New figures collated by Distinct have revealed 75% of workers surveyed are looking for a new job this year. Utilising this data, we’ll guide employers on strategic ways to communicate how their businesses align with workers’ priorities; strengthening their ability to attract and retain talent.
Our annual end-of-year survey received over 350 responses from candidates and clients across the UK. Segmenting insights by industry, we’ll decipher what truly matters most to employees in accounting, finance, HR, marketing, procurement and supply chain.
Plus, discover candidates’ preferred working arrangements in 2025 and gain insight on how important employers find diversity and inclusion in their recruitment strategies.
1. How many people are looking for a new job in 2025?
Source: Data from Distinct’s 2024 end-of-year survey, showing candidates’ combined responses to the question: “Are you planning to look for a new job in the new year?”
In total, 75.1% of respondents plan to look for a new job this year. Of those looking for a new job, 35.9% were actively looking and 39.2% passively, marking a near-even split. With a substantial share of the market not actively searching or applying on job boards, this highlights the value of partnering with a dedicated recruitment specialist who can connect you with highly skilled, passive candidates who may otherwise be out of reach.
This significant influx of talent provides a pivotal opportunity for businesses to attract a diverse range of potential hires, while also being a sign to enact robust strategies for staff retention. We recently uncovered the top reasons workers left their jobs in 2024. Building on this, we’ll identify which markets will see the most movement in 2025.
Job moves by department: where are the most workers searching?
Source: Data from Distinct’s 2024 end-of-year survey, showing candidates’ responses to the question: “Are you planning to look for a new job in the new year?,” segmented by their respective departments.
90% of procurement and supply chain candidates in our network plan to job hunt in 2025 – the highest percentage across all departments. Marketing followed at 76.92%, closely tailed by HR at 76.74%.
Accountants showed the least interest in searching for a new job, yet significant workforce shifts are still expected, at 60%.
By understanding and strengthening the factors professionals value most at work, employers can attract top talent, enhance retention and effectively re-engage passive workers. We’ll narrow down specific priorities that employees want from their ideal workplaces.
2. What do workers look for in their ideal new workplace?
Source: Data from Distinct’s 2024 end-of-year survey, showing candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
When asked to select three of their highest priorities, candidates across all markets chose:
- Work-life balance and flexibility
- Career growth and development
- Clear communication and leadership
‘Recognition for work contributions’ was least desired, suggesting as in previous years, that individuals already value autonomy, healthy boundaries and career growth as preferable forms of recognition.
This top priority is unsurprising, as we’ve recently observed emerging trends such as micro-retirements among millennials and Gen Z workers seeking improved work-life balance. As these markets each present unique demands, challenges and rewards, professionals have differing opinions on what they want from an ideal workplace, which we’ll examine individually.
What do accounting professionals look for in a new job?
Source: Data from Distinct’s 2024 end-of-year survey, showing accounting candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
London accountancy practice candidates placed the most value on ‘work-life balance and flexibility’, ‘career growth’ and ’clear communication and leadership.’ The January to April busy season may be a key factor in these responses, with 56% of accountants reporting stress and burnout. As such, guidance, wellbeing and flexible working arrangements will be key for accounting firms to attract and retain talent in 2025.
Thomson Reuters recommends wellness programs as an effective perk, while employers can evidence a culture of upward mobility by offering mentorship and training, such as led by the ICAEW. Further, showcasing real examples of career progression within the firm can help attract talent during interviews and foster long-term commitment across existing teams.
What do finance professionals look for in a new job?
Source: Data from Distinct’s 2024 end-of-year survey, showing finance candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
Across the Midlands, finance candidates prioritised ‘work-life balance and flexibility,’ followed by ’clear communication and leadership’ second and ‘opportunities for career growth and development’ third.
Following the Autumn Budget, we predicted increased reliance on finance teams. Clear communication will be crucial to navigating increases in National Insurance Contributions and the National Living Wage, plus guiding business decisions through assessments and reporting.
As written by Randstad, “finance professionals face work-life balance challenges at all career stages.” As such, attraction and retention strategies should be tailored to each level. For early to mid-career staff, they advise mentorship, boundaries and flexibility as key draws – aligning with our data. Meanwhile, senior professionals value the freedom to lead by example. Emphasising these qualities can effectively differentiate your company as an ideal place to join and remain in.
What do HR professionals look for in a new job?
Source: Data from Distinct’s 2024 end-of-year survey, showing HR candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
HR professionals were the third most likely to job hunt this year. While priorities remain similar, these roles are deeply integrated into company operations, making cultural factors key to attraction and retention. Fittingly, our HR candidates voted ‘inclusive culture’ among their top three factors.
This year, HR professionals across the UK will implement updates in the Employment Rights Bill; revising policies, contracts and processes to ensure compliance and inclusivity. Touted as “the biggest upgrade to workers’ rights in a generation,” this is anticipated to increase pressure on the market.
Seemingly, these changes have amplified the need for clear communication and leadership. Though employers have mixed views on Labour’s announcements, those who embrace change and internal improvement will attract new HR talent, ease team pressure and evidence an inclusive culture.
What do marketing professionals look for in a new job?
Source: Data from Distinct’s 2024 end-of-year survey, showing marketing candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
Marketing candidates surveyed were the second most likely to search for a new job this year. ‘Work-life balance and flexibility’ was a top priority, followed by ‘clear communication and leadership’ and ‘career growth.’
Marketing Week’s ‘Career & Salary Survey’ found that 58.8% of professionals worked hybrid schedules in 2024, yet 24% would prefer fewer office days. As marketing budgets shrank last year, the demand for strong leadership and communication grew – helping teams maintain the same productivity with fewer resources. HubSpot’s global 2025 report also highlighted growing AI usage across B2B and B2C, with automation shaping content and marketing strategies.
AI learning opportunities can appeal to top marketing talent, offering time-saving benefits that support work-life balance and career development. Meanwhile, autonomy and budget transparency can help teams to strategise and meet expectations. By highlighting these elements, employers can demonstrate flexibility and positive leadership to enhance marketers’ attraction, job satisfaction and retention.
What do procurement and supply chain professionals look for in a new job?
Source: Data from Distinct’s 2024 end-of-year survey, showing procurement and supply chain candidates’ responses to the question: “What’s the most important factor in your ideal workplace?”
2024 was a turbulent year for the procurement and supply chain market. Geopolitical unrest reportedly led to a shortage of raw materials, halting production lines and interrupting global supply chains. Unsurprisingly, these candidates were the most likely to value ‘sustainability and environmental responsibility’.
As 45% of industry decision-makers prepare for an increase in supply chain disruptions this year, conversing with interviewees and current teams on strategies to help navigate these scenarios will be invaluable for attraction and retention.
3. Do staff prefer hybrid, remote or in-office schedules?
Return-to-office (RTO) mandates gained significant attention in 2023, as workers petitioned employers to retain their hybrid and remote flexibility. Conversations continued in 2024, as job adverts offering flexibility tripled and 72% of hiring leaders lost staff to roles providing better flexibility and pay.
Source: Data from Distinct’s 2024 end-of-year survey, showing candidates’ combined responses to the question: “What would be your ideal working arrangement?”
Aligning with the demand for work-life balance, most candidates (73.9%) continue to prefer hybrid working in 2025. Less than a quarter opted for fully remote (22.2%), while just 3.9% favour working on-site.
As large-scale employers continue to introduce RTO mandates, flexibility can immediately set you apart in the eyes of top talent, reinforcing your commitment to work-life balance for current employees. Highlighting this in your job adverts can position your business as an excellent workplace – attracting up to 96% of candidates in our survey.
4. How important is diversity and inclusion in recruitment strategies?
Source: Data from Distinct’s 2024 end-of-year survey, representing clients’ combined responses to the question: “How important is diversity and inclusion in your recruitment strategy?”
Recently, over half of UK employers surveyed expressed their ongoing support for equality and diversity policies. We asked our clients to rate the importance of diversity and inclusion in their recruitment strategies, on a scale of 1 to 5. The result was an emphatic average of 4.3/5, demonstrating this remains key for many businesses.
To help our clients strengthen their DE&I strategies and attract like-minded talent, we also asked candidates what specific actions they would like to see from employers. Three of the most common and actionable requests were:
- Diversity and inclusion training sessions
- Diverse hiring panels during the interview process
- Anonymous screening and unbiased job descriptions
By leveraging insights from our report, employers can better meet candidate expectations and strengthen their competitive market position. Ultimately, this data demonstrates that achieving an alignment between workers’ priorities, preferred working arrangements and DE&I values can lead to higher job satisfaction and commitment, while effectively attracting skilled professionals who are searching for a new role during this significant influx.
Enhance your recruitment strategy with Distinct
As a leading recruitment agency in the Midlands and London, we pride ourselves on staying informed on the latest developments in the world of work. Whether you’d like to discuss strategies for attracting and retaining staff or to connect with talented professionals, contact us today to see how we can support your business goals in 2025.
