Research – From overqualified to invisible: The challenges of hiring in today’s market – Robert Half

Source: Robert Half

• 98% of Kiwi employers report difficulty identifying standout candidates in today’s job market.
• 93% say they’ve seen an increase in overqualified applicants in the past year.
• Automated screening tools missing strong candidates (37%), high volume of applications (36%), and assessing AI-generated CVs (36%) are the biggest challenges for employers to identify standout candidates.
• Employers say strong interpersonal or soft skills (34%), clear communication in application material (31%), and demonstrated, relevant experience tailored to the role (31%) are key to rising above the crowd.

Auckland, 4 February 2026 – A surge in job applications is offering employers more choice on paper, but in reality, standout talent is getting harder to find. New independent research by specialised recruiter Robert Half reveals that 98% of Kiwi employers face challenges in distinguishing exceptional talent in the current competitive hiring market.

With today’s latest unemployment rate sitting at 5.4%1 and Seek job ad applications up 19.6%2 YoY, the employment market appears to be softening, yet competition for top roles remains high.

Why more applications don’t always mean stronger candidates

A surge in job applications, driven in part by economic caution and shifting career priorities, has brought with it an unexpected challenge. In the past 12 months, 93% of employers have seen a rise in candidates applying for roles they are overqualified for.

Technology hiring managers (96%) have seen the highest number of overqualified applicants, compared to 90% in finance and accounting.

“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,” says Ronil Singh, Director at Robert Half.

What’s getting in the way of standout candidates

When asked about the biggest obstacles to identifying top applicants, employers cited several key issues:

 

Challenge	% of employers
Automated screening tools missing strong candidates	37%
High volume of applications makes it difficult to review thoroughly	36%
AI-generated CVs make it difficult to accurately assess candidate quality	36%
Limited visibility into soft skills or cultural fit	34%
Generic CVs and cover letters that don’t highlight unique strengths	34%
Difficulty assessing long-term potential or commitment	34%

Independent survey commissioned by Robert Half among 250 employers in New Zealand. 

Here’s what gets noticed by employers 

In a competitive jobs market, the top qualities that help candidates cut through the volume, according to hiring managers: 

 

• 34% say strong interpersonal or soft skills 

• 31% say demonstrated, relevant experience tailored to the role 

• 31% say clear and concise communication in CV and cover letter 

• 30% say demonstrated understanding of the company or industry 

• 29% say professional presentation and attention to detail 

• 28% say referrals or internal recommendations 

• 26% say evidence of adaptability or problem-solving skills 

• 26% say strong alignment with company values or culture 

 

“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,” concludes Singh.

¹ Stats NZ, Labour market statistics: December 2025 quarter 

² SEEK Job Ad Postings – 12-months to Nov 2025 (vs 12-months to Nov 2024) 

Notes

About the research 

The study is developed by Robert Half and was conducted online in October 2025 by an independent research company of 250 finance, accounting, and IT and technology hiring managers. Respondents are drawn from a sample of SMEs as well as large private, publicly-listed, and public sector organisations across New Zealand. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.  

 

About Robert Half 

Robert Half is the global, specialised talent solutions provider that helps employers find their next great hire and jobseekers uncover their next opportunity. Robert Half offers both contract and permanent placement services, and is the parent company of Protiviti, a global consulting firm.  Robert Half New Zealand has an office in Auckland. More information on roberthalf.com/nz.