​Australia's trade skills shortage has eased in some areas, but finding experienced tradespeople remains difficult for many employers.

Jobs and Skills Australia's 2025 Occupation Shortage List found that nearly half of trade roles remained in shortage, with shortages particularly evident across construction. JSA identified an insufficient supply of qualified applicants as one of the major factors behind continuing shortages in areas such as construction.

For employers trying to increase production, meet project deadlines or take on additional contracts, relying solely on local advertising may therefore leave important vacancies unfilled for longer than the business can afford.

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Local recruitment should remain the first option—but not necessarily the only one

Australia needs to continue developing its domestic trade workforce. Apprenticeships remain fundamental to that process.

However, apprenticeships are a long-term workforce solution rather than an immediate replacement for experienced tradespeople.

Data from the National Centre for Vocational Education Research shows that there were 208,950 trade apprentices and trainees in training at 31 December 2025, down 5.2% from the previous year. Trade commencements also declined by 4.2% over the 12 months to December 2025.

For employers with immediate skills gaps, this creates a practical workforce challenge: continue investing in Australia's future workforce while finding experienced people who can contribute now.

For some businesses, international recruitment can form part of that strategy.

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When international trade recruitment makes sense

Overseas recruitment is not a replacement for hiring Australians or investing in apprentices. It can be an additional workforce option when suitably skilled workers cannot be sourced locally.

Australia's employer-sponsored migration program specifically provides pathways for businesses facing genuine skills shortages.

The Skills in Demand visa (subclass 482), for example, enables employers to sponsor suitably skilled workers for eligible positions where they cannot source an appropriately skilled Australian worker.

For employers in designated regional areas, the Skilled Employer Sponsored Regional visa (subclass 494) provides another pathway for eligible occupations and workers. Permanent employer-sponsored pathways may also be available through the Employer Nomination Scheme (subclass 186), depending on the circumstances.

Not every trade, worker, or business will qualify. Occupation eligibility, salary requirements, skills assessments, licensing or registration requirements, English language requirements, and other migration criteria can apply.

That is why recruitment and migration need to be considered together.

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Bridging the gap between recruitment and migration

For many trade employers, finding an overseas candidate is only one part of the process.

The business also needs to determine whether the position is suitable for sponsorship, whether the candidate meets the relevant visa and skills requirements, and whether any Australian licensing or registration requirements apply.

Blue Collar Skills by Konnecting brings these functions together.

With more than 20 years' experience in recruitment and migration, Konnecting provides Australian employers with an integrated service covering international candidate sourcing, recruitment, employer sponsorship and migration support.

This can include:

• International candidate sourcing and screening — identifying experienced tradespeople against the requirements of the position.

• Recruitment and skills matching — assessing experience and suitability before progressing a candidate.

• Employer-sponsored migration support — managing applicable sponsorship, nomination and visa processes through Konnecting's migration team.

• Relocation and settlement support — assisting successful candidates through the transition to living and working in Australia.

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Build locally. Recruit globally when you need to.

Australia's trade workforce cannot be built through a single solution.

Employers need to retain experienced workers, invest in apprentices and local training, improve workforce participation and continue recruiting Australians wherever suitable workers are available.

But where genuine skills gaps remain, international recruitment can provide another source of experienced trade talent.

For businesses facing persistent vacancies, the question is no longer simply "Can we find someone locally?"

It is also:

"What workforce strategy will give us the skills we need now while we continue building our workforce for the future?"

Blue Collar Skills by Konnecting helps Australian employers assess both local and international recruitment options, with recruitment and migration expertise available through one team.

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References

Jobs and Skills Australia — 2025 Occupation Shortage List
Nearly half of trade roles remained in shortage in the 2025 OSL, with continuing shortages particularly evident in construction.

Jobs and Skills Australia — Occupation Shortage Report
JSA's vacancy research provides ongoing data on employers' ability to fill advertised positions and changing recruitment conditions.

National Centre for Vocational Education Research — Apprentices and trainees 2025: December quarter
NCVER reported 208,950 trade apprentices and trainees in training at 31 December 2025, down 5.2% year-on-year.

Australian Department of Home Affairs — Skills in Demand visa (subclass 482)
Official information covering employer sponsorship under the Skills in Demand visa.

Australian Department of Home Affairs — Skilled Employer Sponsored Regional (Provisional) visa (subclass 494)
Official information covering employer sponsorship in designated regional Australia.

Australian Department of Home Affairs — Employer Nomination Scheme (subclass 186)
Official information covering permanent employer-sponsored migration pathways.