The Slovak labour market is undergoing a major transformation. While previous years were defined more by caution and the effort to keep a stable job, the current Candidate Motivation Survey 2025 by Talent Solutions shows a completely different picture. Employees are more courageous, more mobile, and their expectations regarding remuneration are changing dramatically.
What exactly is influencing the mindset of Slovak candidates, and what should companies prepare for?
The end of passivity: A massive shift towards seeking change
The biggest surprise of the survey is the level of activity in the market. Back in 2023, passive candidates made up as much as two-thirds of the market. Today, the situation is the opposite — 67% of respondents are actively looking for a new opportunity. This trend is driven mainly by a sense of uncertainty, as almost half of employees, 49%, perceive their position as being at risk due to announced layoffs in various sectors.
Salary as the main driver, but with new rules
Finances remain the number one priority for 87% of respondents. What is interesting, however, is the shift in how people want to be paid. The focus is moving towards more moderate growth of the fixed salary component, complemented by a strong emphasis on performance.
Candidates increasingly prefer:
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Variable salary component: The opportunity to influence their income through bonuses and premiums.
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Individual evaluation: Remuneration linked to specific results, not only to years worked.
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Transparency: Clear rules under which an employee can receive a salary increase.
For companies, this sends a clear signal: Across-the-board salary increases may no longer be enough. Successful companies are introducing motivational schemes that directly involve employees in the company’s success.
Relationships are more important than home office
Although benefits are often discussed, the survey brings attention back to the basics. After salary conditions, the second strongest factor of satisfaction is interpersonal relationships and the working environment, at 29.4%.
People are looking for a healthy company culture. If there is toxicity or poor communication within a team, even an above-standard salary will not retain a top specialist in the long term. Job content and a sense of meaningfulness follow closely behind, confirming that Slovaks want to see the real impact of their work.
Mobility: Preferably abroad rather than to a neighbouring region
The survey also revealed a specific approach to mobility. As many as 73% of people declare a willingness to travel for work, but there is a catch. Slovaks are paradoxically more willing to leave for better earnings abroad than to relocate within the regions of Slovakia. This fact places high demands on local employers, who must compete for talent not only with domestic competitors, but also with the global market.
What does this mean for employers?
The year 2026 will be the year of “proactive HR”. Companies that want to succeed should:
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Rebuild salary systems: Combine a stable base salary with a motivational variable component.
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Invest in leaders: The quality of workplace relationships starts with managers.
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Communicate stability: In times of uncertainty, employers who can clearly communicate their vision and job security will win.
Candidates are no longer waiting for someone to approach them. They set the pace themselves and clearly define their conditions. Are you ready for that?
About the survey:
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Implementation: October 2025
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Sample: 1,160 respondents in Slovakia
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Target group: The strongest representation was among millennials aged 33–40 and experienced senior professionals with more than 10 years of experience, 60.5%.
- You can find the FULL survey HERE — Candidate Motivation Survey 2025
