October HR Hub Poll Results: Hiring Plans, AI in Recruitment and Candidate Challenges

Emma examined the economic and workforce factors influencing recruitment, the growing role of artificial intelligence (AI), changing candidate expectations, skills challenges and the increasing importance of strategic workforce planning.

Throughout the session, we asked attendees three questions to understand what they were experiencing within their own organisations.

The results revealed a cautious approach to hiring, uncertainty about how to introduce AI into recruitment and continued difficulties attracting the right candidates.

Poll 1: How would you describe your hiring plans for the next six months?

51 respondents

• Growing: 20%
• Steady: 53%
• Slowing: 20%
• Hiring freeze: 8%

More than half of respondents (53%) described their hiring plans as steady, suggesting that many organisations represented at the session were maintaining their current approach rather than significantly increasing or reducing recruitment.

A further 20% expected their hiring activity to grow, while another 20% anticipated a slowdown. Just 8% reported a hiring freeze.

These results reflect the mixed picture Emma presented. While recruitment has become more selective, employers continue to hire where there is a clear business need.

Emma highlighted the importance of moving beyond individual vacancies and considering how recruitment fits into wider workforce planning.

For employers, this means reviewing the skills they need, identifying opportunities to develop existing employees, and deciding the best way to resource their teams.

Poll 2: Which best describes your organisation's use of AI in hiring?

• AI is embedded in recruitment: 9%
• We're experimenting: 34%
• We have a few live use cases: 7%
• We're not sure where to start: 50%

Perhaps the most striking finding was that half of respondents were unsure where to start with AI in recruitment.

Although 34% were experimenting with AI, only 9% said it was embedded in their recruitment processes, while a further 7% had a few live use cases.

This suggests that, among poll participants, AI adoption remains at an early stage for many organisations.

During the session, Emma explored how AI is influencing both sides of the recruitment process, from employers using technology to support hiring to candidates using AI to prepare applications.

However, she also emphasised that introducing AI should not simply be about making recruitment faster.

Organisations need to consider whether technology is genuinely improving their processes, supporting better decisions and maintaining a positive candidate experience.

For employers exploring AI, practical starting points include identifying existing recruitment challenges, reviewing the technology already available and establishing clear guidelines around its use.

Human judgement, transparency and appropriate oversight remain particularly important when AI is involved in hiring decisions.

Poll 3: What's your biggest candidate challenge right now?

• Attracting enough of the right applicants: 69%
• Spotting AI-written or misleading applications: 14%
• Candidates dropping out or accepting elsewhere: 12%
• Keeping new starters once they join: 5%

Attracting enough of the right applicants was the clear leading challenge, selected by 69% of respondents.

This is particularly interesting given the discussion around AI making it easier for candidates to apply for roles.

While technology may increase the volume of applications, it does not necessarily make it easier for employers to identify candidates with the right skills, experience and suitability.

A further 14% highlighted the challenge of spotting AI-written or misleading applications, reflecting growing questions around the authenticity and reliability of candidate information.

Meanwhile, 12% identified candidates dropping out or accepting alternative offers as their biggest challenge, and 5% selected retaining new starters.

Emma explored the importance of candidate trust and the need for employers to consider the entire recruitment experience, rather than focusing solely on attracting applications.

Clear job information, transparent salary details, timely communication and meaningful human interaction can all help organisations build stronger relationships with prospective employees.

The findings also reinforce the importance of effective candidate assessment, ensuring recruitment processes focus on relevant skills and evidence rather than simply the presentation of an application.

Final Thoughts

Our October HR Hub polls highlighted three important themes among the organisations represented:

1. Hiring remains cautious but active. Most respondents expected recruitment activity to remain steady over the next six months, reinforcing the importance of targeted hiring and effective workforce planning.
2. Many organisations are still finding their way with AI. With half of respondents unsure where to start, there is an opportunity to focus on practical applications, clear governance and maintaining human oversight.
3. Attracting the right candidates remains a significant challenge. Despite advances in recruitment technology, employers continue to face difficulties finding applicants with the skills and experience they need.

As Emma emphasised during the session, employers need to think about the workforce they will require in the future, not simply the vacancies they need to fill today.

Taking a more strategic approach to workforce planning, using AI thoughtfully and investing in the candidate experience will help organisations make more informed recruitment decisions.

At Allen Associates, we work closely with employers across Oxfordshire to understand their recruitment needs and help them attract talented professionals across HR, Finance, Marketing and PA & Administration, on both a temporary and permanent basis.

If you'd like to discuss your recruitment plans, we'd be delighted to help.