Aligning hiring processes with expectations

The UK job market is showing signs of renewed confidence, but with a twist. Employers are hiring again, cautiously. The focus has shifted from “filling roles fast” to “finding the perfect fit.” While understandable, this measured approach is often misaligned with candidate expectations, and it’s costing companies top talent.

At a time when the talent pool is shrinking due to a skills shortage and competition is fierce, employers must rethink their hiring strategies. So, what do jobseekers actually want in 2025, and how can you ensure your hiring process meets those candidate expectations?

1. Cautious hiring and long processes are driving
talent away

Many companies are stalling mid-process due to indecision, multiple sign-off stages, or waiting for the “perfect” candidate. In reality, this slow, cautious approach is leading to high drop-off rates. According to SocialTalent, 83% of candidates say a negative interview experience can change their mind about a role they previously liked​. Strong candidates are walking away or accepting other offers while employers deliberate.

What’s the risk? Top talent won’t wait around. With CareerPlug reporting that, 66% of candidates said a positive experience influenced their decision to accept a job offer, it’s clear that a well-managed hiring process is vital. Delayed decision-making signals internal misalignment and a lack of urgency… both red flags for candidates evaluating potential employers.

What candidates want:

• A clear, efficient hiring process with momentum.
• Timely communication and transparent updates.
• Confidence that your business knows what it wants, and is ready to act.

How to fix it:

• Define your process before going to market: Establish clear timelines and decision-making protocols to expedite hiring.
• Secure internal buy-in early: Ensure all stakeholders are aligned to prevent delays in the recruitment process.
• Keep the pipeline warm with frequent updates: Regular communication can maintain candidate interest and reduce drop-off rates.
• Take advice from a recruitment agency: Don’t have the time to coordinate interviews or manage the process? Let a specialist do it for you.
  
  

2. Candidate expectations have evolved

Today’s jobseekers are more selective and self-aware. They’re not just chasing salary, they want progression, purpose, flexibility, and leadership they can trust. They’re also more likely to speak up about poor hiring experiences, both privately and publicly.

Common deal-breakers include:

• Vague job descriptions and no salary clarity.
• Unclear career progression paths.
• Lack of remote/flexible working options.
• Inconsistent communication or mixed messages during the hiring process.

What to do: Revisit your job adverts and job descriptions. Ensure they speak to real opportunity, not just responsibilities. Gartner research shows that organisations that effectively communicate and deliver on their Employee Value Proposition (EVP) can reduce employee turnover by up to 69%. Articulate your EVP and be honest about what candidates can truly expect when joining your business, both short-term and long-term.

3. Company brand matters more than ever

In competitive markets, your brand is your edge. Even when unemployed, 69% of candidates would decline a job offer from a company with a bad reputation, according to That Little Agency. Candidates research employers just as employers screen candidates. Yet many companies still haven’t clarified their post-recession identity or EVP.

Top priorities for jobseekers:

• A clear sense of company culture.
• Defined values and leadership vision.
• Evidence of investment in employee development.

Steps for employers:

• Improve your careers content with authentic employee stories.
• Make your interview process a reflection of your brand.
• Train hiring managers to be consistent ambassadors of your values.
• Make your EVP worth shouting about - and shout!
  
  

4. Job specs need a reality check

One of the most common pitfalls is overloaded job descriptions, where we see businesses seeking “unicorns” who blend three roles into one. This creates confusion, narrows the talent pool, and deters qualified applicants who don’t meet every requirement. According to TotalJobs, 40% of jobseekers abandon applications when key information is missing, while 60% won’t even start an application if they don’t meet every listed requirement.

What’s the impact?

Talent self-selects out. Or worse, you hire someone who burns out trying to meet impossible expectations.

Better approach:

• Separate candidate must-haves from nice-to-haves.
• Be clear about the role, share the location, level of flexibility and salary upfront.
• Align hiring briefs with business priorities, not wish lists.

·       Decide whether you are investing in potential or paying a premium for ready-made expertise.

5. Internal misalignment is undermining your hiring process

One of the most overlooked obstacles to successful hiring is misalignment within a business. When hiring managers, HR, and leadership aren’t on the same page, the process slows down, or breaks down entirely. According to an article by TALiNT Partners, 71% of respondents said they had either withdrawn from or considered exiting their most recent recruitment process. The top three reasons? It took too long, was overly complicated, or involved too many touchpoints.

Signs of misalignment include:

• Conflicting or unclear interview feedback.
• Shifting role requirements mid-process.
• Uncertainty over salary expectations or hiring priorities.

Why it matters: Candidates pick up on internal confusion and interpret it as disorganisation or risk. It can quickly erode their confidence in your business, making them reconsider joining the company, or dropping out of the process entirely.

How to align:

• Kick off every new role with a meeting between all stakeholders.
• Agree on key decision-makers, evaluation criteria, and timelines.
• Document and share expectations with everyone involved in the hiring journey.
  
  

6. Retention starts before day one

Securing a signed offer isn’t the finish line, it’s just the start. In a market where counteroffers are common and early attrition is high; onboarding has become a critical part of the hiring process. According to a report published by HR Magazine, more than half (54%) of office-based employees surveyed expressed dissatisfaction with their onboarding experience. The most commonly cited issues included a lack of structure (31%), discrepancies between the role advertised and the actual job responsibilities (21%), and uncertainty around daily tasks (20%).

Where businesses go wrong:

• Going silent between offer and start date.
• Delivering a generic or disorganised onboarding experience, or no onboarding at all.
• Failing to set clear expectations, demonstrate a positive EVP or build early engagement.

What matters to candidates:

• Consistent communication that reinforces their decision.
• A warm, well-structured welcome that helps them hit the ground running.
• Clarity on what success looks like in the first 30, 60, and 90 days.

How to take action:

• Create a post-offer engagement plan.
• Ensure new starts get to experience the EVP straight away.
• Make the transition from candidate to employee feel personal and purposeful.

If you're struggling to attract and retain top candidates, the issue may not be the talent, it might be the process. Candidate expectations have shifted, and hiring strategies need to evolve accordingly.

At Henderson Scott, we help businesses across the UK realign their recruitment practices to meet the realities of today’s job market. From improving candidate experience to refining your EVP, we work with you to build processes that don’t just attract great talent, they keep it engaged.

Hiring in 2025? Let’s make sure your process isn’t the reason candidates walk away, speak with our experts today.