Rising Tensions Between Employers and Candidates

Better-Equipped Candidates Than Ever Before
Online content related to the world of work is gaining increasing popularity. These resources shape normative views on what is expected from employees, what is deemed acceptable in the workplace, and what defines a “good candidate.”
In fact, over 60% of respondents to the Expectations of Mauritians at Work survey say they watch videos—at least occasionally—about CV writing, cover letters, or interview preparation. At least 10% consult such content regularly. Age plays a significant role in these behaviours.

Indeed, 18% of respondents under 25 regularly watch videos on cover letter writing, compared to 10% of 25–34-year-olds, and just 5% of those aged 45 and above. Similarly, 29% of under-25s regularly seek out content about interview techniques, compared to 12% of the 25–34 age group.
Conversely, 34% of respondents aged 45+ never watch this type of content, versus only 20% of those under 25.

This trend partly reflects the younger generation’s greater online presence, but also highlights a genuine interest—even among those not actively job hunting—in recruitment dynamics and how to optimise their applications.

Increasingly Standardised Applications
Today’s job applications are not only heavily influenced by online advice—leading to a certain uniformity—but also increasingly shaped by the use of generative AI tools.
20% of respondents report having already used AI for at least one of the following tasks: writing a cover letter, creating a CV, preparing for an interview, or answering questions from a recruiter.

Although the majority have not yet used such tools, younger respondents show no hesitation in adopting them.
For instance, only 12% of respondents aged 45 and over have used AI to prepare for a job interview, compared to 36% of those under 25.
Likewise, 53% of respondents under 25 have already used AI to draft a cover letter, compared to 34% of those aged 25 to 34.

This accessibility has significantly lowered the barriers to applying, contributing to the rise of “blind applications” — candidates applying to everything that comes their way, with little to no personalisation.

This creates a vicious cycle: applications become increasingly uniform, recruiters struggle to identify the right profiles, unsuccessful candidates feel misunderstood and respond by sending even more applications — often following the same online or AI-generated templates.
The result: increasingly standardised applications, sometimes devoid of meaning.

Gendered Barriers to Employment

Beyond technical aspects such as CVs or interviews, other factors discourage candidates from applying for a position.
For example, 41% of respondents say they do not apply to a job posting if the salary is not disclosed — a much more frequently cited barrier than a vague job description (27%) or the feeling of lacking all required qualifications (26%).

Looking at gender differences, several significant trends emerge:
46% of men refrain from applying when salary information is missing, compared to 36% of women. Similarly, a vague job description discourages 30% of male respondents, versus 23% of female respondents.

In contrast, women are more affected by reputational concerns:
24% of women say they are discouraged by negative reviews of the company (compared to 17% of men) and 21% report holding back due to a perceived lack of qualifications, compared to 16% of men.