Insights

​The start of the year presents businesses with the opportunity to reflect on how their teams are structured and how well their hiring approach is actually supporting the business.

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In our work as a recruitment agency supporting employers across Melbourne and beyond, these conversations often surface when roles start to shift, workloads change, or growth plans prompt a closer look at capacity and capability.

Rather than rewriting your hiring playbook entirely, 2026 may be an opportunity to reassess what has worked well in recent years, and where a few considered adjustments could lead to stronger outcomes. Below, we share some observations from our day-to-day recruitment work that you may find useful to review in your business this year.

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Consider your workforce strategy

One of the most common challenges we see is recruitment being driven by immediate pressure. A resignation, an increase in workload, or a delayed project can quickly lead to a rush to hire, often without time to step back and assess the bigger picture.

When organisations take a more holistic view of their workforce, recruitment decisions tend to be more effective. This might involve reviewing future capability needs, succession risks, role clarity, or how work is currently distributed across teams.

Approaching hiring from a strategic standpoint can help ensure new roles genuinely add value, rather than simply relieving short-term pressure.

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Clarifying value as well as expectations

In many recruitment conversations, employers are very clear about the skills and experience they require. Where challenges can arise is in clearly articulating what the role offers in return.

Candidates are increasingly looking for a clear picture of how a role fits within the organisation, what success looks like, and how they will be supported to do their best work. This goes well beyond remuneration and job titles.

Being able to clearly communicate development opportunities, leadership style, team dynamics and expectations can make a meaningful difference when working with recruitment agencies or job placement agencies to attract candidates who are genuinely aligned with the role.

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Reconsidering what “essential” really means

In a competitive talent market, holding out for a candidate who meets every criterion can lead to prolonged vacancies. On the other hand, compromising too far can create challenges down the track.

One approach we often encourage is distinguishing between skills that are essential from day one and those that can be developed with the right support. This mindset can broaden your candidate pool and open the door to strong performers with transferable experience.

In our experience working with employers through tailored recruitment services, some of the most successful placements are those where potential and capability are valued alongside direct experience.

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Treating candidate experience as part of employer reputation

Candidate experience isn’t always visible from the employer side, but it plays a significant role in how an organisation is perceived in the market.

Clear communication, realistic timelines and thoughtful feedback all signal professionalism and respect. Where processes feel rushed or unclear, candidates may disengage, even when the role itself is appealing.

Employers who treat recruitment as a two-way conversation often build stronger relationships with candidates, regardless of the outcome. This is particularly important in markets like Melbourne, where competition between recruitment agencies and job agencies is high.

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Being clear and practical about flexibility

Flexibility continues to be an important consideration for many candidates, but it’s not a one-size-fits-all concept. In our conversations, clarity often matters more than offering maximum flexibility without context.

Employers who are upfront about what flexibility looks like in practice – and why certain structures are in place – are often better received than those who overpromise or avoid the conversation altogether.

Honest, well-explained expectations help set roles up for long-term success.

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Working with recruitment partners early

We’re often engaged when time pressure is already high. When recruitment partners are involved earlier, there is more opportunity to shape roles, test assumptions and align expectations with current market conditions.

A collaborative approach allows for more informed decision-making and can reduce the risk of misaligned hires. From our perspective as a Melbourne recruitment agency, the strongest outcomes come from partnerships built on trust, transparency and shared objectives.

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A considered approach to hiring

2026 presents an opportunity for employers to approach hiring with intention rather than urgency. Small shifts in strategy, communication and expectations can have a meaningful impact on outcomes.

At Becks Wiggins Stokes, we work alongside organisations as a trusted recruitment agency to support thoughtful, well-aligned hiring decisions. Our focus is on helping clients build teams equipped not just for today’s needs, but for what lies ahead.

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If you’d like to discuss your hiring plans or explore how our recruitment services could support your business, get in touch with our team at careers@bwsrecruitment.com.au

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