The HSEQ skills shortage isn’t new – but in 2026, it’s become more complex, more competitive, and far less visible on the surface. On paper, there are candidates. Roles are advertised. Salaries are rising. Yet behind the scenes, employers across WA are fighting a quieter battle: securing the right HSEQ professionals before someone else does. This isn’t about volume. It’s about fit, capability, and timing.

The Shortage You Don’t See

Most organisations tell us they can attract applicants – but struggle to secure professionals who genuinely meet their needs. Technical knowledge alone is no longer enough. Employers are looking for HSEQ leaders who can:

• Influence site teams and senior leaders
• Balance compliance with operational reality
• Communicate clearly under pressure
• Add value beyond “tick-the-box” safety

That combination is rare – and increasingly in demand. As a result, strong candidates are often off the market within days, sometimes hours.

The real shortage isn’t people.

It’s well-rounded HSEQ professionals.

Candidate Expectations Have Shifted

At the same time, HSEQ professionals are being more selective.

Many are open to moving – but only for the right reasons. Salary matters, but it’s not the sole driver. We’re seeing consistent themes:

• Clear leadership and decision-making authority
• Realistic workloads and work-life balance
• Employers who listen, not just comply
• Career progression that’s more than a title change

Professionals know their value, particularly in safety-critical industries like mining, construction and energy. If an organisation can’t articulate why a role exists and how it’s supported, candidates disengage quickly.

This is where many hiring processes fall down – not on money, but on clarity.

Speed Is Now a Competitive Advantage

One of the biggest differences we see between successful and unsuccessful hires in 2026 is speed.

The best employers move decisively:

• Shortlisting quickly
• Conducting meaningful interviews
• Making clear, confident offers

Others lose strong candidates while waiting for internal alignment, additional approvals, or “just one more interview”.

In a tight market, delays are decisions – and they often cost talent.

What This Means for Employers

The hidden battle for HSEQ talent isn’t won by louder advertising or broader searches. It’s won by employers who:

• Understand what capability they truly need
• Communicate expectations clearly and honestly
• Act quickly when the right person appears
• Invest in leadership, not just compliance

HSEQ has never been more critical to business performance, culture, and risk management. The organisations that recognise this – and hire accordingly – will be the ones best positioned for the years ahead.

At Sundstrom Recruitment, we see this battle every day. And the difference between success and frustration is rarely luck – it’s strategy, insight, and execution.