The Recruitment, Consulting & Staffing Association’s (RCSA) recent article Ageless Talent: What Australia and New Zealand Can Teach the World About Work highlights a challenge that technical industries can no longer afford to ignore – the workforce is changing faster than most hiring strategies.
Global talent shortages are projected to leave 85 million roles unfilled by 2030, potentially costing the world economy $8.5 trillion in lost productivity. For engineering, manufacturing, and product design, sectors built on hard-won expertise, the message is clear: organisations that treat talent as ageless will outperform those that don’t.
Why demographic shifts matter for technical industries
Australia and New Zealand stand out globally for higher participation among older workers. This presents a strategic advantage for technical employers, where expertise is built over decades.
In engineering and advanced manufacturing, retiring professionals often take with them:
- Specialist knowledge of legacy systems
- Deep understanding of safety-critical processes
- Insight into long-cycle product design and testing
However, as Baby Boomers exit the workforce, these knowledge gaps can quickly become operational risks. Yet globally, four in five countries are seeing their working-age populations slow or shrink. For technical sectors already competing for scarce skills, attracting, retaining, and re-engaging experienced workers is now essential for continuity and innovation.
Technical skills are evolving at speed
According to the World Employment Confederation’s Social Impact Report 2025, one in three skills has changed since 2021. That pace is even more pronounced in technical disciplines.
What this means on the ground:
- Engineers are navigating AI-assisted modelling and predictive maintenance tools
- Manufacturers are moving toward smart factories, robotics, and IoT-enabled workflows
- Product designers are working inside digital twins and advanced simulation environments
Automation and the generational skills divide
Around 27% of jobs in OECD countries, including Australia, are at high risk of automation. While high-tech sectors adopt new tools rapidly, industries such as manufacturing and construction change at a more measured pace.
This creates a predictable pattern:
- Younger employees adopt digital tools and workflows quickly
- Experienced professionals bring essential judgement, safety awareness, and system knowledge
- Businesses need both, but often struggle to connect the two
Structured mentoring, reverse-mentoring, and cross-functional training programmes help bridge the divide. Pairing digital-native designers or engineers with experienced specialists results in a workforce that is both agile and deeply knowledgeable, exactly what technical industries require to innovate safely and confidently.
Flexibility is now a universal expectation, even in technical roles
The WEC also reports that 83% of executives believe flexibility now matters as much as pay. While hybrid work may seem more suited to office-based roles, technical industries are also adapting:
- Flexible shifts in manufacturing
- Part-time roles for semi-retired engineers
- Project-based work for specialist designers
- Remote collaboration for digital prototyping and modelling
For many experienced professionals, flexible work is the difference between staying in the industry or stepping away entirely. Employers who embrace broader role design and alternative work arrangements dramatically increase access to hard-to-find technical talent.
Practical recommendations for technical employers
To build resilient technical teams in a tightening labour market, organisations should focus on:
- Inclusive recruitment strategies – Actively attract and re-engage older professionals. Their expertise reduces risk, strengthens capability, and ensures continuity.
- Continuous learning and reskilling – Invest in training that keeps pace with automation, AI tools, and digital platforms. Tailored learning paths maintain competitiveness and support career longevity.
- Cross-generational collaboration – Develop structured knowledge-sharing programs pairing emerging talent with experienced specialists. This accelerates competency development and protects critical know-how.
- Flexible work models – Recognise flexibility as a core benefit for all ages. Implement hybrid options, phased retirement, contract roles, and project-based work where possible.
By embedding these strategies, technical industries can turn demographic challenges into a competitive advantage – building workforces that are adaptable, diverse, and future-ready.
Partnering with a specialist recruitment firm
With decades of expertise connecting technical professionals across engineering, manufacturing, and product design, RHL Recruitment Australia helps organisations navigate demographic change, skills evolution, and shifting workforce expectations.
To discuss how we can support your hiring needs, visit rhl.com.au or contact paul@rhl.com.au.
