But now with the employment landscape hugely altered by COVID-19, two industries stand out among Australia’s top 20 hardest-to-fill roles for 2020.
Healthcare & Medical and Legal make up most of the list, with the Real Estate & Property industry coming in at number 20.
See the chart below, then read on to see strategies for attracting specialist candidates for hard-to-fill roles.
The chart shows which roles were hardest to fill up to October 2020, based on the number of candidate applications compared to the previous year.
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| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 3 | Education & Training | Research & Fellowships |
| 4 | Legal | Litigation & Dispute Resolution |
| 5 | Healthcare & Medical | Residents & Registrars |
| 6 | Accounting | Systems Accounting & IT Audit |
| 7 | Legal | Corporate & Commercial Law |
| 8 | Engineering | Systems Engineering |
| 9 | Healthcare & Medical | Psychology, Counselling & Social Work |
| 10 | Healthcare & Medical | Medical Specialists |
| 11 | Legal | Property Law |
| 12 | Education & Training | Teaching - Tertiary |
| 13 | Information & Communication Technology | Engineering - Hardware |
| 14 | Design & Architecture | Web & Interaction Design |
| 15 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 16 | Legal | Family Law |
| 17 | Information & Communication Technology | Engineering - Software |
| 18 | Manufacturing, Transport & Logistics | Purchasing, Procurement & Inventory |
| 19 | Healthcare & Medical | Nursing - Management |
| 20 | Accounting | Audit - Internal |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Legal | Tax Law |
| 3 | Legal | Construction Law |
| 4 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 5 | Healthcare & Medical | Nursing - Management |
| 6 | Legal | Industrial Relations & Employment Law |
| 7 | Healthcare & Medical | Nursing - Educators & Facilitators |
| 8 | Healthcare & Medical | Nursing - Paediatric & PICU |
| 9 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 10 | Legal | Banking & Finance Law |
| 11 | Legal | Insurance & Superannuation Law |
| 12 | Legal | Personal Injury Law |
| 13 | Legal | Environment & Planning Law |
| 14 | Healthcare & Medical | Psychology, Counselling & Social Work |
| 15 | Legal | Litigation & Dispute Resolution |
| 16 | Healthcare & Medical | Medical Specialists |
| 17 | Healthcare & Medical | Residents & Registrars |
| 18 | Legal | Intellectual Property Law |
| 19 | Education & Training | Management - Schools |
| 20 | Legal | Corporate & Commercial Law |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 3 | Legal | Corporate & Commercial Law |
| 4 | Legal | Family Law |
| 5 | Education & Training | Management - Schools |
| 6 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 7 | Healthcare & Medical | Nursing - Psych, Forensic & Correctional Health |
| 8 | Legal | Litigation & Dispute Resolution |
| 9 | Healthcare & Medical | Nursing - Educators & Facilitators |
| 10 | Healthcare & Medical | Nursing - Management |
| 11 | Legal | Generalists - Law Firm |
| 12 | Legal | Criminal & Civil Law |
| 13 | Real Estate & Property | Commercial Sales, Leasing & Property Mgmt |
| 14 | Healthcare & Medical | Psychology, Counselling & Social Work |
| 15 | Consulting & Strategy | Analysts |
| 16 | Education & Training | Teaching - Tertiary |
| 17 | Healthcare & Medical | Medical Specialists |
| 18 | Healthcare & Medical | Nursing - High Acuity |
| 19 | Healthcare & Medical | Medical Imaging |
| 20 | Information & Communication Technology | Architects |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Legal | Construction Law |
| 3 | Legal | Industrial Relations & Employment Law |
| 4 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 5 | Legal | Insurance & Superannuation Law |
| 6 | Legal | Intellectual Property Law |
| 7 | Legal | Tax Law |
| 8 | Legal | Litigation & Dispute Resolution |
| 9 | Healthcare & Medical | Medical Specialists |
| 10 | Legal | Family Law |
| 11 | Legal | Banking & Finance Law |
| 12 | Healthcare & Medical | Nursing - Management |
| 13 | Healthcare & Medical | Medical Imaging |
| 14 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 15 | Education & Training | Teaching - Early Childhood |
| 16 | Legal | Environment & Planning Law |
| 17 | Legal | Personal Injury Law |
| 18 | Accounting | Audit - External |
| 19 | Legal | Property Law |
| 20 | Healthcare & Medical | Nursing - A&E, Critical Care & ICU |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Legal | Property Law |
| 3 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 4 | Legal | Family Law |
| 5 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 6 | Legal | Industrial Relations & Employment Law |
| 7 | Healthcare & Medical | Nursing - Management |
| 8 | Healthcare & Medical | Residents & Registrars |
| 9 | Healthcare & Medical | Natural Therapies & Alternative Medicine |
| 10 | Education & Training | Research & Fellowships |
| 11 | Legal | Corporate & Commercial Law |
| 12 | Healthcare & Medical | Medical Specialists |
| 13 | Engineering | Systems Engineering |
| 14 | Education & Training | Teaching - Tertiary |
| 15 | Information & Communication Technology | Architects |
| 16 | Legal | Litigation & Dispute Resolution |
| 17 | Education & Training | Management - Schools |
| 18 | Healthcare & Medical | Psychology, Counselling & Social Work |
| 19 | Banking & Financial Services | Management |
| 20 | Healthcare & Medical | Nursing - A&E, Critical Care & ICU |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Healthcare & Medical | Speech Therapy |
| 2 | Healthcare & Medical | Medical Specialists |
| 3 | Healthcare & Medical | Medical Imaging |
| 4 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 5 | Healthcare & Medical | Nursing - Management |
| 6 | Education & Training | Teaching - Tertiary |
| 7 | Healthcare & Medical | Residents & Registrars |
| 8 | Education & Training | Research & Fellowships |
| 9 | Healthcare & Medical | Nursing - Educators & Facilitators |
| 10 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 11 | Education & Training | Management - Schools |
| 12 | Education & Training | Teaching - Primary |
| 13 | Healthcare & Medical | Management |
| 14 | Sport & Recreation | Coaching & Instruction |
| 15 | Education & Training | Teaching - Secondary |
| 16 | Healthcare & Medical | Psychology, Counselling & Social Work |
| 17 | Engineering | Management |
| 18 | Healthcare & Medical | Ambulance/Paramedics |
| 19 | Consulting & Strategy | Strategy & Planning |
| 20 | Information & Communication Technology | Engineering - Network |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Legal | Environment & Planning Law |
| 2 | Legal | Construction Law |
| 3 | Legal | Tax Law |
| 4 | Legal | Insurance & Superannuation Law |
| 5 | Healthcare & Medical | Speech Therapy |
| 6 | Legal | Banking & Finance Law |
| 7 | Legal | Industrial Relations & Employment Law |
| 8 | Healthcare & Medical | Nursing - Management |
| 9 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 10 | Legal | Property Law |
| 11 | Legal | Corporate & Commercial Law |
| 12 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 13 | Healthcare & Medical | Medical Specialists |
| 14 | Legal | Family Law |
| 15 | Legal | Intellectual Property Law |
| 16 | Design & Architecture | Urban Design & Planning |
| 17 | Real Estate & Property | Valuation |
| 18 | Trades & Services | Locksmiths |
| 19 | Accounting | Insolvency & Corporate Recovery |
| 20 | Legal | Personal Injury Law |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
| RANK | INDUSTRY | ROLE TYPE |
|---|---|---|
| 1 | Legal | Banking & Finance Law |
| 2 | Legal | Property Law |
| 3 | Legal | Environment & Planning Law |
| 4 | Legal | Construction Law |
| 5 | Legal | Insurance & Superannuation Law |
| 6 | Legal | Corporate & Commercial Law |
| 7 | Legal | Litigation & Dispute Resolution |
| 8 | Legal | Industrial Relations & Employment Law |
| 9 | Healthcare & Medical | Nursing - Midwifery, Neo-Natal, SCN & NICU |
| 10 | Legal | Family Law |
| 11 | Healthcare & Medical | Speech Therapy |
| 12 | Legal | Personal Injury Law |
| 13 | Healthcare & Medical | Nursing - Management |
| 14 | Healthcare & Medical | Medical Imaging |
| 15 | Healthcare & Medical | Natural Therapies & Alternative Medicine |
| 16 | Healthcare & Medical | Physiotherapy, OT & Rehabilitation |
| 17 | Healthcare & Medical | Nursing - High Acuity |
| 18 | Healthcare & Medical | Nursing - A&E, Critical Care & ICU |
| 19 | Legal | Generalists - In-house |
| 20 | Education & Training | Teaching - Early Childhood |
Source: SEEK Employment Report, November 2019 – October 2020. Published November 2020
COVID-19 adds to the challenge
Why are just two industries making up the lion’s share of the data? Those niche roles have been made even harder to fill due to COVID-19, says Juliet Aryana, CEO Healthcare Division at People Infrastructure.
“Each of the roles has one or more barriers that keeps the talent pool small, making the right person hard to find. Niche specialisations, specific industry experience, extended or weekend hours and needs in regional areas all deplete the pool of available talent.
“Employers know this talent is hard to find, so they are particularly careful to retain the talent they have, meaning there are also often few people openly looking for new roles.”
Healthcare roles are hard to fill
In healthcare, the usual factors of shift work, regional locations and highly specialised roles can make talent hard to access, Aryana says. Now, international border closures have become another factor.
“Nursing in particular is usually supported by a steady influx of talent from areas like the UK, Canada, The Philippines and India. With this flow of proven talent stopping at almost the same time as demand for specialised healthcare workers increased, employers have faced real hurdles managing their staffing needs.”
Pathways into these roles can also be difficult to navigate, Aryana says. Midwifery, for example, only has a handful of recognised training providers in Australia.
How to attract specialist candidates for hard-to-fill roles
Hirers need to get creative to attracting specialist candidates, says Jessica Gibson-Jones, Talent Sourcing Leader at Toll Group in Sydney. Here are some tips:
1. Stand out from the crowd
Ideal candidates for hard-to-fill roles are most likely currently employed, and may be feeling nervous about making a move, Gibson-Jones says.
That’s why hirers need to craft job ads to demonstrate growth, stability and a long-term growth strategy. Advertising “an amazing opportunity” won’t cut it anymore, Gibson-Jones says.
“Every opportunity at the moment is amazing, but what makes you different? What makes you special and what would give a candidate reassurance that you're not going anywhere or that their job isn't going anywhere?”
Ensuring your business has a strong Employee Value Proposition (EVP) could provide valuable material to draw on to create a compelling job ad.
2. Reassure risk-averse candidates
People are understandably nervous now, Gibson-Jones says. “These levels of unemployment are elevated, so wanting security is absolutely justified.”
Recent research conducted for SEEK shows that 64% of candidates say job security has become more important to them now in light of COVID-19.
Candidates are looking for benefits beyond remuneration including flexibility in working options, security, and long-term career prospects.
“Hirers need to position roles when we're approaching candidates to reassure them that there is longevity with employment.”
Reassure candidates that there is stability in the organisation by explaining:
- how you’ve handled COVID-19 and helped employees through the pandemic;
- if staff have worked from home, what the plan is to bring them back into the workplace;
- whether you’ve had to reduce your workforce or streamline operations;
- how the pandemic has provided growth opportunities.
3. Remove barriers to work
Broaden your reach by creating as much flexibility as possible, supporting upskilling into further specialist areas, subsidising travel to regional areas, and supporting candidates to return to work, People Infrastructure’s Juliet Aryana says.
You can also promote good pay and benefits, ensure a speedy and positive candidate experience, and use a variety of channels to reach talent.
4. Consider outsourcing specialist recruitment
Recruiters can quickly supply staff to cover specialist staffing gaps, and have access to the bulk of the professionals in those shallow talent pools, Aryana says.
For example, a private hospital in Sydney had been looking for a midwife for several months, Aryana says. They asked Network Nursing Agency to supply a midwife to fill shifts their own staff couldn’t. The hospital staff were impressed with the agency midwife’s work ethic and found she was a natural fit, offering her a permanent position.
5. Use data to find candidates
The data is out there to help hirers find specialist talent, Gibson-Jones says. Hirers need to be proactive and look at the data that’s available, such as through SEEK Talent Search, she adds.
“We need to know where the talent is, what is attractive to them, and how best to engage with them. Know what makes your candidates tick.”
6. Help candidates connect to the role
During video interviewing and remote hiring, candidates might not physically go into the office or meet the team. Without those physical touchpoints, there’s a risk they won’t emotionally connect to the role, Gibson-Jones says.
Hirers have to work extra hard to build a sense of connection to the role and the broader team, she says. Can you give them a sense of the company culture? What does the day-to-day look like as part of the team? What is satisfying about the work?
7. Assist candidates with technology
Technical problems during a video interview can increase a candidate’s anxiety. If you’re integrating more technology into hiring processes, think about how the candidate experience has changed, and how you can best support candidates now.
“That could be something as simple as having a dry run with the technology, doing a mock interview, and sending out a cheat sheet,” Gibson-Jones says.
Give candidates tips for making the online interview process smooth, such as finding a quiet room, testing the tech in advance, and giving a phone number to call if there are any issues.
Small steps reap rewards
In some sectors, the right candidates can be especially hard to find at the moment. But there are steps hirers can take to find and foster talent. For many candidates, stability, security and flexibility are what really matter right now.
Source: Independent research conducted by Nature of behalf of SEEK, interviewing 4800 Australians annually. Published November 2020.
