Why the Property Industry Needs More Junior Staff – And a Shift in Mindset to Make It Happen

The property industry in Australia is facing a talent shortage—particularly at the junior level. While experienced professionals remain in high demand, it’s becoming increasingly clear that the long-term sustainability of the industry depends on a strong pipeline of entry-level talent. Yet despite this need, many employers are reluctant to take on junior staff, citing a range of concerns around training, work ethic, and shifting expectations.

A common complaint among employers is that training junior employees is time-consuming and resource-heavy, with no immediate return. Some argue that today’s younger workforce expects too much, too soon: flexibility, rapid promotion, and a clear sense of purpose from day one. These demands, they say, don’t align with the realities of property development, management, or commercial sales—industries that often require grit, long hours, and years of on-the-job learning.

However, this mindset may be part of the problem. The industry's unwillingness to invest in training creates a cycle where fewer young professionals enter the field, experienced staff become overworked, and firms struggle to grow. Without junior staff to support and eventually succeed senior team members, the talent gap will only widen.

Is it time for a shift in approach?  Employers who are open to mentoring and structured development can not only attract committed, ambitious young professionals—they can also shape them to meet the specific needs of their business. Meanwhile, the next generation of property professionals must recognise that career progression takes time, and that flexibility is a two-way street.

Bridging this gap requires collaboration, patience, and clear expectations from both sides. But the payoff—an engaged, future-ready workforce—will be well worth the investment.