What Candidates Really Want From Employers in 2026

The way people approach work is changing fast, and 2026 is shaping up to be a year where candidate expectations are higher than ever. In sectors like engineering and manufacturing, businesses can’t rely on traditional hiring methods alone. Talented professionals now look for more than just a salary or a job title. From flexibility and development opportunities to company values and a smooth recruitment experience, what candidates want has changed massively over recent years, and understanding these priorities is key to attracting and keeping the right people.

Recent official labour market data shows that the UK jobs market is changing. According to the Office for National Statistics, the unemployment rate was around 5.2% in December 2025, a slight rise compared with earlier in the year and higher than levels seen earlier in the decade. At the same time, there were approximately 726,000 job vacancies in January 2026, slightly lower than in recent years and below pre-pandemic norms, even though overall vacancy numbers have been fairly steady.

These figures show a more balanced market with stronger competition for roles, particularly in specialist areas such as engineering and manufacturing, while candidates generally have more choice. This makes it very important for employers to understand what attracts and keeps the best people.

So, what do candidates really want from employers in 2026? Here are the key trends shaping hiring this year:

Competitive Pay, But It’s Not Just About Money

Pay still matters, and with the cost of living remaining front of mind for many workers, financial security continues to be a primary factor when people look for a new role. Recent research from Totaljobs found that around 51% of workers who plan to change jobs in 2026 are motivated by the prospect of higher pay, and salary remains the most important factor when deciding whether to apply for a role.

Transparency around salary is also increasingly expected rather than optional. Totaljobs’ research also highlights that 80% of candidates are less likely to apply for a job if no salary information is included in the advert, while 83% say a lack of salary information negatively affects how they view an organisation.

Employers, however, should be cautious about viewing pay in isolation. Smart candidates are now looking more at the entire reward package, including bonuses, pensions, flexible benefits and more.

Flexibility Has Become Standard, Not a Perk

Flexible working has become a critical factor in how candidates assess employers. CIPD research shows that over one million UK workers left a job in the past year due to a lack of flexibility, and more than half report feeling pressured to spend extra time in the office despite wanting adaptable arrangements. This highlights the importance of flexibility and hybrid options in retaining and attracting talent in 2026.

Candidates increasingly want autonomy over when and how they work, whether that’s compressed hours, flexible start times, or occasional remote days to support family or personal commitments.

Practical flexibility might look like:

• Hybrid working for roles where remote connection and site presence are both valuable (for example, project engineers, operations managers, finance professionals, etc.).
• Clear, structured agreements on in-office expectations so candidates know what to expect.
• Flexitime or compressed hours where feasible, to support work-life balance.

Employers who treat hybrid working as a checkbox benefit rather than a baseline expectation risk falling behind.

Better Career Development and Skills Investment

Today’s candidates want a true career partnership with their employer, including opportunities to learn and grow on the job. According to the UK Government’s Employer Skills Survey, published at the end of last year, around 63% of UK employees received training from their employer, and a total of 19.6 million employees were trained overall. This is the highest number recorded in the survey’s history. The data also shows growing investment in training that supports new technology and management skills, highlighting how important structured development has become in workplaces.

This is especially relevant in sectors like engineering and manufacturing, where technological change (whether automation, AI tools or sustainability initiatives) is reshaping roles.

Candidates want to know that:

• Their employer will invest in their long-term skills.
• There is a clear progression pathway.
• Learning isn’t left to chance but is integrated into the employee experience.

Employees in office areas such as finance, HR and marketing are also expecting development support to stay current with digital tools, analytics and leadership skills.

Values, Purpose and ESG Matter More Than Ever

Another major change in candidate behaviour is an increased emphasis on values and purpose. 2026 workers aren’t just asking “what will this job pay me?”, they’re asking “does it stand for something I believe in?”

Research suggests a significant portion of jobseekers (particularly younger generations) will prioritise employers whose values align with their own, especially around environmental, social and governance (ESG) practices.

Candidates want to see commitments to sustainability, safety, inclusion and community impact. Statements won’t be enough. They want data, stories and evidence.

Examples include:

• Public targets for energy efficiency or waste reduction.
• Inclusive recruitment practices and diversity goals across technical teams.
• Structured volunteering time or business-led community partnerships.

When candidates feel that their employer stands for something beyond profit, engagement and retention both rise.

A Smooth, Transparent Hiring Experience

In a crowded job market, the quality of the hiring experience is vital. Recent figures from modern CV show UK employers now receive more than 280 applications per role on average, which is more than double what it was just a few years ago.

In the current job market, candidates expect:

• Clear communication at every stage of the process.
• A defined timeline and prompt feedback.
• Respectful rejections if a candidate isn’t right, not silence.

Reports indicate that over half of jobseekers have declined offers because the recruitment process felt slow, confusing or poorly organised.

Skills Over Degrees, Showing What You Can Do

One of the biggest changes in 2026 is that qualifications are no longer the main way to get noticed. Employers are focusing more on the skills people can actually show, rather than just the certificates they have.

This trend particularly benefits those in the engineering and manufacturing industry with hands-on experience, apprentices, and candidates from non-traditional career paths, which is exactly the kind of talent that often thrives in these environments.

Employers that assess real capability through practical assessments, project portfolios or skill-based interviews are more likely to attract and retain people who can deliver results.

Wellbeing and a Human First Approach

Candidates increasingly factor well-being into job decisions. Whether it’s mental health support, realistic workloads, or meaningful work-life balance, people want workplaces that treat them as humans first and workers second.

This can include employee assistance programmes, leadership training on burnout, or simply culture building that encourages time off and boundaries.

Meeting 2026 Expectations Doesn’t Have to Be Impossible

Candidates in 2026 want more than work, they want:

• Competitive and transparent pay.
• Flexibility that supports life outside the workplace.
• Career development and skills investment.
• Meaningful values and purpose.
• A respectful, efficient hiring experience.
• Skills-centred evaluation.
• Real support for wellbeing.

At OBR Group, we see these expectations play out every day. We help organisations not just fill roles, but build teams that succeed in a market where candidates have choices and make them based on quality, care and clarity.

We work as an extension of your team, combining sector expertise with a commitment to getting recruitment right, every time.

To make your hiring process simpler, more effective, and aligned with your business goals, contact our team today.

Hiring in 2026 isn’t just about filling vacancies anymore. If you understand what today’s candidates really want, you’re already halfway there.