As Q1 2025 wraps up, recruitment across Ireland’s retail landscape—especially in fashion, non-food, grocery, and pharmacy—remains active but more complex. While job vacancies continue steadily, both candidate engagement and employer strategies have shifted in response to economic pressures and evolving workforce expectations.
Fashion & Non-Food Retail: Leadership & Agility in Focus
According to Aislinn Lea, Director of Fashion & Non-Food Retail Recruitment, the market has been exceptionally buoyant, with new roles added daily. However, she notes a shift toward more deliberate and thoughtful hiring, where employers are placing greater emphasis on leadership ability, change management experience, and authentic passion for retail.
The exit of several fast fashion and high street brands has forced remaining retailers to redefine their bricks-and-mortar presence, focusing on enhancing customer journeys, creating meaningful in-store engagement, and reinforcing the unique identity of each brand.
Duty Managers remain the hardest roles to fill in non-food retail. “Many employers are now looking to hospitality talent pools, leveraging their strengths in customer service, sales performance, and KPI management,” Aislinn explains. Speed in recruitment remains critical: businesses with streamlined interview and offer processes are securing talent ahead of slower-moving competitors.
Head Office & Buying: A Cautious Candidate Market
Aoife Clarke, Senior Recruitment Consultant for Head Office & Buying, describes a slow-moving market where candidates are showing increased hesitation, often withdrawing late in the process. Active job seekers are focused on securing the most competitive offers, while passive candidates attend interviews without genuine intent to move, unless all requirements are met. When combined with slow timelines, below-market offers, and inflexible expectations, this often results in unsuccessful hires.
At the same time, employer offers often fall short of market expectations, further widening the gap between demand and supply. As Aoife notes, “Recruitment cycles are now longer and more complex, and success hinges on strong relationships, clear communication, and employer flexibility.
Pharmacy: Stabilisation Amid Structural Shortages
Barbara Kelly, Senior Recruitment Consultant for Pharmacy, describes a more stable but constrained environment. Rates for Supervising Pharmacists have levelled out, and there’s been minimal movement due to the high salaries already locked in during recent shortages. Relief and support roles remain scarce, while locum rates are holding steady.
One standout challenge remains the shortage of qualified pharmacy technicians, which has pushed up pay slightly. Encouragingly, Barbara notes an uptick in technician roles being filled by non-EU pharmacists who’ve gained local experience.
Grocery: Investment in Fresh Food Talent & Work-Life Balance
Nikki Murran, Director of Grocery Retail Recruitment, highlights a continued investment in fresh food talent, especially in butchers, bakers, deli staff, and retail chefs. Supermarkets are responding to increased consumer demand for health-conscious, convenient, and online options by shifting manpower to these key departments.
There’s also a noticeable move toward better work-life balance offerings. “Many retailers are now providing improved shift patterns and 39-hour contracts to attract and retain staff,” says Nikki. Trainee managers are in demand, with higher salaries justified by expectations for stronger leadership potential.
While talent shortages and candidate hesitancy remain central themes in Q1, retailers that adapt quickly, offer competitive packages, and streamline hiring processes are best positioned to succeed in an evolving employment landscape.
