The Growing Demand for Skilled Workers in Australian Aged Care
Aged care in Australia is facing unprecedented demand this year, with the Australian Bureau of Statistics forecasting that nearly 20% of the population will be aged 65 years or older by the mid-2020s. This demographic trend is dramatically increasing the need for qualified aged care workers across the country, particularly in residential aged care facilities and home-based support services.
The Aged Care Workforce 2022 Census Report revealed that Australia needs more than 35,000 additional workers to meet aged care service demands this year. Compounding the problem is the increasing complexity of care needs, with more older Australians living longer but requiring specialised support for conditions like dementia, chronic illnesses, and mobility issues. Skilled aged care workers with expertise in dementia care, complex nursing care, and palliative care are now in exceptionally high demand.
Providers are intensifying their recruitment strategies, offering flexible working arrangements, professional development pathways, and in some cases, sign-on bonuses to attract new staff. In regional areas, aged care providers are offering relocation packages to incentivise workers to move and help close the service gap outside major cities.
The Role of Technology in Australian Aged Care Recruitment
Technology has transformed aged care recruitment in Australia this year, making it faster and more efficient to identify, screen, and onboard suitable candidates. Recruitment platforms such as SEEK, EthicalJobs, and dedicated aged care job portals have seen increased usage, helping providers reach a wider pool of applicants nationwide.
Artificial intelligence (AI) is playing a growing role in the recruitment process, from screening resumes for key skills to scheduling interviews and even conducting initial assessments through AI chatbots. Many aged care organisations are using video interviews and online skills testing to ensure candidates meet both technical standards and demonstrate compassionate care attitudes, which are critical in aged care roles.
E-learning modules and virtual orientation programs have also made onboarding new aged care employees smoother and faster, especially important given the time-sensitive needs of many facilities operating under strict compliance requirements tied to the updated Aged Care Quality Standards introduced last year. This year, technology is also helping aged care providers recruit in hard-to-staff regional and rural areas by offering remote interviews and virtual tours of facilities.
Social media channels are becoming vital tools for aged care recruitment marketing. Platforms like Facebook, Instagram, and LinkedIn are now essential for promoting employer brand, showcasing workplace culture, and attracting younger generations to consider a career in aged care.
International Recruitment Strategies for Australia's Aged Care Sector
International recruitment remains a key strategy for supporting Australia’s aged care workforce this year. The federal government continues to expand initiatives like the Pacific Australia Labour Mobility (PALM) scheme and has introduced streamlined skilled migration pathways under the Aged Care Industry Labour Agreement to attract overseas talent.
Critical aged care roles, including registered nurses with aged care experience, personal care assistants, and enrolled nurses, have been added to the Priority Migration Skilled Occupation List to ensure faster visa processing for overseas candidates. These international workers are helping to fill gaps particularly in rural and remote aged care facilities, where domestic recruitment alone cannot meet demand.
Ethical recruitment is a strong focus this year, with aged care providers adhering to the International Recruitment Integrity System (IRIS) guidelines to ensure fair treatment of workers. Australian organisations are investing heavily in settlement services, including English language classes, cultural competency workshops, and community support programs to help international recruits integrate successfully.
However, despite these efforts, challenges remain. Language barriers, cultural adjustment, and credential recognition continue to pose obstacles. Many aged care organisations are proactively addressing these by offering ongoing training and mentorship programs that support international workers throughout their employment journey.
Retention Initiatives for Australian Aged Care Workers
This year, worker retention has become just as important as recruitment for aged care providers across Australia. High turnover rates, which averaged around 29–30% according to the Committee for Economic Development of Australia (CEDA), continue to strain the system, leading to higher recruitment costs and service disruptions.
To address this, many aged care organisations are offering improved pay and conditions following the Fair Work Commission’s 2023 decision to approve wage increases for aged care workers. But financial incentives alone are not enough. Providers are increasingly investing in comprehensive retention strategies that focus on creating positive work environments.
Flexible working arrangements, professional development pathways, recognition programs, and dedicated mental health support are now key components of staff retention plans. Peer mentorship programs are helping new recruits settle into roles, while leadership development courses offer career progression opportunities for more experienced staff.
The growing focus on wellbeing reflects a broader recognition that aged care work is both physically and emotionally demanding. Initiatives such as staff wellness programs, resilience training, and mental health days are proving successful in keeping employees engaged and committed for the long term.
Education And Training Pathways For Australian Aged Care Careers
Education and training reforms are crucial to building a sustainable aged care workforce in Australia this year. With aged care facing complex, multidisciplinary challenges, formal qualifications and continuous professional development are becoming essential.
Government initiatives like Fee-Free TAFE, launched nationally in 2023, have made vocational education in aged care more accessible. Courses such as the Certificate III in Individual Support (Ageing) and Certificate IV in Ageing Support are attracting more young people and career changers to the sector.
Universities are responding as well, offering new degree programs with a strong aged care focus. Bachelor of Nursing courses now often include specialised aged care units, while allied health degrees are incorporating practical placements in aged care settings to expose students early to the realities of the sector.
Providers are also partnering with Registered Training Organisations (RTOs) to deliver in-house education and fast-track training programs. Upskilling existing staff through micro-credentials in dementia care, infection control, leadership, and clinical skills ensures that the current workforce can meet the updated standards and complex care requirements of residents.
Scholarships, traineeships, and incentives like guaranteed employment upon course completion are helping to position aged care as a respected, rewarding career choice, vital to Australia’s future health and wellbeing.
