Hiring may be slowing but candidates still expect more. Gartner reveals why long-term value now trumps speed – and how employers must respond
Job vacancies in the UK are falling. Between March and May job openings dropped by 63,000 and unemployment rose to 4.6%, the highest rate in nearly four years. With economic uncertainty and rising employment costs many businesses are delaying recruitment or choosing not to replace staff. On the surface this should make it easier for employers to hire. But new Gartner research has shown that attracting the right candidates remains a challenge.
Although fewer candidates are receiving multiple offers candidates remain selective regarding which offers they accept. Today’s job seekers are looking for more than availability. They’re holding out for something that feels like a clear step up, both financially and professionally.
Candidates selective in an uncertain market
In the first quarter of 2025 UK candidates were less likely to accept offers, despite a tighter job market. While multiple offers are down, with just 36% of candidates receiving more than one compared to 46% in early 2023, candidate expectations have not dropped with decreased job availability. Of those who declined offers 46% chose to stay in their current role. For many, especially those who benefited from the 2021 to 2022 job surge, taking a new job now often means a modest pay bump or even a pay cut and additional benefits are simply not enticing enough.
Many candidates remain cautious and confidence in the job market is mixed. Around 30% say there are plenty of available roles but a similar number report that finding a job is difficult. Just 20% believe they could find a better job if they kept looking. However, once candidates make a choice, they tend to commit, with 77% saying they would make the same decision again.
At the same time trust in the hiring process is under pressure, with candidates around the globe concerned about the rise of automation in recruitment. Around 32% worry that AI could unfairly reject their applications. Meanwhile, 21% of candidates admit to exaggerating their skills, experience or qualifications on their CVs. But, of those, many (40%) say they did so to highlight transferable skills and the same number say it was to better translate their previous experience to match the job description.
The prevalence of ‘ghost jobs’, which are job listings that do not exist and are used to build candidate pools or boost employer branding, has led some candidates to feel cautious. Sixty-four per cent say it affects their perception of an organisation when job listings turn out to be inactive or unfilled and only half trust that the jobs they apply for are legitimate.
Candidates are prioritising compensation and career growth
Candidates are focusing on pay, progression and balance when seeking roles. In the Q1 25 52% of global candidates said higher compensation was the top reason they accepted a job offer, while career growth followed closely at 49% and better work-life balance was cited at 48%. Traditional benefits such as healthcare, paid time off and parental leave were less often cited as deciding factors.
An increasing number of candidates are targeting higher-level roles in search of higher pay bumps. In Q1 25, 53% said they sought a more senior position, up from 49% in early 2024. Those who made a step up received an average pay increase of 29%. In contrast, candidates who made lateral moves saw smaller gains, with an average increase of 12%, down from 21% at the beginning of 2024.
Candidates are still holding out for strong pay increases. Even with fewer jobs available they are not moving for modest gains. This is reflected in the fact that overall pay increases have stabilised. After consistent rises throughout 2023, compensation gains plateaued in the second and third quarters of 2024 and signing bonuses became less common. In 1Q25, 24% of global candidates received a signing bonus, compared to 35% during the same period the year before.
Transparency around pay is also becoming more important. In Q3 24, 72% of candidates said they are more likely to apply for a job when the salary is listed in the job description. With compensation now a primary decision factor, candidates expect clarity on this from employers upfront.
Job seekers are also focusing on roles that deliver long-term value. Perks and fringe benefits are taking a back seat. What matters now is whether a role moves them forward, both financially and professionally. With fewer roles available, job seekers want clarity upfront and are focused on opportunities that genuinely move them forward.
What employers should do
Hiring today requires focus. Candidates are not looking for a long list of benefits; they want clear, tangible value from their next move. To compete effectively employers must align with these expectations.
This starts with clarity on compensation. Employers must be transparent about what they offer and how offers are structured. Next, career growth must be visible. Candidates need to see a path forward – vague promises will no longer hold interest.
Finally, trust matters. Candidates want to know that the jobs they apply for are real, that their applications are treated fairly and that they are making a sound move. Building this trust requires consistency in communication and honesty in hiring practices.
In a shifting labour market, candidates are not bending to changing conditions. They remain discerning, intentional and focused on long-term value. Employers who respond with transparency, speed and substance will be best placed to attract the talent they need, even as the hiring landscape evolves.
Caroline Ogawa, pictured, is director, research, at Gartner
