Actions Speak Louder Than Words: What Really Drives Candidates to Say 'Yes'
The hiring landscape is evolving at breakneck speed, and candidates aren’t shy about telling employers exactly what they want. But here’s the twist—what they say they want and what actually gets them to accept a job offer don’t always match up. (It’s a bit like ordering a salad and then sneaking fries off your friend’s plate.)
This fascinating phenomenon continues to challenge conventional recruiting wisdom. This growing disparity between candidates' stated preferences and their actual decision drivers has become particularly pronounced in our post-2023 landscape, where the intersection of AI, remote work evolution, and economic shifts has fundamentally altered how top talent evaluates opportunities.
Employers often hear a clear set of preferences: career advancement, compensation, and workplace flexibility. But do these stated preferences align with actual job search and decision-making? Our candidate survey, combined with insights from industry research, reveals a gap between what candidates say they want and what truly drives their choices.
What Candidates Say They Want
When we asked candidates about the three most important factors in their next role, they ranked their priorities as follows:
Overall Compensation – 24.6%
Culture of Innovation – 23.8%
Career Advancement – 17.5%
Benefits – 10.2%100% Remote Work – 10.0%
Hybrid Work Model – 8.9%
100% In-Office – 0.7%
Other – 11.3%
At face value, these responses paint a picture of a workforce that prioritizes financial rewards, innovation-driven cultures, and long-term career growth. Yet, when we examine actual job market behaviors, a more nuanced story emerges. These stated preferences often serve as mere starting points in a much more complex decision matrix.
What Their Actions Reveal
The discrepancy between stated preferences and actual choices mirrors what behavioral economists call "stated preference bias." Despite compensation ranking highest, candidates frequently accept offers with competitive—but not necessarily top-tier—pay in exchange for other workplace advantages. Here’s where discrepancies arise:
WORKPLACE FLEXIBILITY
While only about 19% of candidates say they prioritize remote or hybrid work, job application and acceptance trends suggest that workplace flexibility has become the silent deal-maker (or breaker). But here's the twist – many candidates who insist on remote work end up thriving in hybrid environments when the company culture clicks. It's all about finding that sweet spot between flexibility and connection.
INNOVATION VS. STABILITY
Culture of innovation ranked second (23.8% ranked it as a top priority), but when push comes to shove, candidates often lean toward organizations with clear structures, proven leadership, and established growth paths—elements not always synonymous with fast-paced innovation.
CAREER ADVANCEMENT VS. IMMEDIATE GAINS
While career growth is a stated priority, job-switching patterns suggest that candidates may prioritize short-term gains, such as salary bumps or remote flexibility, over long-term progression in a single company.
Interview Strategies to Uncover True Candidate Values
To bridge the gap between what candidates say and what they truly value, employers can use targeted interview techniques.
BEHAVIORAL QUESTIONS
Asking candidates about past experiences reveals their actual priorities. Examples include:
"Tell me about a time when you had to adapt to major changes at work. How did you handle it?"
"Describe a project where you had to take the initiative and what the outcome was."
SITUATIONAL QUESTIONS
Hypothetical scenarios help assess decision-making and value alignment.
"If you were given a challenging project with limited resources, how would you approach it?"
Direct questions about workplace culture preferences provide deeper insights.
"What type of work environment helps you do your best work?"
Here are some of our favorite interview questions that help uncover what candidates really want (even when they might not know it themselves):
"Tell me about a time when work felt 'perfect' – what made it so great?"
"If you could design your ideal Monday morning, what would it look like?"
"What's the best piece of feedback you've ever received, and why did it stick with you?"
These questions tend to reveal more about someone's true preferences than any checklist ever could.
Bridging the Gap: Employer Takeaways
If you're hiring, understanding this discrepancy between stated preferences and real-world decisions is key. Here's how to navigate this fascinating gap between what candidates say and what they actually want:
OFFER COMPETITIVE COMPENSATION BUT BALANCE IT WITH OTHER BENEFITS
Compensation is a major driver, but it’s not the only factor. Candidates weigh total compensation packages—including benefits, professional development opportunities, and work-life balance—before making a decision. Want more compensation insights? Download our latest Compensation Guide.
FLEXIBILITY MATTERS-BUT SO DOES THE RIGHT FIT
While remote work remains a hot topic, many candidates accept hybrid or in-office roles if the company culture, leadership, and career trajectory align with their goals. A well-structured hybrid model may be the best way to appeal to both remote-focused and office-preferred candidates.
INNOVATION NEEDS A CLEAR GROWTH PATH
Candidates are drawn to organizations with a reputation for innovation, but they also want career stability. Rather than just claiming to be innovative, share specific stories about how employees contribute to the company's evolution. Companies should showcase a structured career advancement framework while emphasizing how employees contribute to innovation in meaningful ways.
The Bottom Line
After decades in this field, if there's one thing we've learned, it's this: hiring is fundamentally human. While candidates might come to us with spreadsheets of requirements and non-negotiables, their final decisions often come down to how they feel about the opportunity, the team, and their potential future with the company.
Want to know the real secret to landing great talent? Listen to what candidates say they want, but pay even closer attention to what makes their eyes light up during interviews. That's where the magic happens.
And remember, if you're struggling to bridge this gap between candidate wishes and reality, that's exactly why firms like ours exist. We're here to be your talent whisperers, helping you understand what candidates really want – even when they might not know it themselves.