As Queensland gears up for the 2032 Brisbane Olympic and Paralympic Games, the state faces a significant engineering skills shortage that threatens to impact the timely delivery of crucial infrastructure projects.  

The Games are expected to generate demand for an additional 30,000 to 40,000 construction workers each year until 2032. This includes engineers, project managers, and site supervisors – putting mounting pressure on employers to address the widening workforce gap.

I would urge employers to act early and strengthen their recruitment strategies before the competition for talent intensifies even further.

Engineering candidates with experience in large-scale infrastructure or transport projects are being snapped up within days. We’re seeing intense competition, especially for civil and project engineers who can hit the ground running.

The most in demand engineering roles 

The engineering roles most affected by the shortage in Queensland include:

• Civil engineers: Particularly high demand, with their expertise central to the planning and delivery of roads, bridges, and transport networks that are essential to supporting the region’s growing population and Olympic-scale developments.
• Structural engineers: Heavily sought after, especially with major venue construction on the horizon. Their work is crucial to ensuring the integrity and safety of large-scale facilities like the proposed 63,000-seat stadium at Victoria Park.
• Project engineers and managers: Responsible for overseeing the planning and execution of complex projects, ensuring they are completed on time and within budget.

What makes these roles so difficult to fill is the combination of experience, technical skill, and local project knowledge required. There’s a limited pool of engineers who’ve worked on infrastructure at this scale, and they’re being courted by multiple employers at once, often across state or even international lines.

Factors contributing to the shortage 

Several factors are exacerbating the engineering skills shortage in Queensland:

• Population growth and infrastructure demand: With Queensland’s population continuing to grow at pace, demand for new housing, transport, and public infrastructure is escalating. This development boom is placing additional strain on an already stretched engineering workforce.
• Aging workforce: An estimated 25,000 engineers are expected to retire in the next five years, leading to a significant loss of experienced professionals. Their departure risks leaving a substantial skills vacuum across both public and private sectors.
• Educational challenges: While interest in engineering remains strong, many students drop out before completing their degrees. This, combined with limited access to industry aligned training, is narrowing the pipeline of job ready graduates entering the profession.
• Competition for talent: Engineers are in high demand not just in Queensland, but across Australia and internationally. As a result, employers are now competing on a global scale to attract and retain top-tier talent, often against better-funded or higher-profile projects elsewhere.

What employers can do to close the talent gap 

With demand for engineering talent outpacing supply in Queensland, employers must take proactive steps to remain competitive and attract the talent they need.

• Move quickly and decisively: In a tight market, top candidates often receive multiple offers. Employers that streamline their hiring processes and make fast, compelling offers are far more likely to secure the right talent.
• Offer flexibility and incentives: Relocation support, hybrid work arrangements, and long-term project visibility are becoming standard expectations among candidates, especially those considering a move from interstate or overseas.
• Think beyond local talent pools: Broadening recruitment efforts to include interstate and international candidates can significantly increase access to skilled professionals, particularly in high-demand areas like civil and structural engineering.
• Invest in upskilling and retention: Supporting internal development and offering clear career progression pathways can reduce reliance on external hiring and help retain existing engineering staff.
• Strengthen employer branding: Engineers want to work on projects that are technically challenging and impactful. Clearly communicating your company’s vision, values, and project portfolio can help attract purpose-driven professionals.

We’re seeing strong interest from candidates looking to relocate – both from interstate and overseas, especially from New Zealand. It’s time to view Australia and New Zealand as one talent pool. To stay competitive, many of our clients are putting forward attractive relocation packages, hybrid work options, and multi-year project pipelines to secure top talent.” Lowney says.

Addressing Queensland’s engineering skills shortage is critical to sustaining the state’s economic growth and infrastructure development. By implementing targeted strategies, Queensland can build a robust engineering workforce to meet current and future demands.

By Jane Lowney, Senior Director at Robert Walters Queensland