The job market in 2026 looks different to what it did even 18 months ago. More applications are being submitted than ever before, hiring timelines have stretched out, and the rise of AI has changed what both candidates and employers are dealing with on either side of the process.
If you're job hunting right now, or thinking about making a move, here's what's actually working, and what to avoid.
The market in 2026: what candidates are up against
Let's be honest about what's happening. Application volumes are up significantly across most industries, driven largely by AI tools that make it faster and easier to apply. That sounds like good news for candidates, but the reality is that higher volumes have made shortlisting harder, and employers more cautious.
At the same time, many strong candidates are sitting tight. If you're actively looking, you're actually competing against a smaller pool of quality applicants than the raw numbers suggest. The challenge is cutting through the noise.
1. Your CV needs to do more than list jobs
Most CVs describe what someone did. The ones that get calls describe what someone achieved.
There's a real difference between:
"Managed a team of five and oversaw project delivery"
and
"Led a team of five to deliver a $2.4M infrastructure project four weeks ahead of schedule."
Numbers don't have to be enormous to be compelling, they just have to be real and specific. Think about the size of the budgets you managed, the timelines you hit, the percentage improvements you contributed to. If you're unsure where to start, work backwards: what would your manager say you were best at? Put that in the first half of your CV.
One more thing: keep it to two pages. Hiring managers aren't reading past page three.
2. The ATS problem is real- but it's not unsolvable
Most mid-to-large employers now use Applicant Tracking Systems to screen applications before a human sees them. These systems scan for keywords and can filter out otherwise strong candidates who simply didn't use the right language.
The fix isn't to stuff your CV with every keyword imaginable — that reads as poorly to a recruiter as it does to software. Instead, read each job ad carefully and mirror the specific language they use for skills and responsibilities that you genuinely have. If they say "stakeholder engagement" and you've been writing "relationship management," that small mismatch could cost you a shortlist.
3. LinkedIn is doing more work than you think
Even when you apply through a job board, most hiring managers and recruiters will check your LinkedIn profile before deciding whether to progress you. A sparse or outdated profile creates doubt.
At minimum, make sure your headline isn't just your job title. A line like "Operations Manager | Process improvement | Mining & Resources | WA-based" tells a much clearer story than "Operations Manager at XYZ Company."
If you're open to opportunities, turn on the "Open to Work" setting, it's visible to recruiters even when it's not displayed publicly on your profile. And if you haven't updated your profile since your last job search, now is the time.
4. Applying cold rarely works- but most people still do it
The majority of job applications go through job boards, and the majority of those applications don't get a response. That's not a system failure; it's just the math of high volumes.
The roles that get filled faster, and with candidates who are more satisfied in them, are almost always filled through networks, direct referrals, people who were already known to the employer, or candidates who came through a recruiter relationship.
This doesn't mean you shouldn't apply directly. But it does mean that applying and doing nothing else is a low-probability strategy. If you see a role at a company you're interested in, find out who the hiring manager or team leader is on LinkedIn and send a brief, direct message. Not asking for a job, just expressing genuine interest and asking a question about the role or team. It works more often than people expect.
5. Interview preparation has a higher bar now
Hiring managers are increasingly using structured, behavioural interview formats, particularly for roles with more than a handful of candidates. These aren't trick questions, but they do require preparation.
The STAR method (Situation, Task, Action, Result) is still the best framework for answering behavioural questions. What trips people up isn't the structure, it's not having specific examples ready. Most candidates can speak generally about what they've done; the ones who land the role can tell a precise story about a specific moment.
Prepare four or five detailed examples that cover: leading through a challenge, resolving a conflict or difficult situation, delivering results under pressure, and something you'd do differently if you had the chance. Those four themes cover most of what you'll be asked.
6. The follow-up still matters
After an interview, a short thank-you email within 24 hours is still relatively uncommon, and still noticed. It doesn't need to be long. A few lines that reference something specific from the conversation and restate your interest in the role is enough.
If you haven't heard back within the timeframe you were given, one follow-up is appropriate. Two starts to feel like pressure. The goal is to show you're engaged, not to apply pressure.
What employers are actually looking for right now
For employers reading this: the candidates who are standing out in 2026 aren't necessarily the ones with the most experience on paper. They're the ones who can demonstrate how they think, how they work with others, and how they've handled situations that didn't go to plan.
Skills-based hiring is becoming more common, particularly in sectors experiencing talent shortages, and that means transferable skills, learning agility, and demonstrated adaptability are worth more than a CV that perfectly matches a job description.
If you're struggling to fill roles, it may be worth reviewing whether the criteria you're screening for are essential, or just familiar. The candidates you've been overlooking might be closer than you think.
Ready to make a move?
Whether you're actively job hunting or just starting to think about what's next, Kollab can help. We work with candidates and employers across [your industries/regions] to make hiring faster, clearer, and less painful for everyone involved.