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Skill shortages
Pulse survey results (December 2020)
Contents
In brief ................................................................................................................................................................ 3
Skill shortages in the current market – overview ......................................................................................... 4
Business impacts and responses to current skill shortages – deep dives for key occupations ............ 6
Civil engineers ................................................................................................................................................ 6 Structural engineers (or bridge engineers) ..................................................................................................... 8 Civil engineering drafters .............................................................................................................................. 10 Transport engineers (or traffic engineers) .................................................................................................... 12 Mechanical engineers ................................................................................................................................... 14 Hydrogeologists ............................................................................................................................................ 16 Electrical engineers....................................................................................................................................... 18
Contact us ....................................................................................................................................................... 20
Skill shortages
Pulse survey results (December 2020)
18%
44%
38%
In brief
Consult Australia is the industry association representing businesses
in design, advisory, and engineering. Our members provide services
to a broad client base including governments, companies, and
individuals. We represent an industry comprising some 48,000
businesses across Australia, ranging from sole practitioners through
to some of Australia’s top 500 companies.
Consult Australia conducts a skills survey each year to provide an
account of skills, human resources and other workforce demands
affecting its members. Due to COVID-19 impacts and Consult
Australia’s complementary industry health checks throughout 2020, a pulse survey taking a deep
dive on skill shortages, particularly in light of changing demands on the industry from the
pandemic, was conducted instead. This deep dive seeks to identify occupations most affected by
shortages in the current market and to understand the business impacts from skill shortages.
This report summarises findings from Consult Australia’s pulse survey on skill shortages. The
survey was undertaken from 23 November to 2 December 2020.
34 firms participated in the pulse survey, representing 16 per cent of the membership. A
breakdown by business size (based on their Australian operations) is provided below.
Breakdown of participants by business size (based on their Australian operations)
13
15
6
Large businesses (200+ staff)
Medium-sized businesses (20-199 staff)
Smaller businesses (up to 19 staff)
Skill shortages
Pulse survey results (December 2020)
Skill shortages in the current market – overview
Despite changing demands on our industry, our pulse survey results on skill shortages highlights a
significant challenge for businesses to recruit certain occupations in the current market. Below are
occupations identified by our members as being one of their three most difficult to recruit.
Occupations not included does not imply they are not experiencing shortages – instead, they
simply do not sit in the top three occupations identified by respondents.
Occupations in the industry that are most difficult to recruit in the current market
(those identified in the top three most difficult for businesses participating in the survey)
6.06%
3.03%
3.03%
3.03%
3.03%
6.06%
3.03%
39.39%
21.21%
9.09%
3.03%
6.06%
6.06%
15.15%
6.06%
12.12%
6.06%
6.06%
9.09%
12.12%
3.03%
3.03%
15.15%
6.06%
3.03%
3.03%
15.15%
9.09%
3.03%
3.03%
3.03%
3.03%
3.03%
33.33%
9.09%
9.09%
3.03%
18.18%
9.09%
Acoustic Consultant
Air Quality Consultant
Archaeologist
Architect
Architectural Drafter
Botanist
Chemical Engineer (or Process Engineer)
Civil Engineer
Civil Engineering Drafter
Civil Engineering Technician
Contaminated Land Consultant
Digital Engineer
Ecologist
Electrical Engineer
Electrical Engineering Drafter
Engineering Manager
Environmental Consultant
Environmental Engineer
Environmental Scientist
Geotechnical Engineer
GIS Analyst
Heritage Consultant
Hydrogeologist
Hydrologist
Landscape Architect
Marine Scientist
Mechanical Engineer
Mechanical Engineering Drafter
Mechanical Engineering Technician
Mining Engineer
Occupational Hygienist
Planner (Transport, Environmental, Urban/Town etc.)
Research and Development Manager
Structural Engineer (or Bridge Engineer)
Structural Modeller
Sustainability Consultant
Transport Analyst
Transport Engineer (or Traffic Engineer)
Waste and Resources Management Consultant
Skill shortages
Pulse survey results (December 2020)
As this year’s focus is on the top three occupations that businesses find difficult to recruit in the
current market, rather than identifying any occupation that has been affected by skill shortages, we
have not provided a year-on-year summary of changes to these percentages.
Instead, a focus on the top three occupations has enabled us to request further information from
participants on the impacts on their business from these shortages, specific to the occupation, and
on what businesses are themselves needing to do to address these recruitment difficulties. This
has allowed us to collect occupation specific information on:
• Geographic locations most affected by shortages
• Experience levels (i.e., level of seniority) impacted
• What businesses are seeing a lack of in applications
• Steps outside of advertising that businesses are undertaking to address skill shortages
This deep dive for key occupations (those over 15 per cent) is below.
Skill shortages
Pulse survey results (December 2020)
Business impacts and responses to current skill shortages – deep dives for key occupations
Civil engineers
Please see footnote below for further information on ANZSCO code.1
Locations where businesses are experiencing recruitment difficulties for civil engineers
(percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for civil engineers
(percentage of applicable businesses who agreed)
1 ANZSCO stands for ‘Australian and New Zealand Standard Classification of Occupations’ and is used by governments
as a standardised approach to categorising occupations in the labour market. ANZSCO codes are therefore used for skills-related policy activities, and to inform government programs such as the skilled migration program. See more here.
39% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
233211
ANZSCO code
0%
17%
0%
0%
0%
0%
25%
17%
33%
25%
33%
8%
33%
25%
50%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
75%
83%
8%
8%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for civil engineers
(percentage of applicable businesses who agreed)
Steps taken by businesses in response to recruitment difficulties for civil engineers
(percentage of applicable businesses who agreed)
It was also noted that some businesses have increased job flexibility and superannuation, and
covered relocation costs as other steps to respond to recruitment difficulties.
Businesses also noted that the current circumstances mean it is difficult to use the skilled migration
system as a next step to recruitment difficulties for civil engineers.
8%
17%
8%
17%
50%
92%
8%
25%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
17%
25%
42%
17%
33%
25%
42%
Other
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed required skills/qualifications
Relaxed required experience
Significantly increased wages (>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas
for civil engineer roles
58%
Skill shortages
Pulse survey results (December 2020)
33% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
Structural engineers (or bridge engineers)
Locations where businesses are experiencing recruitment difficulties for structural engineers (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for
structural engineers (percentage of applicable businesses who agreed)
233214
ANZSCO code
18%
27%
18%
18%
27%
18%
36%
36%
45%
27%
45%
27%
64%
45%
64%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
73%
91%
64%
45%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for structural engineers
(percentage of applicable businesses who agreed)
Candidates being poached by contractors and government agencies, along with larger consulting
businesses were flagged as other key reasons behind the recruitment difficulties facing businesses
for structural engineers.
Steps taken by businesses in response to recruitment difficulties for structural engineers
(percentage of applicable businesses who agreed)
COVID-19 impacts on the skilled migration system was again flagged as a significant impact on
businesses in regards to their recruitment difficulties.
0%
9%
27% 27%
73%
82%
36%
18%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
27%
18%
18%
36%
27%
45%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed required skills/qualifications
Relaxed required experience
Significantly increased wages (>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas for structural engineer roles
45%
Skill shortages
Pulse survey results (December 2020)
Civil engineering drafters
Locations where businesses are experiencing recruitment difficulties for civil engineering drafters (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for
civil engineering drafters (percentage of applicable businesses who agreed)
21% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
312211
ANZSCO code
0%
14%
0%
0%
27%
0%
14%
13%
43%
28%
14%
0%
0%
0%
28%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
73%
57%
43%
57%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for civil engineering drafters
(percentage of applicable businesses who agreed)
Inadequate vocational training for civil engineering drafters was flagged by multiple businesses as
a key reason behind recruitment difficulties.
Steps taken by businesses in response to recruitment difficulties for civil engineering drafters
(percentage of applicable businesses who agreed)
Businesses flagged that they are reaching out to local schools to promote opportunities in this
occupation, and are actively offering cadetship to year 12 students.
0%
14%
0% 0%
71%
14%
57%
0%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
27%
57%
43%
43%
0%
29%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed required skills/qualifications
Relaxed required experience
Significantly increased wages (>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas
for civil drafter roles
0%
Skill shortages
Pulse survey results (December 2020)
Transport engineers (or traffic engineers)
Locations where businesses are experiencing recruitment difficulties for transport engineers (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for transport
engineers
(percentage of applicable businesses who agreed)
18% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
233215
ANZSCO code
0%
0%
0%
0%
0%
0%
17%
0%
50%
0%
50%
0%
66%
0%
50%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
100%
100%
16%
0%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for transport engineers
(percentage of applicable businesses who agreed)
One business noted a distinct lack of applicants in the local labour market, which is exacerbated
because transport engineering is highly specialised work.
Steps taken by businesses in response to recruitment difficulties for transport engineers
(percentage of applicable businesses who agreed)
Businesses emphasised that this occupation has been significantly impacted by limited access to
global talent through the skilled migration system throughout 2020.
33%
14% 17%
0%
100%
83%
33%
50%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
17%
50%
0%
0%
33%
50%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed requiredskills/qualifications
Relaxed required experience
Significantly increased wages(>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas for transport engineer roles
83%
Skill shortages
Pulse survey results (December 2020)
Mechanical engineers
Locations where businesses are experiencing recruitment difficulties for mechanical engineers (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for mechanical
engineers
(percentage of applicable businesses who agreed)
15% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
233512
ANZSCO code
0%
0%
0%
0%
20%
0%
0%
0%
20%
0%
0%
0%
20%
0%
80%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
60%
80%
40%
20%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for mechanical engineers
(percentage of applicable businesses who agreed)
Steps taken by businesses in response to recruitment difficulties for mechanical engineers
(percentage of applicable businesses who agreed)
0% 0%
20%
40%
60% 60%
20%
0%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
20%
20%
0%
60%
0%
60%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed requiredskills/qualifications
Relaxed required experience
Significantly increased wages(>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas for mechanical engineers
20%
Skill shortages
Pulse survey results (December 2020)
Hydrogeologists
Locations where businesses are experiencing recruitment difficulties for hydrogeologists (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for hydrogeologists
(percentage of applicable businesses who agreed)
15% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
234413
ANZSCO code
0%
0%
0%
0%
0%
0%
0%
0%
50%
0%
75%
0%
50%
0%
75%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
75%
75%
0%
0%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for hydrogeologists
(percentage of applicable businesses who agreed)
Steps taken by businesses in response to recruitment difficulties for hydrogeologists
(percentage of applicable businesses who agreed)
Businesses again noted the significant impacts of COVID-19 and reduced skilled migration on the
recruitment difficulties for this profession.
0% 0% 0% 0%
75% 75%
50% 50%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
0%
25%
25%
25%
50%
50%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed requiredskills/qualifications
Relaxed required experience
Significantly increased wages(>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas
for hydrogeologists
100%
Skill shortages
Pulse survey results (December 2020)
Electrical engineers
Locations where businesses are experiencing recruitment difficulties for electrical engineers (percentage of applicable businesses who agreed)
Experience levels where businesses are experiencing recruitment difficulties for electrical
engineers (percentage of applicable businesses who agreed)
15% Percentages of businesses
who included this occupation is in their top
three most difficult to recruit
233311
ANZSCO code
0%
0%
0%
0%
20%
0%
0%
0%
20%
0%
20%
0%
80%
0%
100%
NT regional
Darwin
Tas regional
Hobart
Canberra
SA regional
Adelaide
WA regional
Perth
QLD regional
Brisbane
Vic regional
Melbourne
NSW regional
Sydney
80%
40%
40%
20%
Senior/principal
Mid-level
Early career
Graduate
Skill shortages
Pulse survey results (December 2020)
Key reasons behind the recruitment difficulties for electrical engineers
(percentage of applicable businesses who agreed)
One business noted a lack of appropriate training courses as another reason for recruitment
difficulties for electrical engineers.
Steps taken by businesses in response to recruitment difficulties for electrical engineers
(percentage of applicable businesses who agreed)
20%
0%
20%
0%
40%
60%
20% 20%
Remunerationconcerns
Locationconcerns
Workloaddemandconcerns
Lack ofapplicants
with the softskills needed
Lack ofapplicantswith thetechnical
skills needed
Lack ofapplicantswith the
experienceneeded
Lack ofapplicants
COVID-19impacts
20%
60%
40%
20%
20%
60%
Changed the role's responsibilities
Initiatives to promote the profession
Relaxed requiredskills/qualifications
Relaxed required experience
Significantly increased wages(>10%)
Slightly increased wages (< 10%)
Businesses who use employer sponsored visas
for electrical engineers
80%
Skill shortages
Pulse survey results (December 2020)
Contact us
We would welcome any opportunity to further discuss this report. To do so, please contact:
Nicola Grayson
Chief Executive
Consult Australia
James Robertson
Policy Lead – People and Pipeline
Consult Australia
Credit: the icons of professionals in this report are from Eucalyp.