This year marks ten years since the launch of Kirkland Associates, and it feels like the perfect time to reflect on what has been an incredibly rewarding and exciting journey. From humble beginnings to where we are now, the past decade has been full of growth, learning, and most importantly, people. Back in 2015, Kirkland Associates started as a leap of faith: one laptop, one phone, and a dining room table. From those early days, the core idea was simple, to provide high quality, honest recruitment services with a personal touch. That mission has not changed. If anything, it has grown stronger! The thing I am most grateful for is the team. Our journey over the past ten years would not have been possible without the dedication and passion of the incredible individuals who make up Kirkland Associates.  Their unwavering commitment to our values has shaped our reputation for quality and integrity. It is not just about placing candidates to the team, it is about relationships, trust, and long term success for everyone we work with. Over the years, we have supported a wide range of clients in Commercial, Legal and Engineering roles, forming partnerships that we are immensely proud of. We have also had the privilege of helping thousands of candidates take important steps in their careers. We know job hunting can be daunting, and we have always made it our goal to offer support, guidance, and transparency every step of the way. We have faced our share of challenges, recruitment is never without them.  Our foundations have always remained strong, that is thanks to a culture built on mutual respect, care, and shared goals. Whether in the office or out meeting clients and candidates, our values show up in everything we do. As we look ahead, we are excited for what the future holds. We have some exciting plans in place to continue growing and evolving while staying true to what matters most: our people, our service, and our standards.  Here is to the next chapter and the next ten years.

Insights from Kirkland Associates The job market in 2025 is more competitive and candidate-driven than ever before. Professionals are no longer just searching for a job. They are seeking the right fit with the right employer. At Kirkland Associates, we speak to candidates every day and have a clear view of what they value most when considering a new role. If you are looking to attract top talent this year, here are the five things that truly matter to jobseekers in 2025 and how your business can meet their expectations. 1. Flexibility is essential Flexible working is now expected, not appreciated as a bonus. Candidates are looking for roles that offer remote or hybrid options and allow for flexible hours where possible. Providing this kind of autonomy shows trust and respect, two things that top professionals value highly. 2. Purpose over pay While compensation remains important, many candidates are placing greater emphasis on purpose. They want to work for organisations that reflect their values, whether that means a commitment to sustainability, diversity, community involvement, or ethical business practices. Being transparent about what your company stands for can make a significant difference in attracting the right people. 3. A clear and timely hiring process Candidates are becoming more selective, and many will walk away from a job opportunity if the hiring process feels disorganised or slow. They value clear communication, realistic timelines, and honest feedback. Companies that move efficiently and keep candidates informed throughout the process are far more likely to secure their top-choice hires. 4. Opportunities for growth and development Career progression is a major driver for candidates in 2025. People want to know that there is room to grow within your organisation. Employers who offer structured development plans, learning opportunities, and regular performance conversations will stand out in the eyes of ambitious professionals. 5. A culture that feels genuine Company culture has never been more important. Candidates are looking beyond the job description to understand what it will really be like to work with you. They want inclusive, supportive environments where they feel like they belong. Authenticity is key. If your culture is a strong point, make sure it is clearly communicated throughout the hiring journey. Why this matters The expectations of top candidates are evolving quickly. If your business wants to stay competitive in 2025, it is essential to understand and respond to what people truly value in their work life. At Kirkland Associates, we help employers not only fill roles but attract and retain the right talent for long-term success. With real-time insights and expert guidance, we make your recruitment process smarter, faster, and more aligned with today’s candidate expectations. Looking to hire with confidence in 2025? Get in touch with the team at Kirkland Associates today. We are here to help you find the right fit.

In last weeks blog we outlined the dangers of hiring the wrong person, let’s now explore ways to reduce this risk and make better recruitment decisions in the future. Define the Role Clearly Ensure your job description is detailed and accurately reflects the skills and experience required. Clearly outline expectations, responsibilities, and company culture fit to attract the right candidates Improve Your Screening & Interview Process Go beyond the CV—use structured interviews, skills assessments, and reference checks. Behavioural interview techniques can help determine whether a candidate truly fits the role. Work with a Specialist Recruitment Agency A recruitment agency with expertise in your sector can help identify the right talent, saving you time and money. Agencies conduct in-depth candidate screening, ensuring a better match for your company’s needs. Look Beyond Skills – Assess Cultural Fit A candidate might have the perfect skills on paper, but if they don’t align with your company’s values, they won’t thrive in your workplace. Use personality assessments or trial periods to gauge long-term suitability. Invest in Onboarding & Training A strong onboarding process increases the chances of long-term success for new hires. Ongoing training and mentorship can help employees settle in and perform at their best. Hiring mistakes happen, but understanding the hidden costs of a bad hire can help you take proactive steps to avoid them. By refining your recruitment process and working with an expert agency, you can ensure you’re bringing in the right talent from the start.

Hiring the right candidate is one of the most important decisions a business can make. The right hire can boost productivity, enhance team morale, and drive success. But what happens when you get it wrong? A bad hire can be more than just a frustrating mistake—it can have a significant financial and operational impact on your business. The True Cost of a Bad Hire: Many businesses underestimate the impact of hiring the wrong person. The costs aren’t just financial; they can ripple across an organisation in several ways: Financial Losses Studies suggest that the cost of a bad hire can be three to four times the employee’s salary when you factor in recruitment, training, and lost productivity. Wasted salaries, severance pay, and the cost of rehiring all add up quickly. Lower Productivity & Team Morale A poor hire often struggles to meet expectations, leading to decreased efficiency and missed deadlines. Other employees may have to pick up the slack, causing frustration and burnout within the team. Reputation Damage A bad hire in a customer-facing role can negatively impact client relationships. High turnover rates can also harm your employer brand, making it harder to attract top talent in the future. Increased Workload for HR & Management Time spent on training and performance management for the wrong hire is time taken away from core business activities. If an employee needs to be let go, managers must go through lengthy HR processes, further delaying progress. Hiring mistakes happen, but understanding the hidden costs of a bad hire can help you take proactive steps to avoid them. Look out for next week’s blog on how you can avoid making the same mistake in the future.

We will all have no doubt heard the news that the likes of Amazon and Dell have scrapped their hybrid, flexible workplace policies for staff in favour of a return-to-office mandate. Up to this point, the return-to-office conversation had largely fallen silent for most of this year. Hybrid work arrangements were generally being accepted as the norm for office workers, while the number of options for ‘fully remote’ work has dropped in recent times. Where once company employees held the cards, with businesses desperate for talent as they tried to navigate the post-pandemic bounce back, the dynamic has shifted back in favour of employers. In fact, despite multiple studies suggest that flexibility regarding where they work boosts job satisfaction, work-life balance, health, morale, productivity and ultimately, the bottom line, KPMG’s 2024 CEO Outlook report, which surveyed 1,300 CEOs around the world, indicated that 83% of UK CEOs expect to see a full return to the office within three years. However, for those businesses hoping to make a full-time return to the office, there is plenty to consider and get right if you’re to retain your employees. The potential impact of return-to-office on retention: Whether it’s greater collaboration and innovation, a company culture to be proud of or a boost to your productivity, the rationales and arguments behind a decision to return to the office are understandable.  Yet, if not managed correctly, mandating a full-time return could have several ramifications for employee engagement and retention: Resistance and Resentment Many have grown accustomed to the flexibility of remote work. For them, it has improved work-life balance, reduced commuting stress, and allowed for a more suitable work environment. If staff believe their preferences and needs are being disregarded, feelings of resentment or resistance could set in. Talent Exodus If workers feel that their employer is not accommodating their desires for flexibility, they may seek opportunities elsewhere. Companies that mandate a return to the office risk losing top talent to companies that offer hybrid or fully remote work arrangements. Decreased Morale and Engagement Mandatory returns can lead to decreased morale, especially if employees feel that their input on work arrangements isn’t valued. This in turn can result in lower engagement levels, which can impact overall productivity and the quality of work. Diversity and Inclusion Challenges The push for a full return to the office can disproportionately affect employees with specific needs, such as those with disabilities, or those who live far from the workplace. This can create a sense of exclusion and inequity, further driving down morale and increasing turnover rates. Navigating the transition to a full-time return to the office. For employers, who feel that a return to the office will be beneficial, reluctance from employees can be tricky to navigate. It’s vital that any strategies chosen to be adopted to mitigate the potential negative impacts and ensure a happy workforce are well thought out and created with retention front of mind. Every company and its culture are different, but here are some key things to consider: 1. Open Communication Effective and positive communication of your plans and why they’re beneficial is a crucial first step. Involving your staff in the conversation about your return-to-office policies can lead to better outcomes. Conducting internal surveys, hosting focus groups, or facilitating open forums can provide valuable insights into employee preferences and concerns. 2. Allow Time for the Transition It’s important not to rush into any changes, but instead, give your teams time to come to terms with the changes and support them with what they need to feel more comfortable. Perceived knee-jerk changes or not allowing sufficient time to integrate new policies will not endear you to your employees. 3. Emphasising Purpose and Connection Companies should communicate the reasons behind their decisions clearly and highlight the value of in-person interactions. By emphasising the purpose of returning to the office – whether it’s for team building, culture, innovation or collaboration – if you can help your teams see the benefits of the changes, they are more likely to feel more positively about them. 4. Investing in the Office Experience If you’re asking your employees to return to the office, make it a place they want to be. Whether it’s collaborative spaces, social events, providing them with the right tools and tech, it’s important the office environment is welcoming and an atmosphere that promotes engagement and well-being. So, it’s clear then that the decision to bring employees back to the office full-time isn’t one that should be taken lightly. Alongside any reasons you have for this shift, your employees will have several of their own as to why they don’t see it as such a good idea. By fostering open communication and investing in a positive office environment, it’ll be easier to navigate this transition thoughtfully and retain your people. In the end, the key to success lies in balancing business needs with employee well-being and preferences.

The way we work continues to evolve and every year, new trends emerge that force us to shift how we think about our workplace and our colleagues around us. The past few years have seen the level of change accelerate, and there’s no signs of things slowing down in 2024. From generative AI and belonging to more people seeking purpose-led roles and a changing of the guard, we’ve done some digging and have highlighted 7 major trends that will be key 2024 and how they will impact the workplace in the months to come. 1. Increase in AI adoption As companies turn to AI to support them across their business and boost their productivity, this has resulted in a mixed reaction, with some excited about the opportunities it presents and some more fearful. These fears about AI are driven not only by the threat of losing one’s job, but also the uncertainty of whether they will have the skills they need to succeed in the AI era. Employers will need to be aware of the AI tools available and the direction the technology is going to allay these fears and ensure their teams have the necessary skills in place to be able to use them effectively in the future. 2. Employees seeking purpose-led roles Pay is far from people’s only motivator. Employees in 2024 are looking to gain more value from their jobs, find deeper connections with a company’s purpose and feel supported and empowered… and it’s important for employers to respond. The more employers don’t listen to their staff and limit the things that create a sense of purpose within the workplace, the more likely their employees are to seek a move away to a business that meets their needs. 3. Skills based hiring – competence over credentials Skills-based hiring has taken off, with many employers considering skills more effective when evaluating candidates than the credentials and experience on their CVs. As the competition for talent hots up and pressures mount on hiring manager, businesses are starting to rethink their approach and are widening their recruitment lens to capture the diverse skills and experiences of a changing workforce. Through changing to a skills-based approach, businesses can engage candidates from different backgrounds and experiences, which in turn leads to a more rounded and diverse workforce. 4. Plugging skills gaps with upskilling and development opportunities With many business leaders indicating there’s a growing skills gap across their teams, it’s never been more important to double down on providing staff with upskilling and development opportunities. It’s what employees are looking for too. They want personalised training that’s tailored to their individual needs and that has a direct link to their future career aspirations. Those that place learning and development at the heart of their proposition will see increased employee engagement, better retention levels, and more opportunities to hire great talent. 5. Creating belonging will be a key culture priority Alongside diversity equity and inclusion policies, there’s a greater emphasis being placed on people’s sense of belonging. Creating an environment that encourages people to thrive, fulfil their potential, and belong by being their true selves is essential when it comes to building a company that people want to work for. And companies are doing this effectively by embedding their commitments into their business and highlighting them across multiple touchpoints and throughout the employee lifecycle and the recruitment process. 6. The continuing return-to-office debate The calls for a return to the office have been getting louder in some sectors, and several big names have issued mandates putting a stop to their teams working remotely full-time. Yet there is no one-size-fits all solution and every business is different. With this topic high up on company’s agendas in 2024, the debate will rage on as they try to figure out the best approach in terms of productivity and employee engagement. It’s important they take a step back, engage with staff and look at the data to determine the correct course of action to take on this hot topic. 7. More GenZers than Baby Boomers in the workplace It’s been reported that GenZ employees are expected to overtake the number of Baby Boomers in the workplace this year. While Boomers value things such as job security from their employer, and Gen X workers want work-life balance and career progression, for GenZ employees, company ethics, DEI and having their voices heard are among their priorities. This represents a pivotal moment of culture change, and employers will need to seriously consider and make changes to their work environments, benefits, culture and more to attract and retain this new generation of talent. Final thoughts It’s true that change is the only constant, and 2024 looks set to be a year full of change for businesses and their teams. It’s therefore important to be aware of these trends and work to understand how they relate to your own working environment so you can be better equipped to navigate any changes as they come.