Decoding professional candidate expectations in the recruitment process

As the professional landscape continues to transform and continually evolving hiring trends in 2025, organisations must attune themselves to the shifting expectations of candidates, in particular when it comes to recruitment processes and workplace models.

Recent research by Guidant Global, drawing from responses across the UK and Europe, reveals that today's workforce is increasingly values-driven, with distinct preferences for interview formats, process length, and hybrid work arrangements.

Understanding these expectations is critical for organisations seeking to attract and retain top-tier talent, build a thriving culture, and remain competitive in a rapidly evolving market.

Interview process: Clarity, efficiency and candidate experience

The interview process serves as a crucial gateway through which candidates measure an organisation's professionalism and respect for their time. Ensuring a positive candidate experience in recruitment is essential for attracting and retaining top talent.

According to the Guidant Global report:

A two-stage interview remains the preferred structure for most candidates, with 62% expressing this preference.

A single-stage interview still appeals to 20% of applicants, while 15% are open to three stages.

Only 2% consider four or more stages acceptable.

This demonstrates a desire for streamlined recruitment that balances thoroughness with efficiency but also cares about the overall timeline as a defining factor in their decision-making.

The report finds that:

44% of professionals favour a recruitment process lasting between 2–4 weeks.

33% hope for an even swifter turnaround of less than two weeks.

Extended recruitment timelines risk losing engaged talent, as only 4% accept 6–8 weeks.

Only 2% tolerate eight weeks or more.

For younger candidates, the urgency is more pronounced, with a preference for the fastest routes to employment.

Digitalisation has further shaped candidate expectations, with 74% preferring email as the first point of contact from recruiters. Online job boards are the dominant platform for discovering new opportunities, cited by 47% of respondents.

Why professional candidate's expectations matter

Understanding what professional candidates want is not just about refining a recruitment strategy. It's fundamental for building workplaces where top talent feels recognised, supported, and motivated to join and stay.

As workforce needs become more complex, employers have to make sure their hiring and retention efforts match what different demographics want and need.

When organisations prioritise efficient interview processes, flexible work models, and effective communication, they cultivate environments where talent can thrive, contributing to sustainable success and innovation.

In 2025, organisations that truly decode and respond to candidate expectations and prioritise candidate experience in recruitment will position themselves as employers of choice, attracting diverse, ambitious professionals who drive their businesses forward.

Unlock deeper insights into hiring trends in 2025.

Download the full paper "What Professional Candidates Want" today and equip your organisation with the strategies needed to attract and retain exceptional talent in the changing landscape of workforce management.