Vacancies in the UK might look steady on paper, but the reality for employers feels anything but steady.

When the Office for National Statistics says vacancies are “broadly flat but lower year-on-year,” it points to a market that’s cautious, cost-aware, and far more selective than it was a couple of years ago. Employers haven’t stopped hiring, but they are being much more deliberate about when, where, and how they recruit.

If you’re hiring in early 2026, understanding what sits behind those headlines can make a real difference to the success of your recruitment campaigns.

Let’s break it down.

Market Reality Check

The latest ONS data paints a picture of a labour market that has cooled, but not collapsed.

Vacancies holding steady while sitting lower than last year suggests many businesses are no longer in rapid growth mode. Instead of recruiting “just in case,” employers are focusing on roles that genuinely matter to operations, service delivery, or revenue.

This shift doesn’t mean opportunities have disappeared. It means hiring decisions are more intentional.

For employers, that brings both a challenge and an opportunity.

The challenge is that each hire now carries more weight. The opportunity is that with the right approach, you can be more targeted, more efficient, and ultimately more successful.

What ‘Flat Vacancies’ Really Mean

Flat vacancies are often mistaken for stability. In reality, they usually signal hesitation.

Many businesses are:

• Pausing non-essential hires
• Replacing leavers rather than expanding headcount
• Testing the market before committing to long-term growth

This creates a market where fewer roles are being advertised, but competition for good candidates remains strong.

It also means your advert has to work harder than ever.

Cost Per Hire & Budget Pressure

In a cooler market, recruitment budgets are under the microscope.

Employers are asking tougher questions:

How much does each hire really cost?
Where is our budget going?
Are we paying for results, or just process?

This is where predictable pricing becomes increasingly attractive.

Flat-fee recruitment advertising gives employers clarity and control. Instead of percentage fees or open-ended costs, you know upfront what you are spending and what you are getting in return.

For many SMEs, this model simply makes more sense in uncertain times.

It allows you to:

• Plan budgets confidently
• Advertise roles widely
• Focus spend on visibility rather than commission

Candidate Competition Hasn’t Disappeared

Although there are more unemployed people per vacancy than a year ago, that doesn’t automatically mean it’s easy to hire.

More candidates does not equal more suitable candidates.

Employers are often dealing with higher volumes of applications, but lower relevance. This can slow down hiring, frustrate teams, and lead to missed opportunities.

Strong advertising cuts through this.

Clear job titles, honest descriptions, realistic salaries, and wide job board coverage dramatically improve the quality of applicants you receive.

Good candidates still have options. They gravitate towards roles that are visible, well-presented, and easy to apply for.

Sector Differences Matter

Not all industries are feeling the market in the same way.

Some sectors continue to see pockets of growth, while others are tightening quickly. Treating recruitment as a one-size-fits-all exercise is increasingly risky.

Employers benefit from tailoring their approach by:

• Role type
• Location
• Seniority
• Urgency

Understanding where your role sits within the wider market helps you decide how aggressively to advertise and what level of investment makes sense.

A Simple 2026 Hiring Playbook

If you’re hiring this year, a few fundamentals go a long way:

• Write clear, honest job adverts
• Advertise across multiple job boards, not just one
• Track cost per applicant, not just total spend
• Use predictable pricing models
• Move quickly on strong candidates

These basics consistently outperform complicated recruitment strategies.

Final Thoughts

The UK hiring market in early 2026 is quieter, more cautious, and more considered. But it is very much still moving.

Employers who adapt their approach, focus on strong advertising, and keep tight control of costs will continue to hire successfully.

At Ad Talent, we help UK businesses write better adverts, place them across the leading job boards, and stay in control of their recruitment spend through flat-fee advertising.

If you’d like a quick, no-pressure chat about your hiring plans for 2026, we’re always happy to help.