What candidates really want in 2026
Table of Contents
- Key takeaways
- The perfect job
- Flexibility
- Hiring process expectations
- How to respond
- Frequently asked questions (FAQs)
Hiring Trends 2026 Factsheet
The Totaljobs Hiring Trends Update found that 58% of employees are currently satisfied in their role. Despite this apparent contentment, 64% would still consider an offer for a new role in 2026.
Discover the hiring trends shaping 2026
For employers, attracting and retaining top talent next year will depend on how well they meet evolving candidate expectations. Understanding what employees truly value is no longer optional, it’s a competitive necessity.
Key takeaways
- The talent market remains fluid, with 64% of employees open to new roles in 2026 despite 58% being satisfied in their current position.
- Salary matters most (52%), but work–life balance (32%), flexible working (24%), and job security (23%) strongly influence job decisions.
- Flexible working is now a baseline expectation, as 89% of workers say it improves work–life balance and 72% would leave a role without it.
- The hiring experience can be make or break, with 86% of candidates less likely to accept an offer after a poor recruitment process.
- AI in recruitment remains contentious, as 41% of jobseekers say it has not improved the efficiency of applications.
The perfect job: Matching strengths, offering variety and room to grow
Half of candidates (50%) say they are satisfied with the opportunities their current role provides to apply their skills and competencies.
For those who are not satisfied, the biggest drivers of dissatisfaction include:
- A lack of training and development opportunities (36%)
- Work that feels monotonous or insufficiently challenging (32%)
- Not enough support or resources to perform the job effectively (26%)
Achieving this requires a consistent strategy: strong employer branding, a clear employer promise, transparent job ads, well-defined requirements, and objective, skills-based hiring.
The ideal job is one that fits an employee’s competencies, allows growth, and values their input. People want to use their strengths and ideas.
Uncover tips and strategies for hiring for skills
Key expectations employees have of employers
While salary remains the most important factor for candidates (52%), it is far from the only consideration when deciding on a new role.
Behind compensation, the top three drivers of job changes are:
- Work-life balance (32%)
- Flexible working (24%)
- Job security (23%)
Beyond salary and these other fundamental expectations, employees are looking for:
- Good learning and career opportunities
- Team-oriented work
- Meaningful work
- Creative and innovative working environments
- Attractive social benefits
- Opportunities for leadership
Together, these expectations point to a shift from transactional employment toward more holistic, values-driven relationships between employers and employees.
Generational differences
While employee expectations and demands are broadly aligned across age groups, our data shows that priorities do shift with age.
For example, younger workers aged 18–29 place significant value on work–life balance (32%) and job security (23%). These priorities become even more pronounced with age, with employees in their 50s rating work–life balance at 45% and job security at 32%.
Top tip: Employers that recognise these differences, and adapt benefits, flexibility, and career pathways accordingly, will be better positioned to retain talent across generations.
Flexibility: from a “nice-to-have” to a “must-have”
The COVID-19 pandemic permanently reshaped expectations around how, when and where people work.
Our research shows that:
- 89% of employees feel flexible working improves their work-life balance
- 75% say they are more productive when they have the option to work in a hybrid setting
- 72% would consider leaving a job if it didn’t support flexible working
Flexibility varies by industry
Flexibility in terms of working hours and location has been a hot topic ever since the pandemic, but it’s a more important factor in some industries than others.
For examples, we found that as many as 92% of employees in IT & telecoms feel more productive when they have access to hybrid work, compared to 84% in finance and accounting.
Furthermore, 83% of employees in IT & telecoms would consider leaving a role that didn’t support flexible working, a figure which falls to 64% for those in the education sector.
Expectations for a smooth and successful hiring process
In addition to expectations within the workplace, candidates also have strong thoughts on how the hiring process should be conducted. And employers should take note, with 86% less likely to accept an offer from an employer with a poor recruitment process.
When asked what could make the hiring process smoother and more efficient, jobseekers pointed to:
- Clearer and more detailed job descriptions (39%)
- Faster feedback after submitting applications (37%)
- Simplified online application forms (37%)
- Better communication about next steps in the process (34%)
Scepticism around AI prevails
Even as many employers adopt AI-driven tools into hiring processes, candidates remain cautious.
Our research shows that while 71% of jobseekers are confident in their ability to recognise if AI is being used in the recruitment process, almost half (41%) don’t believe it has made the job application process more efficient for them.
Key takeaway: Technology should support, not replace human interaction with candidates.
How employers can respond to candidate expectations
To effectively hire top talent in 2026 and beyond, employers need to be able to offer a holistic package to both candidates and employees. This should include:
- Fair pay as the foundation: Salary matters most, but transparency is key.
- Flexible work as the standard: Hybrid models are now expected, not optional.
- Efficient, transparent hiring: Fast responses, clear communication and salary transparency are essential.
- Meaningful work and development: Employees want to use their skills purposefully and grow.
- Authentic company culture: Values must be lived, not just stated. Employees are your best ambassadors.
Frequently asked questions (FAQs)
Why are candidates open to new roles even when they’re satisfied?
Many employees are passively open to better opportunities, particularly those offering flexibility, growth, or improved work–life balance.
Is salary still the most important factor for candidates?
Yes, but candidates increasingly expect transparency and fairness alongside competitive pay.
How important is flexible working in 2026?
Flexible working is now a baseline expectation, with many candidates willing to leave roles that don’t offer it.
How can employers stand out in competitive talent markets?
By offering clarity, flexibility, meaningful work, and a respectful hiring experience.
What is the biggest risk of ignoring candidate expectations?
Employers risk losing top talent to competitors who better align with modern employee needs.
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