Why jobseekers are swiping right on better offers

Attracting talent is not just about salary anymore; it is about moving quickly, communicating well, and presenting a compelling opportunity from the first interaction all the way through to the offering stage of the job process.

Australian jobseekers are taking a more cautious approach towards the job market in 2026, with a recent people2people Recruitment report showing that 62 per cent are now engaged in at least three interview processes simultaneously.

At the same time, 36 per cent described themselves as passively looking or hesitant to move, which was a 12 per cent increase since 2025, pointing to a workforce that is active, but increasingly selective.

Regarding the current hiring trends and candidate behaviour in a competitive job market, Leanne Lazarus, recruitment manager, specialist at people2people Recruitment, said: “What the data shows is that candidates are still active, but they are moving through the market more carefully.”

“When 62 per cent of jobseekers are in at least three interview processes at once, employers cannot assume interest equals commitment … the market is rewarding speed, communication, and clarity.”

One of the clearest shifts in this year’s data was the rise in candidate hesitation, which suggested many candidates remained open to opportunity but were less willing to take risks unless the role was clearly stronger than what they already had.

It also reflected a broader stability-first mindset that emerged in the labour market.

As previously reported, this notion is often described as “job hugging”, which is a very popular trend where workers stay closer to the security of their current role while watching the market carefully from the sidelines.

The research also highlighted why offers often fall over in the first place.

Poor communication led the list at 41 per cent, followed by poor candidate experience at 35 per cent and hiring processes that were too long at 31 per cent.

Better offers elsewhere accounted for 24 per cent, which reinforced how quickly strong candidates moved on when recruitment processes lost momentum.

The report also showed that AI ultimately shapes job search behaviour, though adoption remained mixed.

While 41 per cent of jobseekers said they did not use AI at all, others were using it for job matching, CV and cover letter writing, and email drafting.

At the same time, 30 per cent worried that employers might reject AI-generated applications, suggesting confidence in the tools was still being matched by uncertainty about employer expectations.

“That tells us candidates are interested in the efficiency AI can offer, but they are still unsure where employers draw the line,” Leanne said.

“The opportunity for employers is to be clearer about what they value: authenticity, relevance, and quality of application, regardless of whether a candidate used technology to help structure it.”

People2people noted that for 2026, the message for the job market overall should be quite clear.

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