Bennett and Game Recruitment

Q2 Hiring Insights: Recruiters don’t just advertise jobs; we identify, engage, and convert talent that isn't actively looking.

27 Jul 2026

As we progress through 2026, Q2 has revealed a recruitment landscape that remains busy yet uncertain, with passive candidates playing a more important role than ever. While job flow remains strong across many sectors, the dynamics around candidate behaviour, application quality, and hiring processes have shifted significantly.

Here’s our summary of what we’ve seen, and what it means for both clients and candidates.

Application Volumes Down, Quality Mixed

One of the most noticeable trends this quarter has been a reduction in application numbers, alongside a decline in overall application quality.

This aligns with wider industry observations. Recent recruitment data suggests that:

Application rates per job posting have dropped compared to post-pandemic highs
The rise of AI-assisted applications has made it easier for candidates to apply in bulk, often leading to less tailored and lower-quality submissions
“Easy Apply” functionality across job boards has increased volume historically, but not necessarily relevance

As a result, we are receiving fewer genuinely suitable applicants, making traditional advertising alone less effective than in previous years. Companies relying solely on incoming applications will struggle to fill vacancies, which could cause delays on projects and burnout on other staff members. Using a recruitment partner helps avoid missing out on passive candidates that aren’t actively applying for job roles as we can search our database of 218,569 passive candidates, along with other professional searching and headhunting tools which employers do not have access to.

The Growing Importance of the Passive Market

With active applications becoming less reliable, the ability to access the passive candidate market has become a major competitive advantage to our clients and our USP.

So what is a passive candidate? A passive candidate is someone we have previously engaged with, qualified, and built a relationship with, who has not actively applied, been submitted, interviewed, or received an offer within the last 90 days. You can read more on passive candidates on our passive candidate blog.

These candidates are often:

More carefully matched to roles
Not actively job seeking, but open to the right opportunity
Less influenced by mass-market competition

This is where our strength lies. Our established network and candidate pool allow us to proactively target high-quality individuals who are not visible through traditional job adverts, giving our clients access to talent their competitors simply can’t reach.

Here are some key stats on passive candidates from Q2:

passive candidates

Converting Candidates: The Real Challenge

While attracting candidates is still important, the biggest shift we’ve seen is in conversion.

CRO Martin Whiteley summarises it clearly: passive candidates

“The biggest challenge isn't attracting candidates anymore; it's converting them. We're seeing businesses lose excellent people simply because hiring decisions take too long or communication drops during the process. In a market where top candidates often have multiple opportunities, every stage of the recruitment journey matters.”

In today’s market, delays or poor communication can quickly result in lost candidates - often to faster-moving competitors.

Key Drop-Off Factors in Q2

Several consistent challenges have impacted hiring success this quarter:

1. Counter Offers

Counteroffers remain one of the biggest obstacles at the offer stage. Candidates are increasingly being incentivised to stay, particularly in skill-short markets.

2. Flexible Working Expectations

Flexible and hybrid working is no longer a “nice to have” - it’s an expectation. Employers unable to offer this are seeing higher drop-off rates.

3. Speed of Process

Slow hiring processes are costing businesses talent. Candidates are often engaged in multiple processes simultaneously, and delays can quickly lead to disengagement.

Offer Acceptance Still Strong - When Done Right

Despite these challenges, we’ve maintained a 75% offer acceptance rate, demonstrating that when the right approach is taken - combining speed, communication, and strong candidate alignment- successful outcomes are still very achievable.

A Confident Yet Cautious Market

Interestingly, while job volumes remain high, candidate confidence is mixed.

We’re seeing:

Candidates are more cautious about changing roles due to ongoing economic and political uncertainty
Increased concern around job security and long-term stability
Greater scrutiny of company culture, benefits, and progression - not just salary

At the same time, employers are facing their own pressures.

The Impact of Salary Expectations

Rising wage expectations continue to challenge businesses.

To secure new talent, companies are often:

Increasing salary offers beyond initial budgets
Benchmarking more frequently against market rates
Reviewing internal pay structures to retain existing staff and avoid pay disparity

This creates a ripple effect across organisations, where hiring one role may trigger wider salary reviews.

Final Thoughts

Q2 has reinforced a clear message: recruitment success in today’s market is no longer just about attracting applicants; it’s about access to data, speed, and conversion. With our hiring insights and salary benchmarking, we help drive conversations so that if you go to market with a requirement you will attract the right candidate while also retaining existing staff.

With application quality declining and candidate expectations evolving, businesses need to:

Move quickly and communicate clearly
Look beyond active applicants and tap into passive talent
Offer more than just salary to secure top candidates

For Bennett and Game Recruitment, this environment highlights the value of strong networks, market insight, and proactive recruitment strategies.

As we head into the second half of the year, those who adapt to these changing dynamics will be best positioned to secure and retain the talent they need.