Mechanic shortages have shifted from a recruitment headache to a capacity constraint. In 2026, unfilled workshop roles are already affecting throughput, fleet uptime, customer wait times, and growth plans.
A 2025 ABC News report on Queensland workshops captures what many businesses in Australia live day-to-day: roles staying open for months, plenty of applicants but very few who are genuinely job-ready.
The workshop featured in that report, Totally Automotive, has partnered with TPRC in the past, after experiencing the same challenges. Their comments reflect what we consistently hear across trade-reliant businesses: the challenge is not just attracting applicants; it is attracting qualified applicants.
What the Queensland Situation is Really Telling Employers
The ABC report highlights several signals that extend beyond Queensland:
- More than half of Queensland’s automotive repair businesses reported difficulties in attracting qualified workers.
- Some workshops have been advertising for more than six months without success.
- The volume of applicants does not equate to their suitability. They report receiving around 200 applications, but only “a handful” are worth interviewing, with many applicants lacking the necessary skills for a busy workshop.
For employers, this indicates a structural issue: if you wait until the vacancy becomes critical, you are already behind.
Moreover, delaying or prolonging the recruitment process also hampers business growth, as automotive workshops are reportedly turning down customers due to lack of adequately skilled workers in their shop.
The Broader 2025 Evidence Supports What Workshops Are Experiencing
Even when the wider labour market shows some easing, trade shortages can remain stubborn and localised.
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Skills Shortage Signals for Trades Remain High
Jobs and Skills Australia’s 2025 Occupation Shortage ListAdditional Insights Report shows that “Technicians and Trades Workers” still have a high incidence of shortage in 2025 (see Table 1, which indicates 52% and 54% in shortage under two of the presented categories). -
Automotive Employers Are Struggling to Fill Roles, Even After Advertising
A Deloitte Access Economics survey for the Victorian Automotive Chamber of Commerce (VACC) found that businesses surveyed advertised over 600 vacancies in 2024 but filled fewer than 250, resulting in an average fill rate of 37%. The report also noted an average of 4.5 applicants per vacancy, which is well below a cited cross-industry comparison.
Different states, same pattern: not enough suitable supply.
“But job vacancies are down,” and why it still feels hard to hire
The ABS reported job vacancies fell 2.7% in the three months to August 2025 (to 327,200 vacancies).
While this may be true, employers can still struggle to hire mechanics and key trades, as these roles are constrained by qualifications, hands-on competency, and time-to-skill. In other words, macro easing does not automatically produce job-ready mechanics.
What Job Ad Behaviour Says About 2026 Hiring Pressure
TPRC’s 2025 Job Ad Insights Report analysed 124,731 unique job ads (from 23 April 2025 to 19 November 2025) and found that demand is clustering around mechanical and metal trades, with manufacturing and fabrication, construction and building, and automotive leading in job postings.
The report also notes that about 1 in 8 job ads are reposts and highlights frequently reposted roles such as Diesel Mechanic and Field Service Technician, which serve as practical indicators of chronic hiring difficulties.
For employers, reposting is not merely administrative; it serves as a warning light that your current approach does not align with market reality.
What Employers Can Focus On in 2026
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Prioritise Your Hardest-to-Fill Roles
Identify your top 5 roles that are consistently difficult to fill. These positions are most likely to impact productivity, turnaround times, and customer experience when left unfilled. -
Plan Earlier
If your business typically ramps up mid-year, using Q1–Q2 to prepare can reduce last-minute pressure and help you stay ahead of demand. -
Emphasise Skills Match, Not Just Applicant Numbers
High application volumes do not always translate to job-ready candidates. A clearer focus on skills and role fit helps to reduce rework, delays, and avoidable turnover. -
Consider Overseas Recruitment as Part of a Structured Hiring Plan
When local recruitment remains challenging, overseas hiring can be a practical option, especially when supported by a quality-led, compliant process that confirms job readiness.
Not sure where to start in 2026? Talk to us, and we will map your critical roles and hiring options.