Post-COVID, Australia’s agriculture sector went from standstill to surge. As borders reopened and supply chains stabilised, employers rushed to rebuild teams, creating intense demand across agribusiness. Recruitment activity spiked, particularly in production, logistics, and technical advisory roles. However, by the end of 2023, momentum had slowed. Rising interest rates, inflation, and global market uncertainty made both employers and candidates more cautious. Many paused hiring or delayed career moves, leading to a temporary standstill.
Now, in mid-2025, signs point to a more stable and sustainable employment market. Improved seasonal conditions across much of the country and an $86 billion forecast for agricultural production have helped restore confidence. The hiring landscape is no longer marked by panic or paralysis but a more measured approach, where strategy and foresight are back in focus.
Encouragingly, SEEK data shows job ad volumes in agriculture have returned to pre-pandemic levels, while candidate availability is at its highest in more than a decade. This shift marks a welcome change for employers, who had been battling severe talent shortages for years. While businesses are no longer scrambling to fill roles overnight, competition for top-tier candidates remains strong, particularly in high-impact areas like agronomy, technical sales, and management, where specialised skills are still in short supply.
This period of relative calm offers a unique window for agribusinesses to get ahead. Instead of reacting to crisis-level shortages, employers can now take a more considered, strategic approach. It’s an ideal time to refine recruitment processes, sharpen EVP (Employee Value Proposition), and invest in long-term talent attraction strategies that reflect the evolving needs of both business and workforce.
Yet stability doesn’t mean complacency. The challenge now lies in building resilience, developing internal capabilities, sourcing candidates with adaptable skill sets, and tapping into underutilised talent pools, particularly in regional and remote areas. As technology continues to reshape agricultural roles, hiring managers will also need to focus on identifying and developing digital literacy and leadership potential, not just technical know-how.
Agribusinesses that build strong pipelines now, foster genuine engagement, and align recruitment with long-term business goals will be better equipped to navigate future disruption. The next wave of change, be it economic, environmental, or technological, is inevitable. But with a proactive, forward-thinking approach, employers can ensure they’re not just reacting to shifts, but ready to lead through them.
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