The hiring landscape has shifted … again. Job seekers today aren’t just submitting résumés like they used to. Now they are evaluating employers the same way consumers shop for products online. They want transparency, authenticity, and alignment with their values, and if your company doesn’t deliver that experience, they’ll quickly move on to the next option.
So how can you attract top talent in this new reality? It starts with understanding their mindset.
The Consumer Mindset of Today’s Candidates
Just like shoppers researching a major purchase, candidates want to know exactly what they’re “buying into” before applying. Here’s how this plays out in the real world:
- Research-Driven Decisions. Before hitting “apply,” candidates are reading Glassdoor and Indeed reviews, checking your LinkedIn activity, and even scrolling through your company’s social media pages.
- Employer Brand as a Product. Think of your employer reputation as a product on the shelf. It’s the first thing candidates see, and if the packaging doesn’t look appealing, they won’t pick it up.
When details are missing, candidates assume the worst and keep shopping.
Where Candidates Are Vetting You
Your company’s reputation is already being shaped by employees, past and present. Candidates are doing their homework in these spaces:
- Glassdoor & Online Reviews. Just like shoppers trust product reviews, candidates trust employee reviews. Here’s the good news: a perfect 5-star rating isn’t necessary. In fact, studies show consumers trust a 4-star product more than a flawless 5-star. Why? Because it feels more authentic. Candidates apply the same logic when reviewing employers.
- LinkedIn & Social Media Presence. Candidates look for signs of life. For example, are leaders posting insights? Are employees sharing real stories? Culture posts and authentic employee voices go much further than polished corporate statements.
- Application Experience. A frustrating application process feels like poor customer service. And ghosting candidates after interviews? That’s the hiring equivalent of leaving a shopper stranded in the checkout line.
The takeaway: candidates know no company is perfect. They aren’t expecting perfection. They’re looking for a place where they feel like they fit in.
What Top Talent Expects
To stay competitive, employers need to meet candidates where they are. Top talent is prioritizing:
- Transparency in Pay & Benefits. Clear salary ranges and honest previews of the role and work environment.
- Authentic Employer Branding. Photos and videos of employees, insight into company culture, and values that show up in action (not just mission statements on a wall).
- Flexibility & Well-Being. Balance, support, and mental health matter more than ping-pong tables or free snacks.
How to Respond Proactively
The good news? You can get ahead of this shift by making intentional changes:
- Audit Your Online Presence. Search your company name like a candidate would. Look at reviews, job postings, and your careers site with fresh eyes.
- Humanize Job Descriptions. Be specific, clear, and let your company’s personality come through. Cut the jargon.
- Leverage Employee Advocates. Encourage team members to share authentic stories on LinkedIn. Their voices carry far more credibility than corporate posts.
- Work With Your Staffing Partner. Staffing firms can help refine job postings, pre-screen candidates, and flag branding gaps so you show up stronger in the marketplace.
Top talent is choosing employers as carefully as employers choose them. The more your company embraces transparency, authenticity, and a consumer-focused mindset, the more likely you are to win in the competitive talent market.
At Westphal Staffing, we help employers adapt to these shifts so you can stand out, attract the right candidates, and build a workforce that lasts. Ready to start? Let’s talk. 715-845-5569