Australia is heading toward one of the most significant trade shortfalls in its history.

A new national report indicates the country will face a deficit of 300,000 skilled tradespeople, driven largely by a wave of multibillion-dollar infrastructure and construction projects. As demand accelerates across construction, mining and resources, the pressure on the national talent pool is intensifying.

For agriculture and agribusiness, the challenge is clear –we can’t compete on remuneration alone. These sectors will always be outbid when the market is flooded with high-paying opportunities in mining and construction. But that doesn’t mean agribusiness is out of options – it means strategy matters more than ever.

Workforce planning can’t wait

The ship has already started to sail. Agribusinesses that want to secure the trades talent they’ll need must take workforce planning seriously – not for today, not for the next harvest, but for one to two years into the future.

That means:

• Identifying the specific trades capabilities essential to future operations
• Understanding how long recruitment cycles now take in a strained labour market
• Recruiting now, even for roles required in 2026 and 2027.

The market is simply moving too fast for reactive hiring. In this environment, proactive planning is no longer optional – it’s the only path to securing reliable labour.

Winning talent without winning the salary race

If agribusiness can’t match the financial pull of mining or construction, employers must become far more deliberate about their employer value proposition. Put simply – why should a tradesperson choose your business? Agribusiness holds several advantages that are powerful but often under-articulated.

Lifestyle and regional community connection

Many agribusinesses can offer trades talent something money can’t buy:

• A wholesome, spacious lifestyle
• Regional environments ideal for raising families
• Strong community ties and a sense of belonging
• Clean air, open landscapes and a slower, healthier daily rhythm.

These are significant draw cards, particularly for tradespeople tired of FIFO rosters or metropolitan congestion. But they must be actively promoted – candidates will not assume these benefits unless employers make them clear.

Clear career pathways

Trades candidates want to know where a role leads. Agribusiness employers should be outlining:

• What the role looks like at 12 months
• Opportunities for training, upskilling and certifications
• What progression can look like at 24 months and beyond
• How the role contributes to broader operational outcomes.

This level of clarity is no longer a bonus, it’s expected.

Flexibility in a competitive market

Skill shortages mean employers must think differently about working conditions. Small adjustments can unlock significant candidate interest. For example:

• Later start times for school drop-offs
• Four-day, pro-rated weeks
• Stable rosters that allow family planning
• Seasonal flexibility if operationally viable.

Historically agriculture has been less flexible than other industries, but in today’s market, flexibility is a core competitive lever.

A critical additional pathway – skilled migration

The truth is unavoidable – Australia doesn’t have enough tradespeople to meet demand. Agribusinesses that rely solely on local workforces will continue to struggle. This is why skilled migration must be part of long-term workforce planning.

This is why Global People Solutions was established – to support employers who need structured, ethical, end-to-end migration pathways to fill skilled roles.

Becoming a Standard Business Sponsor (SBS)

To leverage skilled migration, an employer must be approved as a Standard Business Sponsor. This requires demonstrating:

• Lawful operation in Australia
• Financial viability and good standing
• No adverse compliance history
• A genuine need for a skilled overseas worker
• Commitment to Australian workplace laws and standards.

Evidence typically includes ABN/ACN details, financial statements, contracts, organisational charts and other supporting documentation. SBS approvals are taking longer to process, which is why agribusinesses should apply well before they expect to need overseas talent.

Even if you think you don’t need skilled migration today, this is exactly why long-term workforce planning matters.

Which trades are most in demand?

Across agriculture, some of the most sought-after trades include:

• Electricians
• Plumbers
• Mechanical trades (including diesel mechanics)
• Fitters and fabricators
• General labourers
• Refrigeration technicians
• Irrigation specialists
• Farm maintenance technicians

These roles are fundamental to keeping Australian agribusiness operational – yet they continue to be the hardest to fill.

The trades shortage is not easing and the businesses that act now will be the ones best positioned to stay operational, competitive and future-focused. If your organisation needs support building a workforce strategy, identifying critical trade roles or exploring skilled migration, our team’s here to help. Global People Solutions works closely with agribusinesses nationwide to secure dependable, long-term talent through strategic recruitment. For a confidential discussion about strengthening your workforce pipeline, get in touch with us today.