experience.

For businesses that get this right, the opportunity is significant. For those that don’t, the risk isn’t a lack of candidates it’s losing the right ones during the process to your competitors.

If you’re looking to expand your team on a contract or permanent basis, get in touch with our team of recruitment experts to discuss your hiring strategy today.”