The first day in April, April Fools’ Day, is known for its lighthearted fun and practical jokes. But the current recruitment challenges businesses are facing are no laughing matter. Businesses are crying out for skilled talent, but a shrinking working-age population means the hiring process is tougher.
In a recent Financial Times video, Isabel Berwick, host and editor of The FT’s ‘Working It’ podcast addresses two key factors employers face – the rise of Generative AI, and an aging workforce.
The Problem: A Shrinking Workforce
The problem that Western businesses face is a talent shortage. Declining birth rates, aging populations, and shifting workforce expectations mean businesses can’t afford to rely on traditional hiring pools. The UK’s working-age population is set to shrink by 25% over the next 20 years, creating a supply-and-demand imbalance in the labour market.
The reality is that many industries are already feeling the pinch. Sectors, including finance, have struggled to find skilled professionals. As experienced workers retire, businesses face a significant knowledge gap, one that won’t be solved by simply hiring younger employees. The traditional approach of relying on graduates and early-career professionals is no longer enough.
At Core3, we help businesses stay ahead of this shift by adopting a more strategic approach to talent acquisition. We work closely with companies to diversify their hiring strategies, looking beyond conventional candidate pools to attract professionals with transferable skills – career changers who can adapt to new roles and hit the ground running. Whether it’s through innovative employer branding, targeted outreach, or tapping into overlooked demographics like experienced professionals over 50, we are there so our clients aren’t left scrambling for talent.
Use AI As A Tool, Not The Solution
Would it really be a blog in 2025 without talking about AI? There’s no doubt that chat tools like ChatGPT have had a huge impact on the way people apply for jobs, making it easier than ever to submit applications. But it’s also created new challenges.
AI-generated CVs are flooding the market, creating a clone of workers where every application looks polished but lacks any real substance or personality. With thousands of near-identical applications landing in recruiters’ inboxes, it’s harder than ever to identify genuine talent.
Employers, too, are turning to AI to manage candidate applications. Automated screening tools are now widely used to filter CVs, cover letters, and online forms for keywords and qualifications to shortlist the potential employees. But while AI speeds up the process, it also introduces risks.
Algorithms can inadvertently reinforce bias, eliminating qualified candidates simply because their experience doesn’t fit neatly into predefined criteria. A brilliant problem-solver with unconventional experience might never make it past the first round. We covered this topic in more detail in a recent blog asking whether using AI in recruitment is ethical.
So, rather than trusting AI to select the right person, it’s clear we need a different approach. We’re not saying don’t use AI at all, but it should be used to support, not replace, human decision-making. Yes, we’re using tools like HireAra, Elay and ChatGPT, but we’re using them to be more efficient and free up time so we can concentrate on what we do best – build lasting relationships with our clients.
Part of our business’s fabric is our seven-stage Core3 Method, which enables us to go beyond CVs and algorithms to understand candidates as individuals. We assess cultural fit, motivations, and long-term potential to help businesses find people who aren’t just right on paper but are the right fit for their team.
We never let AI decide the outcomes of a hire. We combine the best of AI-driven insights with deep human expertise to ensure businesses don’t just hire fast, but hire right.
Look Beyond The CV
With AI churning out identical applications on mass, businesses need help. They may have a healthy number of applications, but when these AI-written CVs and cover letters waffle on and never really get to the point, it gives hiring managers a headache. We’re seeing some companies ditch CVs altogether and turn to psychometric and behavioural assessments to uncover talent based on aptitude, not just past experience.
Our work with Xledger is a good example of how we looked beyond the traditional job ads and CV collecting. Xledger were looking to recruit 14 new people, which included multiple Systems Accountants – quite a specific job function. System Accountants are notoriously tricky to find because of the small talent pool, but our campaign managed to engage high-potential finance professionals who had never even considered System Accounting as a career path before. We created videos to tell the story of the company, interviewed hiring managers and CEOs to give applicants a real insight into the company they’d potentially be joining. This campaign sparked interest, built confidence and opened new doors for both candidates and employers.
The results saw a candidate attraction increase of over 50% as well as a significant improvement in the interview-to-offer ratio. This all led to Xledger filling all 14 roles in just six weeks.
Don’t Overlook The Over-50s Workforce
As we mentioned earlier, the population is ageing, so why not tap into this knowledge and experience? With people living and working longer than ever, there is a whole talent pool of professionals who bring stability, leadership, and a wealth of industry insight.
Seeing the potential for greatness, we help our clients adjust their hiring mindset to tailor job descriptions, remove unconscious age bias, and create recruitment strategies that encourage applications from seasoned professionals. We also collaborate with organisations that specialise in career transitions later in life, ensuring experienced candidates have pathways into meaningful roles.
Invest In Your Talent
Hiring is expensive, but losing great talent costs even more. The smartest businesses know that keeping the right people is just as critical as finding them in the first place. That’s why companies are shifting their focus to internal initiatives that aim to keep people and offer growth opportunities. When people see a future where they are, they stay.
We help businesses strengthen their employer brand, build dynamic EVP microsites, and craft hiring strategies designed for long-term retention and growth. As a B Corp-certified company, we believe prioritising people and the planet over profit isn’t just the right thing to do, it’s a powerful retention strategy. Employees want to work for companies that align with their values, care about their well-being and actively contribute to a better world. When businesses invest in sustainability, ethical hiring and employee well-being, they create workplaces where people don’t just work, they thrive.
Embrace The Future Of Hiring
The old way of recruiting no longer works. Businesses that embrace change, whether it’s using new tools, rethinking talent pools or investing in their current teams, will be the ones that thrive.
If your company is ready to build a stronger, more sustainable workforce, then we can help. Reach out to one of our team members and let’s discuss how we can help you.
