What’s a candidate’s biggest dealbreaker, and why can’t you land the hire?

In today’s competitive job market, candidates hold more power than ever, with many organisations struggling to fill roles due to mismatched expectations and a lack of focus on what truly matters to job seekers. Let’s explore some of the top dealbreakers and what might be causing you to miss out on that perfect hire.

1. A lack of work-life balance

Work-life balance remains a critical factor for candidates. A Michael Page survey highlights that 55% of respondents ranked having enough free time for personal commitments as a top priority. This sentiment is especially pronounced among older professionals, with 66% of those aged 55+ citing it as essential​

If your job ad emphasizes long hours without highlighting flexibility, you might be losing talent before they even apply.

Remote and hybrid working arrangements are also pivotal. Employees who have experienced the benefits of remote work often view rigid in-office policies as a dealbreaker. To stay competitive, organizations must adapt to these preferences and clearly communicate flexibility in job postings.

2. Inadequate compensation and benefits

Salary remains a top motivator, with 54% of candidates prioritizing higher pay when considering new roles​

However, compensation isn’t just about the base salary. Candidates increasingly value additional benefits, such as:

• Flexible working arrangements (46%)
• Robust pension plans (39%)
• Private healthcare (26%)
• Generous holiday allowances (14%)​

If your job ads lack transparency about compensation or fail to highlight a competitive benefits package, you’re likely losing potential hires to competitors.

3. Unclear career development opportunities

Professionals want to know they’re joining an organization that values their growth. A lack of clarity on training, promotions, or upskilling opportunities can make candidates wary. A 2024 study found that employees are increasingly drawn to roles offering clear pathways for advancement in a competitive market​

If your recruitment materials don’t highlight these opportunities, candidates may assume the position lacks growth potential.

4. Job ad content and accessibility

First impressions count, and job postings often act as a candidate’s introduction to your company. Poorly written or overly complicated ads can be a significant deterrent. Candidates prefer job descriptions that are concise, transparent, and easy to understand. Include key details such as:

• Role responsibilities
• Work arrangements (on-site, hybrid, remote)
• Salary range
• Key benefits

Lack of transparency leads to frustration and wasted time, particularly if salary or remote working options don’t align with candidate expectations.

5. Company reputation and values

Today’s workforce places a premium on company culture and values. A poor reputation, whether due to negative reviews on sites like Glassdoor or a lack of emphasis on diversity and inclusion, can discourage top talent. Candidates want to work for organizations that align with their values and demonstrate social responsibility.

6. The interview process

An overly lengthy or impersonal hiring process is another common dealbreaker. Research shows candidates value timely communication and structured, engaging interviews. If feedback is delayed or the process lacks clear next steps, candidates may opt to accept offers elsewhere.

How can you avoid these pitfalls?

To land top talent, organizations need to rethink their approach to hiring:

• Tailor your job ads: Be transparent about salary, benefits, and growth opportunities.
• Prioritise flexibility: Highlight work-life balance initiatives such as remote or hybrid options.
• Simplify the process: Ensure the hiring journey is efficient and candidate-focused.
• Invest in branding: Maintain a positive online presence and showcase your company culture.

By addressing these factors, you can significantly improve your chances of attracting and securing top-tier candidates. The modern workforce is clear about what it values, and meeting these expectations is key to staying competitive in the recruitment landscape.