September always marks a turning point in recruitment. Leaders return from summer, re-prioritise critical roles, and want new starters in place by January. This year, however, the backdrop is tougher: plant closures at INEOS and Venator entering administration, are reshaping the chemicals landscape, the jobs market is cooling, and candidate behaviour is changing. If you want to be ready for 2026, the time to act is now.
A market that’s cooled, but not simplified
The KPMG/REC Report on Jobs shows permanent staff appointments are falling, vacancies are down, and starting salaries are rising at their slowest pace in more than four years. Yet candidate availability has surged as redundancies and site closures swell the pool.
Neil Carberry, Chief Executive of the REC, puts it plainly:
“There is more volatility month by month in the jobs market right now, as employers assess a complex picture and hire when they need to, but not yet at the rate they might want to.”
In other words: more applicants don’t automatically mean better hires. For employers, the challenge is to identify quality quickly and avoid wasting time on unsuitable CVs.
Industrial closures changing the landscape
Troubles at Venator and the closure of the INEOS Grangemouth site in the UK are stark reminders of how fragile the sector can be. Hundreds of skilled professionals are affected, and while some will bring valuable experience, these sudden shifts also disrupt local labour markets. Availability spikes in some areas, while specialist shortages persist elsewhere.
For employers, it underlines the importance of planning ahead: you can’t assume the right candidates will appear when you post an advert.
The Challenges Employers Face – and How to Respond
The headlines may talk about more candidates in the market, but that doesn’t automatically mean more suitable candidates. Many of those now applying are coming from distressed employers like Venator or from the INEOS site closure at Grangemouth. While these professionals bring valuable skills, not all will fit your precise needs. Careful, sector-specific screening remains essential.
At the same time, salary pressures are easing. The REC reports that starting salaries are now rising at the slowest pace in more than four years. That’s welcome news for finance teams, but it’s not a signal to under-invest. The best people are still selective, and many are “job-hugging”, staying put unless the right opportunity comes with clear career prospects and stability.
Hiring demand is also uneven. Some employers are delaying briefs until there’s more economic certainty, but the hard-to-fill specialist roles haven’t gone away. In fact, skills shortages remain widespread, particularly in technical and regulatory functions. That means the window between September and November is critical if you want January starters. Delay too long, and you risk slipping into February or March.
Your Q4 hiring checklist for January start dates
•Define the critical roles now. Decide which vacancies truly move the needle and get those briefs agreed.
•Prepare your interviewers. Secure diary slots before shortlisting starts to avoid bottlenecks later.
•Benchmark with care. Salaries may be softening, but top talent will still expect a competitive package – think beyond pay alone.
•Factor in local market shifts. Industrial closures like Venator and INEOS change the availability of skills in certain regions. Build that awareness into your planning.
•Move fast but stay rigorous. Two well-structured stages are enough to assess competence and cultural fit. Longer processes risk losing your best candidates.
Why specialist support matters now
In a market like this, working with a sector-focused recruiter saves time and protects budgets. We filter out unsuitable candidates, highlight where skills are genuinely in short supply, and bring you shortlists that balance technical competence with cultural fit. As REC members, we also work to the highest standards of ethics and compliance – something that matters more than ever when the market is volatile.
Planning a January hire?
Now is the time to brief us. We’ll help you cut through the noise, reach the right candidates, and get your team ready for the year ahead.