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Today’s top talent wants more than just a job title and paycheck—they want growth, clarity, and a culture they can trust.
Those were just a few of the standout themes from Decoding Candidate Expectations, our recent webinar featuring Employ’s CHRO, Stephanie Manzelli, in conversation with Madeline Laurano, Founder, Aptitude Research and Allie Wehling, Selection & Assessment Strategy Lead, Cisco. Together, they unpacked findings from our 2025 Job Seeker Nation Report—based on a nationwide survey of 1,500+ job seekers—and shared actionable advice on how TA teams can turn today’s challenges into standout candidate experiences.
Keep reading for five can’t-miss takeaways from the session—or dive right into the full report now.
Clarity is the Cure for Job Search Burnout
Job searches are feeling longer, harder, and more uncertain. This year, 66% of respondents say they’re burned out from the job search, and 82% are worried about a white-collar recession. But despite that anxiety, job seekers aren’t standing still—81% are focused on building new tech skills (like AI), and 89% believe addressing skills gaps will help them land new roles.
According to Allie Wehling, one of the most effective ways to cut through candidate fatigue is to get crystal clear on what a role actually requires. That starts with rethinking the job description. “I like to think of it as a social contract,” said Allie. “It sets expectations for what the job is, what success looks like, and what kind of person will thrive in the role.”
Madeline Laurano echoed the need for clarity—and added that AI can play a powerful supporting role in delivering it, “AI is no longer just a source of fear. Candidates want to be trained on it. They’re open to it. And recruiters can use AI to scale communication, provide transparency, and create a better experience at every step.”
Get Allie’s take on why clarity creates better experiences for both candidates and recruiters:
TA Takeaway: When candidates are exhausted, the last thing they want is a vague job description and a drawn-out process. By clearly outlining the skills needed for each role—and reinforcing them throughout the hiring journey—TA teams can help candidates self-select in or out early. That saves time, reduces frustration, and leads to stronger matches on both sides.
Internal Mobility Builds Loyalty
Despite concerns about a stagnant market, 85% of job seekers say they’re open to new opportunities. And for many, that means looking inward: 58% explored internal roles before searching externally. It’s a clear signal that employees still want to grow—but if they don’t see a path forward inside your organization, they won’t hesitate to look elsewhere.
Madeline says this shift should be a wake-up call for talent teams. “Loyalty isn’t dead—it’s just evolved. If your employees want new opportunities, give them a reason to stay. Companies that invest in internal mobility see stronger DEI outcomes, better retention, and higher-quality hires.”
Allie added that transparency, consistency, and honest dialogue are what set great employers apart. “Candidates can smell inflated promises a mile away. Be real about the growth plan, the business health, and how you support employees through change. That’s how you build trust and stability.”
Hear why internal mobility is the secret to re-engaging today’s workforce:
TA Takeaway: Internal candidates are often your best candidates—treat them like it. Prioritize internal mobility, equip hiring teams to speak to growth paths, and spotlight long-term development throughout your hiring process.
Candidate Experience Reflects Your Culture
Pay may get people in the door, but culture is what makes them stay (or leave). Culture was the top reason candidates cited for quitting within the first 90 days of a new job. And it’s not just about free snacks or lofty mission statements—it’s how decisions are made, how teams communicate, and how aligned the experience is from interview to onboarding.
Allie emphasized that every interview is a window into your culture. “If your hiring process is chaotic, candidates assume that’s how things operate internally. And they’re usually right. Structured interviews and aligned expectations help ensure a process that reflects the culture you want to show.”
Madeline noted that while many companies are investing in culture or career development, they’re not involving employees in the right way. “You can’t just launch an internal career site and call it a day. Culture and development need to be collaborative. Employees want to be part of the process—not treated like external applicants.”
Learn how structured interviews give candidates a positive perception of your culture:
TA Takeaway: Your hiring process reflects your culture, whether you mean for it to or not. Build structure, streamline experiences, and make sure what you promise in the interview process matches the reality on the inside.
Communication is Your Differentiator
From first click to final offer, communication is what shapes how candidates perceive your company. The data backs it up: this year’s survey found that clear communication, simple applications, and flexible scheduling are the top contributors to a positive experience.
“This doesn’t change no matter what kind of market we’re in,” said Madeline. “Even if someone doesn’t get the job, they should walk away saying, ‘That was fair. I understood what was happening. I’d still consider them again.’”
Allie emphasized the importance of structured, aligned interview processes that make communication more consistent and respectful of a candidates’ time. “If the process is disorganized or overly complex, candidates pick up on that,” she said. “We focus on making our interviews easy to follow and hard to deviate from. That way, every candidate has a fair and consistent experience—no matter who they meet with.”
Get Madeline’s perspective on creating equitable candidate experiences:
TA Takeaway: A standout candidate experience starts with communication, and it should be proactive, consistent, and clear. Set expectations early, follow through quickly, and ensure candidates feel seen and supported—even when the answer is no.
AI Isn’t the Driver—It’s the Copilot
Candidates are warming up to AI—but they still want a human touch. According to this year’s report, 31% of job seekers are already using AI to support their job search, and 61% believe it can help reduce bias in hiring. Still, 58% say they trust HR professionals more than AI to guide them through the process.
“Treat AI like a copilot, not a driver.” said Allie. “Let AI handle repeatable, administrative parts of the process where human touch doesn’t add as much value. Then, let your recruiters spend more time on high-touch, candidate-centric parts of the experience.
Madeline agreed, adding that AI should never replace human judgement at key decision points. “AI cannot make a decision on who you’re hiring. And if your provider tells you it can—run. AI can support decisions. But only humans can make them.”
Get Allie’s take on where AI adds value—and where recruiters should take the lead:
TA Takeaway: Think of AI as a force multiplier—not a shortcut. Use it to improve consistency, reduce bias, and free up recruiters to focus on the moments that matter most. But don’t hand over the parts of hiring that require empathy, context, and human connection.
From Insight to Action: Applying the Learnings
Employ’s 2025 Job Seeker Nation Report signals a clear shift: Candidates aren’t just searching for roles—they’re evaluating experiences. And they expect more transparency, more clarity around growth, and a process that puts people first.
For TA teams, standing out doesn’t require flashy perks—it takes thoughtful execution. Structured interviews, skills-first hiring, and responsible AI use aren’t just best practices anymore, they’re the new gold standard.
For more insights from modern recruiters and what they mean for TA teams, watch the full webinar or download the Job Seeker Nation Report. We delve deeper into application preferences, salary expectations, AI adoption, and more.
