According to research, UK businesses face hiring problems despite the fact that a large number of professionals are actively looking for new jobs. This hiring freeze is fuelled by an erosion of trust.
The Talent Trends Report by recruitment firm Michael Page reveals that two in five UK employers struggled to recruit in the last year. Meanwhile, 47 percent of professionals currently are looking for new jobs.
These findings indicate that candidates are unwilling to compromise their core requirements, such as salary and flexibility. They also show a lack of willingness to compromise when it comes to work-life balance, inclusivity, or even on the issue of pay. The result has been a growing need for employers to be more transparent and communicate clearly throughout the entire hiring process.
Salary Concerns
Unhappiness with salary is a leading cause of job changes. Nearly a third of professionals (31%) are unhappy with their salary. 46 percent consider it the most important consideration when applying for or accepting a job. Many candidates still wait for roles that match their exact expectations. This makes it difficult for employers to turn interest into hiring.
Doug Rode said that, as we continue to navigate the ‘wait and see workforce’, professionals are becoming clearer about their ideal workplace, and they look to prospective employers for them to do so. There is no perfect solution, and businesses who try to please everyone will fail.
In an increasingly competitive job market, organizations that are able to clearly articulate their policies, and their employer value proposition, across key considerations like salary, flexibility and technology, have a better chance of securing the candidates who align with their business. 2 out of 5 passive job seekers remain open to roles which meet their needs.
Misalignment of flexible working and return to office policies
The report found a disconnect between employer expectations and employee’s expectations regarding flexible working . While 81 per cent of UK professionals place work-life balance at the top of their priority list, 56 per cent of those who return to the office do so because of revised company policies. Three in five of the employees who are actively looking for new jobs are notable.
This shift is a reflection of broader tensions about productivity and location. Although 43 percent of managers think that in-person work increases productivity, 46 percent report being more productive from home. There are fewer distractions (93%), better time management (72%), and more autonomy (69%).
Michael Page’s study suggests that unclear or inconsistent expectations about returning to the office could affect both attraction and retention. Nearly half of professionals (47%) say they’d consider quitting their job if flexible working arrangements changed.
Leadership and employee well-being are two of the most important concerns for leaders.
Employee wellbeing is still a key factor in making decisions about jobs. Three out of five professionals would decline a promotion in order to safeguard their own wellbeing. Nearly half of employees (46%) say that they don’t trust their leaders to balance the business goals and staff wellbeing.
This erosion of confidence is affecting job mobility. One out of four professionals looking for a job are dissatisfied with the leadership decisions at their current company.
Employers must demonstrate an authentic and consistent approach to employee wellbeing in order to prevent further attrition and disengagement. Lack of transparency can undermine retention strategies and damage internal trust.
Workplace authenticity and shared values
Purpose and values alignment are becoming increasingly important to professionals. In the UK, 45 percent of candidates say having a purpose in their job is important. This is up from 29 percent a year ago. A company culture that reflects personal values, is also important to 43 percent, up from just 34 percent in the year 2024.
The data shows that despite these increasing expectations, there is a disconnect between employee aspirations at work and the workplace reality. Only 35 percent say that they are able to express themselves authentically at work. This is down from 41 per cent the year before. This same proportion reports feeling included, a decline of four percent.
The report concludes a mismatch in employer values and employee expectation could lead to additional hiring and retention problems. Businesses who invest in a clear culture and authentically communicate their purpose are more likely than others to attract and retain talent in an increasingly competitive talent market.
