We asked our network: “What’s your biggest challenge when applying for roles in 2025?”
Here’s how you answered:
- Standing out — 19%
- Proving skills — 15%
- Finding the right fit — 56%
- Negotiating offers — 11%
More than half said the hardest part isn’t testing, or negotiating – it’s landing a role that actually matches skills, goals, and values. In fast-moving markets like SAP, cybersecurity, and data, that rings true:
- Job titles are noisy and inconsistent
- JDs read like wishlists, not real requirements
- Positions often span both legacy and emerging technologies
- Teams evolve faster than descriptions
Candidates don’t want any role – they want the right one. And spotting that isn’t easy.
Three takeaways from the data:
- “Fit” eclipses everything else (56%)
The primary friction isn’t visibility or compensation, it’s alignment. In cyber and data, scope, stack, and mission fit determine traction. - Signal overload outweighs skill gaps (34%)
Candidates believe the challenge isn’t a lack of skills or credentials, but ensuring the right evidence reaches the right reviewer. - Negotiation is a downstream concern (11%)
Once mutual fit is established, compensation becomes a secondary concern.
Actionable shifts for Candidates
- Ensure your CV and personal narrative are directly relevant to the role and the organisation, and invest time in thorough interview preparation.
- Clearly define your non-negotiables, such as technology stack, industry domain, team maturity, and leadership approach.
- Prepare one strong and relevant example of impact for each key requirement.
- Conduct a reverse interview: ask how success is measured, how “senior” is defined, and what challenges occurred in the previous quarter.
Actionable shifts for Hiring Teams
- Write job descriptions with a focus on fit by highlighting tangible outcomes rather than relying on technical buzzwords.
- Differentiate clearly between essential and desirable criteria.
- Align assessment methods with real working practices by using practical tasks based on the actual technology stack.
- Provide transparency from the outset by sharing salary/rate ranges, timelines, and career development opportunities.
What we’re changing at Brabers
- Continuously enhancing our processes to ensure genuine people-to-people connection, while using AI tools to streamline workflows and create more space for meaningful conversations.
- Deeper intake sessions with hiring managers, capturing expected outcomes, technical realities, and team maturity.
- Skills-in-context profiles that present one clear narrative with measurable outcomes aligned to the role.
Your votes highlight a simple truth: professionals want a role that fits. In 2025, that’s the real competitive edge – for candidates and companies.
If you’re exploring your next move (SAP, cyber, data) or hiring for a hard-to-fill role, let’s talk.
