As we wrap up 2025, one thing stands out above all else: candidate expectations have continued to evolve at a remarkable pace. Job seekers today are more intentional, more values-driven and far more selective about the organisations they choose to join.
Throughout the year, the team at People in Focus has gained valuable insight from hundreds of conversations with candidates across industries. Their priorities have been clear—and they’ve had a noticeable impact on recruitment outcomes, attraction strategies and overall employer brand success.
So, what mattered most to candidates in 2025? And what trends are beginning to shape how people will make career decisions in 2026?
Here’s our annual wrap-up.
What Candidates Wanted in 2025
1. A Genuine, Values-Led Culture
If 2024 was the year culture became important, 2025 was the year it became non-negotiable. Candidates consistently sought workplaces that demonstrated:
Honesty & integrity
Respect at all levels
Transparency around expectations, goals and decisions
We also saw a more vocal focus on diversity, inclusion and belonging. Candidates didn’t want statements—they wanted real action. Organisations with inclusive environments, LGBTIQA+ visibility, and diverse leadership teams had a clear competitive edge.
2. Flexibility That Actually Works
Flexibility solidified itself as a core expectation. Not a benefit. Not a perk. A requirement.
Candidates told us they wanted:
Hybrid or flexible work arrangements
Trust to manage their workload
Support for working parents and carers
Organisations that rolled back flexibility felt the impact immediately through reduced applications and increased turnover.
3. Growth, Development and Clear Progression
Professional development was a major driver of candidate decisions this year. Job seekers gravitated toward employers that offered:
Learning and development opportunities
Mentorship and coaching
Transparent career pathways
People want to grow—and employers who invested in growth experienced stronger retention and engagement.
4. Meaning, Purpose & Alignment
Purpose became a deciding factor in 2025. Candidates wanted to feel aligned with the organisation’s values and contributions. This meant workplaces that:
Support wellbeing and work-life balance
Communicate openly
Encourage employees to contribute ideas and make an impact
Workplaces that blended purpose and performance saw a noticeable rise in candidate interest.
5. Transparent Hiring & Compensation
Throughout 2025, candidates increasingly expected clear communication around:
Salary ranges
Hiring timelines
Role expectations
Progression opportunities
Transparency didn’t just build trust—it significantly improved acceptance rates.
6. A Respectful, Human Recruitment Process
Candidates valued recruitment processes that were:
Efficient
Communicative
Respectful of their time
Human-centred, even when supported by technology
Ghosting, slow timelines or disorganised interviews were major deal breakers in 2025.
7. Technology With a Human Touch
AI adoption grew this year, and candidates largely welcomed tools that improved speed and clarity. But they also wanted personal connection.
The feedback we heard repeatedly:
“Technology is great—but I still want to talk to a real person.”
The balance between automation and empathy defined recruitment success in 2025.
Looking Ahead: Trends to Watch in 2026
As we look toward 2026, several emerging themes are already beginning to shape candidate expectations.
1. Skills-Based Hiring Will Continue to Grow
Employers are increasingly hiring for skills and potential rather than linear experience.
Candidates with transferable skills will have more opportunities, and traditional job descriptions will continue to evolve.
2. Personalised Candidate Experiences
Generic hiring processes will phase out.
Candidates will expect:
Tailored communication
Role clarity earlier in the process
Interviewers trained in candidate care
Personalisation will become a key employer differentiator.
3. Greater Demand for Mental Health & Wellbeing Support
In 2026, candidates will place even more emphasis on:
Workload sustainability
Psychological safety
Access to wellbeing resources
Wellbeing will move from a “nice to have” to a measurable business priority.
4. Transparent, Fair and Inclusive Leadership
Candidates will look closely at:
Leadership visibility
Leadership communication
Diversity at the decision-making level
Trust in leadership will heavily influence application and acceptance rates.
5. Flexible Work Will Evolve, Not Disappear
While hybrid models will stay, we expect:
More structured flexibility policies
Greater focus on outcome-based performance
Stronger emphasis on team connection and collaboration days
Candidates will choose employers who get flexibility right, not those who abandon it.
6. Employer Brand Will Matter More Than Ever
In 2026, candidates will research deeply before applying.
Organisations with authentic storytelling, real employee voices and transparent communication will stand out.
7. Technology Will Enhance Recruitment—Not Replace Human Insight
AI will continue to support speed and efficiency, but organisations will differentiate themselves through:
Human-led conversations
Thoughtful decision-making
High-touch candidate care
2026 will be the year of tech-enabled, human-powered recruitment.
Final Wrap-Up: The Shift Is Human—and It’s Here to Stay
2025 reminded us of something simple yet powerful:
People don’t want perfect workplaces—they want meaningful ones.
Candidates this year were clear about what matters most:
Values
Respect
Inclusion
Flexibility
Growth
Transparency
Human connection
As we move into 2026, organisations that listen and adapt will attract the right talent, keep great people, and build stronger, more resilient teams.
At People in Focus, we’re proud to support both businesses and job seekers through these changes—and we look forward to helping organisations navigate the next phase of the evolving world of work.