Discover the top 4 challenges shaping aviation in 2025 - from cybersecurity threats and aircraft delivery delays to workforce shortages and environmental pressures - and explore how the industry is adapting for sustainable growth.
With the second quarter of 2025 now behind us, the momentum at V7 Recruitment continues to build. From exciting new projects to key team developments, Q2 has been packed with progress and opportunities. Here’s a quick look at some of the highlights from the past few months: Recruiter Awards Shortlists Q2 started off strong with V7 being shortlisted for not one, not two, but THREE award categories for the 2025 Recruiter Awards! We are shortlisted for the following categorie s:
What’s Happened So Far As we reach the midpoint of 2025, one thing is clear: candidates are redefining what they expect from employers. In a job market transformed by AI, global talent competition, and evolving work norms, today’s job seekers aren’t just chasing salaries. Instead, they’re prioritising flexibility, purpose, well-being, and opportunities to grow. Understanding these shifting expectations isn’t just a nice-to-have for employers; it’s the key to attracting and retaining top talent in an increasingly candidate-driven market. Here are some moments from 2025 recruitment trends so far: In the UK, 51% of business leaders say they’re prioritising AI investment instead of traditional hiring, following increased employer costs. 76% of employers globally report talent shortages—the highest on record. 67% of HR professionals identify skilled talent competition as their biggest challenge. 94% of employers see skills-based hiring as a better predictor of performance . So, let’s take a look candidates want when job hunting over the next 6 months… and what other recruitment trends from 2025 may form! 1. Flexibility Is Non-Negotiable As we enter the second half of 2025, one trend is clearer than ever: candidates don’t just want flexible work… they expect it! The world of work has shifted permanently since the pandemic. While some companies push for office returns, remote and hybrid options remain top priorities for job seekers evaluating employers. Global recruitment data shows most professionals, especially in tech, marketing, and finance, actively filter jobs for remote or hybrid roles. But flexibility isn’t only about where people work, it’s also about when. Candidates want schedules that fit their lives, whether adjusting hours for caregiving, education, or peak productivity. The companies winning talent in 2025 are those offering customisable schedules instead of rigid 9–5 hours recognising that flexibility drives engagement, loyalty, and productivity. Businesses resisting this shift face rising turnover, higher hiring costs, and struggles to appeal to today’s workforce. 2. Compensation Must Match Market Realities As economic pressures persist and living costs stay high, candidates expect compensation that reflects current market realities, not outdated pay structures. Employers who don’t keep up risk losing both potential hires and existing team members to companies that do. Salary transparency is now essential, with candidates demanding clear pay details in job ads before applying. After all, how likely are you to apply for a role that doesn’t mention salary? But salary alone isn’t enough to retain talent. Candidates are looking beyond standard benefits like health insurance or bonuses. They want holistic support, including mental health resources, fertility and family planning benefits, sabbaticals, and flexible wellness stipends. Companies tailoring benefits to employees’ evolving needs are more successful at attracting and keeping diverse, high-performing teams. 3. Candidates Want Growth—Not Just a Job In 2025, candidates are seeking employers who will invest in their growth. As skills requirements shift faster than ever, professionals know that continuous learning is key to staying relevant… so when it comes to looking for opportunities, learning and development is top of the list. Companies that stand out are those making upskilling and reskilling part of their core strategy. Whether it’s funding certifications, hosting in-house workshops, or giving employees time to learn new technologies, these investments send a clear message that they’re committed to your future. This not only helps retain top talent but also builds a more agile, resilient workforce equipped to handle evolving business needs. So, how do you stack up? As we head into the second half of 2025, employers have a clear choice… …adapt to what candidates want or risk falling behind. Flexibility, fair and transparent compensation, and real opportunities for growth aren’t perks, they’re expectations. Companies willing to meet these demands will not only attract the best talent but also build more engaged, loyal, and future-ready teams. The question for every employer now is simple: are you keeping pace with what today’s candidates actually need? Find out how V7 Recruitment can help you avoid a bad hire at www.v7recruitment.com .
Picture this… A construction firm lands a multi-million-pound commercial project and needs to bring in a new Project Manager - fast . They interview a candidate who speaks confidently about managing large teams, handling tight timelines, and coordinating stakeholders. His CV boasts experience with major contractors and impressive projects. He gets the job. But once on site, he can’t read basic drawings, misses subcontractor meetings, and casually suggests “just pushing the schedule back” when delays hit. Turns out, he’d never actually led a project from start to finish. He had mostly been an assistant PM, and on far smaller scopes than he claimed. The company let him go after just three weeks and scrambled to find a replacement. The result? Lost time, wasted money, and a hit to their reputation. The Lesson? A great CV and smooth interview can’t replace real competence. Your hiring process must go beyond surface-level confidence and identify proven capability. Unfortunately, stories like this aren’t rare. In this article, we break down the direct costs you can measure , the hidden ones you can’t , and how to avoid bad hires altogether . What is a Bad Hire? A bad hire is someone who, once brought into the business, proves to be a poor fit for the role, the team, or the company—due to a lack of skills, performance issues, or misaligned values. The result? A negative impact on morale, productivity, and profitability. According to the Recruitment & Employment Confederation (REC) : 4 in 10 hires are considered a poor fit 85% of employers admit to making at least one bad hire And surprisingly, nearly a third believe it had no financial impact The reality? It does. In fact, the REC found that: A single bad hire costs a business an average of £19,355. £9,730 in recruitment and training + £9,625 in lost productivity. The Direct Costs: What You Can See Recruitment Expense Job adverts, recruiter fees and interview time…it all adds up. When you hire the wrong person, you waste those investments and must spend them again to find a replacement. Onboarding and Training New hires require onboarding, training, and mentoring. These processes take time from managers and team members and often involve paid training programmes or materials. A bad hire means this investment delivers no return, and wasted resource. Salary and Benefits Even short-term hires cost thousands once you factor in pay, National Insurance, pension contributions, and other benefits. If they’re not delivering value, that’s money straight down the drain. Rehiring and Rework Replacing a bad hire means restarting the recruitment process and, often, correcting their mistakes. whether it’s fixing bad code, resolving client issues, or redoing flawed project work. That’s double the time and cost. The Indirect Costs: What You Don’t See… Until It’s Too Late Team Morale and Productivity One of the most overlooked consequences of a bad hire is the impact on team morale. When someone underperforms, misses deadlines, or creates tension, it places extra pressure on others to pick up the workload. Resentment builds, collaboration suffers, and the overall energy of the team declines. Damage To Reputation Whether it’s client-facing errors, communication issues, or missed commitments, a poor hire can quietly chip away at your company’s credibility. Clients notice inconsistencies in your working standards and will question your reliability. Internally, employees may lose faith in leadership’s judgment, especially if the hire’s issues go unaddressed. Cultural Breakdown Perhaps the most dangerous hidden cost is the slow breakdown of company culture. If a bad hire is negative, or simply not aligned with team values, they can dilute the standards you’ve worked hard to build. Worse, if tolerated too long, they set a new (lower) bar for behaviour and performance. Unlike salary or recruitment fees, indirect costs don’t show up on spreadsheets… but they leave a lasting mark. Over time, a single bad hire can ripple through an organisation, affecting morale, performance, reputation, and culture in ways that are hard to quantify. Hiring Is Expensive… and Hiring Wrong Is Priceless The true cost of a bad hire goes far beyond salary. While no hiring process is foolproof, partnering with a reputable recruitment agency can significantly reduce the risk. Agencies bring expertise in vetting candidates, assessing both skills and cultural fit, and streamlining the hiring process to avoid costly missteps. Find out how V7 Recruitment can help you avoid a bad hire at www.v7recruitment.com .
