Hiring in Australia is not stopping. It is getting selective. The unemployment rate fell to 4.1 percent in December 2025. Employment rose by 65,200 in the same month. Vacancies are also easing. Job vacancies fell 0.2 percent in the three months to November 2025. Total vacancies sat at 327,600 in trend terms. Job ads tell a similar story with one twist. SEEK reported job ads fell 1.2 percent in December and were down 3.5 percent year on year. New South Wales fell 1.0 percent month on month and is now down over 4 percent year on year.  Jobs and Skills Australia reported online job ads rose 3.2 percent in December to 212,600 and remain around 25 percent above the 2019 average.

That mix creates a very specific market. Fewer roles get approved. The roles that do go live are tied to outcomes. Western Sydney employers will win in 2026 by writing sharper briefs, moving faster once aligned and hiring people who can show impact early.

Accounting support stays resilient when leaders get cautious. The workload does not disappear. The focus shifts to cashflow, control and clean processes. With vacancies easing and job ads softening, many employers will protect headcount and lean harder on temps for backfills and clean ups. 

We predict steady demand for accounts payable, accounts receivable, billings, credit control and payroll support. The strongest candidates will be process driven and calm under pressure. They will also lift quality, reduce rework and keep stakeholders confident.

Senior finance hiring will be more selective but more urgent when it lands. In a market where every hire must justify itself, finance leaders who can protect margin and improve forecasting become a priority. Job vacancies are down from the 2022 peak and that usually increases scrutiny on every senior brief. 

We predict demand will hold for commercial finance, FP&A, financial control and governance heavy roles. Employers will also keep hiring for finance leaders who can drive systems uplift and reporting accuracy. Candidates will win by proving outcomes. Think working capital, cost control and decision support that changed behaviour.

Business support will split into two lanes in 2026. One lane is high trust support for leaders who are stretched. The other lane is fast cover for teams protecting budget. New South Wales job ads are down over 4 percent year on year which usually pushes employers to hire fewer people with broader scope. 

We predict strong demand for EAs, office managers and team assistants who can run systems without supervision. The best hires will be operators who create order fast. They will lift execution speed across the whole team, not just provide admin cover.

Customer teams are being asked to do more with less. SEEK data shows Call Centre and Customer Service ads fell 1.9 percent in December. That points to tighter headcount and more focus on capability. 

We predict continued hiring for higher complexity service roles. Complaints, retention, team leads and quality coaches will stay important. AI will absorb simple queries which increases the emotional load of what remains. Candidates who can de-escalate and write clearly will move faster in 2026.

HR stays active when leaders focus on retention and performance. SEEK shows Human Resources and Management grew 0.2 percent in December. That is a clear signal that people risk is still a priority. 

We predict demand for HR generalists with strong ER skills plus HRBPs who can coach managers through pressure. Workforce planning and capability uplift will matter more as employers hire fewer people and need faster ramp times. The strongest HR candidates will prove they can reduce churn, lift manager confidence and keep decisions defensible.

Key takeaways for 2026

• Western Sydney hiring is not slow. It is selective.
• If your brief is vague and salary not market level, you will lose time and you will lose candidates.
• If your process drags, you will pay more or settle.
• The hires that get approved will be tied to outcomes.
• Temp and contract will stay a smart lever when you need output fast but headcount is tight.

If you are hiring, we will help you tighten the role, set the right salary expectation, map the market and move quickly once you find the right person.

If you are a candidate, we will help you get clear on your next move, sharpen your story and target roles where you can win.