In today’s competitive hiring landscape, job seekers are more discerning than ever, and it turns out the smallest details in a job advert can make the biggest difference. We recently ran a LinkedIn poll asking candidates what stops them from applying for a job, and the results were telling:

• 66% said they would not apply if the salary is not listed
• 22% pointed to vague job descriptions
• 9% cited a lack of flexibility or hybrid working
• 3% had other reasons

So, what does this tell us? Let’s break it down:

Transparency is Non-Negotiable: Salary Matters

The biggest takeaway - and by far the most decisive factor - is salary transparency. A staggering two-thirds (66%) of respondents said they wouldn’t apply for a job if the salary were not included.

In an age where pay equity and cost of living are hot topics, candidates want to know up front whether a role aligns with their financial expectations. Omitting a salary range often feels like a red flag to candidates as it creates distrust and suggests a lack of commitment to fairness or transparency. Even a salary band can make a huge difference in engagement levels.

Tip for Employers:

Be clear, be honest, and include salary information. Even a range signals to candidates that you value their time, and theirs is a valuable commodity. As recruitment specialists, we often find that a lack of salary can hugely impact the application rate of a job in comparison to a job that includes a salary. It is also important to include the financial and non-financial benefits that are offered to employees, as company perks are often just as important as the salary offered and this can help showcase the company culture.

 

 

 

 

Clarity Counts: Vague Job Descriptions Turn Job Seekers Away

Coming in second at 22%, vague or poorly written job descriptions are another top deterrent. Job seekers want to know what they’re signing up for - what skills they’ll need, what they’ll be doing day-to-day, and what success looks like in the role.

If your ad is too broad or filled with jargon, candidates might assume the employer doesn’t know what they’re looking for - or worse, that expectations will be unclear or ever-changing on the job.

Tip for Employers:

Invest time in crafting clear, specific job descriptions that accurately reflect the role and responsibilities. The more detail you provide, the more confident a candidate will feel about applying.

Flexibility is the Future (and the Present)

With 9% of respondents flagging a lack of hybrid or flexible options as a dealbreaker, it’s clear that flexibility remains a strong consideration for job seekers. While not as dominant a factor as salary, it’s becoming a standard expectation, especially post-pandemic.

Job seekers now actively seek roles that allow them a degree of autonomy over how and where they work. For many, hybrid working isn’t just a perk - it’s part of their work-life balance and mental health management.

Tip for Employers:

If your business offers hybrid or flexible working, shout about it! If it doesn’t, consider whether some level of flexibility could improve both attraction and retention.

The “Other” 3%

It’s easy to overlook the 3% who chose "other," but this group may reflect niche but important concerns like unclear company culture, poor reviews on employer rating sites, or an unappealing hiring process. On this particular poll, a number of our followers commented on the post stating that they wouldn’t apply for a job if the location was vague or non-existent. 

Tip for Employers:

Consider the full candidate experience - from job ad to onboarding. Make it easy for candidates to picture themselves in your team. This is why we benefit greatly from client visits as recruitment specialists, as we can then easily describe the work environment from our own memory and experience at your workplace. 

Final Thoughts: The Details Matter

The data is clear - salary, clarity, and flexibility are not just “nice-to-haves,” they’re core to whether someone decides to apply for your role. In a talent-short market, failing to include these basics could mean missing out on top-tier candidates before you even get to interview.

At Bennett & Game, we work with employers every day to help refine their job adverts and hiring processes to reflect what today’s candidates actually want. If you're struggling to attract applicants, we can help you get the details right.

Want to talk about your hiring strategy? Get in touch today.