New report reveals jobseekers' biggest frustrations in the recruitment process
Salary transparency, hiring speed, and communication discipline are now determining whether roles are even considered by jobseekers in Southeast Asia, according to Indeed's 2026 Southeast Asia Talent Report.
The findings highlight mounting frustration with vague job descriptions, unclear pay, and prolonged interview rounds.
Across the region, about 70% of candidates say salary visibility is the most important signal of whether an employer can be trusted, with around 60% citing vague job descriptions, poor communication, and delays as key pain points in the hiring process.
In Singapore, where the labour market remains tight, candidates are described as highly efficiency-driven with low tolerance for unclear processes or prolonged decision-making.
The report shows that nearly seven in 10 candidates view transparent pay as a prerequisite even to consider a role, rather than a differentiator.
Where salary ranges and expectations are not stated up front, candidates are less likely to apply or stay engaged, even if the role appears attractive in other ways.
"For many candidates, the question is no longer just 'Do I want this job?' It is 'Will this job keep me competitive?' That is why transparency matters more now," said Saumitra R Chand, Career Expert at Indeed, in a statement.
"People want to know what a role pays, how the process works, and whether the employer is serious about helping them grow as AI reshapes the market."
Pain points during hiring
Hiring processes are also breaking down at the conversion stage, according to Indeed's findings.
The report found that 60% of candidates in Singapore and Malaysia cite excessive interview rounds as a major frustration, with many dropping out when recruitment stretches beyond two to four weeks. This increases costs for employers and contributes to a perception that organisations are indecisive.
"The hiring process is increasingly being read as a reflection of the employer," Chand said.
"In Singapore, slow communication, unclear salary, and drawn-out interviews are increasingly being read as signs of internal indecision. That is becoming a real competitive disadvantage."
What can employers do?
In this environment, hiring discipline is emerging as a competitive differentiator, according to the report.
Employers are being pushed to treat every step of the hiring process as a signal to candidates about how the organisation operates.
One clear implication for employers is the need to publish salary ranges and define role expectations up front to help candidates assess fit early.
Employers are also being encouraged to streamline hiring steps, set clear internal timelines for decision-making, and maintain consistent communication with candidates.
According to the report, this will reduce friction during the recruitment process, prevent drop-offs, signal decisiveness, and build trust.
