Recruitment 'go-slow' means firms miss out on talent

The advertising and marketing industry might still be grappling with how AI will affect future jobs but most businesses are more concerned with the here and now problem of how to bring in new talent quickly.

New data from international recruitment firm Robert Half reveals that, with talent remaining scarce, nearly two-thirds (65%) of employers fear losing high quality candidates due to a lack of in-house resources, alongside slow decision making and inefficient internal hiring processes.

And it seems, it is not just marketing which is facing ongoing skills shortages, finance and accounting, IT and technology, administration and legal are all in the same boat.

Beyond hiring speed, employers identified several other significant talent pressures. Retaining top performers, finding qualified applicants, and attracting candidates with niche skills were jointly ranked as the second-highest concern (63%) among business leaders in 2026.

Together, these pressures are fuelling the rise of interim and project-based hiring, as businesses seek more immediate access to specialist skills and greater protection for business continuity.

This growing pressure reflects an increasingly competitive market for specialist professional talent, with companies vying for individuals who can support transformation, regulatory compliance, growth programmes and digital initiatives.

Robert Half senior managing director for UK & Ireland Matt Weston said: “UK businesses are facing an unexpected challenge as we move further into 2026: the biggest risk to operational continuity is no longer economic volatility; it’s the speed at which companies can hire. In a market characterised by acute talent shortages across finance, technology and legal, skilled professionals often receive multiple offers and move quickly. When internal processes are slow or too complex, employers risk missing out entirely.

“This marks a clear shift in the talent landscape. External pressures will always influence business confidence, but right now, what appears to be limiting competitiveness most is an internal factor – namely, process inefficiency. This is why we’re seeing such strong growth in interim and project-based hiring, as firms seek immediate access to specialist skills without being constrained by lengthy recruitment cycles.

“Streamlining recruitment, empowering faster decision‑making and creating a compelling candidate experience are no longer ‘nice‑to‑haves’ in this environment. They are essential capabilities for safeguarding growth and ensuring that organisations don’t fall behind in the race for talent.”