• Job applications hit record highs: Applications in Australia, New Zealand and the UK nearly doubled (42%) in the past year, while job creation declined by 5.4% in Australia, 17% in New Zealand, and 3.4% in the UK — creating a highly competitive job market.
• Temporary jobs dominate hiring: Temporary and contract roles now make up 80% of placements in Australia, 88% in New Zealand, and 60% in the UK, reflecting employer preference for workforce flexibility.
• Job board reliance persists despite delays: While job boards remain dominant for hiring, recruitment agencies report significantly slower hiring times compared to proactive sourcing.
• Recruitment agencies overwhelmed: Australia saw an average of 41 applicants per job, 43 in New Zealand, and 17 in the UK, requiring recruiters to rethink hiring strategies.
• Potential market stabilisation: Growth in job applications has started to plateau, particularly in Australia and the UK, suggesting markets may be reaching a turning point.

Job applications in Australia, New Zealand and the United Kingdom have surged to an all-time high, nearly doubling (42%) in the past year, according to new data from leading recruitment platform, JobAdder. In contrast, job creation declined by 5.4% in Australia in 2024 and 17% in New Zealand, while the UK saw a modest decline of 3.4%, painting a stark picture of a fiercely competitive job market.

The new data, published in JobAdder’s 2025 State of the Market Report, reveals that while some industries are overwhelmed with hundreds of applicants, others struggle to attract talent. Recruitment agencies face the challenge of sifting through an unprecedented volume of applications, with an average of 41 Australian candidates per job in Q4 2024, 43 New Zealand candidates and 17 candidates in the UK.

Despite a slowdown in application growth throughout 2024, year-on-year figures show significant increases. In Australia, the average number of job applications per position rose 44% from 2023 and 167% from 2022. New Zealand saw a 49% year-on-year increase from 2023 and a 261% jump from 2022. In the UK, there has been a significant year-on-year increase of 35% from 2023 and 109% from 2022.

In the UK, the number of job openings per recruitment agency saw a modest recovery, rising by 6.6% from 43.3 in Q4 2023 to 46.2 in Q4 2024. While job creation remains lower than in 2022 and 2023, the decline appears to be stabilising, dropping just 3.4% in 2024 compared to a steeper 13% decline in previous years.

Australia, however, saw a 5.6% decline in jobs per recruitment agency, falling from 55.6 in Q4 2023 to 52.5 in Q4 2024, the lowest point of the year. Although slight job growth was recorded in the first three quarters of 2024, overall job creation remains well below 2022 and 2023 levels, signaling a tightening labour market.

New Zealand experienced the sharpest decline in job creation among the three nations, with a 17% drop in 2024. The number of jobs per recruitment agency also fell significantly, declining 14% from 45.1 in Q4 2023 to 38.7 in Q4 2024, the lowest level in three years.

This disconnect between soaring job applications and declining job availability underscores the mounting challenges in an increasingly competitive labour market.

Martin Herbst, CEO of jobadder.com, emphasised that the hiring landscape is shifting.

“This surge in job applications highlights a fundamental shift; recruitment is no longer about attracting candidates, but managing high volumes and identifying quality talent. Agencies must rethink their hiring strategies to handle this evolving landscape efficiently.”

Interestingly, job application growth appears to have plateaued in 2024, following seasonal trends where Q1 consistently sees a spike as job seekers re-enter that market post-holidays. 

“We’re seeing application numbers starting to plateau across Australia and the United Kingdom.

In Australia, numbers are now approaching previous highs from about five years ago, while the shift in the UK raises questions about the sustainability of the previous growth and whether these markets have reached a point of stabilisation.

“We’re seeing application numbers start to adjust in New Zealand. It will be important to monitor whether this slowdown is part of a broader trend or a temporary fluctuation. The decline in Q4 may signal a shift in candidate behaviour or reflect broader economic conditions influencing hiring and application volumes. If this trend holds, application volumes could stabilise in 2025, easing pressure on recruiters,” Herbst said.

Temporary Jobs Dominate, Accounting for the Majority of Placements

The shift towards temporary and contract roles continues to accelerate, with these positions now making up 80% of all placements in Australia in 2024, up from 78% in 2023 and 74% in 2022. Permanent roles now account for just 20% as businesses prioritise workforce flexibility amid economic uncertainty.

New Zealand has seen an even steeper shift, with temporary and contract roles rising to 88% of placements in 2024, up from 86% in 2023 and 82% in 2022. Permanent placements have fallen to just 12%, reflecting a growing preference for short-term hiring solutions.

The UK has also experienced a significant transition, with temporary roles now comprising 60% of placements in 2024, compared to 57% in 2023 and 50% in 2022. Permanent placements have dropped to 40% as employers continue to favour flexible staffing solutions.

“The job markets reflect broader economic conditions, and 2024 has been a challenging year. Employers are hesitant to overcommit to new hires while relying on temporary staff to manage fluctuating workloads,” said Herbst.

Although there was a slight decline in temporary placements in the UK in early 2024, demand picked up in the second half of the year, suggesting growing employer confidence. While temporary roles continue to dominate, the UK job market remains diverse, with permanent positions still in demand.

For recruitment agencies, this shift towards temporary employment presents an opportunity. Those historically focused on permanent placements may benefit from diversifying into the temporary job market, capturing new revenue streams, and adapting to the evolving hiring landscape.

Job Board Still Dominant Despite Recruitment Delays

Despite being significantly slower, job board placements continue to be a key recruitment channel. In ANZ, applications via job boards and ad channels accounted for 79% of recruitment agency hires in Q4 2024, a 2% increase from Q4 2023. However, Australian agencies took an average of 42.7 days to fill permanent roles sourced through job boards, 15.9 days longer than for proactively sourced candidates. Temporary roles saw an even greater disparity, with proactive sourcing proving 5.6 times faster. Despite these efficiencies, applications via internal databases declined to just 21% in Q4 2024.

New Zealand followed a similar pattern, with recruitment agencies taking 16.6 days longer to place candidates sourced through job boards, averaging 48 days to fill permanent roles. In contrast, proactively sourced candidates were placed in as little as three days compared to over three weeks for job board applicants.

The UK saw a slightly different trend. While job board placements accounted for 57% of recruitment agency hires in 2024, rising by 5.8% from 2023, the time to fill permanent roles sourced through job boards averaged 41.7 days, 11 days longer than those placed proactively. Proactively sourced candidates were placed 1.4 times faster, yet reliance on internal databases continued to decline, with applications dropping to 44% in Q4 2024.

A shift in sourcing strategies is emerging in the UK, where proactive sourcing has steadily declined over the past three years, from 53% in 2022 to 46% in 2023 and 43% in 2024. This trend suggests a growing reliance on job boards despite their slower hiring times.

Herbst urged recruiters to prioritise proactive sourcing strategies over job board reliance.

“With AI-assisted applications, agencies are being inundated with applications. Sifting through job applications from underqualified candidates wastes valuable time and resources. Proactive strategies leveraging internal databases offer a clear competitive edge in today’s fast-moving job market.

“To stay ahead, recruitment agencies must reassess their sourcing strategies to ensure efficiency and long-term success,” Herbst concluded.