Signal File: why do workers have to leave to be seen?
From ghosted candidates to stalled careers and changing priorities, this week’s signals explore the gap between what workers need and what they experience
Many office workers are clear about what they want from work – flexibility, transparency and progression. Yet, many organisations are still not getting the balance right. This week’s signals point to a widening gap between employee needs and their everyday reality, from candidates left without answers after interviews to frontline staff lacking the information to do their jobs well.
These findings suggest the employee experience is increasingly judged on the basics of communication, recognition and support, rather than on the promises organisations make.
Ghosted after the interview
New research from Greenhouse finds almost half (47%) of jobseekers in the UK and Ireland received no response after an interview, while 81% had been rejected without speaking to anyone at the company. Recruiters warn that high application volumes, partly driven by AI, are straining hiring teams, but silence after an interview quickly erodes trust and damages employer reputation.
In action: Treat hiring as part of the employee experience. Clear, timely communication with candidates can protect reputation and set the tone for future relationships.
Frontline workers left without answers
A new study by Forrester finds only 23% of US frontline workers feel fully supported, with 48% of frontline workers and managers reporting lower productivity because of information gaps. The research also warns that AI tools spread across apps and assistants risk further fragmenting an already disjointed employee experience. The findings suggest that supporting frontline staff depends as much on access to information as on the tools themselves.
In action: Organisations will need simpler, more unified channels so frontline employees can find what they need when they need it.
Gen Z puts pay before purpose
New research commissioned by Deel finds 72% of Australian workers aged 18 to 29 rank pay that keeps pace with living costs among their top job priorities, ahead of job security (57%) and learning and development (47%). Work that aligns with personal values ranked joint fourth at 44%, level with flexibility. The findings challenge the popular image of a generation driven by purpose, suggesting financial pressure is reshaping what younger workers expect from employers.
In action: Fair pay, security and clear progression may do more to attract younger talent than messaging built on purpose alone.
Worker sentiment edges upwards
The latest data from ADP Research shows its Employee Motivation and Commitment Index rose four points to 131 in October, its second consecutive monthly gain, with 15 of 19 sectors improving. The gap in sentiment between different types of workers also narrowed to its smallest point since October 2022. The findings offer a more optimistic signal, suggesting how workers feel about their jobs may be stabilising despite wider uncertainty.
In action: Improving sentiment creates an opportunity to strengthen engagement before economic pressures shift again.
Moving on to move up
A new survey from SHL finds two-thirds of workers in the US and UK feel they will have to leave their employer to progress, despite wanting to stay. Only 42% said their managers fully understood their skills beyond their current role, while nearly nine in ten said they would sit a formal skills assessment to show what they can do. The findings suggest organisations may be overlooking talent already on their payroll in favour of external hires.
In action: Better visibility of employee skills can strengthen internal mobility and help retain people who want to grow.
