Job mobility hits new lows, research finds

Economic uncertainty is prompting employees to stay in their current roles, driving down job mobility and offer acceptance rates.

In late 2025, technology insights company Gartner surveyed 3,072 employees and found that 30 per cent said they would prefer staying at their current job due to economic volatility, even if they were to receive a better offer.

This reluctance to move jobs is even more prevalent among highly skilled employees, who are 39 per cent more likely than less-skilled employees to stay in their current roles.

This shift in candidate sentiment is further evidenced by a decline in offer acceptance rates.

The report showed that 48 per cent of job candidates accepted their most recent job offer, which was a significant decrease from 54 per cent in 4Q24 and 85 per cent in 4Q23.

To better understand these market shifts, analysts have pointed to a fundamental change in the current recruiting landscape.

Gartner senior director analyst Jamie Kohn said: “While hiring is down overall, organisations are still hiring for a smaller set of roles that are critical and much harder to fill.

“At the same time, candidates are more reluctant to switch jobs right now.

“CHROs need to build higher-touch candidate engagement strategies for critical roles, with a clear narrative on why changing jobs is worth the risk.”

Despite current stability, Gartner warned that organisations should remain vigilant as this temporary freeze in movement may be hiding long-term turnover challenges.

This apparent stability in talent retention masks looming risks.

Although employees are currently remaining in their positions, a Q1 2026 survey of 11,838 workers by Gartner revealed a declining commitment to their roles.

Specifically, the intent to stay has dropped by 19 per cent over the last two years, which suggests a high risk of attrition once market conditions begin to improve.

To address these challenges, CHROs have been advised to prioritise internal mobility, focus on hiring quality, and implement high-touch engagement and competitive compensation strategies for critical roles.

When asked by HR Leader regarding why candidates are more cautious now when it comes to moving roles, Kohn noted that perhaps, most notably, reduced bargaining power has not translated into greater willingness to accept any offer.

“Economic uncertainty is making a lot of people think twice before leaving their jobs,” Kohn said.

“Even highly skilled talent, who typically have the most options, are pulling back because they feel they have more to lose by leaving a known environment.”

Job candidates are increasingly prioritising roles that offer AI skill development, as they seek to maintain career competitiveness amid technological shifts.

AI-led interviews are also gaining traction; however, not everyone is welcoming this development.

A Gartner survey conducted in 3Q25 among 254 job candidates found that only 30 per cent of candidates were open to being interviewed by AI, and just 31 per cent reported being informed in advance that their interview would be AI-led.

To address these trends, organisations are encouraged by Gartner to clearly communicate how AI is used throughout the hiring process and highlight opportunities for AI skills development within their employee value proposition.

“Candidates increasingly see AI skills as career insurance, which is why development opportunities are becoming such a strong attractor,” Kohn said

“At the same time, the use of AI in recruiting – like AI interviews – is growing, but organisations still need to get the experience right or risk turning candidates off.”

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