If you believe the headlines, nobody is hiring.

UK vacancies are at a multi-year low, confidence is down, and almost every business story seems to include the word “cautious”.

But here’s the thing.

If nobody is hiring, why did around half of businesses across our patch try to recruit last quarter?

And why did around seven in ten recruiters in Coventry and Warwickshire say they struggled to find the right people?

We’ve looked at the latest figures for Coventry and Warwickshire, Herefordshire and Worcestershire, and the wider UK jobs market. They tell a more interesting story than the national headlines suggest.

Closer to home, businesses are still hiring

In Coventry and Warwickshire, employers are recruiting — but finding the right people remains difficult.

• 51% of service firms and 61% of manufacturers tried to recruit last quarter.
• Of those recruiting, 74% of service firms and 71% of manufacturers reported difficulties finding the right people.
• Confidence has also fallen, with the Chamber’s outlook index dropping from 53.5 to 47.8—its first reading below 50 in more than five years.

Put those figures together, and the picture becomes clearer.

Employers may be cautious about costs and the wider economy, but many still need people. And finding the right people is far from easy.

In Herefordshire and Worcestershire, businesses are still planning for growth too.

• 24% of businesses increased their workforce in the last three months.
• 23% expect to add staff in the next quarter.
• In Worcestershire, 3.0% of working-age residents were on the claimant count, compared with 5.3% across the West Midlands and 4.0% in England.
• The number of claimants has risen, though. There were 11,295 in August, 465 more than a year earlier.

So candidate availability has increased compared with last year, but the claimant count remains low by regional standards.

That doesn’t tell us exactly how many people are available for any particular vacancy. It does show why employers can have more applicants coming through the door while still struggling to find people with the right skills and experience.

And then something shifted nationally

For almost four years, permanent recruitment moved in one direction.

After a 45-month decline, permanent placements finally stabilised in July.

Then, in August, they rose.

It was the first increase in permanent placements since September 2022.

Temporary billings grew for the fifth month in a row, while the Midlands was one of only two English regions where permanent hiring increased.

One month doesn’t signal a recovery.

Official vacancies are still at 702,000, and unemployment is 4.9%.

But after such a long decline, this is the first meaningful sign of movement in some time, and the Midlands is one of the areas showing it.

What does that mean if you’re hiring?

1. More candidates does not automatically mean an easier hire.

• The available pool may be larger than it was a year ago, but local recruitment difficulties remain high.
• More applications can simply mean more CVs to work through, not necessarily more people with the skills, experience or attitude you need.
• Starting salaries for permanent roles have also been rising nationally, which suggests strong candidates still have options.

2. Temporary recruitment is giving employers flexibility.

• Temporary billings have been growing nationally since the spring.
• For employers who need extra capacity but aren’t ready to commit to permanent headcount, temporary staff offer a way to move now without committing to a long-term decision too early.

3. Good candidates still move quickly.

• As confidence returns, strong candidates are often the first to disappear from the market.
• A lengthy recruitment process, slow feedback, or too many interview stages can be enough to lose someone you wanted to hire.
• That’s why we meet every candidate before you do and provide a short video introduction with each shortlist.
• You’ll see a small number of people we believe genuinely fit the role, rather than a pile of CVs for you to work through.

The date for your diary: 1 January 2027

Employers also need to think carefully about recruitment over the coming months.

From 1 January 2027, the qualifying period for ordinary unfair dismissal will reduce from two years to six months.

The statutory cap on compensatory awards for unfair dismissal will also be removed.

The change applies to dismissals from 1 January 2027. Employees with at least six months’ continuous service by that date will qualify under the new six-month rule from then.

Existing day-one protections (including protection from discrimination and dismissal for certain automatically unfair reasons) remain unchanged.

For employers, the practical point is simple.

You will have a much shorter period in which to assess whether a new hire is working out before ordinary unfair dismissal protection applies.

That makes getting the recruitment decision right important. But it also makes good onboarding, clear probation objectives, regular feedback and proper performance management increasingly important during those first six months.

Hiring this autumn? Let’s talk

The market isn’t booming. But it isn’t standing still either.

Businesses across our area are still recruiting. Candidate availability has increased, temporary hiring is picking up nationally, and permanent recruitment has finally started moving.

Add the new six-month unfair dismissal qualifying period coming in January, and you have a good reason to plan your next hire carefully. Don’t leave it until the last minute.

When you call Arden Personnel, you speak directly to a Director who already knows your business and understands the local market.

• Redditch: 01527 911700
• Alcester: 01789 532220
• Email: admin@ardenpersonnel.co.uk

Looking for your next role instead?

If you’re thinking about your next move, preparation still matters.

• Know where demand is. Local employers still need skills in engineering, skilled trades, construction management, health and social care, and digital.
• Show what you delivered. Employers are hiring selectively, so make your CV about results and achievements rather than simply listing your duties.
• Get some help. Our free CV writer, CV tips, & interview advice are available on our website, and career coaching can help clarify what you want from your next move and how to get there.
• See what’s live. Browse our latest local vacancies at jobs.ardenpersonnel.co.uk.

Sources: Coventry & Warwickshire Chamber of Commerce Quarterly Economic Survey Q2 2026; Herefordshire & Worcestershire Chamber of Commerce QES Q2 2026; Worcestershire County Economic Summary, September 2026; KPMG and REC UK Report on Jobs, September 2026; ONS Labour Market Overview, September 2026.

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