Think about the last time you searched for something important. You probably didn’t rely on one source, right? You compared options, checked reviews, asked people you trust, and looked in a few places before making the call. Job seekers do the same thing. When they consider a new job, they move between job search sites, social media, company career sites, recruiters, and personal networks before deciding where to apply.
New research from Nexxt’s latest job seeker survey shows that even in a competitive hiring market, candidates are still paying attention. Employers just need to show up in the places candidates already use during their search.
Most Job Seekers Are Open to New Opportunities
One of the biggest misconceptions employers have is that only active job seekers are worth reaching. But the data tells a different story.
According to Nexxt’s latest survey:
- 51.97% of respondents are actively looking for work.
- 42.07% are not actively searching but are open to new opportunities.
- Only 5.96% say they are not looking for work at all.
That means more than 94% of today’s workforce may be willing to hear about the right role. They may not all be applying every day, but many are watching for opportunities that fit their goals and benefits needs.
Candidates Use Multiple Job Search Channels
The way people look for jobs has changed. Instead of starting and ending their search in one place, candidates move across a range of sources as they learn, compare, and decide.
Nexxt’s survey data shows the top job search sources include:
- Job boards such as Nexxt, Indeed, and ZipRecruiter (80.72%)
- LinkedIn (62.87%)
- Corporate career websites (42.17%)
- Networking contacts (33.19%)
- Recruiters (32.97%)
- Job and career fairs (29.79%)
- Search engines like Google and Bing (27.05%)
- Mobile job search apps (22.12%)
- Social media outside of LinkedIn (15.99%)
- AI chatbots such as ChatGPT, Gemini, and Claude (10.84%)
The pattern is clear: the job search process is not a straight line. Candidates often encounter several messages, listings, and brand touchpoints before they take action.
One Recruiting Channel Is No Longer Enough
Job boards and LinkedIn are still valuable, but they should not carry the whole strategy. If those are the only places you appear, you may miss candidates who are searching, researching, or staying open in other ways.
A candidate might visit your career page to learn about culture and benefits, respond to an email from a recruiter, follow up on an employee referral, find your posting on Google, or sign up for job alerts by email or text.
Every interaction is a chance to make your organization more familiar and credible before a candidate is ready to apply.
Build a Strategy That Stays Visible
A strong hiring strategy combines reach with follow-through.
Instead of putting your entire recruiting budget into one channel, think about how each source can play a role. Job boards can build awareness. Your careers page can tell your employer brand story. Search-optimized postings can help candidates find you. Referrals can add credibility. Email and text campaigns can keep interested talent engaged.
The experience should also feel consistent. Whether someone finds you on LinkedIn, your website, or through a recruiting message, they should come away with the same clear sense of who you are as an employer.
The Bottom Line
The hiring market in 2026 includes four generations of workers, each with different habits and expectations. But the common thread is simple: candidates are exploring opportunities in more than one place.
This blog post was crafted from insights from Nexxt’s latest job seeker survey and what it means for employers and recruiters in 2026. You can download the full and free whitepaper here.
Nexxt is a leading HR technology company that uses today’s most effective marketing tactics to reach candidates at scale. Learn more about hiring with Nexxt.