Victoria labour market update:
Key trends and insights for 2025
Victoria’s labour market is showing signs of tension and transition in early 2025. A 17.0% drop in job ads suggests a slowdown in hiring activity, likely influenced by economic caution or reduced business confidence. Despite this, unemployment sits at a steady 4.6%, indicating that while job creation may have dipped, job losses haven’t surged.
Job seeker sentiment remains strong, with 77% identifying as active job seekers. This indicates high mobility and competition, although employers are still grappling with key challenges—26% cite irrelevant applications, 21% are overwhelmed by overseas applicants, and 18% face stiff competition for talent. Soft challenges like candidate unreliability (15%) and ghosting (12%) also persist, adding complexity to the hiring process.
Wage growth offers a silver lining, with public wages up 2.9% and private wages rising 3.3%. This could attract more talent to the market and ease some recruitment hurdles, but only if job quality and clarity improve. In the months ahead, targeted attraction strategies and better candidate engagement will be critical for successful hiring.
Employment trends impacting Victoria's labour market in 2025
What is the financial impact of a slow hiring process?
In a competitive job market, speed matters—especially when it comes to hiring. A slow recruitment process can lead to missed opportunities, increased costs, and added pressure on existing teams. But what is the true financial impact of delayed hiring? How much does it cost businesses to lose top candidates, extend vacancies, and strain productivity?
What are the most desired employee benefits in 2025?
In 2025, the landscape of employee benefits is evolving to meet the changing priorities of the workforce. But what specific benefits are employees seeking most? How can organizations tailor their packages to align with these expectations? Getting it right could be the difference between retaining top talent and losing them to the competition.
What key factors are driving talent retention in 2025?
Talent retention is a crucial focus in today’s competitive workforce. What drives employee loyalty, from career opportunities to work-life balance? How can businesses align retention strategies with employee expectations and bridge gaps in understanding between managers and staff to foster meaningful, engaging, and productive workplace environments in 2025?
Employment trends impacting Victoria's labour market in 2024
What is the financial impact of a slow hiring process?
In a competitive job market, speed matters—especially when it comes to hiring. A slow recruitment process can lead to missed opportunities, increased costs, and added pressure on existing teams. But what is the true financial impact of delayed hiring? How much does it cost businesses to lose top candidates, extend vacancies, and strain productivity?
What are the most desired employee benefits in 2025?
In 2025, the landscape of employee benefits is evolving to meet the changing priorities of the workforce. But what specific benefits are employees seeking most? How can organizations tailor their packages to align with these expectations? Getting it right could be the difference between retaining top talent and losing them to the competition.
What key factors are driving talent retention in 2025?
Talent retention is a crucial focus in today’s competitive workforce. What drives employee loyalty, from career opportunities to work-life balance? How can businesses align retention strategies with employee expectations and bridge gaps in understanding between managers and staff to foster meaningful, engaging, and productive workplace environments in 2025?
What is the financial impact of a slow hiring process?
In addition, work-life balance, flexible working arrangements, and a strong sense of purpose remain vital to retention efforts. Organisational culture, job stability, and accessible mental health support continue to shape employee satisfaction, reflecting the growing demand for a more human-centric workplace. While environmental impact and community involvement rank slightly lower, they still matter to a meaningful portion of the workforce. As retention strategies mature in 2025, understanding and acting on these priorities will be essential to staying competitive in the talent market.
In 2025, career development remains the top driver of employee retention, with increasing emphasis on training, upskilling, and supportive leadership. Trust in management and access to clear growth pathways continue to influence whether employees choose to stay. While both hiring managers and employees agree on the importance of competitive pay, the largest disconnect still lies in the perceived value of learning and development. Employees are prioritising ongoing career growth, while some managers continue to underestimate its impact—highlighting the urgent need to align strategies with evolving employee expectations.
What is the financial impact of a slow hiring process?
A slow hiring process can cost more than just time—it can significantly impact a company’s bottom line. Extended vacancies lead to lost productivity, increased pressure on existing staff, and the potential loss of top talent to faster-moving competitors. In 2025’s competitive market, speed and efficiency in recruitment are more critical than ever. What are the true financial risks, and how can employers streamline hiring without sacrificing quality?
In addition, work-life balance, flexible working arrangements, and a strong sense of purpose remain vital to retention efforts. Organisational culture, job stability, and accessible mental health support continue to shape employee satisfaction, reflecting the growing demand for a more human-centric workplace. While environmental impact and community involvement rank slightly lower, they still matter to a meaningful portion of the workforce. As retention strategies mature in 2025, understanding and acting on these priorities will be essential to staying competitive in the talent market.
In 2025, career development remains the top driver of employee retention, with increasing emphasis on training, upskilling, and supportive leadership. Trust in management and access to clear growth pathways continue to influence whether employees choose to stay. While both hiring managers and employees agree on the importance of competitive pay, the largest disconnect still lies in the perceived value of learning and development. Employees are prioritising ongoing career growth, while some managers continue to underestimate its impact—highlighting the urgent need to align strategies with evolving employee expectations.
What are the most desired employee benefits in 2025?
To remain competitive, many employers emphasize flexibility, career growth opportunities, and strong company reputations to attract candidates. However, job seekers’ expectations around returning to the office vary widely, with many requiring significant incentives, such as pay rises, to give up flexible arrangements. Additionally, timing plays a critical role, as over half of job seekers expect work flexibility to be available from their first day in a new role.
Work-from-home preferences reveal that most employees desire a hybrid model, balancing office presence with remote work. While some teams adopt shared anchor days in the office, others implement tailored individual flexibility arrangements. Employers who fail to adapt risk resignations, as flexibility continues to be a driving force in job satisfaction and decision-making for modern professionals.
What are the most desired employee benefits in 2025?
In 2025, the landscape of employee benefits is evolving to meet the changing priorities of the workforce. Companies are enhancing their offerings to attract and retain top talent by focusing on comprehensive health coverage, flexible work arrangements, and financial wellness programs. But what specific benefits are employees seeking most? How can organizations tailor their packages to align with these expectations? Understanding the most desired employee benefits in 2025 is crucial for businesses aiming to foster a satisfied and productive workforce.
To remain competitive, many employers emphasize flexibility, career growth opportunities, and strong company reputations to attract candidates. However, job seekers’ expectations around returning to the office vary widely, with many requiring significant incentives, such as pay rises, to give up flexible arrangements. Additionally, timing plays a critical role, as over half of job seekers expect work flexibility to be available from their first day in a new role.
Work-from-home preferences reveal that most employees desire a hybrid model, balancing office presence with remote work. While some teams adopt shared anchor days in the office, others implement tailored individual flexibility arrangements. Employers who fail to adapt risk resignations, as flexibility continues to be a driving force in job satisfaction and decision-making for modern professionals.
What key factors are driving talent retention in 2025?
To address rising turnover in 2025, organisations are leaning into more holistic and proactive retention strategies. Competitive base salaries, personalised career development plans, and a strong focus on upskilling are at the forefront. There’s also a growing trend of investing in employee experience—offering hybrid work options, wellbeing initiatives, and fostering internal mobility through lateral and cross-functional moves. These efforts signal a deeper commitment to building inclusive, future-ready workplaces where employees feel supported, engaged, and empowered to grow.
One of the most significant reasons employees continue to leave their roles in 2025 is the lack of clear career growth opportunities. This remains a leading driver of attrition, alongside low compensation, ineffective management, and workplace cultures that fail to support employee wellbeing. Increasingly, workers are also voicing concerns over limited flexibility, poor work-life balance, and outdated or insufficient employee benefits. These ongoing challenges highlight the importance for organisations to reassess their internal structures and create environments that align with the shifting values and expectations of today’s workforce.
What key factors are driving talent retention in 2025?
Talent retention remains a top priority for organizations in today’s competitive job market. With evolving workforce dynamics, understanding what matters most to employees and job seekers is critical for employers to develop strategies that foster loyalty and engagement. Exploring key retention levers, including career opportunities, management support, and work-life balance, reveals how companies can better align their efforts with employee priorities to create meaningful workplace experiences.
To address rising turnover in 2025, organisations are leaning into more holistic and proactive retention strategies. Competitive base salaries, personalised career development plans, and a strong focus on upskilling are at the forefront. There’s also a growing trend of investing in employee experience—offering hybrid work options, wellbeing initiatives, and fostering internal mobility through lateral and cross-functional moves. These efforts signal a deeper commitment to building inclusive, future-ready workplaces where employees feel supported, engaged, and empowered to grow.
One of the most significant reasons employees continue to leave their roles in 2025 is the lack of clear career growth opportunities. This remains a leading driver of attrition, alongside low compensation, ineffective management, and workplace cultures that fail to support employee wellbeing. Increasingly, workers are also voicing concerns over limited flexibility, poor work-life balance, and outdated or insufficient employee benefits. These ongoing challenges highlight the importance for organisations to reassess their internal structures and create environments that align with the shifting values and expectations of today’s workforce.
Our Victoria Recruitment Team at people2people
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