What's making people look for a new job this year?

Terrifyingly, we're already past the mid-point of 2025.

And in the spirit of looking back over what's been an interesting year so far in the world of hiring, we wanted to take a look and see what's been moving candidates this year. Understanding candidate motivators to move is a key bit of context to building a slick hiring strategy that gets you the results you want. Having this kind of info helps you decide how to go to market, whether you need to look at your salaries, and what you want to be shouting about in comms. 

So, with that in mind, we've taken a look at the real data we've gathered through thousands of candidate conversations to map what's been most important for job-hunters so far this year.*

Career growth

The biggest factor that's making people consider a career move is feeling like they've hit a ceiling in their current job. No one wants to feel like their career is going stagnant. So much so that a lack of career progression or scope to grow is the number one reason our candidates have searched for a new role in the last year. Sometimes this is simply because there aren't any growth or promotion opportunities available, but all too often it can be because promises of progression are not being delivered on. 

If you're looking to hire then make it really clear what progression looks like in your organisation. Think employee career stories, clear career ladders, and comms that centre progression. If prospective candidates can't see an opportunity to grow, they'll likely look elsewhere first.

If you're wanting to retain then regular conversations with your people about their career growth and potential is the best place to start. Clear career ladders and promotion frameworks help instil confidence that you care about their growth as much as they do.

Professional development

Basically the cousin of 'career growth', another major factor that's causing candidates to make a move is all about professional development. So many candidates are keen on developing their skills, and this is often an area we hear falls down with their current employers. 

If you're looking to hire then our best advice is to shout about what you offer in your ads and your external comms. Mentioning a professional development budget is a great start, but getting down to the specifics about what you can offer is even better.

If you're wanting to retain then we'd really recommend personal development plans for your employees. Make them tailored and specific, and really hone in on areas where you can upskill and help them grow with your company. 

Desire for change

Sometimes your job can just get a bit boring, right? Right, it would seem from conversations with our candidates. This may seem like a really obvious factor that would make someone move roles, but a simple desire for change is often enough to get people searching on job boards or talking to recruiters. 

If you're looking to hire then this is your time to get compelling in your comms. These people are usually the ones more actively looking for a new role, so really think about your EVP and the way you take your roles and company culture to market. Position yourself as the work-based-boredom antidote. 

If you're wanting to retain this can be tricky because often people are already halfway out the door by the time they decide they want a change. Our best advice? This usually reflects unmet needs. It might be that sorting out their career ladder will ease those itchy feet, or sometimes there might be merit in offering something a bit different -  a secondment, a new project, a mentorship opportunity - if you've got the scope to do so. 

Brand or products

These two kind of go hand-in-hand, so forgive us for clubbing them together. People - particularly those working in sales or product roles - often want to work with the best of the best, or for the best of the best. A brand with a strong reputation or a well-regarded product portfolio can be tempting to someone thinking of making a career move. 

If you're looking to hire then this is where your reputation and standing in the market will do a lot of the heavy lifting for you!

If you're wanting to retain this is another tricky one. If you're competing against the pull of other, bigger brands then our best advice is to make sure you're somewhere someone wouldn't want to leave in every other capacity. Think a strong benefits package, a positive culture, clear progression. Basically everything else we've mentioned in this blog.

Culture and CSR

This might be our last point, but it's certainly not our least important. 'Workplace culture' has always been touted as something employees care about, but this has only got more crucial in the last few years as younger members of Gen Z enter the workplace. This time it's not just about a 'fun' workplace culture, it's about companies putting their money where their mouth is when it comes to their ethics, the way they treat their people, and things like sustainability.

Increasingly candidates want to work somewhere with a good values match.  In fact, according to a Net Positive survey a couple of years ago nearly half of Gen Z and Millennials would be willing to take a pay cut to work for a company that shares their values and is pushing for societal change.   

If you're looking to hire then this should sit at the very heart of your culture and, critically, your comms. You could be a real leader when it comes to CSR, but if there's nothing about it on your 'About' page then you might be missing out on candidates who'd really engage if they saw it there. 

If you're wanting to retain then the advice is largely the same. Make sure your culture and your commitments to environmental and social causes match up to what you're saying in your comms, and keep in dialogue with your people about what's important to them. 

Using this to influence your talent strategy

So there you have it, the biggest reason candidates across our four markets are moving roles right now. How will you use this in your talent strategy going forward?

*This run-down does not include information related to lay-offs and job security, which are affecting job markets globally.