New NSW registration figures highlight the importance of attracting emerging talent, supporting professional development and preparing surveying businesses for the future.
A profession at a turning point
Australia’s surveying industry supports housing development, major infrastructure projects, mining and land management. However, the profession must continue developing its workforce to meet future demands.
New figures from the NSW Board of Surveying and Spatial Information (BOSSI) offer an important insight into this challenge. Its 2025–26 Statistical Review, released in October 2026, highlights changes in surveyor registrations, candidate numbers and workforce demographics.
For surveying businesses, these figures raise an important question: how can the industry attract new talent while retaining the experience and expertise it already has?
What do the latest NSW figures reveal?
BOSSI’s latest review shows that NSW had 912 financial registered surveyors as at 30 June 2026. This includes land surveyors, mining surveyors and professionals registered in both disciplines.
By comparison, the register recorded 1,063 financial registered surveyors in 2016–17. Therefore, the latest figure represents a decline of around 14% over that period.
| Registered surveyors | Candidate surveyors |
| 912 | 312 |
| At 30 June 2026 | At 30 June 2026 |
Candidate numbers have increased from 228 in 2016–17 to 312 in 2025–26. This growth points to an active training pipeline, although candidates must still complete the relevant requirements to achieve registration.
These figures do not, on their own, prove a nationwide shortage. Nevertheless, they highlight why the industry should continue investing in training, professional development and pathways into registration.
Why attracting new talent matters
Surveying combines technical knowledge, spatial data, problem-solving and practical fieldwork. As Australia’s cities expand and infrastructure projects progress, businesses need people who can apply these skills across a range of environments.
However, attracting new entrants is only part of the challenge. The profession must also give emerging surveyors opportunities to develop their capabilities and progress towards registration.
BOSSI’s latest statistics show that registered land surveyors in NSW have an average age of 53. Candidate land surveyors, meanwhile, have an average age of 34.
This difference highlights the importance of succession planning. Experienced professionals carry valuable technical knowledge and practical judgement. Therefore, businesses should create opportunities for them to share that knowledge with developing surveyors before senior staff leave the workforce.
Building a stronger surveying workforce
Surveying businesses can take several practical steps to support the next generation.
1. Invest in mentoring
Pairing developing surveyors with experienced colleagues helps transfer practical knowledge and build confidence. In addition, regular feedback can help candidates identify skills they need to strengthen as they work towards registration.
2. Create clear career pathways
Businesses should explain the qualifications, practical experience and competency requirements involved in progressing through the profession. Clear expectations can help employees understand their opportunities and plan their development.
BOSSI provides information about registration pathways for land and mining surveyors, including the requirements candidates must meet.
3. Promote surveying as a career
The industry can also strengthen its future workforce by engaging with universities, TAFEs and students. For example, workplace visits, career presentations and practical demonstrations can help young people understand the variety of opportunities within surveying and spatial information.
Furthermore, businesses can highlight the diverse career paths available across land development, infrastructure, mining and geospatial technology.
4. Plan for knowledge transfer
Succession planning should extend beyond replacing staff when they leave. Instead, businesses can document important procedures, encourage collaboration and give developing employees greater responsibility as their skills grow.
As a result, firms can reduce their reliance on individual employees and maintain continuity when experienced staff move on.
Looking ahead: a shared industry responsibility
The latest BOSSI figures provide a useful snapshot of NSW’s surveying profession. They also reinforce the importance of supporting candidates and retaining experienced professionals.
Although individual businesses cannot solve every workforce challenge, they can help strengthen the profession through mentoring, training and long-term planning.
Ultimately, Australia’s surveying future depends on more than attracting new entrants. It also requires an industry that supports people throughout their careers and gives them the opportunity to develop their expertise.
How ACSIS supports surveying businesses
At ACSIS, we understand the importance of building a sustainable surveying business. Alongside workforce planning and professional development, business owners should regularly review their operational needs and insurance arrangements as their teams and services evolve.
ACSIS provides insurance solutions for surveying professionals, including Professional Indemnity insurance.
Contact ACSIS to discuss your business insurance needs, or speak with your insurance broker about the cover appropriate for your practice.
This article provides general information only and does not constitute professional or insurance advice.
Further reading
- BOSSI Statistical Review 2025–26 — the latest NSW registration, candidate and demographic figures.
- BOSSI — Become a Surveyor in NSW — information about registration and career pathways.
- Surveyors Australia — Census 2026: Every Surveyor Counts — an industry campaign highlighting the importance of accurately representing surveying occupations in national workforce data. bossi.nsw.gov.au+2