New research from recruiter Robert Half has found that almost all New Zealand employers struggle to pick out exceptional candidates, despite a sharp rise in job applications.
The survey of 250 hiring managers in finance, accounting, and IT and technology found that 98% of employers reported difficulty identifying standout candidates in the current market. It also found that 93% of employers had seen an increase in candidates applying for roles they were overqualified for during the past year.
The findings land as labour market signals point in different directions. New Zealand's unemployment rate stands at 5.4%, while Seek reported job ad applications up 19.6% year on year. Employers reported heavy inbound interest for many roles. They also described a tighter contest for candidates they regard as the best fit.
Overqualification rise
Robert Half said employers increasingly receive applications from people whose experience exceeds the requirements of the role. Technology hiring managers reported the highest prevalence. The research found that 96% of technology hiring managers had seen more overqualified applicants. That compared with 90% in finance and accounting.
The survey results suggest employers see risks as well as potential advantages in hiring candidates with more experience than a role needs. They also point to a market where some jobseekers are prioritising security, while employers weigh retention and engagement concerns alongside immediate skills needs.
"We're seeing a growing number of professionals applying for roles beneath their experience level, particularly in sectors like technology and finance. While it might seem like a bonus to hire someone overqualified, it can be a double-edged sword. If the position doesn't fully leverage their skillset, it may lead to disengagement, lower morale and, ultimately, higher turnover," said Ronil Singh, Director, Robert Half.
Screening pressures
The research points to a recruitment process under strain from volume and from changes in how candidates prepare applications. Employers highlighted several obstacles that complicate shortlisting and assessment, even when applicant numbers rise.
Automated screening tools featured prominently. Some employers said these systems can miss strong candidates. Robert Half's survey found 37% cited automated screening tools missing strong candidates as a key challenge.
High application volumes also ranked closely. The survey found 36% of employers said the volume of applications made it difficult to review candidates thoroughly. Another 36% cited difficulty assessing AI-generated CVs as an obstacle to judging candidate quality.
Other concerns centred on assessment beyond the CV. The research found 34% of employers cited limited visibility into soft skills or cultural fit. A further 34% pointed to generic CVs and cover letters that do not highlight unique strengths. Another 34% cited difficulty assessing long-term potential or commitment.
What stands out
The survey also asked employers what attributes help candidates rise above a crowded field. Soft skills sat at the top of the list. Robert Half found that 34% of employers said strong interpersonal or soft skills helped candidates stand out.
Experience and communication followed closely. The survey found 31% of employers said demonstrated, relevant experience tailored to the role mattered most. Another 31% said clear and concise communication in CVs and cover letters made a difference.
Beyond that, 30% said candidates who show understanding of the company or industry get noticed. Professional presentation and attention to detail ranked at 29%. Referrals or internal recommendations ranked at 28%.
The survey found that 26% of employers cited evidence of adaptability or problem-solving skills as a differentiator. Another 26% pointed to strong alignment with company values or culture.
Employers described a more complex sorting task as application templates and generative AI tools become more common in job searches. Recruiters and internal hiring teams also face pressure to move quickly, particularly for roles with competitive salary bands or scarce specialist skills.
"Hiring managers are contending with an influx of applications, and many are finding it challenging to identify the right fit for their open roles. With advances in technology prone to error, along with uniform formatting and templated language driven by the rise of AI-generated content, distinguishing candidates and accurately assessing their true skills and suitability has become increasingly difficult. "With high application volumes and AI-generated content flooding recruitment pipelines, employers are placing greater emphasis on proven role-specific experience and soft skills, which are almost equally as important in today's market. Candidates who clearly articulate these qualities are more likely to stand out in an otherwise crowded and uniform talent pool," said Singh.
Robert Half said the research covered a mix of small and medium-sized employers and larger organisations across the private sector, publicly listed companies, and the public sector. It focused on hiring managers in finance, accounting, IT and technology roles, where candidate supply and demand dynamics can shift quickly with changes in budgets and project pipelines.
Employers said they expect application volumes to remain elevated while they refine processes for evaluating candidates, including how they verify skills, assess communication, and test role fit during interviews.