Discover what today’s job seekers expect, and what’s driving them to apply, disengage, or disappear from your hiring process.
New research by Get Staffed uncovers the key trends shaping candidate expectations and behaviours. Whether you're an employer looking to sharpen your hiring strategy or a recruiter aiming to stay ahead, these insights are essential to attracting top talent in a competitive market.
TL;DR:
- Job ads that include a specific salary attract 83% more applications.
- 39% of workers plan to look for a new job in 2025.
- Flexible and part-time jobs received 39% more applications than full-time roles.
- Remote roles receive 122% more applications than fixed-location roles.
- 75% of job-seekers research a company’s reputation before applying.
- 48% of candidates didn’t receive any feedback on their last application.
💰 Show the Salary, Or Lose Out
Let’s start with the obvious: transparency pays. Job adverts that included a specific salary attracted 83% more applications than those using vague terms like “competitive salary.” While many employers rely on this tried-and-tested technique to remain flexible in salary negotiations, to reduce the likelihood of internal resentment, and to ensure they do not lose a competitive advantage in the wider market, this strategy is not without its limitations. In an era of cost-of-living pressures and rising inflation, candidates want clarity, and it starts with pay.
Moreover, the Totaljobs' 2025 Salary Trends Report found that 39% of workers plan to look for a new job in 2025 to secure a higher salary. If you’re not upfront about compensation, you risk missing out on qualified applicants before the first click. This is particularly true in the early careers talent market, where salary ranges are, by definition, far more contiguous than the wider market. We should therefore lean into the greater pay transparency this affords, rather than run away from it.
🕰️ Flexibility is the New Currency
Transparent salaries may open the door, but flexibility gets candidates through it. Flexible and part-time jobs received 39% more applications than full-time roles, making it the most sought-after non-financial benefit of 2025.
The appetite for remote work continues to grow. Roles advertised as “remote” received a staggering 122% more applications than those with a fixed location. Despite this, 84% of jobs are still listed with a fixed work location, a figure that's barely changed from last year. The disconnect between candidate preferences and job listings presents a huge opportunity for employers willing to embrace flexibility and re-evaluate what we think we know about worker productivity.
Famed British Advertising Exec, Rory Sutherland, shares his frustration at how businesses have introduced many of what he refers to as “productivity killers,” like hot-desking and open-plan offices, which are empirically disastrous for work productivity. Sutherland describes how nobody really cared about these sub-optimal approaches because employees didn’t seem to like them, which was typically taken as evidence that they worked in driving productivity. It is worth asking the question: Are we going to see a huge pushback from employers on flexible/remote working, despite the fact that it may be more productive, based purely on the fact that employees really resonate with it?
👀 Reputation Matters More Than You Think
A highly effective brand does more than attract customers; it attracts candidates. 75% of job seekers research a company’s reputation before applying, and client-branded adverts attracted 35% more applications than generic ones.
In an era of transparency and social proof, platforms like Glassdoor and LinkedIn are part of the hiring journey. Candidates are looking at your reviews, your values, and how you treat your people.
📩 Feedback Isn’t Optional Anymore
Candidate experience is a key differentiator in attracting high-calibre talent, and sadly, it remains a common pain point. According to the PeopleScout Inside the Candidate Experience Report (2023), 48% of candidates didn’t receive any feedback on their last application. When candidates are expected to sift through reams of job ad information, not to mention lengthy application processes, it is clear that perceptions of a broken psychological contract between candidate and company are well-founded.
Even more concerning? 57% say they’ve been ghosted by a UK employer after an interview, according to a report by Greenhouse. Employers who communicate thoughtfully, especially in rejection, stand out and build long-term goodwill.
🗓️ Timing Is Everything
Want to know when to post your job advert for maximum visibility? According to Get Staffed:
- Tuesday is the most active day, accounting for 16.4% of all applications.
- 12–1 pm on Tuesday is the busiest hour of the week for candidate activity.
- The weekend is the slowest, with Saturday and Sunday accounting for just 25% of applications combined.
Timing your posts and ad boosts around this peak hour could increase traction and engagement dramatically.
Don’t forget, you can host unlimited job ads with Mereo Talent for a whole year for just £99!
🌐 Where Candidates Are Looking
Understanding where candidates are searching can help you get in front of them:
- 66% use search engines like Google
- 64% use social media (especially LinkedIn)
- 56% browse job boards like Indeed
- 49% go directly to company websites
- 30% rely on personal or professional networks
- 23% check review sites such as Glassdoor
✅ Key Takeaways for Employers in 2025
- Be transparent with salaries.
- Offer flexible or remote options and make it clear in your listing.
- Strengthen your employer brand, and don’t underestimate review sites.
- Communicate throughout the application process, ghosting is damaging.
- Time your listings smartly, Tuesdays at lunch are gold.
In a job market increasingly shaped by expectations of transparency, respect, and flexibility, these insights are more than trends, they’re the blueprint for future hiring success. By putting candidate experience at the heart of your strategy, you’ll not only attract more applicants but also better ones.