Labour Market Research - Nurses
Australia
2014-15
Number of years in shortage
5 years to 2014-15
Occupations in cluster
Rating1
2541-11
Midwife
Shortage
4
2544
Registered Nurse
No Shortage
1
4114-11
Enrolled Nurse
No Shortage
2
Key issues



Employers are readily able to fill nursing vacancies, and there is generally a more than adequate supply
of nurses to meet employers’ needs.
o This labour market, though, has tightened slightly over the last two years, with a lower proportion
of vacancies being filled and fewer suitable applicants per vacancy.
o There is considerable variation in the labour market for nurses between states.
o Despite the adequacy of supply overall, a number of employers have difficulty filling positions for
experienced or specialised nurses.
Shortages of midwives persist, but recruitment remains significantly easier than it was prior to 2012.
The number of applicants for nursing vacancies is at a peak. 2
o Some surpluses of graduate nurses are evident and entry level vacancies are easily filled, with
reported strong competition for public sector graduate intakes.
o Graduate employment outcomes3 have fallen over recent years and the Australian Nursing and
Midwifery Federation4 reports large numbers of graduates are unable to secure employment.
Figure 1: Proportion of vacancies filled (%), average number of applicants and suitable applicants per
vacancy (no.), Nurses, Australia, 2007-08 to 2014-15
100
90
80
70
60
(%) 50
40
30
20
10
0
Proportion of vacancies filled - LHS
Applicants per vacancy - RHS
Suitable applicants per vacancy - RHS
2007-08
2008-09
2009-10
2010-11
2011-12
2012-13
2013-14
20.0
18.0
16.0
14.0
12.0
10.0 (no.)
8.0
6.0
4.0
2.0
0.0
2014-15
Source: Department of Employment, Survey of Employers who have Recently Advertised
ISSN: 2201-2206
1
Ratings are based on research undertaken between April and June 2015
The Department’s readily accessible time series starts in 2007-08. Analysis of training data and GCA data indicate that this is
likely to be the highest number of nursing applicants since the recession of the early 1990s.
3
GCA, Gradstats, 2014 and GCA, Graduate Destinations Supplementary Tables and Figures, 2013
4
ANMF, Australian Graduates and 457 Workers Exploited Under Current Laws, 19 June 2015
2
Labour Market Research and Analysis Branch
Department of Employment
Page 1
Survey results


National shortages of registered nurses were evident almost continuously between 1986 and 2011 and
for enrolled nurses between 2008 and 2012, but these have now abated.5
o Shortages of experienced midwives persist, having been evident almost continuously since 1996.
The labour market for nurses remains complex. Overall, employers are able to recruit nurses with ease
and the number of applicants per vacancy stands at a recent record high level. That said, results at the
state and territory level are mixed.
o The proportion of nursing vacancies filled has been declining for the last two years (down from
79 per cent two years ago to 73 per cent in 2014-15), together with a recent fall in the number of
suitable applicants per vacancy (from 1.6 a year ago to 1.3 in 2014-15).
o Unfilled vacancies for nurses were spread across a broad range of sectors, including mental health
and aged care.
Over the five years to 2014-15, there has been a strong increase in the number of applicants per
vacancy. This figure now stands at a peak of 7.0 per vacancy, more than double the level recorded five
years ago (3.3). In large part, this has been driven by the increase in the training of registered nurses.
Despite the marked rise in the number of applicants, there has only been a small increase in the
average number of suitable applicants per vacancy (up by 0.5 over the last five years to 1.3 per
vacancy).
o This may reflect a larger number of surveyed vacancies requiring experienced or specialised skills
(compared with graduate or junior nursing positions) and the relatively small pool of suitably
experienced applicants available to fill these roles.
o It is worth noting that a number of otherwise suitable applicants did not progress in the selection
process as they were unable or unwilling to work the requested hours or shifts.
There continue to be some marked differences in recruitment experiences by occupation.
o Employers recruiting for registered nurses filled more than 80 per cent of their vacancies, while
two thirds of enrolled nurse vacancies were filled.
o Employers experienced the most difficulty filling midwife positions (64 per cent of vacancies were
filled). Midwifery vacancies attracted the smallest number of applicants and suitable applicants.
Around one in five surveyed employers did not attract any applicants or suitable applicants for
their midwife positions. While this labour market has tightened considerably since 2012-13 (when
almost 80 per cent of vacancies were filled), recruitment is still significantly easier than it was
three years ago. Between 2007-08 and 2010-11, an average of 31 per cent of midwife vacancies
were filled.
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

5
Department of Employment, Historical list of skill shortages (from 1986)
Labour Market Research and Analysis Branch
Department of Employment
Page 2
Figure 2: Average number of applicants and suitable applicants per vacancy (no.), Nursing
occupations, Australia, 2007-08 to 2014-15
10.0
2.5
Applicants per vacancy
Suitable applicants per vacancy
8.0
2.0
6.0
1.5
4.0
1.0
2.0
0.5
0.0
0.0
Source: Department of Employment, Survey of Employers who have Recently Advertised

There are variations in the labour market for nurses across the states and territories (see Table 1).
o In Victoria, 66 per cent of vacancies surveyed in 2014-15 were filled and there was 1.0 suitable
applicant, on average, per vacancy. By contrast, in Western Australia, 86 per cent of vacancies
were filled and there were 3.5 suitable applicants per vacancy.
Table 1: Skill shortages, Nursing occupations, States and Territories and Australia, 2014-15
Occupations in cluster
2541-11
Midwife
2544
Registered Nurse
4114-11
Enrolled Nurse
Rating
NSW
VIC
QLD
SA
WA
TAS
NT
ACT
AUS
S
M-D
R-D
R
NS
D
S
NS
S
R;M-D
NS
R
NS
NS
NS
NS
NS
NS
NS
R
NS
NS
NS
NS
NS
S
NS
Source: Department of Employment, Survey of Employers who have Recently Advertised
Key: S = Shortage, D = Recruitment Difficulty, R = Regional Shortage, M-D = Metropolitan Recruitment Difficulty,
R-D = Regional Recruitment Difficulty, NS = No Shortage


In 2014-15, regional employers found it slightly more difficult to recruit nurses than their metropolitan
counterparts.
o The number of suitable applicants per vacancy was similar (an average of 1.2 compared with 1.4
in metropolitan areas), but around 70 per cent of regional vacancies were filled compared with
75 per cent in metropolitan locations.
Over the four years to 2014-15, however, there has been a clear improvement in the ability of
employers to fill nursing vacancies in regional areas (Figure 3).
o Despite this, employers commonly noted that it was more difficult to recruit in regional locations.
Labour Market Research and Analysis Branch
Department of Employment
Page 3
Figure 3: Proportion of vacancies filled (%), average number of applicants and suitable applicants per
vacancy (no.), Nurses, Metropolitan and regional locations, 2010-11 to 2014-15
Applicants per vacancy - RHS
100
Suitable applicants per vacancy - RHS
Proportion of vacancies filled - LHS
15.0
80
12.0
60
9.0
40
6.0
20
3.0
(%)
(no.)
0
0.0
2010-11
2011-12
2012-13
2013-14
Metropolitan
2014-15
2010-11
2011-12
2012-13
2013-14
2014-15
Regional
Source: Department of Employment, Survey of Employers who have Recently Advertised
Reasons applicants were unsuitable


The majority of applicants were qualified nurses, but more than 70 per cent of qualified applicants
were considered by employers to be unsuitable.
The primary reason for applicant unsuitability was a lack of relevant experience.
o For a number of vacancies, skills in a specialty area or with particular client groups were required
and applicants without this experience were considered to be unsuitable.
o Some employers noted that experience between sectors (such as between aged care and acute
care) was generally not transferable.
Other reasons for unsuitability included
o a failure to adequately address the selection criteria for the position
o poor performance at interview.

Demand and supply trends
Employment

6
Data from the Australian Health Practitioner Regulation Agency6 (AHPRA) show that there were
363,501 nurses and midwives registered and practising in Australia in March 2015, up by 5 per cent
since March 2013, comprising
o 264,238 registered nurses (a rise of 7 per cent over the period)
o 60,306 enrolled nurses (1 per cent higher)
o 5,467 with dual registration as a registered and enrolled nurse (34 per cent higher)
o 3,587 midwives (36 per cent higher)
o 29,903 with dual registration as a nurse and a midwife (10 per cent lower).
AHPRA: Nursing and Midwifery Board, Nurse and Midwife Registrant Data, various issues
Labour Market Research and Analysis Branch
Department of Employment
Page 4
Turnover
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
Labour turnover of registered nurses and midwives is relatively low. Over the year to February 2013,
3.9 per cent of midwives and nursing professionals left their occupation group (compared with
11.4 per cent across all occupations).7
There is some evidence to suggest that the number of nurses retiring fell during the global financial
crisis.8 While no up-to-date data are available to determine if this is still bolstering the supply of
nurses, it may have contributed to the easing of shortages.
o ABS Labour Force data show nursing occupations have relatively old age profiles, with a median
age of 43 years for registered nurses, 42 years for midwives and 46 years for enrolled and
mothercraft nurses. The median age for workers across all occupations is 40 years.9
Vacancies


The level of advertised vacancies for nurses has been increasing strongly since the start of 2014,
suggesting that demand for nurses has risen.10
In the year to June 2015 compared with the year to June 2014, the number of vacancies was
o 25.6 per cent higher for registered nurses
o 15.9 per cent higher for midwives
o 22.5 per cent higher for enrolled and mothercraft nurses.
Figure 4: Vacancy levels, Nursing occupations, Australia, December 2006 to June 2015 (indexed)
Registered Nurse
Enrolled and Mothercraft Nurses
Midwives
All IVI vacancies
250
200
150
100
50
0
Source: Department of Employment, Internet Vacancy Index, 12 month moving average (Dec 2006 = 100)
7
ABS, Labour Mobility, May 2013, customised table
Note: Labour turnover is people leaving these occupations for other employment or leaving the workforce.
8 O’Loughlin, Humpel and Kendig, ‘Impact of the global financial crisis on employed Australian baby boomers: a national survey’,
Australasian Journal on Ageing, 2010 (vol 29, issue 2)
9
ABS, Labour Force, 2014 annual average
10
Department of Employment, Internet Vacancy Index, June 2015, 12 month moving average
Note: The number of vacancies is very low for midwives, contributing to the variability over the time series for that occupation.
Labour Market Research and Analysis Branch
Department of Employment
Page 5
Training



Initial training for registered nurses and midwives is at the bachelor degree level through universities
and for enrolled nurses the vocational education and training (VET) system offers diploma courses.
o It is notable, though, that enrolled nursing can be a pathway to registered nursing, as enrolled
nurses can further their qualifications through the university sector. More than one fifth of
enrolled nursing students progress to university study on completion of their VET course.11
Higher education statistics show that there has been a strong rise in the number of domestic students
commencing and completing a general nursing course that leads to initial registration.12
o In 2014, there were around 46,600 student enrolments in these courses, a rise of 39.5 per cent
compared with 2009.
o The number of commencements increased by 39.6 per cent over the five years to 2014 to nearly
17,500 (well above the all fields of education average of 28.8 per cent).
o The number of completions increased by 32.3 per cent (to 9600) over the five years to 2014 (well
above the all fields of education average of 23.0 per cent).
National Centre for Vocational Education Research (NCVER)13 figures show that the number of
domestic students enrolled in a vocational education and training (VET) certificate IV or higher
qualification in the field of nursing has increased significantly in recent years.14
o In 2014, there were around 19,100 enrolments, up by 42.8 per cent compared with 2009.
Figure 5: Domestic enrolments, Nursing, Higher education and vocational education and training,
2009 to 2014 (‘000s)
Higher Education
50
Vocational Education and Training
('000)
40
30
20
10
0
2009
2010
2011
2012
2013
2014
Sources: Department of Education, Higher Education Student Statistics Data Cube and NCVER, Students Data Cube
Notes: Higher education nursing data are for the special field “General nursing course required for initial registration.
Vocational education and training data are limited to certificate IV or higher qualification.
11
NCVER, Student Outcomes Survey, 2014, data combine two survey periods
Department of Education and Training, Higher Education Student Statistics Data Cube, 2014, domestic students
Note: “General nursing course required for initial registration” is a special course code. All fields of education data exclude
enabling and non-award courses.
13
NCVER, Students and Courses, 2003-2014 data cube, includes domestic students undertaking training packages or nationally
accredited courses.
Note: Data are for publicly funded providers only, figures exclude international fee-paying students.
14
Note: All current AHPRA approved programmes of study for registration as an enrolled nurse are at the diploma or higher
level, however, data cited here include certificate IV and higher qualifications to ensure a consistent time series and reflect
transition pathways.
12
Labour Market Research and Analysis Branch
Department of Employment
Page 6
Graduate employment outcomes


Graduate Careers Australia (GCA) data15 show that domestic bachelor degree graduates of nursing
(initial) courses have strong employment outcomes, with 80.5 per cent securing full-time work in 2014.
o While this is well above the all fields of education average (68.1 per cent), graduate outcomes for
nurses have declined markedly over the last five years (down from 96.3 per cent in 2009) to their
lowest level since the recession of the early 1990s.
o That said, more than 90 per cent of those who are working full-time are employed in occupations
which are relevant to their broad field of training.
Figures reported by the Australian Nursing and Midwifery Federation 16, suggest that large numbers of
graduate nurses are unable to find work in the state hospital system. They estimate that “some 3000
graduates [are] still unable to find work”.
o Michael Roff, chief executive of the Australian Private Hospitals Association17 has stated that,
“there are not enough graduate entry places for them [graduate nurses]” and that the current
situation is a “short-term bottleneck”.
Figure 6: Bachelor degree graduates in full-time employment, Nursing (initial), 2009 to 2014 (%)
100
95
90
85
80
(%) 75
70
65
60
55
50
2009
2010
2011
2012
2013
2014
Source: GCA, Graduate Destinations, Australian resident bachelor degree graduates, as a proportion of those available for
full-time work four months after graduation

NCVER data18 indicate that outcomes are also relatively strong for those who complete their training in
a course designed for enrolled nursing, with 90.6 per cent employed six months after completion in
2014. It is notable, though, that
o almost 70 per cent of those employed found work as an enrolled nurse
o almost two thirds of those employed were working part-time.
15
GCA, Gradstats, 2014 and GCA, Graduate Destinations Supplementary Tables and Figures, 2013
Note: Outcomes are as a proportion of Australian resident bachelor degree graduates who were in full-time employment four
months after completing their degree of those who were available for full-time work. Nursing (initial) comprises the fields of
study 060300 Nursing nfd and 060301 General Nursing.
16
ANMF, Australian Graduates and 457 Workers Exploited Under Current Laws, 19 June 2015
17
Australian Private Hospitals Association media release, Statement from the Australian Private Hospitals Association re:457
Visas, 21 May 2014
18
NCVER, Student Outcomes Survey, 2014, data combine two survey periods
Note: Outcomes are the proportion in employment (full-time and part-time) six months after completing their training.
Labour Market Research and Analysis Branch
Department of Employment
Page 7
Other indicators and issues



Demand for nurses is expected to increase strongly in coming years due to population growth, an
ageing population and rising demand for health services.
The Department of Employment19 projects that over the five years to November 2019
employment of
o registered nurses will increase by 17.9 per cent (or 41,400), well above the average for all
occupations (10.0 per cent)
o midwives will increase by 7.0 per cent (or 1100)
o enrolled and mothercraft nurses will decrease by 4.4 per cent (or 800).
The former Health Workforce Australia20 published longer term projections. Under every modelled
scenario, they projected a significant shortage of registered nurses by 2025 (although the degree of
shortage varies considerably across scenarios, from a low of 14,800 to a high of 147,300).
19
Department of Employment, Employment projections to November 2019
HWA, Health Workforce 2025, March 2012
Note: HWA closed in August 2014, with essential functions transferring to the Department of Health.
20
Labour Market Research and Analysis Branch
Department of Employment
Page 8