State of Candidate Experience 2025 - Watch the webinar

The landscape of candidate experience is evolving, shaped by shifting candidate expectations, technological advancements, and economic realities. In a recent Lunch & Learn webinar, we unveiled the findings of our annual State of Candidate Experience Report. This research, based on responses from over 2,000 candidates, sheds light on what job seekers value, how they navigate the application process, and the role technology plays in their decision-making.

1. Employer Values Matter More Than Ever

Candidates today prioritise culture, diversity, and ethics over salary and benefits when choosing an employer. The report found that job seekers are 2.15 times more likely to be attracted to an organization’s mission and values than to financial compensation alone.

Employer Takeaway:

• Clearly communicate your company’s values, mission, and diversity efforts in your employer branding materials.
• Leverage employee advocacy to showcase real stories that reflect your company culture.

2. Candidates Are Investing More in Their Job Search

With rising competition in the job market, candidates are spending more time customising resumes, researching companies, and applying for more jobs. Notably, 10% of respondents reported using AI tools to enhance their applications.

Employer Takeaway:

• Ensure job descriptions are clear and appealing to stand out among competitors.
• Leverage AI tools to streamline resume screening and candidate engagement while maintaining a human touch.

3. Research Is a Critical Step Before Applying

Candidates spend considerable time researching potential employers before submitting applications. 38% spend between 30 minutes to two hours exploring company websites, Glassdoor reviews, and social media.

Employer Takeaway:

• Optimise your career site with engaging content, testimonials, and an intuitive user experience.
• Actively manage online reviews and employer reputation to attract top talent.

4. A Negative Reputation Is a Dealbreaker

Nearly 80% of candidates said they would avoid applying to a company with a negative public reputation. However, candidates trust first-hand experiences shared by current employees more than anonymous reviews.

Employer Takeaway:

• Foster a culture of employee advocacy to showcase authentic experiences.
• Address negative feedback proactively by improving workplace culture and transparency.

5. Long-Term Employment Is on the Rise

Contrary to previous job-hopping trends, 55% of candidates under 25 and 72% of those over 25 seek long-term career growth within a single employer. This shift reflects a renewed focus on stability in an uncertain economic climate.

Employer Takeaway:

• Highlight career progression opportunities, learning and development programs, and internal mobility.
• Build career pathways that encourage long-term retention and professional growth.

6. Chatbots Have Limits in Candidate Engagement

While chatbots are commonly used in recruitment, 86% of candidates believe they cannot adequately answer their questions, particularly for complex or subjective inquiries.

Employer Takeaway:

• Use chatbots for transactional questions (e.g., application deadlines, job descriptions).
• Provide opportunities for candidates to engage with real people, such as recruiters or employee ambassadors, for more nuanced conversations.

Looking Ahead: The Future of Candidate Experience

Based on these findings, here are three major trends expected to shape the future of talent acquisition:

1. Skills-Based Hiring Will Overtake Traditional Experience-Based Models
   • Employers will increasingly adopt skills-matching tools to identify the right talent.
   • Personalised career development plans will play a bigger role in hiring and retention.
2. Employee Advocacy Will Be Central to Employer Branding
   • Organisations will invest in internal ambassador programs to amplify their employer brand.
   • Candidates will rely more on peer networks and direct employee interactions when assessing potential employers.
3. A Total Talent Approach Will Become the Norm
   • Employers will integrate contingent workers, internal talent, and new hires into a holistic talent strategy.
   • Employer branding will extend beyond external recruitment to internal workforce engagement.