Employ, Inc. has announced the release of the 2025 Job Seeker Nation report, providing a data-driven look into how job seekers perceive the market, candidates’ perspectives on AI, what makes employees leave or stay, what workers value in a role, how to win over candidates in a job search, and workers’ opinions on compensation.
“The hiring landscape remains volatile, and today’s talent environment demands more agility and insight than ever before,” says Stephanie Manzelli, CHRO of Employ. “We’ve seen recruiting teams navigate everything from mass layoffs to widespread burnout—and it’s clearer than ever that understanding what candidates expect and value is essential to building resilient, high-performing teams. The 2025 Job Seeker Nation report offers critical intelligence into candidate sentiment, ranging from job satisfaction and openness to new roles, to communication preferences and flexibility needs, equipping hiring teams with the data they need to engage smarter, act faster, and deliver stronger outcomes.”
This year’s report reveals critical insights into what candidates value most — insights that today’s recruiters can use to gain a competitive edge. With 66% of job seekers reporting burnout, there’s a clear opportunity for hiring teams to stand out by creating a more thoughtful, human-centered candidate experience. In a market shaped by layoffs, economic uncertainty, and evolving expectations, one truth remains: putting people first is not just a best practice — it’s a strategic advantage.
“The skills market can feel a lot like matchmaking—every hiring manager is looking for something different,” says Tim Sackett, talent acquisition and HR analyst at HRU Technical Resources. “As a recruiter, the challenge isn’t reshaping candidates to fit shifting expectations but recognizing and championing the strengths that make them stand out. Focus on what candidates are genuinely great at and passionate about. When you align talent with opportunity, not just requirements, you’ll find better fits and better outcomes.”
Fewer respondents now say it’s easy to find a new job (44%, down from 50%), and confidence in landing a role within three months has also dipped (56%, down from 61%). While 56% believe the current job market favors candidates, 82% are worried about a “white-collar recession.”
Approximately 81% of respondents believe it’s important to get trained in new technologies like AI to secure a job this year, and 89% of respondents agree that being able to address skills gaps for employers can improve their odds of moving into a new role this year. About one-third of respondents (31%) say they’re using AI to support their job search — an increase of 7% points from last year.
AI usage is notably higher among candidates in desk-based or white-collar roles, especially those in software/technology/IT (50%) and finance/insurance/accounting (47%). Most respondents (58%) trust HR pros more than AI to guide them through the hiring journey, and 61% see potential for AI to help reduce bias during that process. Approximately 82% of respondents said they were either very or somewhat satisfied with their current job, yet 85% were open to other opportunities.
Nearly half (42%) reported they were actively looking for a new job. Other than higher compensation, the top two responses for why respondents are actively looking for a new job included career advancement (53%) and more work flexibility or remote opportunities (46%), with better company leadership (33%) and better company culture (32%) also resonating. Approximately 20% would decline a job if it required full-time, on-site work, and 63% say remote work is at least somewhat important when considering whether to accept or decline an offer.
Among candidates who had declined a job offer in the last 12 months — nearly 40% cited limited career advancement or poor location/geography as the reason. Over one-third of respondents reported having left a job in the first 90 days due to a “mismatch in hiring process,” or a disconnect between what they were told while interviewing and the reality of the role once they were on the job.
Nearly three-quarters (71%) of respondents expect the application process to take less than 30 minutes, and 35% said they would abandon an application if it took too long. Among candidates who interacted with a chatbot during recruitment, 66% said it either somewhat or significantly improved their experience. When asked what has the greatest impact on a candidate’s impression of a company during the interview process, the top response by far was an easy application process, selected by 43% of respondents.
Approximately 80% of respondents said the salary offer for their current or most recent role met or exceeded their expectations. Meanwhile, 48% of respondents noticed increased salaries for job postings similar to their current role, and 37% percent of respondents said they had negotiated their salary.
About one-third of respondents say they’re using AI to support their job search — an increase of 7% from last year. AI usage is notably higher among candidates in desk-based or white-collar roles, especially those in software/technology/IT (50%) and finance/insurance/accounting (47%).
Most respondents (58%) trust HR pros more than AI to guide them through the hiring journey, and 61% see potential for AI to help reduce bias during that process.
