If you know you'll need people early next year, the time to start looking is now. There are more strong candidates on the market than we've seen in years, and that won't last once hiring picks up in 2027.
According to the ABS, unemployment rose to 4.7 per cent in September, its highest level since October 2021. SEEK's data tells the same story from the applicant side, with applications per job ad climbing steadily through 2026 to the highest level on record.
For employers, that's an unusual position to be in. People who would normally need convincing to leave a secure role are open to a conversation, if not actively looking. Contractors who are usually booked back to back are available for a new project.
The pool won't stay this deep. SEEK reports that job ads rose in August, breaking a 12-month run of declines, and September brought a further 0.6 per cent rise. SEEK's chief economist noted that even as ads recover, applications per ad haven't fallen.
That gap between available talent and active hiring is the opportunity. Hiring usually slows through December. Then budgets are confirmed, approvals land in January and February, and a lot of businesses go to market at once. Wait until then and you'll be competing with everyone else for the same people.
A crowded market doesn't make hiring easy. SEEK's salary data shows pay growth holding at 4.2 per cent, still ahead of inflation, so good people still expect to be paid properly. And the Australian HR Institute found low staff turnover is making the talent pool less mobile and external hiring harder.
In practice, the candidates you most want often aren't the ones applying. They're doing well where they are and need to be found and approached directly.
Plenty of businesses now run applications through AI tools or offshore screening teams. It hasn't sped things up much. There have been reports that employers are struggling to cut hiring times despite widespread use of AI in recruitment.
What we see regularly is screening that filters on keywords rather than capability. Strong candidates get rejected or never hear back, while weaker applications with the right buzzwords make the shortlist. When a role pulls in hundreds of applications, a keyword filter feels efficient. It can also mean the best person for the job never reaches you.
If you're screening at volume, ensure someone who understands the role looks over who's been knocked back, or brief a recruiter who will talk to people rather than scan for words.
Map out your Q1 needs. Permanent hires, contract cover for leave, and project roles. System rollouts and transformation programs in particular need trainers, project managers and change people lined up before kick-off, not after.
Get approvals moving. If a role needs sign-off, start that process now so you're ready to act when the right person appears.
Start conversations without a live role. Meeting good people now, even informally, means you have someone ready to go when the role opens. A strong candidate met in November can start in January.
Book contractors early. The best contractors fill their calendars quickly once the new year starts. If your project kicks off in late January, confirm your people now.
If you're planning hires for the first half of next year, permanent or contract, get in touch with the Allura team. We'll give you a straight view of who's available in your market and what it will take to secure them.