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Understanding attraction and retention in the automotive industry
Many occupations within the automotive sector are experiencing skills shortages including the critical role of motor vehicle technicians.
To ensure the supply of skilled workers keeps up with industry’s demand, it is important to understand the attraction and retention motivations of current workers in the industry and potential future candidates.
To successfully attract people from a range of backgrounds into a variety of automotive occupations, it is vital the industry understand the perceptions of this cohort of future apprentices and workers in the automotive sector. This project undertook research to uncover the perceptions priority cohorts including Gen Z and existing workers have of the automotive sector and associated careers.
We partnered with Fifth Quadrant, an accredited market research agency, to undertake independent research to understand and address skill shortages facing the Australian automotive industry.
Key stages of the work
Phase 1:
Prospective and existing workers surveys
Surveys were conducted June to July 2024 regarding current skills shortages and recruitment challenges in the automotive industry. Feedback was sought from a diverse range of existing and prospective future industry workers, including under-represented audiences such as:
- First Nations people
- Gen-Z
- People with disabilities and
- Women
Survey responses were collated from 1,000 high school students, 1,000 career starters (aged 17 to 25) and 613 existing workers across Australia.
The results were compiled and shared with industry in phase 2 of the consultation.
Phase 2:
Industry Consultation
In-depth interviews conducted between October and November 2024 were used to gather insights from stakeholders regarding current skills shortages and recruitment challenges in the automotive industry.
Participants included representatives from industry bodies, training providers, employers, the existing workforce, career advisors, and employment support groups. They were invited to share potential solutions they have tested or would recommend and discuss how to effectively use the feedback from Phase 1.
The interviews were conducted both online and in person, ensuring representation from all jurisdictions, including metropolitan and regional areas.
The results were compiled and shared with DEWR and now form part of our published research publication.