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April - June 2016

It’s positive to note that major highway and rail infrastructure projects in NSW, Victoria and the ACT continue to generate high levels of temporary and permanent roles in a number of areas.

Design Engineers, Rail Engineers, Project Engineers and Drafters are all in strong demand.

The awarding of major infrastructure projects is also generating business for associated industries and services boosting employment demand for certain roles such as Transport Planners.

Employers continue to want Revit skills for many roles but still struggle to find candidates, such as self-sufficient Architects and Drafters, with the right software skills. 

Skills in demand 

Design consultancies are on the hunt for Design Engineers, ideally with road project experience plus strong IT/design systems experience.

Rail Engineers with track signalling or electrification experience are in very high demand.

Civil Engineers, Civil Designers (12d and MX) and MX Designers are needed too for road and highway infrastructure project activity.

Transport Planners continue to see demand for their skills increase as higher traffic and transport volumes create the need for more research and analytics.

On the building front, Structural Design Engineers with Australian building experience, Civil and Structural Engineers (Buildings) for urban and land development projects, and Civil Drafters for sub-division and building-related civil works are all needed.

Revit Modellers are a hiring priority for ongoing building services contracts.

Senior Structural Engineers are in extremely high demand in Australia across the consultancy sector.

Candidate trends

With such high demand for Revit skills it is not surprising that candidates without Revit experience are looking for employers willing to train them in the software so they don't get left behind.

Candidates overworked in recent times who have often clocked working weeks of up to 78 hours continue to enter the job market in search of less intense, smaller projects to gain a better work-life balance. We are seeing more candidates prepared to move out of big cities if it means improving their lifestyle.

Candidates have a strong interest in permanent opportunities that offer attractive salaries and career growth. Despite the shortage of candidates in many areas, employers are not in a position to pay top end salaries to attract talent since they have reduced their profit margin to win contracts.

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