Emerge 2025 Emerge 2025
TuesdayJuly22
Get ready for a high-energy day of learning and connection at Emerge 2025
Designed specifically for leaders in professional staffing and recruitment, this full-day conference will dive into the hottest topics, tackle industry challenges head-on, and explore bold ideas shaping the future of our sector
New for 2025 We're adding a dedicated afternoon session adjacent to the main conference for finance and compliance professionals recognising the critical role every function plays in success.
Expect dynamic panels, expert speakers, and peer-led conversations that will leave you informed, energised, and ready to take action.
What'sinside?
COMPLETE RECRUITER
RUSSELL WEBB TRAINER
SOPHIE ROBERTSON TRAINER
The Complete Recruiter has been specifically curated alongside 2 of the market’s well-known coaching and training faces: Sophie Robertson and Russell Webb.
APSCo members enjoy team-wide access—no need to spend thousands per recruiter.
Giving back to our profe market confidence gains
Are we beginning to emerge from the shac bleak 2024 market conditions? It certainly Member sentiment across all sectors is pos pendulum swinging between cautiously op some of the strongest monthly billings in 1
While hiring decisions are for the large part slow, a the year for 2025 and businesses are turning their in a recent survey we conducted among our Memb People and Performance was picked as the top priority for businesses followed closely by growth and productivity.
With that in mind it’s quite timely that we have released our new Complete Recruiter Training Program, in partnership with Sophie Roberston and Russell Webb. This program is aimed at elevating performance, adding rigour to process and equipping new and experienced recruiters with the tools to enjoy success This is a complimentary program to all APSCo Members and is our way of giving back to the profession while also doing our bit to uphold standards The selfpaced modules cover all aspects of the recruitment cycle from time management and mind set to business development, taking an effective job brief, temp and perm desks, client negotiation and candidate management.
I’d like to acknowledge the time and knowledge our trainers, Sophie and Russell have put into this program and eagerly await feedback from our Members about its impact.
In other news, we’re busy behind the scenes putting the content together for Emerge – The APSCo Full day conference (July 22nd) and look forward to sharing with you the line up for 2025 soon.
LESLEY HORSBURGH
APSCo Australia Managing Director
E: lesley@apscoau.org
MCG Healthcare rebrands to MCG Healthcare rebrands to Healthii People as unified global Healthii People as unified global healthcare recruitment brand healthcare recruitment brand
London & Sydney – Healthii People, a newly unveiled global brand, has launched with a bold vision to reshape healthcare recruitment through human-first, community-driven workforce solutions.
The rebrand brings together respected healthcare recruitment providers: MCG Healthcare, StaffAid, and Poppy Nursing in the UK, and MCG Healthcare and TaylorCare in Australia, under one cohesive identity Healthii People now serves as the global healthcare recruitment arm of the Auxo Group
“So the challenge within healthcare recruitment is that there is a shortage of clinicians throughout the world,” said Ash Higgs, Group Managing Director of Healthii People "Healthii People gives us the opportunity to challenge convention through innovation and offer a seamless recruitment service across the board " “Making a real difference to as many people’s lives as possible has been a guiding principle of ours from the start
I couldn’t be more excited about the rebrand because it brings us even closer to our goal of delivering the very best outcomes for more
healthcare providers, patients and professionals across Australia and abroad”, said Paris Matin, Managing Director of Healthii People - Australia
Built around the promise of “People Health Community , ” Healthii People sets itself apart through:
A people-powered approach that places the well-being of healthcare workers and patients at the core
A growing international reach across the UK, Australia, and the Middle East
A dedication to inclusive, ethical, and compassionate care-led recruitment
The launch marks a strategic evolution in the company’s growth, streamlining global operations, expanding impact, and reinforcing a shared mission: to empower the people at the heart of healthcare and improve outcomes for communities worldwide.
Paris Matin Managing Director Healthii People
“What makes Healthii People different is transparency and flexibility You'll always know what you're paying for, and we will always try and work with you and your individual circumstances to make sure you get what you need,” added Darren Jones, Business Assurance Lead for Healthcare
About Healthii People
Healthii People is a global healthcare recruitment brand connecting passionate professionals with purpose-driven roles across Primary Care, Secondary Care, Aged Care, Allied Health and Community Health sectors
As part of the Auxo Group, Healthii People delivers care-led, innovative workforce solutions to public and private healthcare providers across the UK, Australia, and beyond.
TargetRecruit enterprise recruitment software TargetRecruit enterprise recruitment software makes waves for leading Australian medical makes waves for leading Australian medical recruitment
agency recruitment agency
Wavelength, a leading healthcare recruitment agency headquartered in Sydney, has gone live with TargetRecruit, implementing its advanced Applicant Tracking System and CRM platform Built on Salesforce, TargetRecruit provides Wavelength with a streamlined, datadriven, and scalable solution to enhance recruitment operations.
Chris Riley
CEO at Wavelength
By adopting TargetRecruit’s end-to-end recruitment solution, Wavelength is set to improve workflows across its front, middle and back office. The platform’s automated candidate screening, credential verification, real-time availability tracking, and placement fulfilment will boost efficiency and help recruiters focus on delivering exceptional service
Katrina Haddad, Chief Experience Officer at Wavelength, said:
"For our recruiters, it means faster workflows, better access to insights, and the ability to personalise every interaction
Candidates experience a smoother, more transparent journey with timely updates and streamlined onboarding. Our clients benefit from quicker placements and more tailored recruitment solutions, backed by advanced reporting and analytics. What sets TargetRecruit apart is its flexibility and scalability. We can customise the platform to meet the unique demands of medical recruitment while ensuring we stay ahead with the latest technology. This investment reflects our ongoing commitment to delivering the best possible experience for everyone we work with whether they’re a doctor, healthcare organisation, or member of our team."
Chris Riley, CEO at Wavelength, said:
"We’re proud to launch our new ATS and CRM platform, TargetRecruit, built on Salesforce At Wavelength we like to push the boundaries in terms of innovation and we strive to stay ahead of the pack, and our partnership with TargetRecruit helps us continue to achieve these goals The system and its integration opportunities empower our recruiters with more intuitive, streamlined processes to manage candidate journeys, automate time-consuming tasks, and access real-time data to make faster, more informed decisions "
Andy Wigderson, President of TargetRecruit, said:
"We are delighted to support Wavelength in delivering a best-in-class recruitment experience. Our platform is designed to meet the complex needs of healthcare staffing, and we look forward to working closely with Wavelength to help them achieve their goals." With TargetRecruit’s cutting-edge technology, Wavelength is well-positioned to continue providing exceptional recruitment solutions to doctors and healthcare providers across Australasia.
South Australia leading the South Australia leading the charge in digital transformation charge in digital transformation
In South Australia, technology is key in enhancing government, private, and defence sectors. The government is prioritizing digital transformation to improve citizen services, investing in data analytics and cybersecurity.
Anthony Whyte MD, Talent International APSCo Director
The private sector is embracing AI, IoT, and blockchain for operational efficiency, customer experience, and innovation With government support, startups and tech companies are thriving in SA The defence sector is strong in aerospace, shipbuilding, and cybersecurity, with a skilled workforce driving innovation Through technology investment, SA is poised for economic growth and progress in key sectors, leading the way in digital transformation and emerging technologies
Locally, the state of South Australia has chosen global healthcare information company, Dedalus, to digitize the patient record system used by the state ambulance service The $23 5 million investment from the 2024-25 State Budget will fund the development and implementation of an electronic patient care record system, streamlining data entry for ambulance crews A dedicated ePCR Clinical Team has been established within the SA Ambulance Service to oversee the transition This advancement will bring ambulance patient care records into the 21st century, improving communication between paramedics and hospital staff The ePCR devices will be implemented by June 2026, enhancing patient care across South Australia
Federally, the Australian Government and NBN Co have announced a $3 8 billion investment to upgrade the country's remaining fibre-to-the-node network, benefiting 622,000 homes and businesses This includes a $3 billion equity investment from the government and $800 million from NBN Co, with the goal of providing access to faster broadband speeds to 95% of these premises The upgrades are expected to boost the economy, create jobs, and support businesses over the next decade
The announcement coincides with the government's commitment to finishing the NBN upgrade program and keeping the network in public hands The upgrades are set to be completed by 2030, ensuring all Australians have access to high-quality broadband
Information Technology hot jobs are: Project Managers; Business Analysts; Testers; Architects; Service Desk; Technical Support.
Corporate Services hot jobs are: Finance Officers; Payroll Support; Procurement Officers; Claims/Case Managers.
THESTATEOFRECRUITMENT 2025
Discoverthelatesttrendsandinsights intohowrecruitmentagenciesare tacklingtheyearahead,including:
42% surgeincandidate applications 5% dropinjobdemand 5.6x fastertempplacements
Downloadreport
Amplify your workforce to do more, Amplify your workforce to do more, at every step at every step
The recruitment industry is entering 2025 with renewed optimism and a deepening focus on digital transformation. According to Bullhorn’s GRID 2025 Industry Trends Report, AI adoption is accelerating this year. Bullhorn explains.
74% of agencies have either purchased an AI solution, built their own, or are experimenting with generative AI. As competition tightens to win business and talent, Bullhorn’s AI Agents and Assistants transform the roles and resets the standards of the recruitment industry.
“2025 is the year that AI becomes mainstream for the recruitment industry," said Jason Heilman, SVP of ProductAutomation & AI at Bullhorn. “Our customers are already using AI to handle sourcing, matching, personalised messaging, screening and scheduling and seeing an impact across their entire recruitment workflow
Bullhorn’s AI Agents and Assistants automate every step of the recruitment process. These AI agents and assistants do everything your workforce does today from sourcing and screening talent to generating job orders and answering payroll questions.
It’s all powered by Bullhorn’s recruitment-specific data set, trained over 25 years with millions of candidates, jobs, submissions, and placements
Turn every recruiter into your best recruiter
According to the report, AI and automation tools are poised to give recruiters up to 17 hours back each week enabling them to focus on building relationships and other revenuedriving activities while spending less time on manual tasks.
With Bullhorn’s AI Agents and Assistants, recruiters gain a crucial advantage as competition in the recruitment space intensifies and client and candidate expectations for faster, better results continue to rise
Unlock profitability with Agentic AI
With AI agents and assistants backing your entire team, your agency gains a competitive edge, lowers operational costs, and achieves new levels of profitability.
According to the report, agencies that gained revenue in 2024 were 27% more likely to be experimenting with generative AI and 28% more likely to already be using AI for more personalised outreach. Additional factors that contributed to revenue gains in 2024 were engaging candidates, having the right job matches, and readily redeploying top talent all areas that AI will make more efficient
More placements. More profit. Same Team.
With AI agents and assistants that automate every step of the recruitment process, Bullhorn amplifies the power of your workforce to make more placements and more profits –faster. For the recruitment industry, innovation is here. Bullhorn will help you on your digital transformation journey whether you are an early adopter or just getting started
How AI is transforming recruiting: Key How AI is transforming recruiting: Key insights from LinkedIn’s 2025 future of insights from LinkedIn’s 2025 future of recruiting report recruiting report
Want to save an entire workday every week? Talent acquisition (TA) professionals using generative AI (GAI) already do cutting their workload by 20% on average, according to LinkedIn’s latest Future of Recruiting report LinkedIn explains
It’s no surprise, then, that AI literacy among TA professionals has skyrocketed, growing 2 3x in just a year But while AI boosts efficiency, its true impact goes beyond time savings.
LinkedIn’s 2025 Future of Recruiting report analyses billions of data points, insights from over 1,000 TA professionals, and guidance from top industry leaders. Below are key highlights from the report.
AI is Redefining Recruiting
AI is no longer a future concept 73% of TA professionals believe it will fundamentally change hiring Many are already embracing it: 37% are actively integrating or experimenting with GAI, saving valuable time that can be redirected towards strategic efforts
Yet, as AI automates routine tasks, human skills are becoming more valuable than ever.
Recruiters today are 54x more likely to need “relationship development” skills compared to last year AI isn’t replacing recruiters it’s enabling them to focus on high-impact work like improving quality of hire and adopting skills-based hiring.
Quality of Hire Becomes a Priority
A staggering 89% of TA professionals agree that measuring quality of hire is crucial, yet only 25% feel highly confident in their organisation’s ability to do so. AI could be the answer 61% believe it will enhance how they measure this key metric.
Early results are promising: Companies leveraging LinkedIn’s AI-Assisted Messaging are 9% more likely to make a quality hire Additionally, employer branding matters organisations known for offering innovative projects are 11% more likely to attract top talent
Skills-Based Hiring Gains Momentum
With 93% of TA professionals agreeing that assessing candidate skills is vital to quality hiring, skills-based hiring is becoming a must-have strategy. Companies conducting the most skills-based searches are 12% more likely to make a quality hire.
However, accurately assessing skills takes time time that AI is freeing up. Among TA professionals using GAI, 35% use the time saved for candidate screening, and 26% focus more on skill assessments
Want to dive deeper into how AI is reshaping recruiting? Read the full 2025 Future of Recruiting global and Australian edition reports to explore how AI can enhance hiring outcomes and overcome integration challenges.
Federal Court denied the stay application
The Federal Court of Australia was ultimately satisfied that the stay application should be dismissed, such that Mr Harman could proceed to challenge the validity of the restraints under the employment contract and shareholders’ agreement in New South Wales
In reaching this decision, the Court held that this case “involves interrelated parties, intertwined contracts and obligations arising from the same factual source and two (conflicting) exclusive jurisdiction clauses” and accordingly, even though Mr Harman had expressly agreed to enter the shareholders’ agreement with the foreign exclusive jurisdiction clause, (and notwithstanding that ordinarily Mr Harman should be held to his bargain), the Court held that the “unusual circumstances of this case” called for the discretion to be exercised.
Key takeaways for employers
This decision serves as a reminder to employers of the importance of well-drafted and properly structured employment agreements and postemployment restraints, particularly where there may be layered restraints across different contracts (including employment and shareholders’ agreements)
Read our full article to explore the case and its key takeaways for employers in greater detail.
Is your Working Capital still working? Is your Working Capital still working?
No one likes paying for something that they don't receive.
Why then are so many businesses in recruitment willing to accept a cost to float their payroll based on their turnover rather than the funds that they use? Chris Slack from The Finance Consultancy writes.
The fact is, we are all willing to pay for piece of mind
It's widely accepted that many businesses in Recruitment struggled in 2024.
Regardless of the industry, any struggling business owes it to themselves to review their fixed costs and most successful businesses will review them anyway as a matter of course
The funding that's appropriate for a Start Up is rarely still appropriate for a business after it's been trading for two years and certainly won't be appropriate for any business trading five years or longer
However, for many businesses when it's not broken, don't fix it. But how would you know if it's broken?
If your business falls into this category, then it's important for you to be reviewing your working capital more frequently
What do the best businesses in recruitment do?
They review their working Capital and funding requirements annually They look for funding options with minimal costs when they don't need it They set up their facilities with a view to opportunities rather than limiting their thinking to a backup plan
The funding options and pricing available to recruitment businesses in 2025 are worth every recruitment business taking notice:
More funders willing to fund your business without changing bank accounts – you can get paid directly by your clients again!
You can look at many sharp funding options for paying subcontractors and other bills without lending against an invoice! You can lend against international invoices! You can lend against permanent placement income as well as any milestone billing as well as contracting income. Some lenders will also allow a built-in insurance option to protect you as well
Chris Slack Director, The Finance Consultancy
If you are willing to look into lowering fixed costs for your business then its worthwhile engaging your advisers into looking into alternative funding options.
The Finance Consultancy is proud to be a leading APSCo Partner in 2025 and welcomes any questions and queries from Sole Traders to Public Companies.
We tender out for all our clients across over 20 lenders specific to this space to ensure clients benefit from greater competition and choice specific to their business needs
Is offshore recruitment the key in scaling Is offshore recruitment the key in scaling Australia’s recruitment industry? Australia’s recruitment industry?
The recruitment industry in Australia was worth AUD 23.02 billion in 2024 and is expected to grow 10.40% to AUD 61.92 billion by 2034. Demand for skilled talent is rising at an unprecedented rate. IMS People Possible writes.
The recruitment industry is leading this growth. However, a shift towards a four-day work week, right to disconnect, dearth of experienced recruiters, etc , pose new challenges for staffing firms Strategic delegation has become more critical than ever to maintain efficiency and ensure seamless operations.
Offshoring recruitment services provide an appealing solution With over a decade of experience in the global recruitment industry, I have witnessed firsthand how offshoring can transform operations.
A key advantage is costeffectiveness offshoring recruitment can reduce costs by 40-50% without compromising on quality
This allows staffing firms to reinvest in technology, training, and higher-value client engagement, strengthening their competitive position.
Let me share an e-book made for understanding how offshoring work
Moreover, the ability to operate across different time zones is a game-changer
Many Australian recruitment firms follow a four-day work week, but an offshore recruitment partner ensures continuous candidate sourcing, screening, and 24x7 administrative support.
Also, “right to disconnect”, allowing local recruitment teams to disconnect while offshore recruiters remain available around the clock, ensuring seamless operations and a highly efficient workflow.
Transparency in communication is the cornerstone of any offshoring partnership. The right offshore partner aligns with your business goals, follows structured reporting, and integrates seamlessly with your internal processes
Offshore recruitment partners should ideally with you, as an extension of your team and not for you.
It’s a collaborative partnership, not just a contractual service
Mradula Palore VP of sales & Key Accounts, IMS People Possible
Let me share with you an ultimate checklist curated for Staffing firms over the globe to asses & choose the partner that fits their specific business needs.
As demand for recruitment surges, staffing firms must leverage every strategic advantage available
Offshore recruitment is not just about reducing costs it’s about creating a scalable, flexible, and highly productive hiring ecosystem.
By this approach, Australian Staffing firms can stay ahead of the curve, ensuring they meet market demands while maintaining a strong and efficient business model.
Ageism is a bizarre prejudice Ageism is a bizarre prejudice against your future self against your future self
I know a senior candidate, aged in their 50s, who’s applications were constantly being rejected for roles he knew he could do. But when one recruiter suggested (confidentially) that his problem might be his age, he didn’t believe them. AgeInc writes.
To find out, he kept his previous job titles and experience the same, but changed the dates on his resume to make himself appear to be in his mid-30s. He was offered 6 interviews within a week. It clearly wasn’t his experience and capability that was being rejected, it was just his age.
Sadly, his experience is far from unique and many people aged 50+ experience age discrimination when looking for a new role. Our most recent survey indicates that 53% of Australian’s believe they have been discriminated against, based solely on their age, during the recruitment process
Ageism is nothing new, it just doesn’t get talked about as much as, for example, sexism or racism. But with the tipping point of our ageing population looming, as an industry, recruitment will need to spend more time understanding and combatting organisational reticence to hiring people over the age of 50.
Age discrimination, like many other forms of prejudice, is based on inaccurate, yet persistent stereotypes, but what makes ageism unusual, is that it’s a prejudice against our future selves.
Unlike other forms of prejudice, which may or may not affect us personally, we’re all hoping we’ll live long enough to experience ageism.
By allowing age bias to persist in the workplace, we are shaping a world where we too, will one day be seen as ‘too old’ to contribute, learn, or even continue to work
Many people under 40 dismiss ageism as someone else’s problem But if ageism continues, today’s younger workers will inevitably experience the same bias they once ignored or perpetuated, creating a cycle of discrimination which we need to break.
Richard Spencer AgeInc Director
The workplace norms we accept today favouring younger employees over experienced ones will effectively determine how we ourselves are treated in the future.
The recruitment industry is in a unique position to not only change its own perception of age, but also to drive change in client organisations.
Recruiters have a responsibility to advocate for fair and inclusive hiring practices. By educating clients, using datadriven insights, and offering strategic solutions, agencies can break the age bias and help businesses tap into the full potential of a multigenerational workforce
The future of recruitment is not just diverse it’s age-inclusive. Recruiters that lead this movement will stand out in the industry, attract progressive clients, and ensure they can still fill shortlists as our population continues to age.
HR & Recruitment in 2025 –
HR & Recruitment in 2025 –
what’s next? what’s next?
AI and Automation in Recruitment
AI is already revolutionising HR, automating resume screening, candidate assessments, and administration AI-powered tools enhance efficiency, reduce unconscious bias, and support data-driven decision-making However, AI can reinforce unfair hiring practices if trained on biased data, making human oversight essential for ethical recruitment.
WorkPro’s Digital Identity
Solution uses AI to optimise hiring and compliance workflows to ensure speed to hire and accurate candidate verification. It combines advanced Document Analysis, Document Verification (DVS), Biometric Facial Verification, and an Identity (ID) Vault to streamline screening and validation
Evolving Compliance Landscape 2025 is bringing tougher workplace compliance laws, and the penalties are serious.
Australia’s updated Fair Work Act now criminalises deliberate underpayment, with fines of up to $8.25 million and potential jail time
HR professionals must proactively manage compliance by conducting audits, establishing clear policies, and training managers to mitigate risks
It not only reduces legal risks but builds trust with employees and stakeholders WorkPro’s Workforce Compliance Checklist helps businesses navigate these changes, ensuring compliance is effectively achieved.
The Shift
to
Skills-Based
Hiring
Companies are moving away from degree-based hiring, prioritising skills and competencies to access a broader talent pool
According to LinkedIn’s Future of Recruiting report, 75% of recruiters believe skills-based hiring will dominate recruitment. Micro-credentials, certifications, and vocational training are gaining traction as businesses seek jobready candidates
This shift promotes inclusivity and helps address critical skills shortages. WorkPro has a comprehensive collection of blogs exploring the transition to skillsbased hiring.
What’s new,
What’s new,
HR and recruitment are rapidly evolving in 2025, shaped by advancements in AI, compliance requirements, and shifting workforce expectations. Businesses must adapt to remain competitive and compliant while attracting top talent. WorkPro is here to help you stay ahead with the updates you need to know.
The Rise of HR Tech Consolidation
Fragmented HR tools create inefficiencies, prompting businesses to adopt all-in-one platforms that integrate recruitment, onboarding, and compliance
These solutions streamline operations, improve data accuracy, and provide valuable workforce insights. By reducing reliance on multiple software systems, HR teams can focus on strategic initiatives rather than administration
WorkPro’s all-in-one platform consolidates compliance to streamline your workflow – learn more here.
HR in 2025 is defined by AI-driven efficiency, compliance automation, skills-based hiring, and employeecentric strategies Companies that embrace these trends will build a resilient and future-ready workforce. Interested in this for your business?
Contact WorkPro today and discover how our all-in-one platform can help you stay ahead.
The Safe Scope way: A case study into The Safe Scope way: A case study into our claims management and support our claims management and support
The Client
A local family-owned specialised abattoir They produce a wellknown, award-winning product for the domestic market and export worldwide.
The Challenge
Safe Scope was appointed to manage the client’s workers compensation program in May 2024 to improve the workers compensation claims program
We conducted a consultation where several issues were identified:
Challenges in escalating claim costs in the 22/23 accident year
Limited insurer intervention.
No overall claims management program
No claims management strategy in place
The Solution
Safe Scope commenced a workers compensation program with the client, implementing the following:
Service guarantee
-24/7 telephone assistance
-Calls returned within 24 hours
-Correspondence responded to within three days
Structured workers compensation program
Insurer structured claim strategies tailored to client needs
Monthly insurer claims review meetings
Weekly senior staff meetings for return-to-work planning and early issue resolution
Safe Scope recommended appointing preferred rehabilitation and investigation providers to ensure consistency in assisting management of claims
Achievements
Over the past eight months, Safe Scope has actively collaborated with the client to manage their workers compensation program achieving:
A claims management program that includes regular reviews with key stakeholders
Robust claim strategies for the complex claims
Senior staff engagement to drive return-to-work solutions and reduce claim costs
Current year claims
costs/incurred significantly lower than previous years. Large 2021/22 year claim settled well below insurer’s reserve
Reduced claim frequency
Claims Cost Performance
A key achievement has been the reduction in current-year claim costs, both in total payments and incurred costs. With their renewal approaching, this will positively impact the program’s pricing.
Looking Ahead
As renewal approaches, Safe Scope is focused on assisting the client with:
Advancing claims to finalisation promptly in preparation ahead of renewal. Resolution for three claims from the 2021/22 year. There are currently strategies in place to have them resolved prior to renewal
Mobilising the claims management strategy for any new claims
Benefits
The client now has a comprehensive workers compensation claims program, with senior management and operational staff overseeing open claims and contributing to claims management strategies All staff involved have improved awareness of claim costs on the business, driving positive results.
This has significantly reduced current-year claim costs and contained prior-year costs. These improvements will influence 2025 policy renewal terms, enabling the broker to secure the best possible rate
Contact the friendly team at Safe Scope for an obligation-free consultation . E: info@safescope.au M: 1300 766 327
6
6 key recruitment trends you need to know in 2025 to know in 2025
key recruitment trends you need
We’ve well and truly made a dent in 2025.
As we head further into the year, it’s more important than ever for recruitment agencies to have a plan on how they can stay ahead of the curve. JobAdder’s State of Recruitment 2025 Report takes a deep dive into key trends and insights that shaped the Australian market over the last year, as well as what’s likely to shake things up this year.
To set yourself up for success, these are the key trends that should be on your radar.
1. Hope for the job market to bounce back
Job demand took a hit in 2024, with Australia seeing a 5 4% dip in job creation. However, there are signs of stability ahead.
In the UK, where market trends often influence Australia, job demand saw only a 3 4% decline, indicating potential improvement on the horizon
While we wait for an upswing, savvy agencies are using this time to strengthen relationships and refine their strategies.
2. Applications at an all-time high
A whopping 42% surge in job applications means recruiters are busier than ever More candidates might sound like a dream, but managing that influx is a real challenge.
The agencies winning the game? Those using tech and automation to keep things smooth without losing the human touch – which 69% of agencies are already doing
3. Temp roles continue to take over
The shift towards flexibility is undeniable. In Australia, temp roles now make up 80% of all agency placements, reflecting the growing demand for agile workforce solutions
Businesses want flexibility and agencies who can deliver fast, high-quality temp solutions So the real question is; does your agency have the capability and tech to meet those needs?
4. Business development has some room for improvement
There’s a growing gap between new job creation and placements, meaning agencies need to up their business development game if they want to surge ahead of the competition. Only 5% of agencies say they’re happy with their current BD strategy, so if you’ve been winging it, this is your sign to rethink your approach.
5. Rethinking job ads vs. proactive sourcing
It’s time to move away from relying so heavily on job ads
Right now, 79% of applications in Australia come from ads, yet agencies using their own candidate databases are placing roles 5.6x faster.
Why waste time and resources when the right talent is already in your system?
6. The money squeeze is real
With agency costs rising and fee structures shifting, it’s essential for agencies to find creative ways to keep profits up without cutting corners on service quality. Some agencies are embracing offshoring, while others are doubling down on efficiency through tech and smarter processes
We were grateful to have been joined by Lesley Horsburgh, Managing Director of APSCo, for the State of Recruitment webinar, where she shared some fantastic insights into why these key recruitment trends are coming about in 2025..
“2024 has presented tough conditions for the Australian market.
Unlike previous downturns, this has been markedly different in that it’s been incredibly hard to forecast, largely due to its unpredictability
Patchy is how I’d best describe the year, with fluctuating demand driven by economic uncertainty.
Layered with some of the tightest industrial relations regulation in the world and the rise in cost to operate in Australia, leaders are feeling the pressure to further tighten their belts.
Controlling the controllable is the only strategy that will leave leaders well poised for a market that will inevitably bounce back
That means leveraging efficiencies through automation and AI, relieving costs through offshoring, and a returned focus to business development.”
Want the full scoop?
This is just a sneak peek of what’s inside JobAdder’s State of Recruitment 2025 Report
If you’re serious about staying ahead of the competition, download the full report now and get the insights you need to level up your recruitment.
FWC finds ending of long-term FWC finds ending of long-term assignment unfair assignment unfair
Recently the Fair Work Commission (FWC) decided that ending a long-term on-hire assignment because of a client's request was unfair. While acknowledging the challenges posed by a client demand to end a long-term assignment immediately, the FWC outlined how such situations should be handled. Martin Richardson from Ready set Recruit writes.
Background
In 2015, the employee was assigned to Sigma HealthCare as a Store Worker by ProQuest Recruitment, working 37 5 hours per week In 2024, she accidentally swapped delivery labels on two boxes, which were then sent to the wrong addresses. A few days later, Sigma asked that the employee no longer be assigned to them.
Two days after that, ProQuest told the employee that her assignment had ended but that she was still employed and they would look for other work for her The employee then filed an unfair dismissal claim against ProQuest.
Unfair Dismissal Claim
The FWC agreed that the employee had been dismissed, considering the wording of her Casual Employment Agreement (which had clauses including “On the termination of an Assignment…My employment will end…”) and the full-time nature of the assignment.
The FWC found there was a valid reason for the dismissal, including the client's permission being essential for her to work, ProQuest having no contractual basis to dispute the instruction, and previous picking errors
However, the FWC criticized ProQuest for not resisting Sigma's instruction to remove the employee and for not consulting with her.
The dismissal was deemed unreasonable and harsh, but the employee received no compensation because she was a casual employee and her employment was tied to the Sigma assignment.
Takeaways
1.Contract terms:
It’s vital to ensure your agency is using appropriate on-hire casual employment terms that properly articulate termination of the overarching employment v an individual assignment.
You should also ensure client terms of business clarify each party’s role and obligations when ending assignments.
2 Worker offboarding: You should tread carefully when a client asks to abruptly end a long-serving employee's assignment.
You should understand your contractual position (see point 1), and where possible, speak with the employee and the client to understand the context, their positions and whether the decision to end the assignment is fair
Where it does not appear to be fair, you should (subject to commercial terms and operational needs) speak with the client about whether there is any alternative to ending the assignment
Why Tech-led firms will outperform Why Tech-led firms will outperform traditional models traditional models
The recruitment industry is undergoing a seismic shift. For years, growth in recruitment businesses has been tied to headcount—more consultants meant more revenue. But that model is reaching its limits and the most successful firms are the ones embracing technology, AI, and automation to drive efficiency, scalability, and ultimately, higher EBITDA margins Mercury explains.
Why traditional growth strategies are failing
For decades, recruitment businesses scaled in a straightforward way: hire more recruiters, make more placements and increase revenue.
But this approach is increasingly unsustainable. It’s costly, resource-intensive, and in volatile markets, it doesn’t always guarantee success
With rising operational costs and fluctuating hiring demands, recruitment firms that rely solely on human capital struggle to maintain profitability
The firms that thrive are those leveraging technology to automate manual processes, enhance decision-making, and maximise efficiency, with some achieving EBITDA margins beyond 25%.
The key to profitability and scalability
The difference between being a tech-enabled recruitment firm and a tech-led one is vast.
Tech-enabled firms use software to assist with tasks, while tech-led firms build their entire operations around AI, automation, and data-driven decision-making and use them to differentiate their offer and reposition their client and candidate service.
The real value of AI in recruitment
The impact of these AI-driven innovations is clear: firms that leverage automation and AI can scale without dramatically increasing headcount This results in:
Lower operational costs due to reduced reliance on manual tasks
Higher recruiter productivity, allowing teams to focus on relationship-building rather than admin work. Greater scalability, as businesses can handle more roles and clients without proportionally increasing overheads. Stronger EBITDA margins, making these businesses more attractive for investment and acquisition
Tech-first recruitment firms will lead the market
As Chris Kendrick put it, the key question is no longer if AI will take over core recruitment functions, but how soon.
Recruitment firms that resist technology risk being left behind, while those that embrace AI-driven models will see stronger profitability, greater efficiency, and higher enterprise value at exit
The bottom line? Best-in-class recruitment is powered by intelligent technology
The firms that recognise this shift and adapt accordingly will be the ones dominating the industry in the years to come.
To learn more about how Mercury is helping recruitment businesses scale through AI and automation, visit: https://wearemercury.com/
Five trends recruitment agency leaders in Five trends recruitment agency leaders in
Australia should know to stay ahead of the Australia should know to stay ahead of the curve in 2025 curve in 2025
The recruitment landscape is rapidly evolving, driven by technological advancements, shifting work cultures, and changing candidate expectations. Recruitment agencies in Australia must adapt to these trends to remain competitive in 2025 and beyond. From artificial intelligence (AI) to flexible work arrangements, several recruitment trends are poised to transform the industry. The Access Group explains.
#1
AI and automation
AI and automation are reshaping the recruitment industry trends, offering innovative solutions to streamline processes and enhance decision-making
By leveraging AI-powered tools, recruiters can automate repetitive tasks, analyse vast amounts of data, and gain valuable insights to make informed decisions.
While boosting efficiency, careful implementation is crucial to avoid bias Ethically trained AI should be used as a tool, not a decisionmaker, and its impact on diversity must be monitored to ensure fairness.
#2 Skill-based hiring
Skills-based hiring focuses on evaluating a candidate's skills over traditional qualifications like degrees, certifications and years of experience
This strategy allows organisations to help future-proof the workforce, prioritise skill development, and set people up for success through skills-based hiring
It broadens the talent pool, improves diversity and inclusion, and reduces onboarding time.
A high-quality, skill-tagged candidate database within your CRM/ATS is crucial for effectively matching candidates to roles
#3 Candidate’s need for speed
The job market of 2025 is a dynamic landscape where candidates hold power. Today's job seekers are more discerning than ever. They expect a seamless, efficient, and personalised recruitment experience
To attract top talent, recruiters must prioritize candidate experience by leveraging technology.
ATS software automates tasks and matches candidates, automated onboarding streamlines the process, and video interviewing reduces costs and speeds up screening, creating a more efficient and positive experience.
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