Back to Blog Home Page
Not all candidates are experiencing today’s job market the same way—and that has big implications for how you hire.
Employ’s 2025 Job Seeker Nation Report—their annual survey of 1,500+ job seekers—reveals a growing divide in how different candidate groups are navigating the hiring process. For example, in desk-based industries like tech and finance, application volume is surging. Meanwhile, employers hiring for frontline and hourly roles are still struggling to attract applicants.
These contrasting realities make one thing clear: a one-size-fits-all approach to hiring won’t cut it anymore. Employers need to tailor their strategies based on the roles they’re hiring for, the channels their candidates use, and the challenges those job seekers face.
In this blog, we’re breaking down how frontline and desk-based candidates are experiencing today’s labor market, what that means for talent acquisition teams, and how to adapt your hiring strategy to better support both.
Demand is Headed in Different Directions
The divide between desk-based and frontline hiring starts with demand—and it’s headed in opposite directions.
In industries like tech, finance, and professional services, job postings are down but application volume is up. Desk-based job seekers are facing increased competition, longer timelines, and more interviews.
This year’s survey data backs this up: 64% of respondents said they had more than two interviews in the past year—but that number dropped to just 55% among fully on-site workers. Meanwhile, candidates who worked remotely at least part of the time were much more likely to report frequent interviews—77% of those who worked remotely 1–2 days a week and 75% of those with a 50/50 split had more than two interviews in the past year.
This trend may reflect both increased urgency among desk-based candidates and the logistics of taking interviews while on-site. Remote and hybrid workers have more flexibility and privacy, while on-site and hourly workers may need to use PTO or rearrange shifts just to attend.
At the same time, employers hiring for frontline roles are still struggling to attract talent in the first place. Application numbers are lower, and recruiting methods are often more traditional—like in-person applications, job fairs, or referrals.
These contrasting realities require different strategies. While desk-based hiring teams are managing volume and trying to reduce candidate fatigue, frontline recruiters are focused on widening the funnel and reaching qualified talent more effectively.
TA Takeaway: Tailor your approach based on demand. For desk-based roles, where application volume is high, use AI-powered tech to help filter out misaligned candidates early. Then apply skills-based assessments and structured interviews to validate fit and keep qualified talent moving forward. For frontline and hourly hiring, invest in recruitment marketing, community partnerships, and mobile-friendly applications to expand your pipeline and reach the right candidates.
Burnout Is Everywhere—But It Looks Different for Everyone
Burnout is shaping the candidate experience—and it’s showing up across every corner of the job market.
Sixty-six percent of respondents say they’re feeling the effects of job search fatigue. But what’s behind that exhaustion varies widely depending on the type of role.
For desk-based candidates, burnout often stems from high competition and a drawn-out process. With fewer openings and more applicants, job seekers are juggling multiple interviews, assessments, and long timelines—frequently with little feedback or follow-up. It’s not just about the effort—it’s the emotional toll of uncertainty.
Frontline and hourly workers face their own version of fatigue. Job search burnout runs especially high in industries like food service, hospitality, and healthcare—reaching as high as 80%. These candidates often encounter outdated systems, clunky applications, and unclear communication—all of which contribute to frustration or burnout.
The job search is already stressful. When the process adds friction—whether through delays, poor communication, or unnecessary steps—it only deepens burnout.
TA Takeaway: Reducing candidate burnout starts with removing barriers. Shorter applications, clearer timelines, and smarter automation can go a long way. When you make the process feel smoother and more respectful of a candidate’s time and energy, you not only cut stress but also boost engagement and reduce the risk of drop-off.
Tech Adoption is Splitting the Market
Candidates are using different tools to navigate the job search—and AI is one of the biggest dividing lines.
This year, 31% of job seekers said they’re using AI to support their search. That number jumps significantly among desk-based candidates—especially in industries like tech (50%) and finance (47%)—where applicants are using AI to match with jobs, refine resumes, and draft cover letters.
In contrast, frontline and hourly candidates are much less likely to lean on AI. Many still rely on traditional methods like job fairs, referrals, or in-person applications—and may not have the same access to or familiarity with digital tools.
This year’s survey also found that AI chatbots are becoming more common, with 28% of respondents saying they’ve interacted with one during the hiring process. But comfort and experience tend to be higher among younger, tech-savvy candidates.
The bottom line? Not every candidate is approaching the process with the same tools or expectations. Understanding those differences is key to creating a hiring experience that resonates.
TA Takeaway: Know your candidates’ level of comfort with tech—and design your process accordingly. Desk-based applicants may expect AI-powered tools like automated scheduling or chat support. For frontline roles, keep things simple and accessible. Avoid unnecessary steps, make everything mobile-friendly, and prioritize clarity at every stage.
Modern Hiring Isn’t One-Size-Fits-All
We’re seeing two very different job markets emerge—one overwhelmed with applications, and another starved for talent.
This year’s data makes that clear. Desk-based candidates are navigating long timelines, high competition, and AI-driven searches. Meanwhile, frontline and hourly workers are facing entirely different challenges—limited access to tech, outdated processes, and slower communication. The lesson for TA teams? You can’t use the same playbook for both.
To hire effectively in today’s market, employers need to reassess and refine their strategies—by role type, by audience, and by experience. That means meeting candidates where they are, removing unnecessary barriers, and staying responsive in a fast-changing landscape.
The full 2025 Job Seeker Nation Report dives even deeper, with data on layoffs, internal mobility, trust in employers, and how candidates really feel about AI. Download the full report to build a hiring strategy that reflects how people actually search, apply, and choose where to work today.
