Indeed launches India’s hiring confidence index; candidates call for greater transparency in hiring

POSTED BY:- Poonam S. Juthani
DT:-11/09/2026
9867490397

Mumbai, September 9, 2026: Hiring is changing rapidly. As a global leader in job matching and hiring, Indeed has a unique view of both sides of the hiring journey. The new Hiring Confidence Index is launched to understand what builds confidence in that journey, where expectations are not being met, and how employers can create hiring experiences that are clearer, fairer and more human.

Candidates want more clarity from employers during the hiring process, but many say their experience falls short. Indeed’s inaugural Hiring Confidence Index: Measuring Job Seeker Confidence in Hiring and AI finds that India scores 58 out of 100.

Indeed developed the Hiring Confidence Index to better understand what builds or erodes candidate confidence during the hiring process, from the perspectives of both job seekers and employers. The research looks at the everyday parts of hiring that shape this confidence including clarity around roles, hiring timelines, recruiter communication, how candidates are evaluated and the use of AI.

Jobseekers don’t expect every application to result in a job, but they do expect to know where they stand. Clear role expectations (27%), transparent hiring timelines (23%) and meaningful recruiter interactions (19%) are the strongest drivers of a positive hiring experience.

Rohan Sylvester, Talent Strategy Advisor, Indeed said, “Finding a job shouldn’t feel like sending applications into a black hole. To understand what builds true confidence in the job market, Indeed launched its inaugural Trust Hiring Index revealing a national baseline score of 58 out of 100 for candidate trust. What that means is candidates don’t expect a guaranteed yes every time, but they do deserve respect, clear updates, and to know where they stand.”

Silence is a bigger frustration than rejection

Nearly three in ten job seekers (29%) say receiving no response after applying is the most frustrating part of the hiring journey. This is followed by long delays between interview stages (26%) and not receiving interview feedback (20%).

Candidates also have clear expectations around transparency. Clear salary expectations (37%), transparent hiring timelines (35%) and clear selection criteria (28%) are the strongest signals of a hiring process they can feel confident in.

Taken together, the findings suggest that small things in the hiring process can have a significant impact on candidate confidence.

Candidates see skill based hiring as fairer

The research also points to a shift in how candidates want to be evaluated. More than half (54%) believe skills assessments are a fairer way to evaluate candidates than resumes, while only 15% prefer traditional resume-led evaluation.

The preference is particularly strong among younger professionals, with nearly 63% of Gen Z candidates favouring skills tests, work samples or task-based assessments. Nearly 65% of professionals with up to two years’ experience also express greater confidence in skills-first hiring, compared with 35% of those with more than ten years’ experience.

Employers face challenges too

One-third (33%) of employers say delays in hiring manager feedback are the biggest barrier to timely communication with candidates. High application volumes (27%) and shifting business priorities (20%) are other significant challenges.

Employers also cite continued dependence on resumes (40%), difficulty consistently evaluating skills (32%) and the time and resources required for skills assessments (28%) as barriers to adopting skills-based hiring.

These findings help explain the gap between what candidates expect and what employers are sometimes able to deliver.

Mr Sylvester added: The Hiring Confidence Index provides a starting point for understanding that gap and the practical changes that can help close it clearer communication, greater transparency around the process, fairer ways to assess skills and a more open approach to the use of AI in hiring.

AI is improving hiring

Nearly six in ten employers (58%) say AI has improved hiring efficiency. The finding suggests that candidates are not necessarily opposed to AI in hiring. They want greater clarity about its role and confidence that people remain involved in important decisions. 42% say they are more comfortable with AI-enabled hiring when final decisions involve human oversight, while 38% want employers to clearly explain how AI is used to evaluate candidates.

Employers recognise the need to build trust

While candidates have made their expectations clear, employers are also navigating operational challenges as they work to deliver a more transparent and effective hiring experience. One-third (33%) of employers say delays in hiring manager feedback are the biggest barrier to timely communication, followed by high application volumes (27%) and shifting business priorities (20%).

Employers are also making progress towards skills-first hiring, but the transition remains a work in progress. Four in ten (40%) employers identify continued dependence on resumes as the biggest hurdle to adopting skills-based recruitment, while 32% struggle with consistently evaluating skills and (28%) cite the additional time and resources required for skills assessments. These challenges help explain the gap between candidate expectations and the experience employers are able to consistently deliver.

The Indeed Trust Hiring Index highlights an opportunity to close this gap. Candidates are clear about what they value from timely communication and skills-based evaluation to responsible use of AI and meaningful human involvement. Organisations that turn these expectations into consistent hiring practices will be better placed to create a hiring experience that works for both candidates and employers.