What Australian Job Seekers Really Want (and What Employers Need to Fix)

If you could hear what job seekers were thinking right now, you might not like what you’d hear.

“Kill the generic job descriptions.” – Male, 33, SA¹

“Let us know what to expect and don’t leave us hanging.” – Male, 24, NSW²

“Be transparent and don’t drag it out too long.” – Female, 63, VIC³

These are real words from Australian job seekers, and they’re a wake-up call for employers.

The problem? Many hiring experiences today don’t align with what candidates actually want. In today’s competitive job market, getting it wrong isn’t just bad for your brand — it’s costing you top talent.

That’s why we partnered with YouGov to ask 1,027 working-age Australians exactly what they’re looking for from employers today.

The results were eye-opening, and they should change the way you hire. 

Download the full report, Take the guesswork out of hiring: what job seekers really want, to dive into what candidates really want, and how you can deliver.

Here are the top insights you need to know: 

1. Job security is the new must-have

Forget ping pong and office games. What job seekers really want is security.

A significant 63% say job security is a top priority when considering a new role — second only to salary and flexibility.⁴ It’s not just younger workers either. Job security matters even more as people get older, with 75% of Gen X and Boomers rating it as a top priority compared to 55% of Gen Z.⁵

It’s about survival. In another recent Indeed survey, nearly 1 in 4 workers (26%) told us they don’t feel secure in their current job, and 92% believe the job market will be more competitive this year, with fewer roles available.⁶ 

Now add in rising living costs – 38% have faced financial worries in the past year – and it’s no surprise that job seekers aren’t just chasing titles or pay rises.⁷ They’re looking for a future they can count on.

How to fix it: Make security visible. Highlight role stability, company performance, and long-term opportunities in your job ads and interviews. 

2. The hiring process is too slow, and candidates are checking out

The longer your hiring process, the more talent you lose. Almost half of job seekers (49%) say they’ve hit frustrating or overly complex application processes.⁸

From re-entering the same resume details across multiple systems to grinding through endless interview rounds with no clear endpoint, candidates are over it and they’re walking away.

Most job seekers say one or two interviews are plenty, while 63% say three or more feel excessive — draining time, energy and goodwill.⁹ 

Hiring delays cost more than your candidates’ time. They damage your reputation, frustrate candidates, and leave roles unfilled longer than necessary. 

How to fix it: Speed is the new superpower. Streamline your process, communicate clearly at every stage, set clear expectations, and don’t let great candidates slip away while waiting for the next step.

3. Ghosting is killing your candidate experience

If you’re ghosting candidates, you’re not just being rude — you’re losing your next great hires.

A staggering 88% of Australian job seekers say they’ve applied for a role and never heard back.¹⁰ It’s one of their biggest frustrations and one of your biggest risks, damaging your brand, your reputation and your results. 

Your silence speaks volumes in a market where top talent expects clarity and respect. Ghosting is a trust-breaker and a major reason great candidates disengage or drop out entirely.

You wouldn’t ignore a customer, so don’t ignore a candidate. Just showing up with communication already puts you ahead of many employers. 

How to fix it: Commit to replying at every stage, even if it’s a “no.” That means setting up automated messages to acknowledge applications or making it someone’s job to keep candidates in the loop. 

4. Clarity wins, especially when it comes to salary

Job seekers are tired of guessing – about pay, perks, and what the role actually involves. 

Salary transparency is a big issue. If your job ad doesn’t mention salary, don’t be surprised when candidates move on. A massive 72% of job seekers want salary details up front, and 55% say unclear pay info is their top frustration in the application process.¹¹ 

Transparency is not just a nice-to-have — vague job ads are a major red flag. You lose trust. You lose candidates. You lose credibility.

How to fix it: Be bold. Publish salary ranges in your job ads and show candidates you value transparency. If you can’t give an exact figure, show a range and explain how it’s determined. And don’t stop at the salary. Be clear about what the role involves, what candidates can expect, and the next steps in the process. The more upfront you are, the more likely you are to attract and keep the right people.

5. Candidates want to grow, not just grind

Progress matters. More than half of job seekers (53%) say career growth and development opportunities are a top priority.¹² For Millennials (63%) and Gen Z (52%), this is especially important.¹³

People want roles that help them build skills, feel challenged, and see a future. If your job ad only lists responsibilities without a growth story, you’re missing the mark.

How to fix it: Don’t just outline what the role is. Explain what it leads to. Highlight learning, mentorship, career pathways and upskilling opportunities.

Ready to build a hiring experience that candidates actually want?

Smarter hiring isn’t about doing more. It’s about doing better. The gap between what candidates want and what employers deliver is still too big. But the fix isn’t complex — it’s about delivering clarity, speed, transparency, and respect.

If you want to win the right people in 2025, you need a hiring experience reflecting what they care about.

Get the full report Take the guesswork out of hiring: what job seekers really want to explore exactly where hiring falls short and what to do instead. 

Download the report now and start hiring smarter.

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Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.

Sources:

^{1-13 Indeed Survey with YouGov 2025. Total N=1027 job seekers}