December 12, 2024
Engineers are Australia’s backbone, vital for adapting, growing and building as a nation to meet the challenges of the coming years. Except … there isn’t enough great talent to go around.
So what’s causing Australia’s engineering talent crisis, and how do you navigate the shortage to recruit great candidates?
Australia’s engineering talent challenges
Despite having a nationwide workforce of over half a million, Australia’s engineering shortage is at its highest in a decade (Engineers Australia). The industry is growing, but not quickly enough. Businesses of all sizes are competing for the same limited talent pool, not to mention the impact of the ‘Brain Drain’ both interstate and overseas.
What’s causing the shortages?
Simply put, demand is outstripping supply. Australia’s rapid growth is putting pressure on infrastructure and utilities to keep up, but we can’t produce engineers that quickly. To put it in numbers, demand is outgrowing supply at a rate of 3x, leaving new housing, rail, roading and other key projects (like the Brisbane Olympics) short of resources.
Key issues impacting engineering shortages
- Great talent unable to keep up with rapid advances in technology/skills requirements.
- Lack of new graduates entering the market.
- Lack of diversity hindering available talent (for example, only 17.7% of engineering graduates are women).
- Engineers leaving the industry (going overseas, retiring or moving to other sectors).
Sources: Engineers Australia, Infrastructure Australia
Skilled migrants help, but the war for engineering talent is global and it’s not just Australian organisations trying to attract top talent from other countries. Local solutions are essential.
How to attract great engineering talent during a shortage
Great talent is already here, it just takes some strategic thinking and a strong focus on building a unique employer brand to lure them away from competitors.
So, what steps should be on your list? These insights come straight from our in-house engineering specialist, Matt King. Connect with Matt directly here.
1. Build your employer brand
A strong selling point seriously elevates your position as an employer. What is your differentiating factor? What is your employer value proposition (EVP)? Answering these questions will help you to set your business apart.
Things to think about
- Ensure your website and job ads are up to date. They should be an accurate reflection of your company’s culture, values and the work that you do.
- Showcase your company culture through your online presence.
- Share employee testimonials and behind the scenes content on social media.
2. Craft effective job ads
Anything that makes you stand out will help you to win talent, including your job ads. Want more traction? Get really clear on the ‘why’ of your role – what’s in it for the candidate?
Things to think about
- Ensure your ads are easy to read both on desktop and mobile.
- Be concise. You don’t need to write “War and Peace”; simple and impactful works best.
- Include all the key details, such as:
- Job title
- Location
- Specifics about your business
- Key deliverables in the role
- Must-haves for applicants
- An emphasis on what’s in it for the candidate (the ‘why’)
- A strong call to action with your contact details
3. Leverage social media
When your company gets more vocal on social media, sharing what life is like at your business, it helps candidates to feel that they know you already. It builds familiarity.
Things to think about
- Post as frequently as you can, mainly on LinkedIn. Build visibility and become a familiar part of people’s feeds.
- Encourage your leadership team to post too.
- Some ideas for posts…
- Project highlights
- Your USPs
- Team Q&As (i.e. ‘meet the team’)
- Social events, industry events, community engagements, etc.
- Company updates
- Job openings
Even if you’re not actively recruiting, asking for expressions of interest can help you to build a pool of interested passive talent. Here at TalentWeb, 85% of our candidates come through our passive network!
4. Offer competitive compensation and benefits
There are many ways engineering consultancies can stand out, and it’s not all about money. A competitive package includes a lot of perks beyond salary, including:
- WFH options and flexible hours
- Social events
- Continuous professional development
- Additional leave
- Salary sacrificing
- Novated leases
- Bonuses
- Shareholding
- ESG and DE&I initiatives
- Staff referral bonus
- Relocation assistance
- Sponsorship for international candidates
- Sign-on bonuses
5. Streamline the hiring process
The actual hiring process is a big part of what makes a candidate say ‘yes’ to an offer. Simplifying, speeding up and clarifying this pipeline should help you to avoid losing top candidates.
Things to think about
- Block out your calendar for interviews. Ask anyone else involved to do the same.
- Respond to candidates as quickly as possible – quick responses show investment.
- Let the candidate know the interview process, then stick to it.
- Lock in follow-up conversations within 48 hours.
- Consider using an ATS platform to help you manage applications.
- Working with an engineering recruiter? Provide clear and transparent briefs!
6. Improve the interview experience
Similarly, a job interview is a major decision-making factor for candidates – particularly if they have other opportunities on the table. Clarity, efficiency and feedback are big employer value drivers.
Things to think about
- Write a shopping list of capabilities that candidates must be able to demonstrate (both from a technical and cultural perspective).
- Ensure candidates knows what to expect at each stage of the process, including any required prep.
- Provide feedback about each candidate’s status as promptly as possible.
- Create a welcoming, friendly atmosphere – small things like offering a drink and starting with casual conversation help candidates feel more at ease.
- Ask about people’s aspirations and see if they fit yours. If they do – point out why! It’ll help to sell the role. If not, ask follow-ups to see if there’s a way you could still make it work.
7. Don’t leave it there – onboarding is just as important
Onboarding is one of the biggest factors we see impacting employee retention, but it’s an often-overlooked part of the hiring process. Yet, onboarding sets someone up for success from their first day and makes them feel like a welcome, valued part of the team (both of which are great first impressions for a high-value candidate).
Things to think about
- Send welcome messages and essential reading material before their first day, so they can prepare.
- Offer structured training programs.
- Assign a mentor to guide new hires and help them navigate life at your company.
- Encourage the team to interact with new hires outside of work tasks, like lunches or casual meetups.
- Provide opportunities for continuous learning.
- Set clear performance milestones and review them regularly to help new hires track their progress and feel a sense of accomplishment.
When you need specialist engineering recruitment support, choose TalentWeb
Here at TalentWeb, Matt and our Engineering & Utilities team are experts at navigating the talent shortage, helping to connect high-performing businesses with qualified, values-aligned candidates.
Our extensive talent network stretches both nationally and internationally, and through our affiliations with various engineering and consulting organisations we’re directly involved in the industry as trusted advocates, mentors and advisors.
We know what skills, qualifications and attributes make a great engineer, and how to find top talent despite the shortages. Learn more about our engineering recruitment service here, or get in touch to talk about your business.
