The hiring process often feels like a game of poker, with both sides holding their cards close to the chest. At Hazeltine Executive Search, we’ve seen firsthand how this approach can lead to mismatched expectations and unfulfilled potential.
Our latest blog post builds empathy between both sides of the hiring equation-and positions Hazeltine as the translator and connector between them. By revealing the unspoken desires of hiring managers and top candidates, we aim to foster more transparent and successful recruitment outcomes.
What Hiring Managers Really Want (But Don’t Say Out Loud)
At Hazeltine Executive Search, we’ve observed numerous hiring processes unfold. Our experience has revealed key desires that hiring managers often leave unsaid. These unspoken wishes can significantly impact a candidate’s chances, even when they’re not explicitly stated in job descriptions.
The Self-Starter Advantage
Hiring managers seek candidates who can hit the ground running. They want professionals who take initiative, learn quickly, and contribute meaningfully from day one. Organizations must train hiring managers to look at candidates not just for their fit for a specific role, but for the value they can bring to the organization.
To showcase this quality, candidates should highlight specific examples of how they’ve taken charge of projects or learned new skills rapidly in previous roles. Sharing concrete results and metrics can further illustrate a candidate’s ability to make an immediate impact.
The Problem-Solving Mindset
Another top priority for hiring managers is finding problem-solvers who don’t need constant supervision. They seek individuals who can identify issues, develop solutions, and implement them effectively without hand-holding.
The Future of Jobs Report 2025 brings together the perspective of over 1,000 leading global employers-collectively representing more than 14 million workers. Candidates can demonstrate this skill by preparing anecdotes that showcase their analytical thinking and resourcefulness in overcoming workplace challenges.
Beyond Surface-Level Cultural Fit
While many companies tout the importance of cultural fit, hiring managers look for something deeper. They want candidates who not only align with the company’s values but also contribute to and enhance the existing culture.
Research from Deloitte shows that 94% of executives believe a distinct workplace culture is important to business success. However, only 19% believe their company has the “right culture.” This gap highlights the need for candidates who can adapt to and positively influence company culture.
To address this desire, job seekers should research the company’s mission, values, and recent initiatives. During interviews, they can discuss how their personal values align with the organization’s and provide examples of how they’ve contributed to positive workplace cultures in the past.
Long-Term Commitment and Loyalty
In today’s job market, characterized by frequent job-hopping, hiring managers secretly yearn for candidates who demonstrate long-term commitment. They seek professionals who view the role as a career opportunity rather than just another job.
A study by the Work Institute revealed that employee turnover costs U.S. businesses over $630 billion annually. This staggering figure (which continues to rise) underscores why hiring managers value candidates who show potential for long-term loyalty.
Candidates can address this unspoken desire by discussing their career goals and how they align with the company’s long-term vision. They should also be prepared to talk about past experiences where they’ve shown commitment and growth within an organization.
The next chapter will explore the hidden wishes of top candidates, shedding light on what these sought-after professionals truly desire from potential employers.
What Top Candidates Really Want
At Hazeltine Executive Search, we observe that top candidates often have unspoken desires that extend beyond the typical job description. These hidden wishes can significantly impact their decision to join a company and their long-term satisfaction in a role.
The Transparency Imperative
High-caliber candidates crave honest communication about company challenges and expectations. They want to understand the real issues they’ll face on the job, not just a glossy version of the role. A survey found that 70% of Gen Z job seekers prioritize working for companies that align with their values.
Companies should provide candid insights during the interview process. They can share recent challenges the team has faced and how they overcame them. Discussing upcoming projects and potential roadblocks sets the stage for a more trusting employer-employee relationship.
Career Progression Clarity
Top candidates look for more than just a job; they want a clear path for growth and development. A recent survey revealed that 57% of CEOs rank retaining and engaging employees as a top business priority.
Organizations can appeal to high-potential candidates by outlining specific career progression opportunities during the hiring process. This might include mentorship programs, leadership training, or a structured promotion pathway. Companies should prepare to discuss how previous employees in similar roles have advanced within the organization.
Work-Life Integration
While many companies tout work-life balance, top candidates look for genuine commitment to this principle. They want to see it in action, not just in the employee handbook. According to the same survey, 77% of job seekers say work-life balance is a crucial factor in job decisions.
Companies can demonstrate their commitment to work-life integration by highlighting specific policies and practices. This might include flexible working hours, remote work options, or unlimited vacation policies. More importantly, they should share examples of how leadership supports and models these practices.
Competitive Total Compensation
Top talent expects compensation packages that truly reflect their market value. This goes beyond just salary to include benefits, equity, and other perks.
To attract the best candidates, companies should conduct regular market research to ensure their compensation packages remain competitive. They need to prepare to discuss not just base salary, but also bonuses, stock options, health benefits, and other valuable perks. Companies should consider offering unique benefits that align with their culture and values (such as sabbaticals for long-term employees or education stipends).
The next chapter will explore how companies and candidates can bridge the gap between their unspoken expectations, leading to more successful and satisfying employment relationships.
Bridging the Expectation Gap
Authentic Job Descriptions
Job descriptions often fail to accurately represent roles or company culture. A TalentLyft study revealed a significant disconnect: 72% of hiring managers believe they provide clear job descriptions, while only 36% of candidates agree.
Companies should involve current employees in creating job descriptions. These individuals can offer insights into daily realities, including challenges and opportunities. Incorporating specific examples of projects or problems the new hire will tackle gives candidates a clearer picture of what to expect.
Structured Interviews for Deeper Insights
Traditional interviews often fall short in revealing a candidate’s true capabilities. Research shows that structured interviews are effective at predicting job performance and training performance.
Companies should implement structured interview processes that include situational judgment tests, work sample tests, and behavioral questions. These methods provide a more comprehensive view of a candidate’s skills and potential cultural fit. Asking candidates to solve a real problem the company faces can demonstrate their problem-solving abilities and approach to challenges.
Trial Periods and Project-Based Assessments
Real-world experience often provides the best assessment of fit.
Companies should design short-term projects that mimic actual job responsibilities. This approach allows candidates to showcase their skills in a practical setting while experiencing the company’s work environment and culture firsthand. It reduces the risk of mismatched expectations on both sides.
Open Dialogue for Long-Term Alignment
Open communication aligns long-term goals and aspirations. A LinkedIn study found that 87% of professionals say a positive interview experience can change their mind about a role or company they once doubted.
Employers should create opportunities for candid discussions about career goals, company vision, and potential growth paths. This might include arranging informal meetings with team members or leadership (or incorporating questions about long-term aspirations into the interview process). Companies can ensure better alignment between candidate ambitions and organizational opportunities through this open dialogue.
Final Thoughts
The hiring process requires a delicate balance between employers and candidates, each with their own set of unspoken desires. Hazeltine Executive Search builds empathy between both sides of the hiring equation-and positions itself as the translator and connector between them. This approach creates an environment of honesty and transparency, which leads to more successful and lasting employment relationships.
Open communication about unspoken desires benefits both parties substantially. Employers find candidates who truly align with their needs and culture, while candidates secure positions that offer genuine growth opportunities. Hazeltine Executive Search facilitates these better matches through industry-specific expertise and an innovative recruitment process (featuring video interviews and comprehensive candidate assessments).
The future of recruitment depends on transparency, mutual understanding, and strategic alignment. Hiring managers and candidates must embrace openness and authenticity to create more meaningful connections and mutually beneficial outcomes. We encourage both sides to step out of their comfort zones, ask probing questions, and engage in honest dialogues throughout the hiring process.
