Practical steps for employers: turning shortage data into action
Here are some practical ways Western Australian employers can use this data when sponsoring migrant workers:
Map your critical roles to the shortage list
Identify which vacancies align with shortage occupations and prioritise roles with high turnover or long‑standing vacancies.
Strengthen your recruitment evidence
For shortage occupations, ensure your internal processes support visa applications by:
Keeping records of job ads, applicant numbers, reasons for non-selectionDocumenting delays, unfilled shifts, project impacts or service constraints caused by vacancies
This material helps meet formal requirements like Labour Market Testing where applicable.
Consider regional pathways where “Regional shortage” is flagged
For occupations listed as a “Regional shortage” in Western Australia, explore whether your business can benefit from regional concessions, such as:
Regional occupation listsThe subclass 494 regional visaDesignated Area Migration Agreements (DAMAs) where relevant
These pathways can sometimes offer broader occupation coverage, more flexible criteria, or pathways to permanent residence that can make your roles more attractive to overseas candidates.
Use shortage data to support internal buy-in
HR teams often know firsthand that certain roles are difficult to fill, but it can be challenging to secure executive or board approval for the sponsorship of skilled migrants.
Clear evidence helps. Being able to demonstrate that your hard-to-fill roles fall within occupations officially identified as being in shortage in Western Australia can shift sponsorship from a “nice to have” to a business critical workforce strategy.