SEEK September Snapshot: What It Means for Your Hiring Pipeline (Free Download)
Hiring right now isn’t “hard”; it’s uneven. Some roles are flooded with applicants; others feel like fishing in a teacup. We’ve turned the latest SEEK Employment Report — September into a practical, plain-English summary for busy hiring teams.
Why this matters
Applications-per-ad shift changes screening load. If applications lift, expect more off-target resumes—tighten knockout questions and allocate extra screening time.
Job ads by state guide where to push the budget and when to post. If VIC rises while QLD softens, adjust timing and spend accordingly.
Industry movers influence time-to-fill. When Healthcare spikes, pre-book interview windows and pre-qualify shortlists before you publish the ad.
Quick takeaways for hiring managers
Raise your bar early: add 3–5 knockout items (must-have capabilities, licences, availability).
Boost self-selection: include a 90-second “role reality” section covering roster, physical demands, and travel.
Speed > sparkle: aim to contact qualified candidates within 24 hours; ghosting drops sharply.
State-level timing: schedule ads to go live when target candidates are online (after-work windows).
For scarce roles: lead with salary clarity, benefits, and manager pitch in the first two lines.
