Despite retail remaining Australia's second-largest employer with 1.34 million workers, the hiring landscape has shifted dramatically. Job advertisements have dropped 10.8% year-on-year, while applications per posting have plummeted 19%. More telling is the stark 29% gap between available retail positions and active job seekers – a supply-demand imbalance that will intensify during peak season.

The Candidate Experience Crisis

The data reveals why retailers are losing the talent war: 88% of Australian job seekers report being "ghosted" by employers, while 55% cite unclear salary information as their primary frustration. Perhaps most damaging, 49% abandon applications due to frustrating processes, and 24% walk away when hiring takes too long.

For an industry targeting a predominantly young, university-educated demographic (72% of retail job seekers hold degrees, 52% are aged 25-34), these outdated practices are particularly costly.

The Christmas Imperative

Seasonal hiring amplifies these challenges. Retailers need to process high volumes of applications quickly while maintaining quality candidate experiences. The traditional approach of lengthy, manual processes simply won't work when competing for casual and temporary Christmas staff.

Solutions for Success

Smart retailers are embracing platforms like HarrierLift that address core pain points through automated soft skills assessments, lightning-fast processing (apply-to-offer in 48 hours), and seamless integration with existing systems. Key improvements include streamlined applications with salary transparency, automated communication preventing candidate "ghosting," and video-based evaluations identifying top performers.

Support for Unprepared Teams

For retailers behind in their Christmas planning, Harrier's Flex Hiring services offer immediate solutions. These services deploy seasoned recruitment professionals within days, providing complete tech stacks and processes without infrastructure investment. Teams can scale capacity during peak periods then scale back when demand settles, delivering enterprise-grade quality through strategic channel selection and process efficiency.

The Bottom Line

This Christmas, retailers can't afford to lose quality candidates to poor processes. With 85% checking company reviews before applying, every negative experience damages your talent pipeline. Whether through technology adoption or flexible recruitment support, those who prioritise candidate experience will secure the best seasonal talent in an increasingly competitive market. 

• Determine their critical talent priorities
• Identify investments in growth to maintain a competitive edge
• Understand current capability and the pathways to meeting future workforce needs
• Leverage the strengths of the existing workforce and talent function.

Post workshop, you will receive a Foundation-level Talent Evolution Framework Report which includes: