Study: What Candidates Truly Want in Recruitment in 2025

In 2025, understanding what makes a recruitment experience positive or negative is more crucial than ever for companies looking to attract top talent. A recent study by TalentAdore, which surveyed 100 job candidates across 19 European countries, sheds light on these evolving sentiments.

“69% of candidates are very unlikely or somewhat unlikely to apply again to the same company in the future after having a negative candidate experience.”

 The findings reveal a clear desire for transparency, meaningful feedback, and a more human-centric approach to hiring.

The Glaring Problems: Where Recruitment Falls Short

Candidates consistently highlight several significant pain points in current recruitment processes. Topping the list are: 1. Not receiving feedback, especially after an interview, 2. Lack of personal, human interaction & too much automation, and 3. the Absence of clear salary information in the job description.

Why do these issues resonate so strongly with job seekers?

• Lack of Feedback and “Ghosting”: When candidates invest time and effort into applications and interviews, only to receive no response, it feels deeply disrespectful. This “ghosting” can lead to frustration and a sense of their time being undervalued. It leaves them in the dark about where they stand and how they might improve, undermining their confidence and trust in the employer.
• Over-Automation and Lack of Human Touch: While technology can streamline processes, candidates express concern when automation replaces personal interaction. This often makes the process feel impersonal and like a “black box,” where their unique skills and personality might be overlooked. They yearn for genuine connection, seeing themselves as more than just a resume keyword match.
• Missing Salary Information: The absence of clear salary ranges creates uncertainty and wastes time for both parties. Candidates often feel that companies are not being transparent, leading to a perception that the employer might be trying to undervalue their skills. Providing this information upfront shows respect for a candidate’s time and expectations.

The Pillars of a Positive Candidate Experience

On the flip side, the study clearly outlines what candidates consider most important for a positive experience. These include: 1. Receiving constructive feedback, 2. Timely updates on application status, 3. A simple and user-friendly application process, 4. The professionalism and preparedness of the interviewers and 5. A clear and engaging job description.

These elements are valued because they make candidates feel:

• Respected and Valued: Constructive feedback, even in rejection, helps candidates learn and grow. Timely updates keep them informed and reduce anxiety. When interviewers are professional and prepared, it signals that the company takes the hiring process seriously and values the candidate’s time.
• In Control and Informed: A simple application process and clear job descriptions remove unnecessary hurdles and confusion, allowing candidates to present their best selves. Knowing the timeline and receiving regular updates empowers them, making the experience less stressful and more transparent.

The Double-Edged Sword of AI in Recruitment

Artificial intelligence is becoming an undeniable part of the recruitment process, yet candidate opinions remain divided. 

While 30% are somewhat or very positive towards AI being used in recruitment, recognizing its potential for speed and fairness, 55% are somewhat or very negative. 

The primary concerns revolve around the potential for bias and the “dehumanizing” effect on the recruitment process. Candidates worry that AI might overlook nuances, leading to unfair rejections or a complete lack of personal connection. It’s understandable to be cautious or skeptical when new technologies emerge, a pattern observed throughout history with innovations.

The Lasting Impact

The consequences of a negative candidate experience are significant. A striking “69% of candidates are very unlikely or somewhat unlikely to apply again to the same company in the future after having a negative candidate experience”. This highlights that a poor hiring process not only costs a company a potential hire but can also damage its employer’s brand and future talent pipeline.

In an increasingly competitive talent landscape, employers cannot afford to overlook the candidate experience. Prioritizing clear communication, genuine human interaction, and transparency will be key to attracting and retaining the best people.

To delve deeper into these insights and understand the full scope of candidate sentiment, you can read the complete study results directly. Access the full “What Candidates Want in 2025” study here, no email required. 

This guide offers invaluable perspectives for any organization committed to building a superior recruitment strategy. Understanding why candidates feel the way they do is the first step toward creating an experience that truly attracts and engages top talent.