A new report is shedding light on the growing divide between what employers and jobseekers value in a role—highlighting how mismatched expectations are undermining recruitment efforts across the UK.
According to research by HR software provider Tribepad, 74% of employers say they are struggling to find high-quality candidates, while 64% of jobseekers say they cannot find high-quality roles. This suggests that the two groups are operating on different definitions of what ‘quality’ actually means.
For many employers, ‘quality’ refers to attributes like relevant experience, immediate availability, and cultural fit. But for jobseekers—particularly younger workers and underrepresented groups—the priorities have shifted. Flexibility, wellbeing, social purpose and inclusive workplace culture now top the list.
“Jobseekers increasingly want roles that align with their values and wellbeing needs, and employers must adapt if they want to close skills gaps,” said Dean Sadler, CEO of Tribepad. “It’s not enough to offer a job—you need to offer an experience.”
Since the pandemic, workers have placed greater emphasis on remote working, mental health support, and progressive policies. Yet many employers have not updated job structures or descriptions to reflect these changing priorities.
The disconnect is especially visible in sectors experiencing labour shortages. In tech, care, and education, vacancies often remain open because candidates feel the roles don’t offer what they’re seeking in terms of progression, inclusion, or flexibility.
Diversity and inclusion specialists argue that aligning job design with evolving worker expectations is key to addressing this gap. Organisations that embrace inclusive recruitment, flexible working arrangements, and equitable career pathways are more likely to attract talent and reduce turnover.
Clear communication is vital. Employers are encouraged to use transparent job adverts, be upfront about company culture and support systems, and offer structured onboarding and development programmes. Jobseekers, meanwhile, are urged to clearly state their expectations and values when applying.
The report calls on employers to engage with candidates through a more human-centred approach—one that treats recruitment as a two-way process. This includes listening to feedback, investing in employer branding, and adapting to changing market demands.
If these issues are not addressed, the UK risks prolonged recruitment challenges and a growing disconnect between the workforce and employment opportunities. Bridging the gap is not just a business priority—it’s essential for long-term economic sustainability.
In a labour market still recovering from unprecedented change, the quality of jobs on offer—and how they are perceived—could make all the difference in building a resilient, inclusive workforce.