Australian businesses are taking significantly longer to hire permanent employees, with delays increasingly placing strain on existing teams and operational performance, according to new research by recruitment firm Robert Half.
The independent study, conducted among 500 hiring managers across Australia, found that employers now take an average of five weeks to complete a permanent hire—from drafting a job description to securing a signed offer. Nearly one in three organisations (31%) reported that their hiring process extends beyond six weeks, while just 11% are able to fill roles within two weeks or less.
The findings mark a clear shift from earlier years. A comparable survey conducted in 2017 showed that 70% of employees received job offers within four weeks, highlighting how cautious hiring behaviour has become despite relatively high candidate availability.
Nicole Gorton, Director at Robert Half, said employers are walking a fine line between speed and certainty. “Businesses are being far more deliberate before committing to permanent hires. While the need to move quickly remains, there is heightened pressure to ensure the right long-term fit,” she said.
Attracting suitable candidates emerged as the most common challenge, cited by 60% of employers. Screening resumes (56%), conducting interviews (40%), decision-making (40%), and defining roles (37%) were also identified as major bottlenecks. Only 2% of employers said they faced no hiring challenges.
The impact of prolonged hiring cycles is already being felt across organisations. More than 90% of employers reported negative consequences, including increased workloads for existing staff (44%), delayed project timelines (32%), higher employee turnover (30%), and reduced team morale (29%). Some businesses also reported declining service quality and lost revenue opportunities.
Gorton noted that while AI tools are helping streamline parts of recruitment, they have also increased the need for deeper assessment. “Hiring success today is no longer just about filling vacancies—it’s about balancing rigour, speed, and employee wellbeing in a more complex talent market,” she said.