After 18 months of hibernation, the recruitment sector is finally showing signs of renewed activity. Employers and job seekers alike have spent the better part of the past year and a half in a holding pattern — organisations focused on restructuring and cost control, while candidates waited to see how these shifts would unfold.
Now, with the new financial year underway, bonuses paid out, and individuals making definitive decisions about their careers, recruitment activity is ramping up. But with this resurgence comes a new challenge: the sheer volume of applications per vacancy.
The organisational squeeze
An influx of applicants can significantly extend the time to hire and, more importantly, put your employer brand at risk if communication is inconsistent or inadequate. The greatest danger? Hiring the best candidate from your inbox, not the best candidate in the market — and that distinction matters.
Many internal recruitment teams were downsized during the downturn, and now the burden of hiring has fallen back on already overstretched managers.
Proactive organisations are actively reworking their candidate experience and getting honest about what’s realistic when managing large volumes of applicants. No one can meaningfully engage with 200+ applications a week. Tough, strategic decisions need to be made about where to focus time and energy.
Our advice to clients is to acknowledge that hiring will take longer and start planning earlier. When a vacancy appears on the horizon, don’t delay. Reflect on how your recruitment process affects your employer brand and weigh the cost of a slow hire against the pressure on your existing team.
If internal resources are stretched, create dedicated time for hiring activities or partner with specialist recruitment firms. These conversations are best had early, before retention becomes an issue and before urgency limits your options.
Advice for job seekers
For candidates, this high-volume market means more competition and fewer shortcuts. The challenge now is differentiation — how will you stand out?
Apply strategically. Focus on roles aligned with your experience and skills. Casting too wide a net can dilute your personal brand and hurt your credibility. It’s understandable to want a change quickly, but strategic patience pays off.
Connect with recruiters who specialise in your area of expertise. Research them. Refine your CV. Avoid generic, AI-generated cover letters. Keep your outreach focused and concise. Ensure your LinkedIn and Seek profiles are clear, up to date, and aligned with your goals.
Don’t overlook opportunities within your current organisation. Have open conversations about your future before deciding to move on. With retention now a top concern for employers, you may have more leverage than you think. Be proactive in managing your career path.
Hard truths for recruitment teams
Time poverty is the unspoken reality in most internal talent functions. Proactive search, talent mapping, and pipelining have all but vanished in many organisations.
It’s all too easy to fall into reactive mode, constantly filling vacancies rather than building sustainable talent strategies. A proactive mindset is now a competitive advantage.
Tech can help lighten the administrative load, but human connection remains critical. Behind every application is a person, often navigating uncertainty. Use automation to enable better engagement, not to replace it.
Practical steps include ensuring your EVP is well-articulated, your job descriptions are accurate and compelling, and your LinkedIn presence attracts talent organically. A healthy pipeline will be your greatest asset as we head into the second half of the year.
