Author: Sally Webster – Principal Legal Advisor
Victoria continues to face sustained skills shortages across key industries, and the latest Occupation Shortage List (ANZSCO 6‑digit level) confirms the scale of the challenge. Of the 916 occupations assessed nationally, around 44% (403 occupations) are identified as being in shortage in Victoria, with the pressure most acute across engineering, construction, finance, creative industries and regional hospitality.
For Victorian employers, local recruitment alone is no longer meeting workforce demand. Skilled migration and employer sponsorship have become critical components of long‑term workforce planning, ensuring businesses can access the talent they need to grow.
Where are the shortages in Victoria?
Victoria’s shortages are concentrated in highly skilled professional and technical roles, with notable gaps in:
Skill Level 1 (Professionals and managers)
- Construction project managers
- Civil, geotechnical, chemical (regional) and materials engineers
- Surveyors and spatial scientists
- Taxation accountants, external auditors and actuaries
- Film and video editors
Skill Level 2 (Regional Victoria)
- Café or restaurant managers
- Retail managers
These shortages reflect Victoria’s infrastructure pipeline, population growth, strong financial and creative sectors, and ongoing pressure on regional hospitality.
What this tells us about Victoria’s labour market
The data shows that Victoria is experiencing structural workforce gaps across:
- Engineering and technical roles: needed for major infrastructure and construction. Victoria’s infrastructure and housing commitments continue to drive strong demand for engineers, project managers, surveyors and spatial scientists, with 28 engineering, construction and related technical occupations identified as being in shortage in Victoria. With similar shortages recorded nationally, interstate recruitment is no longer sufficient, and many employers are turning to overseas talent to maintain project timelines.
- Finance and auditing professionals: required across corporate and government sectors. Shortages in taxation accountants, external auditors and actuaries are contributing to increased competition for talent, with 3 finance and auditing occupations identified as being in shortage in Victoria. These roles are essential for compliance, financial reporting and risk management, making skilled migration a valuable option for employers facing persistent vacancies.
- Creative and digital specialists: with acute shortages in post-production roles such as film and video editors, VFX and animation artists, sound and digital media technicians, and other screen-industry professionals supporting Victoria’s growing film, television and digital content ecosystem. 3 creative and digital production occupations are identified as being in shortage in Victoria, reflecting the limited availability of specialised digital talent. Production houses and studios are increasingly seeking overseas candidates to meet project demands.
- Hospitality and retail managers: particularly in regional communities where local labour supply remains constrained. Regional Victoria continues to experience shortages in hospitality roles, with two skilled hospitality occupations (chefs and pastrycooks) identified as being in regional shortage. These gaps reinforce the importance of regional migration pathways, including the Employer Sponsored stream (subclass 494 visa) and Labour Agreement and DAMA arrangements where available.
These shortages are broad and reflect persistent labour market pressures that are unlikely to ease without strategic workforce planning.
What this means for Victorian employers considering sponsorship
Victoria’s shortage data shows that many organisations are drawing from the same limited talent pool. However, this information is a valuable tool for companies when recruiting in these areas:
- Shortages highlight where competition for talent is highest
The shortages listed in certain occupations reflect statewide demand, helping employers understand that recruitment challenges are linked to broader labour market conditions rather than internal hiring performance.
- Shortage listings help demonstrate genuine need for overseas workers
When applying for sponsored visa applications such as Skills in Demand (subclass 482), Employer Nomination Scheme (subclass 186), or Skilled Employer Sponsored Regional (Provisional) visa (subclass 494), referencing Victoria’s occupation’s shortage status can help substantiate the need for overseas recruitment, when combined with documented local hiring efforts. This strengthens both compliance and internal approval processes.
- Skilled migration is becoming a strategic workforce tool
With shortages concentrated in specialised and technical roles, relying solely on local recruitment is unlikely to resolve ongoing gaps. Incorporating skilled migration into medium term workforce planning helps organisations stabilise staffing levels and reduce operational strain.
Workforce actions Victorian employers should prioritise
- Identify which of your roles align with shortage‑listed occupations
Review current and upcoming vacancies against Victoria’s shortage data and prioritise roles that are consistently difficult to fill or impact service delivery and project timelines.
- Build a clear record of your local recruitment activity
Maintaining detailed recruitment evidence strengthens visa applications and internal decision‑making. This may include job ads, applicant numbers, screening outcomes and examples of operational impacts caused by unfilled roles.
- Consider whether regional pathways could support your staffing needs
For employers operating outside metropolitan Melbourne, regional migration options (including the subclass 494 visa, DAMA arrangements and regional occupation lists) may offer additional flexibility or broader occupation coverage.
How Absolute Immigration can help
Our role is to make the migration process strategic and manageable, so you can focus on your business rather than navigating complex visa requirements.
We support employers across Victoria by:
- Providing clear advice on the most suitable visa pathways, including 482, 494, 186 and regional options
- Advising on the correct documentation to support the sponsorship or visa application Preparing strong, sponsored visa applications to demonstrate genuine need. Preparing Labour Agreements and DAMA applications for regional employers to lodge Managing the full visa process for skilled international workers so companies have continuity and confidence
Whether you are trying to fill a single critical role or planning for long-term workforce stability, we are here toadvise and manage your migration needs. contact our team at aisupport@absoluteimmigration.com.
