Our recent candidate survey and employer LinkedIn polls revealed six key perception gaps. Here’s a deeper look at each, with actionable takeaways, additional UK-based insights, and pro tips from our recruiters.
Gap 1: Video vs In‑Person Interviews
Key stat: 36% of employers thought candidates prefer video, but only 17% actually do. The good news? 50% don’t have a strong preference.
UK data: A 2024 StandOut CV survey found that 69% of UK employers now use video interviews as part of their hiring process, up from just 22% before the pandemic
Takeaway: While video has become standard, it isn’t a one-size-fits-all solution. Offering candidates a choice between video and in-person interviews shows respect for their preferences and creates a more inclusive, comfortable experience, especially at first stage and particularly for those who may have accessibility issues around video interviewing. Flexibility can also improve interview performance and reflect positively on your employer brand.
Pro tip: Let your recruiter ask candidates how they want to interview, it shows you’re listening from the start.
Gap 2: Pay-Value Perception
Key stat: Only 7% of employers think candidates feel paid what they’re worth when in fact 33% say they do….but a further 24% aren’t sure or don’t know.
UK data: The UK leads Europe in salary transparency: 71% of job ads include salary details (Reuters), and 64% of jobseekers are unlikely to apply for a role if the salary isn’t shown. (OnlyFE).
Takeaway: For those that have a clear idea, pay perception is better than many employers think. But with one in four candidates unsure or in the dark, clear salary ranges and open pay conversations may be a practical way to build trust and help reduce negotiation anxiety and time-to-hire. It's a small shift that makes a big difference to both attraction and retention.
Pro tip: Unsure candidates are common, recruiters can help them understand where they stand and how your offer compares.
Gap 3: Preferred Contact
Key stat: 58% of employers guessed email would be the top choice, but only 36% of responses were for email. Candidates preferences were more spread out across email, phone and platforms such as LinkedIn.
UK data: 68% of UK recruiters say LinkedIn is their most effective platform for social outreach (Agency Central)
Takeaway: A smart outreach strategy uses a blend of email, LinkedIn, and phone calls. Not only does this increase response rates, but it also improves first impressions, especially with passive candidates who aren’t actively job hunting.
Pro tip: Use a recruiter who actively invests in the right LinkedIn tools and who knows how to get responses, not just hit send on another email.
Gap 4: Searching for Jobs
Key stat: Networking made up just 7% of candidate responses, but 19% of employers picked it as their guess.
Recruitment agencies, on the other hand, were selected almost 4× more often than networking by candidates (27%) but employers guessed they would be even lower than networking (16%).
UK data: 59% of UK businesses hire recruitment agencies to secure high-quality staff, especially for professional and senior roles where internal teams may lack reach (StandOut CV)
Takeaway: Networking and your careers page aren’t leading the search. Candidates are finding roles through LinkedIn, job boards, and agencies. Working with recruiters gives you access to active and passive talent, including candidates who trust agency relationships more than cold calls from unknown employers.
Pro tip: If you’re not using a recruiter, you’re missing a huge part of the talent market, agencies are one of the top places candidates are actually looking, not just where they land by chance.
Gap 5: What’s Holding Candidates Back?
Key stat: 46% of employers said salary expectations are the main barrier, but lack of available jobs and competition were both ahead of this option in candidate responses.
UK data: Total vacancies in the UK fell by 63,000 between March and May 2025, down to 736,000 (ONS) — the lowest since early 2021..
Takeaway: Employers may be overestimating how much salary is stalling candidates. The reality? Many are struggling to find the right roles, not just negotiate the right offers. By recognising this, you can tailor messaging and recruitment processes to be more encouraging and transparent, giving candidates confidence to engage even if the market feels crowded.
Pro tip: Recruiters help candidates navigate the noise and find roles they wouldn’t have spotted themselves.
Gap 6: Job Search Confidence
Key stat: 53% of employers think candidates feel unconfident in finding a role that meets their expectations but only 11% of candidates agree.
UK data: 69% of workers in Scotland feel good about their job prospects over the next six months, leading the UK. (Jobs Confidence Index)
Takeaway: Employers who assume candidates are lacking confidence may be underprepared for a competitive hiring market. In reality, most supply chain professionals feel confident about finding a new role, and they’re moving quickly. To attract them, your recruitment process needs to sell the opportunity, speak to their ambitions, and move at pace.
Pro tip: Confident candidates aren’t waiting around, work with a recruiter who knows how to hook their interest and keep them engaged before your competitors do.
Final Thoughts
These insights show where employers misjudge the candidate experience and where strategic partnerships with recruiters can make a real difference. From offering choice in interviews to using digital channels and clarifying roles, there's a smarter way to hire.
Let’s Connect
Shuna Boyle Principal Recruitment Consultant – Supply Chain, Planning & Procurement
shuna.boyle@escaperecruitment.com
07549 035 192