Hiring in 2026? You might not be losing candidates… They might be walking away from your process.
The pensions market continues to evolve—but one thing remains unchanged: securing and retaining the right talent is still one of the biggest challenges facing employers.
Our latest Sammons Pensions Survey highlighted several clear trends that are now shaping hiring behaviour in 2026.
And importantly, they’re not just market observations—they’re directly influencing whether you secure the candidates you want.
1. Candidate expectations have shifted permanently
One of the strongest themes from our survey was the continued importance of:
- Flexible / hybrid working
- Work-life balance
- Career development opportunities
These are no longer “nice to have”s—they’re baseline expectations.
We’re seeing candidates actively deselect opportunities where:
- Flexibility isn’t clearly defined
- Progression feels unclear
- The role lacks variety or purpose
👉 What this means for employers:
If these elements aren’t clearly articulated early in the process, you risk losing engagement before interview stage.
2. Skills shortages are still driving hiring decisions
Our survey reinforced what many clients are experiencing daily—skills shortages remain significant, particularly in specialist pensions roles.
But what’s changed is how successful employers are responding.
Rather than holding out for the “perfect” candidate, they are:
- Hiring for potential and transferable skills
- Being more open on sector background
- Investing more in onboarding and development
👉 What this means for employers:
A rigid brief can significantly restrict your talent pool. A more flexible, skills-based approach often leads to faster—and more successful—hires.
3. Counteroffers and candidate drop-off remain high
We continue to see high levels of:
- Counteroffers being accepted
- Candidates withdrawing mid-process
This aligns with what we highlighted in the survey—candidates are more cautious and selective, but also more in demand.
In many cases, this isn’t about compensation alone. It’s about:
- Speed of process
- Quality of engagement
- Confidence in the opportunity
👉 What this means for employers:
Delays or lack of clarity can quickly result in lost candidates—even when initial interest is strong.
4. Employer brand is playing a bigger role
Survey responses showed that candidates are placing greater importance on:
- Company reputation
- Culture and leadership
- Stability and direction of travel
In 2026, candidates are doing more research than ever—LinkedIn, company updates, leadership visibility—all influence decision-making.
👉 What this means for employers:
Your hiring process is an extension of your brand. Every interaction reinforces (or undermines) your reputation.
5. The hiring process itself is now a differentiator
One of the clearest takeaways—both from our survey and day-to-day recruitment activity—is this:
The way you hire is just as important as what you’re hiring for.
The employers securing the best talent are:
- Moving quickly and decisively
- Keeping processes simple (2–3 stages)
- Communicating clearly and consistently
- Ensuring interviewers are engaged and well-prepared
👉 What this means for employers:
A slow or disjointed process doesn’t just frustrate candidates—it actively pushes them towards other opportunities.
Final thoughts
Our 2025 survey reinforced that while the pensions market faces ongoing challenges, there are clear opportunities for employers willing to adapt.
In 2026, successful hiring is built on:
- Flexibility
- Clarity
- Speed
- And a strong, authentic employer proposition
Those who align their processes with what candidates truly value will continue to stand out—and secure the talent others miss.
💬 If you’d like a copy of our latest survey insights, or to discuss how these trends are impacting hiring in your team, feel free to get in touch.