The self-fulfilling prophecy that is cruelling your business
The skills shortage continues to afflict Australian manufacturers.
According to the Australian Bureau of Statistics, there were nearly 20,000 vacancies in the sector by May 2025. Whilst that is well off the highs of February 2022, it is concerning that the trendline has done nothing but increase over the past year. That is, conditions are worsening.
So, what can you do about it?
You can tell yourself you can’t get good people (and then you would be right), or you can resolve to work out how you can get them (and you will).
But don’t take it from me. Take it from the Department of Defence, whose recruitment has hit a 15-year high as reported in the Australian Financial Review August 3, 2025.
So, here’s the thing. You are competing for those good people. Yes, it is a competition. There are not enough to go around, so play to win. How?
Well, that’s a function of what you offer, compared to other employers.
That does not mean that the biggest, shiniest, most famous company is the only one that will hire good people.
Ever heard the story of David and Goliath? You can’t outmuscle the big guy. You’ve got to outsmart him. Or seen the Cherry Blossoms defeat South Africa at the 2015 Rugby World Cup? You don’t have the fastest, or most skilful players. You have to bring the desire and determination.
Yeah, you can win if you apply enough effort to working out how.
Being attractive to the right candidates
Start with a definition of the right candidate. Who are your best employees now? What do they bring to the table that makes them valuable to you? Go looking for that.
Next, a role description. What do you want the person to do when they start? What qualifications and experience lend themselves to that? Have your contract ready.
Then, what’s in it for them? What can you offer in terms of learning, progression, recognition, convenience, flexibility, a positive workplace culture, salary and benefits? Can you beef up your employee value proposition? Can you give more prominence to all the good stuff you already do for your people (i.e. you already do it, so you may as well get a marketing advantage from it)?
What can you offer that few others can?
Finding the right candidates
So, where are all those people and how can you reach them? This is essentially a problem of distribution, something you know well. You have roles to fill and you’re looking for people to fill them. They need to know those roles exist.
Well, birds of a feather flock together. Your good people may know other good people. There may be specialist recruiters, local recruiters or career nights at the local TAFE or university. Hang out where the candidates hang out. Sell yourself to the recruiters. Get creative and get their attention. You have to sell what you’ve got.
Engage the right candidates
Be enthusiastic. Be truthful but don’t undersell how amazing your business is. What is the future, how will they contribute and participate in that?
Tell them the process you will undertake. Will there be a second interview? Or will you make an offer subject to references/medicals/other. Now time is of the essence. You can move more quickly than most. Be decisive. Get it done.
Northern Strength is fortunate to have a strong network that can assist you to start winning the ‘war for talent’. Please contact Brett if you would like us to make an introduction.