South Australia’s property and real estate sector has closed out 2025 with strong hiring activity, steady employment conditions, and continued demand for skilled professionals in a highly competitive recruitment year. 

Ongoing skills shortages, evolving candidate expectations and rising employer focus on flexibility and benefits have shaped a market where both sides must adapt quickly to secure or step into the right roles. These shifts have influenced hiring strategies across the industry.

Against this backdrop, in the latest edition of The Property Edge, our live market update, we reflected on 2025 and explored what employers and job seekers can expect moving into 2026. 

Inside the Conversation

Edge’s Managing Director Peta Seaman sat down with Taryn Widdows, who specialises in temporary recruitment across government and community housing to discuss the forces that shaped 2025 and the realities businesses and job seekers must prepare for as 2026 approaches. A clear picture emerged of the trends, challenges and opportunities defining South Australia’s property recruitment landscape.

When asked to reflect on the overall market, Taryn described 2025 as “a steady year with high demand for property professionals across the board,” spanning roles from property management through to commercial project management. This demand has unfolded amid a persistent talent shortage, creating a hiring environment where employers are often competing for the same limited pool of experienced candidates.

Peta and Taryn explored some of the clearest trends emerging across the sector. According to Taryn, specialist roles have dominated recruitment needs: “I’ve noticed there’s been a high demand for specialist roles such as conveyancers and property managers, along with leasing officers and tenancy officers in the community housing space.” At the same time, hybrid work arrangements, diversity initiatives, wellness benefits, and competitive salary offerings continue to influence candidate decisions more than ever before.

Temp recruitment, Taryn’s area of expertise, has presented its own challenges. “Stability is the biggest thing that employees are seeking,” she explained, noting that many job seekers are prioritising longer-term roles, making the short-term temp market more difficult to fill. She also highlighted growing communication challenges, with some candidates slow to respond or disengaging during the recruitment process, an issue increasingly felt across the industry.

Employers, meanwhile, have had to adapt. The competitive environment has made speed to hire critical. As Taryn noted, employers “are starting to understand that speed to hire is really important in this environment,” particularly when attempting to secure highly skilled or in-demand talent. Flexibility, both in working arrangements and compensation, has also become non-negotiable for many candidates.

Hiring managers are placing greater emphasis on soft skills, cultural alignment, and interpersonal capabilities in addition to technical expertise. With close-knit sectors like property and housing, cultural fit is often just as important as competency.

Underlying these trends is a clear shift in the way job seekers evaluate employers. Today’s candidates are highly selective, with Taryn observing that “employer branding and benefits along with salary are key for employers to get right at the start of the employment process.” Career growth potential plays a significant role as well; many candidates are choosing opportunities based on long-term development rather than short-term incentives.

Before concluding the conversation, Peta asked Taryn what job seekers need to know to stay competitive as they approach 2026. Her advice was grounded and practical—keep your resume updated, prepare your referees early, and ensure you make the process smooth for employers. Above all, professionalism matters. As she put it, “treat people with courtesy and respect,” a reminder that Adelaide’s industry is small, close-knit, and highly interconnected.

Navigating the 2026 Recruitment Landscape: Advice for Employers and Job Seekers

As South Australia enters 2026 with strong labour demand, stabilising wages and ongoing skills shortages, both employers and job seekers will benefit from adjusting their strategies for the year ahead.

For Employers

1. Speed to hire must be prioritised. Top candidates often receive multiple offers. Streamline decision-making and remove unnecessary delays.
   
   
2. Be transparent and competitive from the outset. Clear role expectations, salary ranges and benefits help position your organisation as an employer of choice.
   
   
3. Focus on culture and career development. Candidates are increasingly driven by long-term growth opportunities and values alignment.
   
   
4. Flexibility is no longer optional. Hybrid arrangements, flexible hours and wellbeing support are major drawcards.
   
   
5. Strengthen communication throughout the recruitment process. Timely updates and consistent engagement help maintain candidate interest and reduce drop-off.

For Job Seekers

1. Refresh your resume regularly. Include your most recent experience and tailor your CV to the specific role you're applying for.
   
   
2. Prepare your referees early. Let them know to expect a call—this can prevent delays when an offer is close.
   
   
3. Stay responsive and communicative. In a competitive market, prompt communication helps you stand out.
   
   
4. Know your value proposition. Understand your strengths, key achievements and career goals before entering the job market.
   
   
5. Evaluate employer culture carefully. Look for organisations that align with your values and offer genuine pathways for growth.

South Australia’s property and real estate recruitment market remains dynamic, relationship-driven and full of opportunity. With thoughtful planning, agility, clear communication - and any support you need from Edge Recruitment, industry leaders for 27 years - both employers and job seekers can position themselves strongly for success in 2026.