Over the past few years, employers have all been asking the same question: why has it become so difficult to hire? Between applications that don’t match, interviews that lead nowhere, broken promises, and candidates backing out before even starting, the job market seems to have completely shifted. And not always for the better. Yet, behind this apparent chaos, some companies are still managing to hire effectively. Here’s what’s changed — and more importantly, what needs to be adapted to stay efficient.
1. A reversed power dynamic: candidates are in control
In 2025, the job market is no longer what it was in 1990. Back then, candidates had to sell themselves. Today? It’s companies that need to convince. The labour shortage, combined with evolving expectations, has flipped the script.
Candidates don’t just want a good salary. They want a healthy environment, empathetic management, true flexibility, and an employer that follows through. Hiring is no longer about checking boxes on a job description — it’s about perceived value. Companies that have adapted understand this: they present their job opportunities as career paths, not staffing gaps. And in return, they attract more committed talent.
2. Ghosting: a symptom, not the root cause
Yes, some candidates ghost. But as frustrating as it is, that behaviour usually doesn’t come out of nowhere. It’s often the result of a lack of clarity, follow-up, or connection during the hiring process.
Candidates have options. When the process drags on, feels cold, or lacks transparency, they move on. It’s not about excusing the behaviour — it’s about recognizing that a well-designed process helps prevent it.Employers who shorten response times, provide clear feedback, and foster dialogue from the first interaction create a stronger candidate experience. Often, that’s all it takes to stand out.
3. Recruitment processes need a reset
In today’s tight labour market, simply posting a job and waiting isn’t enough. Companies need to rethink how they recruit.
What works in 2025:
- Job postings that are clear and detailed, with no grey areas
- A streamlined process, with decisions made in days — not weeks
- A transparent look at company culture and actual working conditions
Employers who are equipped to identify the right profiles — and who know how to build genuine human connections — are the ones seeing real results. It’s not luck. It’s structure.
4. Hiring for retention: the real key to success
Hiring someone who leaves three months later isn’t a win. Effective strategies integrate a long-term vision from day one.
This includes:
- A well-planned onboarding process with real follow-up
- Conditions that match what was promised
- And most of all, a mutual understanding of expectations
Employers who take that time up front may hire less often — but they hire better. And it shows: more stability, better productivity, and less time wasted starting over.
Conclusion: the market has changed, but it’s still full of potential
The job market isn’t broken. It’s different. Faster. More demanding. And more human, too. Companies that accept this reality — and adapt accordingly — stand out. Those who recruit like it’s still 2000? They’re the ones left waiting.
Do you have a key role to fill? Feel like you’ve tried everything with no results? At Agence Carrières, we help companies hire differently: faster, more human, and more sustainably. Whatever position you’re looking to fill, we can help you find the right candidate — faster, and more effectively.