The Psychology of a “Yes”: What Aussie Job Seekers Really Want

At this year’s RCSA Talent X conference, Indeed explored what drives today’s job seekers in an insightful Q&A panel session, “The Psychology of a Yes: What Aussie Job Seekers Really Want”.

Horner’s CEO, Kylie Heffernan, joined the Q&A panel on the main stage with Danielle Johnson, National Director at Sirius People, moderated by Rachael Townsley, Marketing Director APAC at Indeed. With research-backed insights, the session unpacked candidate motivations, friction points and how recruiters and employers can win talent faster.

Key Takeaways

• Speed matters: Candidates expect a fast, efficient hiring process. Excessive interviews or slow timelines can drive them away.
• Salary transparency is critical: Clear pay information helps attract and retain top talent; hiding salary risks losing candidates.
• Easy onboarding builds trust: Frustrating or complex onboarding can undo a successful hire before day one.
• Human + tech balance: AI can streamline admin and reduce bias, but personal connections remain essential.
• Clear communication prevents ghosting: Regular, transparent updates throughout the process keep candidates engaged.

5 Insights into what Aussie Job Seekers want in 2025

1. Speed

A major theme from the panel was that candidates value a fast and efficient process. Kylie explained:

“Candidates want a fast process, not too many interviews, especially for generic roles. Executive hires are the exception – either way the process needs to move fast and be easy.”

Indeed research confirms that 63% of job seekers consider three or more interviews excessive. At Horner, AI-driven tools, such as chatbots, help screen large volumes of candidates while freeing consultants to focus on human engagement. Danielle (from Sirus) added that some clients slow the process due to cautious decision-making – another reason why auditing your internal process is critical.

2. Easy Application and Onboarding processes

Indeed reported that 49% of job seekers have encountered frustrating or overly complex application processes. Once a candidate accepts an offer, the next critical touchpoint is onboarding. Kylie advised:

“Audit your onboarding from the candidate perspective. Remove unnecessary steps and make it intuitive and welcoming.”

A smooth application and onboarding process sets the tone for long-term engagement and reduces early attrition.

3. Transparency

Across industries, salary transparency is critical. Indeed research shows 97% of job seekers consider salary information essential, and 86% say undisclosed pay can make employers miss out on great candidates.

At Horner, salary is included in over 98% of job postings, unless clients request otherwise. Candidates value transparency above all, noting that lowballing or withholding pay can erode trust.

Salary is not the only thing that job seekers want transparency on. Indeed reported that 9 out of 10 job seekers research employee reviews before applying to get better insights into the organisation and what it’s like to work there. Top tip – increase employee engagement and get those 5 star reviews from existing employees – candidates are looking at your profile!

4. Human + Tech: Striking the Right Balance

AI is transforming recruitment but technology should enhance, not replace, human connection. Chatbots and AI help manage large application volumes or specific job requirements for senior roles, provide factual information and reduce bias. Meanwhile, recruiters focus on rapport, personalised communication, and accountability. Kylie emphasised:

“AI can streamline processes, but it will never replace the need for human connection in recruitment.”

5. Communication and Candidate Engagement

Indeed reported that 88% of job seekers say they’ve applied for a role and never heard back. Ghosting is a two-way issue, but consistent, transparent communication keeps candidates engaged. Micro-moments of trust like timely follow-ups, clear expectations, and human-centric interactions. These make a measurable difference in the candidate experience.

Actionable Insights for Employers

1. Audit your hiring process – Simplify application and onboarding processes. Eliminate unnecessary interviews and bottlenecks.
2. Use AI wisely – automate admin while keeping the candidate experience human.
3. Be transparent about salary – include pay in job postings whenever possible.
4. Maintain human connections – nurture candidates with timely, personalised communication.
5. Build trust consistently – feedback, updates and clarity matter at every stage.

Kylie shares a powerful message:

“Candidates are looking for speed, clarity and trust. If you can deliver these, you don’t just fill roles – you build relationships and win talent for the long term.”

Partner with Horner for ‘peace of mind’ recruitment

With 50 years of experience, Horner knows the world of work has changed dramatically — but our people-first focus remains the same. From understanding candidate motivations to helping you attract the right talent, we’re here to simplify the process and deliver results you can trust.

📞 Call your local branch

📧 Email us at enquiries@horner.com.au

🌐 or submit an online enquiry to request a call back.

Let Horner give you the peace of mind that comes with working alongside true recruitment experts.