The latest KPMG and REC, UK Report on Jobs survey published in March 2026 indicated signs of improvement in the jobs market, but with macro global events, budget constraints and complex decision-making processes in play across the public sector and not-for-profit space, hiring remains cautious.
KPMG’s Jon Holt commented on the findings, suggesting, “Resilience is now the new normal“, and from our everyday conversations with clients and candidates across sectors, we also see this as a reality of today’s market.
We know that for candidates, this can make the market feel challenging and, at times, frustrating, but it’s important to say this clearly:
- You are not alone in experiencing this.
- And it’s not a reflection of your value.
In a ‘resilience special’ we ask our experienced and trusted consultants to offer their advice to candidates in the market. Here is what they say…
1. What Resilience Really Means
We asked Director Nicola Shaw from our South-West office for her insights;
“I am finding that in today’s market, resilience is not optional–it’s a core capability. Increasingly employers are looking for candidates who can adapt, recover, and continue to add value in uncertain and changing environments.”
Employers expect candidates to navigate setbacks, adapt quickly, and keep developing. It’s not about having a perfect track record, but showing how you respond when things don’t go to plan.
Careers today are no longer linear or predictable. What matters now is not perfection, but how you:
- Navigate setbacks
- Continue to develop
- Show impact in uncertain conditions
2. Why the Market Feels Tough Right Now
The market across the Public Sector remains difficult, with several pressures converging:
- Budget constraints are limiting hiring
- Roles are becoming broader and more demanding
- Expectations for candidates to meet 100% of requirements
- Longer and more complex decision-making processes
On top of that, the way people both recruit – and apply – for roles is changing.
AI-driven screening means:
- Faster responses
- More rejections at earlier stages
- Less visibility on decision-making
Director Angela Newman CIPD lends her advice;
“Candidates need to embrace setbacks such as feedback and rejection. Stay proactive in building sector-relevant skills and continue your professional development, where it is easily accessible. Remember to always ask for constructive feedback along the way. And crucially, don’t get disheartened when you ping that CV to a client directly or to an advert on Linkedin and get an instant rejection – we see this often, due to organisations increasingly using AI.”
Ensure you engage with an experienced and reputable agency, and trust in yourself, your skills and experience. In this climate, remaining flexible is also key – on salary and sometimes on remit/job title.
3. A Shift in Mindset (From Reaction to Resilience)
Simon Burr, specialising in Senior Procurement & Estates recruitment puts it simply:
“In today’s recruitment market, tenacity is your competitive edge. The candidates who persist and are resourceful and resilient tend to be the ones who land.”
In practical terms, that means:
- Keep showing up — consistency matters more than intensity
- Keep learning — even small development steps build momentum
- Stay resourceful — the strongest candidates adapt, not withdraw
In this market, success often comes to those who stay visible, stay engaged, stay open, and are ready to move.
Connect with Angela | Connect with Simon | Connect with Nicola
What Candidates Can Do Now
Finally, this is where resilience becomes practical:
1. Don’t take rejection personally. This is a tougher market, not a reflection of your capability.
2. Actively seek feedback. Ask for constructive feedback from interviews and recruitment partners and use it to refine your approach. Outreach for LinkedIn Recommendations from past colleagues to keep the momentum.
3. Stay proactive in your development. Focus on your sector-relevant skills, leadership capability, and visible, practical experience.
4. Be open to flexibility. On salary expectations, job titles and scope of role.
5. Build relationships, don’t just fire off applications. In a selective market, opportunities often come through conversations, networks and trusted recruiters.
This is not an easy market, but it is a defining one. While resilience may now be expected, it is also what will set you apart.
Looking for Public Sector or Not For Profit roles that suit your skills?
If you are ready to find not-for-profit or public sector roles where you can shine, Morgan Law can help. Our experienced consultants specialise in connecting talented candidates like you with some of the most outstanding organisations around. Navigate the modern hiring process with Morgan Law.
To discuss your next steps contact us today.