fetchrecruitment

The Grey Tsunami: How an Ageing Workforce is Reshaping Hiring

Tue, 07 Apr 2026 00:07:09 GMT

If you're hiring in construction, civil or mining right now, you can feel it.

Shortlists are thinner. Time to hire is stretching. Strong candidates are weighing up multiple offers.

This isn’t a short-term slowdown. It’s a structural shift, and it’s accelerating.

At the centre of it is an ageing workforce. Experience is leaving faster than it’s being replaced, and the pressure that creates is changing how hiring needs to be approached across the industry.

The Numbers Behind It

Mining tells the story clearly.

The median age of a mining worker in Australia is 41, one of the highest across all industries. At the same time, the workforce has already begun to shrink, while demand continues to ramp up.

There are 96 major projects worth $129.5 billion expected to create over 22,000 jobs by 2030.

So while demand is increasing, supply is tightening.

This is a skills shortage, but it’s being driven by something deeper: a shrinking and ageing workforce.

Construction and civil are facing the same reality. Record infrastructure pipelines across road, rail, water and energy are colliding with a limited pool of experienced professionals, many of whom are approaching retirement.

What’s Driving It

From a recruitment perspective, four key factors are compounding the issue:

1. Retirement is happening all at once

This is not gradual. Large cohorts who entered the industry in the 80s and 90s are exiting at the same time.

For roles like site managers, project engineers and statutory positions, experience takes years to build. It can’t be replaced overnight.

2. The talent pipeline is thinner than it should be

Fewer young people are entering the industry.

University programs have reduced, trade pathways have declined, and perception challenges remain. FIFO and remote work also don’t appeal to everyone, particularly younger workers prioritising flexibility and lifestyle.

3. Competition has expanded

You’re no longer just competing with similar companies.

Renewables, infrastructure, defence and adjacent industries are all targeting the same skill sets.

The talent pool is shrinking while demand for it is growing.

4. Retention is under pressure

FIFO fatigue is real.

Many experienced workers are stepping away earlier or choosing roles closer to home, even if it means taking a pay cut.

If your offering doesn’t address lifestyle, you risk losing people at a critical stage in their careers.

What This Means for Hiring

The businesses performing best in this market are already adapting.

Be proactive, not reactive

Posting a job and waiting is no longer enough. The strongest candidates are already employed. Reaching them requires proactive engagement, long-term relationship building, and pipeline planning well in advance.

Rework your EVP

Salary alone isn’t enough. Candidates want flexibility, progression, and purpose. Projects tied to infrastructure and energy transition are appealing, but only if supported by the right culture and conditions.

Broaden your criteria

Transferable skills matter more than ever. Candidates from adjacent industries such as transport, manufacturing and defence often bring highly relevant experience. Opening your criteria can unlock talent your competitors are overlooking.

Protect your knowledge base

If you have experienced workers nearing retirement, now is the time to act.

Structured knowledge transfer, mentoring and flexible working arrangements can help retain critical expertise for longer.

Take employer brand seriously

Candidates are doing their research. Your online presence, reviews and content all shape perception before a conversation even starts. Employer brand is no longer a nice to have, it’s a hiring advantage.

The Opportunity

Demand is not slowing down.

Billions in projects are already committed, and tens of thousands of roles need to be filled.

The opportunity is significant, but it will favour businesses that plan ahead.

Those investing in pipelines, brand and long-term workforce strategy will outperform those reacting to gaps as they appear.

How We Can Help

At Fetch Recruitment, we work closely with our clients to help them navigate these challenges and secure the right talent.

That means building pipelines early, understanding the market, and positioning opportunities in a way that cuts through.

This isn’t a short-term shift. The way hiring is approached needs to change with it.

WA’s Gold Boom. The Workforce Test Begins

Mon, 02 Mar 2026 22:22:59 GMT

WA’s Gold Momentum Is Building. The Real Test Will Be Workforce Agility.

Gold prices are climbing again, and confidence across Western Australia’s gold sector is strengthening with it.

Exploration activity is increasing. Expansion plans are being revisited. Production targets are being reassessed while margins remain strong. Across WA alone, more than 2,400 new roles are forecast across 11 major gold projects, including Hemi and the expansion of Kalgoorlie’s Super Pit. Nationally, the Australian Resources & Energy Employer Association estimates more than 22,000 additional mining roles by 2030.

On the surface, that signals opportunity.

But in mining, growth is rarely linear. It arrives in waves.

And when it does, the pressure does not fall evenly across permanent headcount structures. It lands in mobilisation windows, shutdown programs, staged ramp ups and production surges.

That is where the labour model becomes critical.

The Gold Cycle Is Returning Into A Tight Market

Previous mining booms often followed periods of softening in the workforce. Labour was available. Movement was slower. Operators could scale with less friction.

This cycle is different.

WA never truly reset to surplus conditions after the last resources peak. Skilled trades, experienced operators and shutdown crews have remained in steady demand across iron ore, lithium and infrastructure projects. Gold is now accelerating into an already competitive labour environment.

That changes the risk profile.

When activity increases across multiple commodities simultaneously, workforce competition intensifies quickly. The strongest site ready workers have options. Availability becomes fragmented. Roster flexibility becomes leverage.

In this environment, speed and structure matter as much as rates.

Contract Labour Is No Longer Just Supplementary

For many operators, contract and temporary labour has historically been used to plug gaps. Cover leave. Support shutdowns. Manage overflow.

In a growth phase, that approach becomes limiting.

Flexible labour models are increasingly being used as a strategic lever. They allow operators to:

Scale up during production lifts without permanently inflating fixed cost bases.
Respond to unplanned maintenance without derailing core crews.
Accelerate commissioning and staged expansions.
Maintain operational continuity during workforce transitions.

The gold sector’s next phase will not be defined purely by output. It will be defined by how efficiently projects can mobilise and sustain skilled crews when required.

The Risk of Reactive Hiring

One of the consistent patterns in rising commodity cycles is compressed timelines.

Projects receive approval. Maintenance programs are locked in. Expansion stages move forward. Recruitment activity spikes simultaneously across the market.

Operators entering the labour market at the same time inevitably compete for the same experienced workforce.

In contract environments, this results in:

Tighter availability windows.
Faster offer processes.
Greater counteroffer activity.
Increased mobilisation pressure.

The difference between a smooth ramp up and an operational bottleneck often comes down to how early labour engagement began.

What We Are Seeing Across WA

From our position working across WA’s mining sector, the tone of the market is shifting.

Candidates are more selective about roster structures and site conditions. Contractors are forecasting labour earlier. Shutdown planning conversations are starting further in advance than they were twelve months ago.

There is optimism, but there is also realism. Many operators remember the volatility of past cycles and are conscious of not overextending.

That balance creates complexity. It also creates opportunity for those who manage it well.

How Fetch Supports WA Gold Operators

At Fetch, our Mining and Resources team in WA focuses heavily on contract and temporary placements across gold operations.

We work with operators and contractors who rely on agile workforce structures to manage:

Shutdown programs
Maintenance cycles
Short term production increases
Project ramp ups
Interim supervisory coverage

Our strength is not simply sourcing candidates. It is understanding the operational timing behind each request. Mobilisation requirements, compliance standards, site readiness, FIFO logistics and availability tracking are part of the process from day one.

In a tightening market, execution speed matters. So does retention of proven crews across multiple campaigns.

Gold momentum in WA is building.

The operators who will navigate this phase most effectively will not necessarily be the ones with the largest reserves.

They will be the ones who treat workforce agility as a competitive advantage.

If you are planning to scale activity across WA’s gold sector in the coming months, our Mining and Resources team is here to support you with responsive, site ready contract talent.

Because in this cycle, flexibility will determine who moves smoothly and who stalls.

South Australia Recruitment Demand Is Rising While Skilled Supply Tightens

Tue, 03 Feb 2026 03:58:29 GMT

South Australia’s labour market is under increasing pressure.

Demand for civil recruitment, infrastructure recruitment, engineering recruitment and construction workforce solutions in South Australia continues to grow, yet the skilled migration pipeline that has historically supported these industries is tightening.

According to data published by the Australian Department of Home Affairs, South Australia was allocated 3,800 skilled migration nominations in 2024–25, comprising:

3,000 Subclass 190 visas
800 Subclass 491 visas

For the following year, that allocation was reduced to 2,250 places, including:

1,350 Subclass 190 visas
900 Subclass 491 visas

This represents a reduction of more than 40 per cent in skilled migration capacity in just one year.

A tightening supply at the wrong time

This reduction is occurring while South Australia continues to see strong activity across:

Civil infrastructure and transport projects
Road, rail and enabling works
Engineering and project delivery
Manufacturing and industrial operations

These sectors require experienced, site-ready professionals across both delivery and leadership roles. The issue is not a lack of work. It is a lack of skilled people available to fill it.

Real recruitment demand across civil and infrastructure in SA

From a recruitment perspective, this pressure is already being felt.

We are currently recruiting for multiple live roles across South Australia, with a strong focus on the civil construction space, spanning permanent, contract and labour hire solutions.

These include roles such as:

Supervisors and Site Managers
Civil Operators
Civil Leading Hands
Skilled Civil Labourers

These positions are tied directly to live projects with established clients operating in South Australia. Demand is active, immediate and ongoing.

What we are consistently seeing is that civil and infrastructure recruitment demand in SA is outpacing available talent , particularly for experienced operators and site-based leadership.

What this means for employers

Skilled migration has long supported workforce demand where local supply alone cannot keep pace.

Reducing migration intake does not reduce hiring demand. It intensifies competition for the same limited talent pool.

For businesses relying on recruitment services in South Australia, this is already resulting in:

Longer time to hire
Fewer suitable candidates per role
Increased wage and rate pressure
Delivery risk when critical roles remain unfilled

In civil and infrastructure environments, workforce constraints quickly become commercial constraints.

How Fetch Recruitment supports recruitment in South Australia

At Fetch Recruitment, we are already supporting clients across South Australia with permanent recruitment, contract recruitment and labour hire across Civil, Construction, Corporate Services, Mining and other sectors.

Our approach goes beyond filling roles. We work with businesses to plan, secure and sustain the workforce they need to deliver projects successfully.

Our recruitment services in South Australia include:

Permanent recruitment for leadership and specialist roles
Contract recruitment for project-based requirements
Labour hire for site-based and operational teams
Access to national and international talent networks
Market insight on availability, rates and hiring timelines
Workforce planning to reduce project risk and delays

This is how we deliver on Building Tomorrow’s Workforce, Today .

Looking ahead

South Australia continues to present strong opportunity across infrastructure, civil construction and manufacturing.

However, as skilled supply tightens, businesses will need to be proactive, realistic and well supported in how they approach recruitment.

We are actively supporting clients across South Australia and are open to working with new businesses seeking recruitment solutions across permanent, contract and labour hire.

Looking for talent in South Australia?

With skilled supply tightening and demand continuing to rise, securing the right people early has never been more important.

If you are hiring across civil, construction, engineering, manufacturing, mining or corporate services in South Australia, our team can support with recruitment solutions tailored to your project and business needs.

Submit a talent request below and one of our consultants will be in touch to discuss how we can support your workforce requirements.

Our New Tagline, and the Story Behind It

Mon, 19 Jan 2026 07:00:20 GMT

When Fetch Recruitment started in 2012, our tagline was Sourcing top talent within the Built Environment .

It fit who we were at the time: a specialist recruitment business built around construction and the core industries that support it.

Since then, we have grown a lot.

We have expanded our capability, our teams, and the types of roles we recruit for. We now support clients and candidates across a broader range of sectors and job types, including permanent, contract, and labour hire.

The truth is, the built environment is still a huge part of our DNA. It is where we built our reputation and where many of our long term client relationships began.

But it is no longer the full picture of what we do.

As our business evolved, we needed a tagline that better reflected the work we are doing now, and the direction we are heading next. Something that captured both the pace of today’s hiring needs and the long term view required to build strong teams.

That is why we have introduced our new tagline: Building Tomorrow’s Workforce Today .

What it means in practice

For clients, it is about more than filling a vacancy. It is about helping you build teams that can deliver now, and keep delivering as projects, workloads, and priorities change.

For candidates and contractors, it is about partnering with a recruiter who understands the market, stays close to the opportunities, and supports you to make the right next move.

And internally, it is a reminder of the standard we hold ourselves to: strong service, clear communication, and a focus on long term relationships.

What is not changing

While the tagline is new, the fundamentals are not.

We still back ourselves on:

understanding the industries we recruit in
moving quickly when it matters
being straightforward and human in how we work
protecting quality through screening and compliance
treating every placement like it impacts a person and a business, because it does

This change is simply about clarity.

It is the same Fetch, with a better way of describing what we do today, and where we are going next.

Building Tomorrow’s Workforce Today.

Construction Hiring Outlook in Australia - 2026

Sun, 04 Jan 2026 23:08:15 GMT

Construction is heading into 2026 with a familiar mix of opportunity and pressure. Demand is still there, project delivery is under the microscope, and the workforce market is not getting easier.

Build Australia recently published its construction trend predictions for 2026 and beyond, calling out nine themes that will shape how projects are planned, delivered, and staffed.

At Fetch Recruitment, we see these trends translate into one thing fast: hiring decisions will need to be earlier, sharper, and more strategic. If you are a builder, developer, head contractor, or subcontractor, this is what to watch and how to prepare your construction recruitment plan for 2026.

What the 2026 construction trends mean for hiring

The trends gaining momentum include continued market growth, a stronger tilt toward residential building, more digital twin technology, increased artificial intelligence, wider BIM adoption, a bigger push into sustainable construction, more circular economy thinking, a deeper focus on closing the skills gap, and a stronger emphasis on upskilling.

For hiring managers, the takeaway is simple: the work keeps moving, but the skills mix is changing.

Residential construction demand keeps competition high

If residential ramps up as expected, competition will stay strong for experienced delivery and commercial operators, especially the people who keep programs moving and quality consistent at speed.

Expect hiring pressure to stay high across Site Managers, Senior Site Supervisors, Foremen, Project Engineers, HSE Advisors, Contract Administrators, Senior Contract Administrators, Estimators, and Quantity Surveyors.

Digital capability becomes a hiring filter

Digital twins, BIM, and AI are moving from “nice to have” to normal.

In 2026, many employers will expect candidates to be confident working in modern project environments, even if they are not “tech roles” on paper. The practical difference will be the ability to work with data, systems, and structured workflows, not just traditional reporting.

Sustainability moves into everyday delivery roles

Sustainable construction and circular economy practices are increasingly affecting estimating, procurement, design coordination, site leadership, and compliance reporting, not only specialist roles. Candidates with practical experience delivering green building outcomes under real cost and program constraints will stand out in a tight market.

The skills gap remains the biggest risk

The construction labour shortage is still a defining risk for delivery. That is why the construction companies that hire well in 2026 will be the ones that treat recruitment as part of delivery planning, not an admin task.

A practical 2026 construction recruitment checklist

Build talent pipelines early, even before project start dates are locked.
Reduce time to hire, strong candidates do not stay available long.
Prioritise retention, stable teams protect the program and margin.
Broaden candidate pools, including return to work and non-traditional pathways.
Hire for adaptability, digital readiness, and leadership, not only years of experience.

How Fetch Recruitment supports construction hiring

Fetch Recruitment supports construction employers with permanent recruitment, contract recruitment, and labour hire across site, commercial, and project delivery teams. We help hiring managers move faster with sharper shortlists, current market insight, and access to active and passive construction talent.

If you are planning your 2026 construction hiring, we can support with salary and rate guidance, workforce planning, targeted recruitment for hard-to-fill construction roles, and construction staffing strategies that reduce time to hire.

“2026 will reward the construction businesses that plan their workforce early. If you wait until the pressure hits site, you are already competing in the tightest part of the market. The winners will be the teams who lock in key people, build strong talent pipelines, and invest in skills that match where the industry is heading.”
Ryan Craven, Fetch Construction Manager

Source: Build Australia, “Construction trend prediction in Australia for 2026 and beyond” (published 11 Dec 2025).

Why the Holiday Season Is a Smart Time to Keep Hiring

Wed, 26 Nov 2025 22:00:03 GMT

Every year, plenty of businesses slow down recruitment once December hits. It feels logical. People are on leave, inboxes are quieter, and it can seem easier to wait for a clean start in January.

But the talent market does not pause over Christmas. And neither do we.

At Fetch, this is one of the strongest windows of the year to keep hiring moving, because while your team winds down, we can keep the recruiting and sourcing side running in the background. That way, you start the new year with progress already made, not roles still sitting open.

1. Great candidates are still looking

Strong candidates do not disappear in December. The people who are active at this time of year are usually high intent. They are ready to talk, interview, and lock something in for the new year.

When hiring stops completely, those candidates do not wait around. They accept other offers, or they line up roles before you are back online. Keeping recruitment moving now helps you stay in the game for top talent.

2. Your roles stand out more in a quieter market

A lot of employers pause ads and outreach over the holidays. That means fewer competing messages landing with candidates.

When your roles stay live and conversations continue, they get more attention. Candidates are not juggling as many processes, which makes it easier to engage them and move quickly when the fit is right.

3. You protect your January pipeline

January is always busy. Projects kick off, teams ramp up, and everyone starts hiring at the same time.

If you wait until then to start recruiting, you are joining the rush. If you keep things moving through December, you head into January with a shortlist ready, interviews already lined up, and offers closer to the finish line.

That turns January from a scramble into a smooth restart.

4. People use this time to rethink their next step

The end-of-year break is a natural reset point. Candidates reflect on their role, their pay, their hours, their team, and what they want next year.

Even if they are not actively applying, they are open to the right conversation. Being visible now means you catch quality people while they are already thinking about change.

5. Speed still wins in a tight talent market

In sectors like construction, civil, mining, and trades, good people move fast. Timing is everything.

Pausing hiring creates gaps. Candidates accept other roles, interest cools off, and project timelines slip. Staying active means you can secure the right person now, even if their start date is in the new year.

6. It takes pressure off your team

Unfilled roles cost more than most employers expect. It shows up in overtime, stretched crews, slower output, and fatigue across the team.

Locking in hires before the break helps you avoid starting the year understaffed. Even a couple of key roles filled early can make a real difference to workload and delivery.

7. Recruitment can progress even when your team is on leave

Hiring does not need everyone involved at once. The sourcing and screening work can be done now, so you are not starting from scratch later.

This is where Fetch steps in. While your leaders take leave, we can:

Source and approach candidates quietly and consistently
Screen and shortlist the right people for your roles
Run first-stage interviews to save your team time
Line up final interviews for early January
Check tickets, licenses, references, and right to work
Keep candidates engaged , so they stay warm until decisions are made

When decision makers return, they are stepping into a ready-to-go pipeline, not an empty one.

8. Strong candidates notice decisive employers

Candidates want clarity and momentum. When a business stays engaged over the holidays, it signals planning and decisiveness.

That matters. It builds trust, and it makes it easier to convert the right person when an offer goes out.

How to keep hiring moving without overloading your team

You do not need to go full throttle in December. You just need continuity.

Keep ads live , even if volumes dip slightly
Let Fetch handle sourcing, outreach, and screening while your team takes leave
Pre-book interview slots for early January before calendars fill up
Move quickly when the right candidate is found
Use the holiday period to build a shortlist , so January is about decisions, not delays

Bottom line

The holiday season is not a dead zone for hiring. It is a window that many businesses waste.

If recruitment keeps moving through December, you gain an edge in visibility, speed, and planning. You also start the new year with a pipeline already in motion, rather than vacancies already hurting.

If you are weighing up whether to pause or push on, Fetch can carry the recruiting and sourcing side now, so you can head into the break knowing your hiring is still progressing.

Inside the Paychecks: Why Mining Engineers Are Out-Earning CEOs

Sun, 19 Oct 2025 22:37:27 GMT

In a surprising twist, engineers are out-earning executives and it’s the mining sector leading the charge. According to the Australian Tax Office’s latest figures, mining engineers now rank seventh among Australia’s highest-paid professions, earning an average taxable income of $206,423. That’s $15 more than legal professionals and well above the average CEO or managing director, who earns $194,987. Petroleum engineers sit even higher at $219,838.

For those of us working closely with Australia’s mining and resources industry, this pay surge tells a bigger story – one about skill shortages, technical excellence, and a sector that continues to reward expertise at every level. At Fetch Recruitment, we see this first-hand every day, partnering with mining companies across the country to connect skilled professionals with projects that power Australia’s economy.

Skills in Short Supply, Demand at an All-Time High

The mining industry is booming again, and qualified talent is harder to find than ever. From HD Fitters and Drill Operators to Mining Engineers and Project Managers, demand for skilled workers is far outstripping supply. After years of industry cycles and retirements, Australia faces a shrinking pool of experienced professionals. Employers are responding with higher base salaries, retention bonuses, and flexible rosters to secure the people they need.

Our Mining team at Fetch works closely with WA’s leading mining companies, helping them fill essential roles across FIFO operations and site-based maintenance. The message from the market is clear: great talent doesn’t stay on the market for long.

Remote Conditions, Real Rewards

Mining engineers aren’t earning six-figure salaries for nothing. Many roles involve long rosters, remote living, and extreme conditions – whether that’s the heat of the Pilbara or the depth of an underground site in Kalgoorlie. These environments demand resilience, technical precision, and leadership. Compensation reflects that. FIFO allowances, housing, travel, and site bonuses all add to the appeal and ensure these professionals are paid accordingly for the sacrifices they make.

High Stakes and High Responsibility

The scale of responsibility in mining is enormous. Engineers, maintenance leads, and supervisors make decisions that directly impact production, safety, and environmental outcomes, often worth millions of dollars in daily output. That level of influence doesn’t just deserve recognition; it demands it. Employers are investing heavily in top technical talent who can deliver operational excellence and long-term reliability.

At Fetch, we work with leaders who understand that people are their most valuable asset and who are willing to reward that accordingly.

Commodity Confidence and Career Opportunity

With iron ore, lithium, and gold prices holding strong, investment across exploration and expansion is fuelling new projects throughout Western Australia. This has opened doors for professionals at every stage, from Diesel Mechanics and Maintenance Planners to Mine Engineers and Site Managers. For those with experience, the career progression and earning potential have never been better. As the sector continues to grow, skilled candidates are finding not just jobs but long-term, high-value career paths.

The Industry Is Evolving – And So Are the Roles

While salaries are strong, the mining sector is also facing change. Gender representation remains a focus point, with female mining engineers earning an average of $162,223 compared to $208,946 for men. At the same time, technology is transforming the workforce. Automation, decarbonisation, and renewable integration are reshaping operations, creating demand for professionals who understand both traditional mining and emerging digital systems, sustainability frameworks, and data-driven decision-making. These evolving skills are driving a new generation of mining careers that blend engineering, innovation, and environmental responsibility.

Final Thoughts

Mining engineers might be out-earning CEOs, but these salaries are more than numbers on a payslip. They reflect expertise, accountability, and the essential role mining professionals play in building Australia’s future. At Fetch Recruitment, our WA-based Mining team is proud to support the growth of this vital industry, connecting skilled tradespeople, engineers, and leaders with employers who recognise their worth. Because in mining, it’s not just about what you extract – it’s about the people who make it happen.

How to Improve Employee Retention in the First Six Months

Sun, 12 Oct 2025 21:51:51 GMT

Bringing new employees into your business is exciting, but it’s also a major investment. Between advertising, interviewing, onboarding, and training, hiring can take a lot of time and resources. That’s why improving employee retention during the first six months is so important.

At Fetch Recruitment , we see firsthand how critical those first few months are in any new role. It’s when trust is built, expectations are defined, and company culture either connects or conflicts. Here are five proven strategies to reduce staff turnover , improve engagement, and set new hires up for long-term success.

1. Be Honest About the Role from the Start

One of the biggest reasons employees leave early is that the job isn’t what they expected. When the reality of the role or culture doesn’t match what was described during hiring, disappointment sets in fast.

Set clear and honest expectations from the very beginning. Be upfront about both the rewarding and challenging aspects of the job. Let candidates meet the team, see the workplace and ask questions before they start. The clearer the picture you paint, the stronger the long-term fit.

2. Make Onboarding More Than a First Week

A great onboarding experience doesn’t end after induction — it’s an ongoing process that continues for months. Structured onboarding helps new hires feel capable, confident and connected.

Give them time to understand your business, meet people from different teams and get comfortable in their role. Assign a buddy or mentor who can answer the small questions that make a big difference. Consistent check-ins and support will help new starters build momentum and stay engaged.

3. Set Clear Expectations and Shared Goals

Clarity is everything in the first few months. When employees aren’t sure what success looks like or what’s expected of them, confidence and motivation can slip.

Outline measurable goals together for the first three, six and twelve months. Discuss how progress will be tracked, what resources are available and how feedback will be shared. When expectations are mutual and transparent, accountability and trust follow.

4. Support, Feedback and Recognition

Starting a new role can be daunting, even for experienced professionals. Regular check-ins and feedback make a huge difference in helping people feel seen and supported.

Provide frequent, constructive feedback — not just at review time. Celebrate wins early and often, even the small ones. Open communication and recognition build confidence, reduce anxiety and help new hires settle into your workplace culture faster.

5. Invest in Growth from Day One

People want to know they’re building a future, not just filling a role. The first six months are the perfect time to show new hires you’re invested in their development.

Offer access to training, mentoring or skill-building opportunities early on. Encourage shadowing, collaboration and hands-on learning. When employees can see a clear path to growth, they’re more likely to stay engaged and loyal for the long term.

Building Retention Into Recruitment

Hiring doesn’t end when the offer is signed. The success of every hire depends on what happens next. When you combine transparency, structured onboarding, clear goals, regular feedback and early development opportunities, you don’t just fill roles — you build teams that last.

Fetch Recruitment partners with employers across Australia to help them find, engage and retain great people.

Boost Your Bottom Line: 10 Simple Tips with Shaun from Wingman Mentoring

Mon, 22 Sep 2025 01:32:58 GMT

Running a business has never been straightforward – and with today’s cost-of-living pressures, many owners are taking a hard look at how to protect profitability.

Fetch has partnered with Melbourne-based Business & Development Coach Shaun McGrath , who brings more than 30 years of industry experience. Shaun built a highly successful plumbing business from a garage desktop into an $11 million operation with 70+ staff and has held senior leadership roles across construction.

As the founder of Wingman Mentoring , Shaun explains:

“The so-called ‘cost of living crisis’ may not compare to the challenges faced post-war, but for today’s generation of business owners, it’s a very real, first-time experience. In tough times, the potential to grow is always there – but only if you focus on what you can do, rather than waiting for silver-bullet solutions from so-called experts. We often overcomplicate business when the real answers are profoundly simple.”

Here are 10 practical areas Shaun recommends reviewing to strengthen your bottom line—that very bottom line of cash in hand after everything else is paid.

1. Planning

All great adventures start with a plan. Do you have a business plan, and when was it last reviewed? Combine detailed short-term forecasts (1–2 weeks) with broader three-to-twelve-month projections. Without this, you are reactive and often out of control, which can overwhelm everyone.

2. Overheads

Do you know your overheads as a percentage of revenue? Whether it is paying down loans, renegotiating leases, or cutting unnecessary subscriptions, even small changes quickly add up.

3. Productivity

Ask the team how output can increase without working harder. The best ideas often come from those closest to the front line. Think simple one per cent improvements like shared supplier phone lists, on-demand couriers for urgent deliveries, or a dedicated site WhatsApp group for orders.

4. Team & Leadership

It is all about people. Keep developing your own leadership skills, set clear expectations, and make tough calls when someone is not the right fit. As Jim Collins says, “First Who, Then What.” Get the right people on the bus and everything else becomes easier.

5. Sales

Not all customers are equal. Identify the clients who bring the greatest value and nurture those relationships. Likewise, recognise which clients drain time and margin. Focusing on the right clients creates healthier profits and more enjoyable projects.

6. Pricing & Estimating

Know your rates, margins, and the profit you will actually make. Poor estimating or unclear pricing is one of the fastest ways to erode profit and confidence.

7. Suppliers

Your suppliers shop around. Do you? Keep an up-to-date comparison list and review prices regularly so you are never overpaying. Break out disciplines where needed to optimise spending.

8. Systems

Great teams win with great systems. Make sure everyone understands their role and that processes for planning, ordering and closing out jobs are documented or automated. Streamlining these saves hours every week.

9. Reporting

Think of reporting like a pilot’s dashboard. You do not need complexity, but you do need visibility of the right numbers. Cash in the bank today is no guarantee of long-term success. Regular, focused reports give you the real picture.

10. Finance & Wealth Creation

Why did you start your business? Ensure you have a proactive accountant and solid corporate or tax structures. Prepare twelve-month cash-flow forecasts and monthly reporting, and set personal wealth goals such as when to buy that investment property or when you want to retire, so you know what you are working toward.

Why This Matters

For many of our clients, these areas are the difference between just getting by and driving sustainable growth. The good news is that none of this requires a silver bullet. Just an honest assessment and a clear plan.

Shaun McGrath offers a free consultation for any Fetch Recruitment clients who would like to explore these areas further. Whether you want to review overheads, sharpen pricing, or put better systems in place, he can help you identify practical next steps tailored to your business.

�� Get in touch with us to arrange an introduction and book your free session.

Unlocking Australia’s Hidden Workforce

Mon, 15 Sep 2025 00:20:55 GMT

With insights from Master Builders Australia’s The Future of the Workforce: The Building and Construction Industry .

Australia’s building and construction industry employs around 1.37 million people , yet demand for skills still outpaces supply. Master Builders Australia estimates the sector needs another 130,000 workers by 2029 to meet housing and infrastructure targets.

The good news is that some of the answers are already in sight. Women, new entrants and skilled migrants have enormous potential to reshape the future workforce if they receive the right support.

Women: A Huge Opportunity Waiting to Be Unlocked

Women currently make up 13.6 per cent of the workforce , but only 3.7 per cent of those on the tools . To reach even 10 per cent female participation in trade roles , the industry would need about 22,000 extra tradeswomen every year .

At Fetch Recruitment we see how much difference the right environment makes. We work with employers who prioritise safe and inclusive sites where everyone can thrive. We share stories of women excelling in civil, construction and mining to inspire others, and we help clients create flexible rosters and return-to-work pathways so that starting a family doesn’t mean ending a trade career.

Pathways and Early Careers: Turning Interest into Action

Apprenticeships remain a key entry route into construction, but Master Builders reports that commencements fell 22 per cent in 2023 , while about 110,000 people leave the industry every year .

While Fetch is not a training provider, our consultants give free, practical career advice to anyone considering a trade. We direct jobseekers to the right training for their state, whether it is free TAFE courses in Victoria, Jobs and Skills WA programs or construction subsidies in Queensland. Our website’s training pathways section makes it easy to explore these options and plan a career with confidence.

This guidance helps candidates take the first step and gives employers access to people who are better prepared for site life.

Skilled Migrants: Talent Ready to Go

Migrants already account for 24 per cent of construction workers , but only 2.8 per cent arrived in the past five years . Many are highly qualified but face visa and licensing hurdles that delay or limit their opportunities.

Fetch helps bridge that gap by connecting employers with experienced overseas talent and by guiding candidates through licensing and recognition requirements. We stay close to the latest visa developments so businesses can hire quickly and workers can get on site without unnecessary delays.

Why This Matters

Australia’s construction sector faces a once-in-a-generation labour challenge. Expanding talent pools is essential to keeping projects on schedule and within budget.

By partnering with recruiters who understand the industry, employers can secure the people they need to build strong, reliable teams. For candidates, this shift creates real opportunity: faster career progression, more varied projects and the chance to help shape Australia’s future skyline.

At Fetch, we focus on what we do best—connecting employers with skilled people, offering free career advice, providing guidance on visa and licensing requirements, and helping businesses create inclusive workplaces where everyone can thrive.

If you are ready to strengthen your workforce or to take your next step in construction, we are ready to help you build what is next.

The Rise of Boomerang Employees: Why More People Are Returning to Past Employers

Tue, 26 Aug 2025 00:30:00 GMT

Once upon a time, leaving a company meant leaving for good. Changing jobs was a clean break, and going back was almost unheard of. Fast forward to today, and things look very different. The “boomerang employee” – someone who leaves a business only to return later – has gone from rare exception to a growing trend in the world of recruitment.

Recent workforce data shows that around 35 per cent of all new hires globally in 2025 were boomerang employees . That’s more than a third of roles being filled by people who have worked for the company before. In industries struggling with skills shortages, such as technology, engineering and professional services, the numbers are even higher. Clearly, boomerang hires are reshaping modern recruitment.

Why are employees returning?

There are a few big reasons why people decide to go back to a former employer.

The first is culture. A new job may offer better pay or a promotion, but if the culture doesn’t feel right, candidates often realise how valuable their old team, manager and work environment really were.

The second is familiarity. Boomerang employees already know the systems, the processes and the people, so the onboarding process is smoother and productivity is faster.

Finally, there’s what many are calling the “Great Regret.” During the wave of resignations post-COVID, plenty of professionals discovered that the grass isn’t always greener and that their previous employer was a better long-term fit.

A real-life example: Shawn’s return to Fetch

At Fetch Recruitment, we’ve seen this trend first-hand. Shawn worked with us in Melbourne from 2014 to 2018, before pursuing opportunities elsewhere. In July this year, he decided to return—this time joining our Perth office.

When we asked him what drew him back, Shawn explained:

“What drew me back was the people and the relationships I have with the directors and the direction the business is heading. Perth is at a similar stage right now to when I first started with Fetch.”

On how Fetch compares to other workplaces, he added:

“Management is not set in their ways, always looking to improve and listen to all staff members on how to do things differently.”

And on coming back into the team:

“I knew coming back to Fetch was never going to be hard. I’ve stayed in contact over the years and knew how they treat each other. When I left, they were supportive—and on my return, they’ve been even more supportive. The Perth team are just nice people.”

Shawn’s story is a great example of how relationships, culture, and long-term support make all the difference.

What does this mean for candidates?

For jobseekers, the rise of boomerang employees is a reminder that your candidate experience doesn’t end when you resign . How you leave a role can shape your future opportunities. Exiting on good terms, keeping relationships positive and staying connected to your professional network means the door could open again when you least expect it.

Returning to a past employer isn’t a step backwards. In fact, many boomerang hires re-join at a higher level, with new skills and experience that position them for career progression. Sometimes the best next move isn’t starting somewhere completely new, but going back to where you know you can thrive.

What does this mean for employers?

For organisations facing talent shortages and retention challenges , boomerang hires can be a powerful part of a recruitment strategy. Rehiring a former employee reduces risk, speeds up onboarding and strengthens engagement, as returning staff already understand the culture and expectations.

Even better, they bring fresh insights and skills gained elsewhere. That combination of familiarity and new perspective can be invaluable in today’s competitive job market. This is also a reminder of the value of employer branding and alumni engagement. Companies that maintain strong connections with former employees – whether through structured alumni programmes, LinkedIn groups or informal networks – are far better placed to attract returning talent when roles open up.

The takeaway

The modern career path is no longer linear. People move across industries, switch sectors and increasingly circle back to places they know and trust.

For candidates, this trend highlights the importance of leaving every job on good terms. For employers, it underlines the need for strong talent retention strategies and a thoughtful approach to alumni engagement.

Because in recruitment, sometimes the best way to move forward is to bring valued people back.

Job Hunt Trends from LinkedIn: What Employers Need to Know

Wed, 13 Aug 2025 23:00:00 GMT

Job Hunt Trends from LinkedIn: What Employers Need to Know

At Fetch Recruitment, we know that hiring today is about more than just filling roles. It’s about understanding what job seekers really want — from how they search for roles to what makes them apply.

We recently ran a series of LinkedIn polls, with over 1,000 professionals sharing their thoughts on flexibility, job ads, platforms and more. With the Victorian Government also considering new laws that would give employees the right to work from home two days a week, it’s clear that expectations are shifting fast.

Here’s what the data tells us — and how businesses can respond.

Hybrid Work Is the New Normal

Preferred work environment:
• 67% hybrid
• 17% remote
• 14% in-office
• 2% co-working
Flexibility is no longer a perk. It’s a must. Even in hands-on industries like construction or logistics, employers will need to find new ways to build it in.

CVs Aren’t Up-to-Date

How often people update their CV:
• 60% only when job hunting
• 23% every 3–6 months
• 9% monthly
• 8% annually
Most people aren’t actively ready to apply, which means outreach and talent pooling are more important than ever — especially for fast-fill or mobilised roles.

Work-Life Balance and Salary Are Equally Important

Top priorities when switching jobs:
• 35% work-life balance
• 34% salary and benefits
• 17% career progression
• 14% team and culture
Money still matters — but not more than lifestyle. Candidates are looking for roles that align with their values.

LinkedIn Leads, But Seek Still Matters

Where people would look first for a job:
• 56% LinkedIn
• 38% Seek
• 2% Indeed
• 4% Other
Since this data came from LinkedIn, its popularity is no surprise. But Seek remains essential, especially for contract and labour hire roles. Smart hiring strategies use both.

People Trust People

Who candidates trust most:
• 53% current or former employees
• 38% their own judgement
• 6% recruiters
• 2% online reviews
Your employer brand isn’t just what you say — it’s what your team says. Real voices matter.

Salary Transparency Is Key

Why people don’t apply:
• 43% unclear salary or benefits
• 34% didn’t feel like a fit
• 13% bad reputation
• 9% job ad was too generic
Leaving out pay details is costing you applicants. Transparency isn’t optional anymore.

Candidates Do Their Research

How much they research before applying:
• 34% thorough research
• 33% quick browse
• 24% depends
• 9% no research
If your online presence doesn’t reflect your culture or values, you’re losing talent before they even hit apply.

What Employers Can Do Now To Stay Competitive

• Offer genuine flexibility
• Be upfront about salary and expectations
• Build a strong brand across LinkedIn and Seek
• Encourage employee advocacy
• Engage with talent early, not just when roles go live

Ready to Hire Smarter in FY25/26?

The market is shifting fast. Candidates expect flexibility, transparency, and authenticity from employers. They’re researching you before you even speak, and making decisions based on more than just a job title.

That’s where Fetch Recruitment comes in.

We partner with businesses who are ready to meet these expectations — and lead the way. Whether you're hiring permanent staff, scaling up a project, or need short-term support through labour hire or contract solutions, our specialist teams are here to help.

We understand the industries we recruit in — from construction and resources to corporate services — and we know how to engage the people behind the skills.

If you're looking to attract candidates who align with your culture, values and future direction, Fetch Recruitment can help you:
• Refine your job ads to increase the quality of applications
• Build employer brand presence on platforms like LinkedIn and Seek
• Find passive talent before they hit the job market
• Improve speed to hire through expert, tailored recruitment

Let’s shape your workforce for what’s next, not just what’s now.

Reach out to Fetch Recruitment and let’s build the team that builds your future.

You Got the Job – Now What?

Wed, 09 Jul 2025 09:59:37 GMT

You Got the Job – Now What?

Landing a new job — whether on-site or in the office — is a big milestone. Whether you’re stepping onto a civil project, starting in a factory, or joining a corporate team, those first few days set the tone for your long-term success.

At Fetch Recruitment, we’ve helped thousands of candidates across construction, civil infrastructure, trades & labour, manufacturing, and corporate services take the next step in their careers. But we don’t stop at placement. We’re here to make sure you feel confident from day one on the job.

Here’s how to start strong and set yourself up for success in your new role.

1. First Impressions Matter — On Site and in the Office

You’ve been selected for a reason — but how you show up in your first week can shape how your team sees you. Be early, come prepared, and stay switched on. Whether you're starting as a plant operator, estimator, payroll officer, or site manager — being reliable and professional from the get-go shows you're someone worth investing in.

For trades or construction roles, bring your PPE, check in with the site supervisor, and make sure you understand the site rules. For corporate or manufacturing roles, be on time, ask about team expectations, and be proactive in your communication.

2. Ask Questions — It Shows You’re Invested

It’s okay not to know everything on day one. Whether you’re working in mining, civil, or a business support role, asking smart questions early shows that you’re engaged and committed to doing the job right.

Don’t wait until a mistake happens — clarify what’s expected, ask about systems or site procedures, and double-check safety protocols. Good employers and site managers respect people who are proactive.

3. Learn the Culture — Every Team Is Different

Beyond tasks and tools, every workplace has a unique rhythm. How decisions are made, how people communicate, and how teams collaborate all affect how well you’ll settle in.

Observe how others work and interact — is it fast-paced or more structured? Are people expected to take initiative or stick to their lane? Whether you're on a construction site, in a warehouse, or at a front desk, understanding the culture is just as important as knowing your tasks.

4. Be Open to Feedback

The first few weeks are for learning — and that includes how you respond to feedback. Whether it’s a trades supervisor showing you a better technique or a corporate manager helping you adjust your workflow, staying open to suggestions is key to growth.

Take it professionally, not personally. Every bit of feedback is a chance to improve and show your willingness to learn.

5. Build Relationships — They’re Everything

Success in any job is about more than ticking off tasks. It’s also about building trust. Get to know your teammates, show appreciation, and support others where you can.

Whether you're working alongside other sparkies, civil crews, engineers, or admin teams, strong relationships will make your workday smoother and more enjoyable.

6. Keep in Touch With Your Recruiter

At Fetch, our job doesn’t end when you get the job. We’ll check in with you after your placement to make sure everything’s going well. If something’s not right or you need support, we’re here to help.

We want you to succeed in the long term — and that means ongoing support, not just a quick placement.

7. Back Yourself — You Earned This

Imposter syndrome is normal, especially in a new environment. But remember — you were chosen for a reason. Trust your experience, stay curious, and give yourself time to settle in.

Whether you’re operating machinery, managing a team, or supporting a business function, your contribution matters.

Final Thoughts

Starting a new job in construction, civil infrastructure, trades, manufacturing, mining, or corporate services can feel like a big step, because it is. But with the right mindset and a bit of support, you can hit the ground running and build a career you’re proud of.

At Fetch Recruitment, we’re here to support you before, during, and after placement. Not in a role yet? Reach out to us — we’d love to help you take your next step.

Hire Smarter: How Fetch Stops Bad Hires Before They Start.

Tue, 08 Jul 2025 12:54:26 GMT

Hire Smarter: How Fetch Stops Bad Hires Before They Start .

Hiring the wrong person can be expensive in time, money, and team morale. At Fetch Recruitment, we understand that every business and role is unique, and that’s why our recruitment process is designed to reduce your risk of bad hires by thoroughly vetting candidates before their resume even lands on your desk.

Here’s how our specialist approach helps you hire the right people, every time.

Step 1: DEFINE — Understanding Your Unique Needs

We start by gaining a deep understanding of your business, project, and the specific role requirements. By clearly defining the skills, experience, and qualities you’re looking for, we tailor our candidate search to match your exact needs, whether you need a skilled tradesperson, corporate professional, or specialist expert.

Why it matters: A clear brief means we find candidates who truly fit your role and company culture.

Step 2: SOURCE — Finding the Right Candidates

Every candidate we consider undergoes detailed, role-specific and behavioural interviews. We assess technical skills, reliability, attitude, and cultural fit, supported by multiple reference checks to ensure past performance aligns with your expectations.

Why it matters: Thorough sourcing means you only receive highly qualified, vetted candidates.

Step 3: SCREEN — Verifying Compliance and Readiness

Candidates complete tailored inductions related to workplace health, safety, and other relevant compliance areas. We also verify all necessary licenses, certifications, and work rights — so you can be confident they’re ready to hit the ground running.

Why it matters: Ensures compliance and reduces onboarding risks.

Step 4: INDUCTIONS — Detailed Candidate Insights

We present candidates with detailed information about their skills, work history, and achievements. This transparency helps you make informed hiring decisions and reduces surprises down the line.

Why it matters: Clear candidate profiles support confident recruitment.

Step 5: DELIVER — Smooth Placement and Support

Our support continues after placement. We keep in touch with you and the candidate to ensure a smooth transition and address any concerns early.

Why it matters: Ongoing support improves retention and satisfaction.

Step 6: AFTERCARE — Building Long-Term Partnerships

We seek feedback and maintain relationships beyond hiring to understand evolving needs and continuously improve our service.

Why it matters: Strengthens partnerships and helps future recruitment success.

Why Choose Fetch Recruitment?

Our thorough and personalised recruitment process helps you avoid costly bad hires, saving you time, money, and headaches. Whether you’re hiring in trades, corporate roles, or specialised sectors, Fetch delivers candidates who are a great fit for your business.

Final Thoughts

Bad hires affect more than just your bottom line — they impact team morale, productivity, and your company’s reputation. With Fetch Recruitment, you get a partner committed to helping you hire right the first time.

Ready to find your next great hire? Get in touch with us today.

First Construction Job in Australia: A Beginner’s Guide

Tue, 01 Jul 2025 00:00:01 GMT

First Construction Job in Australia:

A Beginner’s Guide .

Construction is one of Australia’s most in-demand and accessible industries. With projects underway across residential, commercial, and infrastructure sectors, there are plenty of opportunities for people with the right attitude—even if you’re just starting out.

Whether you're a school leaver, career changer, someone on a temporary visa, or a backpacker on a 417 visa, this guide will help you take the first steps toward your first construction job in Australia.

Step 1: Know What Entry-Level Construction Jobs Are Available

You don’t need years of experience to begin a construction career. Many employers are actively hiring entry-level workers and offering on-the-job training.

Common entry-level construction jobs include:

General Labourer – assisting tradespeople, site clean-up, material handling
Traffic Controller – ensuring safety and managing vehicle flow on construction sites
Formworker – building concrete formwork for foundations and structures
Scaffolder – erecting and dismantling scaffolding for safe access on site
Forklift Operator – moving materials around the site with a forklift (requires forklift ticket)
Labourer (Civil, Landscaping, or Mining) – supporting specialised trades with manual tasks
Apprentice (Carpenter, Plumber, Electrician, etc.) – earn while you learn through formal training
Concreter – preparing and pouring concrete for footpaths, slabs, and other structures

Demand for these roles is strong across all states, especially in New South Wales, Victoria, Queensland, and Western Australia.

For temporary visa holders and those on 417 Working Holiday Visas, contract or casual work is often the most accessible way into the industry. Many construction employers offer short-term contracts, which suit the flexibility of temporary visa conditions.

Step 2: Understand Training Options and Certification Requirements

Before starting work on a construction site in Australia, you will need the appropriate certifications and tickets, including the mandatory Construction Induction Card (commonly called a White Card).

Training requirements and pathways can vary by state and territory. To help you navigate your options, check out the other pages on our website which explain training pathways, certification requirements, and how to get your training paid for in each state:

Many employers also support workers by paying for or reimbursing training and additional tickets such as Traffic Management, Working at Heights, Forklift Licences, and Elevated Work Platforms (EWP).

Step 3: Create a Simple, Targeted Construction Resume

Even if you have no construction experience, a well-written resume can help you stand out.

Focus on transferable skills such as:

Reliability and punctuality
Willingness to learn and follow instructions
Physical fitness and stamina
Safety awareness
Teamwork and communication

Include any casual work, volunteering, or school activities that show commitment and responsibility.

Keep your resume formatting simple and easy to read: use clear headings, bullet points, and avoid overly complex fonts or graphics. A straightforward resume helps employers quickly see why you’re a great fit, especially when they receive many applications.

Step 4: Apply Through Trusted Job Channels and Focus on Contract Roles

Not all construction jobs are advertised in the same place. Here’s where to look:

Recruitment agencies specialising in construction – they often have direct access to unlisted roles and contract opportunities
Job boards – Seek, Indeed, Workforce Australia, and Jora
Company career pages – especially Tier 1 and Tier 2 construction firms
Social media platforms – LinkedIn and Facebook jobs groups can offer local leads
Word of mouth – speak to people already working in the industry

If you’re on a temporary visa or a 417 Working Holiday Visa, prioritising contract and casual roles can be a smart strategy. These roles are often easier to obtain without permanent residency and provide flexibility.

Working with a construction recruiter is often the fastest and most reliable way to get hired, especially if you’re starting from scratch.

Step 5: Start Building Your Construction Career

Many people begin as labourers or apprentices and progress to roles like Site Supervisor, Leading Hand, Project Coordinator, or even Construction Manager.

Construction is a long-term career path with plenty of room for growth, especially in an industry facing ongoing skill shortages across Australia.

Step 6: Be Reliable and Build Your Reputation on the Job

Once you’ve secured a contract or permanent role, maintaining your reputation is key to long-term success.

Show up on time every day — punctuality is critical in construction
Avoid no-shows or last-minute cancellations
Follow safety procedures and site rules
Communicate clearly with supervisors and team members
Demonstrate a strong work ethic and willingness to learn

Reliability and professionalism can open doors to future roles, contract extensions, and promotions. In an industry where trust is everything, being dependable makes you stand out.

Final Thoughts

Getting your first job in construction doesn’t have to be complicated. Whether you’re an Australian resident, a temporary visa holder, or working on a 417 visa, with the right certifications, a strong attitude, and support from the right people, you can step into a stable, well-paid industry with long-term potential.

If you’re ready to start your construction career, our team can help connect you with entry-level and contract roles across Australia. Get in touch today to find out more.

What Is FIFO Work – and Is It Right for You?

Thu, 05 Jun 2025 01:21:06 GMT

What Is FIFO Work – and Is It Right for You?

Whether you’re new to the mining, construction, or civil engineering industries, or a seasoned professional looking for your next FIFO job opportunity, you’ve probably come across the term FIFO – but what exactly does it involve?

FIFO work is one of the most common pathways into high-demand jobs across Australia’s remote mining sites, construction projects, and civil infrastructure developments. FIFO jobs offer the chance to earn competitive pay rates, build long-term careers, and gain experience on major projects – all while working on some of the biggest infrastructure developments nationwide.

Here’s everything you need to know about FIFO work, fly-in, fly-out rosters, FIFO employment benefits, and how you can get started in FIFO roles today.

What Does FIFO Mean in Mining and Construction?

FIFO stands for Fly-In Fly-Out, a workforce arrangement widely used in remote mining, construction, and civil projects across Australia. Instead of permanently relocating, FIFO workers are flown into remote sites for set roster periods and then flown back home during off-swing breaks. FIFO employment allows workers to maintain their home base while working in some of Australia’s most resource-rich and developing regions.

Typical FIFO rosters include:

2:1 (two weeks on, one week off)
8:6 (eight days on, six days off)
Even time (1:1 or 2:2 rotations depending on the site and project requirements)

In most FIFO roles, employers cover flights, accommodation, meals, and transfers to ensure workers have safe and comfortable stays on-site. This allows FIFO workers to save more of their wages while contributing to critical mining, construction, and infrastructure projects.

Why Choose FIFO Work? Benefits of FIFO Employment

FIFO jobs are a popular choice for workers in mining, construction, civil, and resources sectors for many reasons:

Higher earning potential
FIFO roles often come with premium pay rates, site allowances, and overtime opportunities not found in traditional local employment.

Work-life balance with block rosters
Condensed FIFO rosters mean you can spend significant time off at home, perfect for travel, family, or pursuing other interests.

Fast-track career progression
Working FIFO exposes you to large-scale projects and specialised equipment, helping you gain valuable experience and progress your career faster.

Build your savings
With flights, accommodation, and meals covered, FIFO workers often enjoy lower living expenses during their roster periods, accelerating their ability to save.

Experience Australia’s regions
Many FIFO workers take advantage of their time off to explore Australia’s diverse cities, beaches, and regional communities.

A Typical FIFO Workday on a Remote Mining or Construction Site

Here’s a glimpse into a typical FIFO day on a mining or construction site:

Early mornings start with team briefings to cover safety protocols and daily tasks.
On-site work includes operating machinery, plant operation, electrical maintenance, or site supervision, depending on your role.
Safety is paramount, with strict PPE requirements and daily toolbox talks.
Evenings at camp allow workers to relax, socialise, or rest ahead of the next shift.
After completing your roster, you fly home to enjoy your days off with family and friends.

Common FIFO Jobs in Mining, Construction, and Civil Projects

At Fetch Recruitment, we place skilled workers across a variety of FIFO jobs in Western Australia, Queensland, and other mining and construction hubs. Popular FIFO job roles include:

Mobile Plant Operators (Production)

All-Round Operators
Dozer Operators
Drill + Blast
Excavator Operators
Grader Operators
Loader Operators
Grader Operators
Loader Operators
MC Drivers
Production Supervisors / Superintendents

Fixed Plant Operations / Maintenance

Boilermakers
Crusher Operators
Day Crew
E+I Technicians
Electricians
Lab Technicians
Mechanical Fitters
Metallurgist
Metallurgical Technician
Process Technicians
Processing Supervisors / Superintendents
ROM Loaders

Mobile Maintenance

Auto Electricians
Field Service Mechanics
HD Fitters / Mechanics
Maintenance Supervisor
MEM Boilermakers
Service Person

Whether you’re an experienced tradesperson or looking to enter FIFO work for the first time, there are opportunities suited to your skills and experience.

Challenges of FIFO Work — What to Expect and How to Thrive

FIFO roles bring great opportunities, but it’s important to be aware of some of the unique challenges:

Time away from home: Spending extended periods away from family and friends can be tough emotionally. Staying connected and making the most of your time at home helps a lot.
Camp accommodation: Most sites provide private rooms and good facilities like gyms and common areas, but living away from home can still feel isolating at times.
Limited social activities: Remote locations often have fewer social or recreational options outside of what the camp offers, so having your own hobbies and routines can help keep things balanced.
Physical demands: Long shifts and manual work can be tiring, so maintaining a healthy lifestyle with good nutrition, rest, and exercise is essential.

With the right support network and a positive mindset, FIFO work can be highly rewarding. We’re here to help you find the right role and support you throughout your FIFO journey.

How to Prepare for FIFO Jobs: Tickets, Training, and PPE

Getting job-ready for FIFO work takes more than just submitting your resume. Here are a few key steps to help you prepare:

Get the right tickets and training: Make sure you have the necessary safety certifications like Working at Heights, Confined Spaces, First Aid, and any site-specific inductions.
Stay fit and healthy: FIFO roles can be physically demanding, so good fitness and overall health go a long way.
Be PPE-ready: While most employers provide PPE like hi-vis gear, hard hats, gloves, and steel-capped boots, it’s a good idea to check in advance and be prepared with the basics if needed.
Stay on top of paperwork: Keep your pre-employment documents, medicals, and compliance checks organised and up to date to avoid delays.
Have a support system: Staying connected with family, friends, or colleagues helps you manage the ups and downs of FIFO life.

A bit of preparation goes a long way in setting yourself up for success. If you're unsure where to start, we’re always here to guide you.

How to Start Your FIFO Career with Fetch Recruitment

Check your certifications and tickets
Ensure you hold the required licences and safety tickets to work on remote sites. We can assist you with training and funding options.
Prepare for FIFO life
Our team will guide you through what to expect during onboarding, PPE requirements, and site mobilisation.
Apply for FIFO jobs
We regularly have FIFO roles available across mining, construction, and civil projects. Browse our current FIFO job vacancies here or register your details to be notified about upcoming opportunities.

Ready to Take Off on Your FIFO Career?

If you’re considering FIFO work but want to know more about the roles available or what life is like on remote sites, get in touch with the Fetch Recruitment team. We offer honest advice and help you find the right FIFO position tailored to your skills and lifestyle.

Whether it’s fly-in, fly-out mining jobs, FIFO construction roles, or civil projects, we’re here to help you succeed.

Queensland’s Construction Boom: Skilled Job Opportunities, Major Projects & Training Support

Mon, 26 May 2025 00:42:53 GMT

The Queensland construction industry is booming, with major projects driving huge demand for skilled workers across civil construction, trades, and project management. But despite the growth, the industry is facing a critical shortage of qualified workers, creating big opportunities for job seekers at all levels.

According to Jobs and Skills Australia , the construction sector has the highest skilled trade shortage in Australia, with 61% of jobs classed as “hard to fill.” For anyone looking for construction jobs in Queensland, now is the time to act.

Key Infrastructure Projects Driving Construction Jobs in Queensland .

Several major infrastructure projects are underway across Brisbane and regional Queensland, spanning transport, housing, and energy sectors. These developments are creating thousands of jobs and offering long-term opportunities for skilled tradespeople, apprentices, and site professionals. Below is a summary of some of the most significant projects currently shaping Queensland’s construction landscape:

Cross River Rail
Cross River Rail is Queensland’s largest public transport infrastructure project, worth $5.4 billion. It includes 10.2km of twin underground tunnels and four new underground stations. This project is creating sustained demand for civil construction workers, tunnelling operators, engineers, and project managers in Brisbane.

Coomera Connector
The Coomera Connector is a new 45km motorway between Logan and the Gold Coast, designed to relieve pressure on the M1. Stage 1 is already under construction and is creating strong demand for civil labourers, plant operators, and traffic controllers.

Brisbane Metro
The Brisbane Metro is a $1.7 billion electric busway project involving 21km of new and upgraded infrastructure. It’s generating jobs for electrical trade workers, urban infrastructure specialists, and maintenance technicians.

Brisbane 2032 Olympics Infrastructure
Over $1 billion will be spent to redevelop The Gabba and surrounding transport links ahead of the Brisbane 2032 Olympic Games. These projects offer long-term roles in stadium construction, transport engineering, and urban development.

Renewable Energy Projects in Regional Queensland
Significant investment in solar farms, grid upgrades, and battery storage hubs is driving demand for electricians, solar installers, and renewable energy construction workers across regional Queensland.

Urban Construction Growth: Housing, Industrial and Mixed-Use Projects .

Queensland’s population is projected to exceed 6 million by 2032, driving unprecedented demand for housing, industrial developments, and infrastructure across the state. This population surge, along with strategic rezoning policies and urban renewal initiatives, is spurring rapid growth in residential and commercial construction. According to Construction Skills Queensland (CSQ) , the construction pipeline is anticipated to increase by 50%, rising from $53 billion in 2024–25 to $77 billion by 2026–27, reflecting strong investment and confidence in Queensland’s construction sector.

Brisbane Inner Suburbs Redevelopment
Inner-city neighbourhoods such as Herston, Spring Hill, and Bowen Hills are undergoing major redevelopment. With zoning changes encouraging higher density living, there is a rising demand for carpenters, bricklayers, plumbers, and site supervisors to support these transformations.

Southside Industrial-to-Residential Rezoning
The Nathan, Salisbury, and Moorooka Neighbourhood Plan will rezone industrial land into residential areas, delivering over 2,500 new homes and creating up to 12,500 jobs. This shift is driving construction growth in Brisbane’s southern suburbs.

Moreton Bay Industrial Expansion
Plans are underway to develop a 447-hectare industrial area in Narangba, aiming to address industrial land shortages and create 10,500 jobs, supporting increased demand for construction supervision, plant operation, and logistics infrastructure.

Toowoomba Regional Housing Expansion
The new 221-lot estate in Westbrook is part of a wider plan to build over 2,000 homes in the Toowoomba and Darling Downs regions, driving demand for civil and residential construction workers.

Forecast Housing Growth

Multi-unit construction in Queensland is expected to grow from 11,810 units in 2023–24 to 23,680 in 2026–27 ( HIA )
Detached housing starts are forecast to recover to 27,500 by 2026 ( Master Builders QLD )

CSQ Training Funding: Upskill for Queensland Construction Jobs .

To help meet demand, the Queensland Government is investing in workforce development through Construction Skills Queensland (CSQ), offering subsidised training for workers and job seekers across the state.

Whether you’re new to the industry or looking to upskill, CSQ training subsidies can cover up to 75% of your course costs.

Popular CSQ-Funded Courses Include:

White Card, First Aid, Confined Spaces, Working at Heights
Certificate III and IV in Civil Construction, Infrastructure, or Trade Qualifications
RPL and Gap Training for experienced workers

How to Apply for CSQ Funding:

Visit CSQ.org.au
Check your eligibility (you must live or work in Queensland construction)
Choose an approved RTO (Registered Training Organisation)
Enrol and start your subsidised training

This support is ideal for those pursuing construction apprenticeships, civil labouring jobs, or certified trade qualifications in Queensland.

Discover Your Next Opportunity: Civil, Construction, Trades & Labour Jobs in Queensland .

At Fetch Recruitment, we work closely with contractors, subcontractors, and builders across Queensland’s largest residential and infrastructure projects. Whether you're looking for permanent, contract, or temporary roles, we recruit across the full spectrum of the construction industry.

From civil construction to skilled trades and labour, we connect candidates with opportunities across:

· Major infrastructure and subdivision projects

· Residential and commercial builds

· Project management and site leadership

· Skilled trades, labourers, and operators

· Entry-level construction roles

· White-collar and corporate support positions

We also support eligible workers in accessing Construction Skills Queensland (CSQ) funding to grow their careers.

Looking for your next opportunity in Queensland's booming construction industry? Reach out to our team at info@fetchrecruit.com.au , call (03) 9867 3051, or submit your CV via the form below to get started.

Victoria’s 2025–26 Budget: What It Really Means for Construction & Civil

ellie.walsh@fetchrecruit.com.au (Ellie Walsh) — Tue, 20 May 2025 23:41:37 GMT

The Victorian Government has handed down its 2025–26 Budget, and while it’s not a windfall for construction, it does bring some much-needed stability.

This is the first operating surplus since the pandemic, and with ongoing surpluses forecast, it signals a shift from reactive spending to a more disciplined, longer-term approach. For businesses across construction, civil infrastructure and housing, that means clearer forward planning, steadier pipelines and more consistent hiring.

Here’s a breakdown of the key takeaways for the Built Environment:

Maintaining the momentum in Construction & Civil:

$17.9 billion per year in infrastructure investment has been committed across the forward estimates — not a dramatic uplift, but a strong continuation of previous levels.
$976 million will go toward pothole repairs, road resurfacing, bridge maintenance and roadside upgrades — practical works that support safety and jobs across metro and regional areas.
A further $1.2 billion Road Blitz will ease congestion and improve connectivity in high-growth corridors like Donnybrook, Carrum and Altona Meadows.
These projects help sustain demand for supervisors, engineers, plant operators, project managers, and a wide range of trades.

Social infrastructure still a standout:

$634.3 million allocated to build or expand nine hospitals across Victoria.
An additional $9.3 billion will continue the redevelopment of major facilities including Footscray, Frankston and Maryborough hospitals .
These long-term health projects are key drivers of construction and design activity — supporting jobs across commercial building, project delivery, and engineering.

Housing: planning-focused progress

While new residential builds remain under pressure due to market conditions, the government is aiming to unlock supply by extending stamp duty concessions and fast-tracking planning approvals.
The Suburban Rail Loop , positioned as Australia’s largest housing project, is expected to enable 70,000 new homes around key transport, education and healthcare hubs — a long-term win for urban growth and connectivity.

A step forward, not a giant leap

This isn’t a game-changing budget for the construction industry — but it is a return to stability. There’s no headline mega-project, but there is a clear commitment to delivering infrastructure, supporting essential services and keeping the wheels turning.

As Treasurer Jaclyn Symes put it:

“We can service that debt while delivering the infrastructure and services that Victorians need... From here, net debt will continue to fall as a share of the economy, and we will see continued surpluses in the years to come.”

What does our Director Dan think?

"It’s not a groundbreaking budget but it brings some breathing room. Continued investment in transport and health is welcome, though I think many in the industry are tired of recycled promises, we’ve been here before.

Housing remains a concern, and while the Suburban Rail Loop is being positioned as the big enabler, spiralling costs make it hard to see a clear return, especially in the short term.

Actioning these plans will be a challenge while labour shortages continue to put pressure on timelines and capacity.

What we need now is real delivery, not more announcements. We’ll be watching closely to see how fast this turns into boots on the ground."

At Fetch Recruitment, we partner with the people delivering these projects, and we know how much certainty matters. This Budget gives the industry something solid to work with.

Navigating Career Changes in Uncertain Times

Tue, 22 Apr 2025 01:39:00 GMT

In today’s economy, many professionals are feeling the weight of uncertainty, with the high cost of living being a key concern. It's no surprise that some may be more hesitant to take the leap and change jobs. But as challenging as the economic landscape might seem, there are still significant benefits to considering a career move, especially if you’re looking to align your career with exciting new opportunities.

New Projects on the Horizon – A Bright Future Ahead

The Construction, Civil Infrastructure, and Energy sectors are expected to see substantial growth across Australia, particularly as fresh new projects break ground this year. Whether you’re in Perth, Melbourne, Queensland, or South Australia, these markets are buzzing with activity, offering ample opportunities for skilled professionals.

In Perth , several large-scale developments are underway:

Burswood Park Entertainment Precinct – A £217.5 million redevelopment scheduled for completion in late 2025.
Perth Airport Expansion – Ongoing works set to finish by 2026, improving capacity and international connections.
Perth Concert Hall Redevelopment – Started in 2023, with completion expected in 2025, revitalising one of the city’s cultural landmarks.

In Melbourne , major infrastructure projects continue to drive demand:

Melbourne Metro Tunnel Project – Due for completion in 2025, set to revolutionise the city’s rail network.
West Gate Tunnel Project – Expected to be operational by 2025, easing congestion and improving transport links.
Renewable Energy Initiatives – The Victorian Government has committed to 95% renewable energy by 2035, boosting demand in the Energy & Renewables sector.

In Queensland , infrastructure and public transport projects are booming:

Queensland Rail’s New Generation Rollingstock – Ongoing, with continued investment in rail upgrades to be completed by 2026.
Brisbane Metro Project – Set to greatly improve public transport efficiency, with key stages scheduled to be completed by late 2025 .
2032 Brisbane Olympics – A key driver for infrastructure development, with over $7 billion earmarked for transport, stadiums, and urban projects.

In South Australia , innovation and renewables are at the forefront:

Lot Fourteen Innovation Hub – Ongoing development, creating jobs in construction and technology sectors, set to be completed late 2027 to early 2028.
Port Augusta Renewable Energy Park – Expected to be completed by mid-2025, supporting the state’s push toward 100% renewable energy by 2030.

The Benefits of a Job Change During Uncertain Times

While moving jobs during economic uncertainty might feel risky, there are real benefits to seizing the moment. The current economic climate has led to many companies adjusting their strategies, which often results in more dynamic, agile roles. If you're looking to expand your skill set, gain exposure to new industries, or simply find a position that offers more flexibility, now may be the ideal time to make your move.

Additionally, many employers in the sectors we work across are offering competitive benefits and perks to attract top talent. With remote work options, flexible hours, and a focus on work-life balance, employers in these sectors are more willing than ever to offer attractive deals to skilled workers.

The Growing Demand in Key Sectors

The demand for skilled professionals is directly tied to these broader industry trends:

Construction & Civil Infrastructure – Major projects across Australia are fuelling demand for Project Managers, Engineers, and skilled trades. This sector is seeing substantial growth, with significant investments like the $270.4 billion nationwide infrastructure boom , driving new development and creating numerous job opportunities.
Corporate Services – As infrastructure expands, the need for white-collar professionals in finance, HR, and administration grows to support project delivery. There’s a steady increase in demand for professionals in these fields to keep pace with growth.
Energy & Renewables – Australia is investing heavily in renewables, with the sector expected to grow 30% by 2030, increasing demand for specialists in solar, wind, and energy storage. The growth in this sector is being driven by the nation’s shift toward sustainability.
Design & Engineering – As infrastructure expands, structural, civil, and electrical engineers are in high demand. The ongoing construction of major infrastructure projects across the country is creating a continuous need for these professionals.
Manufacturing – A push for local production is driving opportunities for machine operators, production managers, and engineers. Increased demand for locally made products and materials is supporting this growth.
Trades & Labour – There is an ongoing shortage of electricians, plumbers, and carpenters across Australia, driven by the high level of construction activity. This demand for skilled tradespeople continues to outpace supply, further intensifying the shortage.
Mining & Resources – While some mining operations have faced challenges, Western Australia’s mining sector continues to perform strongly, contributing $797 billion to the economy in 2024. With a projected 5.10% compound annual growth rate (CAGR) from 2025 to 2034 , the demand for skilled professionals like HD Fitters, Boilermakers, and Operators is expected to remain robust, ensuring sustained opportunities in the sector.

Seizing the Opportunity

Despite the uncertainties of the current economy, many industries, including Construction, Civil Infrastructure, Energy, and Mining, are offering tremendous opportunities for career growth. Now is an exciting time to make a move that aligns with both your personal and professional aspirations. Whether you're looking for stability, new challenges, or a role that better suits your lifestyle, the future is full of promise. As always, ensure that your next move is aligned with your long-term career goals. Don't hesitate to take advantage of the blue skies ahead.

At Fetch, we’re always on the lookout for professionals in Construction, Civil Infrastructure, Corporate Services, Energy & Renewables, Design & Engineering, Manufacturing, Mining & Resources and Trades & Labour. Reach out to us today!

Western Australia’s Infrastructure Boom: A Key Election Talking Point

Thu, 27 Feb 2025 00:11:07 GMT

With the WA state election set for Saturday, 8 March 2025, infrastructure investment remains a key focus. With billions of dollars being allocated to major projects across the state, voters are paying close attention to how these developments will shape the economy, job market, and liveability in their communities.

From the $7.2 billion Westport project to the Tonkin Highway Extension and the $1.8 billion New Women and Babies Hospital , WA’s government is making significant commitments to future-proof the state. But these investments also come with questions: How will they be delivered? Who will benefit? And what role does the upcoming election play in shaping their progress?

Infrastructure and the Election Agenda

Infrastructure is always a key political battleground, and this election is no different. The current WA government, led by Premier Roger Cook and the Labor Party, has positioned itself as a strong advocate for major projects, securing federal funding and pushing forward on transport, energy, and healthcare initiatives. Labor has consistently emphasised infrastructure as a driver of economic growth, job creation, and long-term state development.

However, opposition candidates and critics argue that while these projects sound promising, their execution, cost management, and long-term benefits must be carefully scrutinised.

Take the Westport project , for example. The government has announced plans to fully transition port operations from Fremantle to Kwinana by the late 2030s, with environmental approvals and business cases now moving forward. While this will create significant economic opportunities, opponents question the feasibility of the timeline and the impact on local businesses and freight operators.

Similarly, the Tonkin Highway Extension , a project receiving over $1 billion in combined federal and state funding, is being championed as a solution to congestion and better regional connectivity. With construction expected to support 4,400 jobs, the project is a clear vote-winner for those prioritising employment and transport infrastructure. But critics point to rising costs and potential delays as concerns that need to be addressed.

Labor’s focus on infrastructure has been a key pillar of its economic strategy, helping to drive employment and investment across the state. The opposition, led by the Liberal Party, has raised concerns about debt levels and efficiency in project delivery, arguing for stronger accountability measures.

Other Major Projects Driving WA’s Infrastructure Boom

Beyond these headline projects, a range of other major infrastructure developments have been awarded, further highlighting the sheer scale of work coming up in WA. Some key projects include:

Lumsden Point General Cargo Facility – A significant step in boosting WA’s port capacity, supporting trade and logistics.
King Rocks Wind Farm – Strengthening WA’s renewable energy sector and creating long-term jobs in clean energy.
Metronet Rail Projects – Ongoing expansions to Perth’s rail network, enhancing public transport connectivity.
Albany Ring Road – A major road project aimed at improving freight efficiency and safety in WA’s southwest.
Various Hospital Upgrades – Including expansions and refurbishments to key healthcare facilities across the state.

With these projects and more in the pipeline, WA’s construction and engineering workforce will be in high demand for years to come.

The Jobs Boom and Fetch Recruitment’s Role

For Perth’s workforce, these projects represent a wave of new employment opportunities, particularly in construction, engineering, and project management. Fetch Recruitment, a leader in WA’s recruitment space, is at the forefront of placing skilled professionals into roles that will drive these developments forward.

As contracts are awarded for key projects like the Lumsden Point General Cargo Facility and the Warradarge Wind Farm expansion , demand for skilled trades, site supervisors, civil engineers, and project managers continues to grow. Whether it’s in mining, transport infrastructure, or renewables, Fetch Recruitment is actively connecting top talent with these industry-changing projects.

What’s Next?

As voters head to the polls, infrastructure promises will play a significant role in shaping their decisions. Will the current government’s investment strategy win them another term, or will concerns over cost blowouts and project delays sway public opinion?

One thing is certain—regardless of the election outcome, WA’s infrastructure pipeline is set to transform the state for decades to come. And for job seekers looking to be part of this transformation, Fetch is here to help navigate the opportunities ahead.

Looking for your next role in construction, engineering, or project management? Get in touch with us today and be part of WA’s infrastructure future.

Construction Industry Predictions for 2025 from Fetch Recruitment

Mon, 17 Feb 2025 00:28:46 GMT

Australia’s construction industry enters 2025 with a sense of cautious optimism. Despite challenges such as high inflation, rising costs, and a cash rate of 4.35% that have slowed growth, there are signs of resilience. Government investment continues to provide stability, with early-stage project activity showing positive movement throughout 2024. This steady momentum lays a more stable foundation as the sector navigates the complexities of the new year.

As the industry adapts to ongoing shifts, key trends are emerging that will define the landscape in 2025. From addressing the housing crisis to navigating skills shortages and embracing new technologies, the construction sector is preparing for significant change. Here are the critical trends and predictions to watch in 2025:

1. Residential Construction Faces New Challenges

Residential construction continues to play a central role in Australia's construction sector, but it faces gro wing uncertainty. The First Home Guarantee Scheme helped 34% more first-time homebuyers in the 2023-24 financial year compared to the previous year, yet this surge has not translated into a nationwide increase in building approvals. For example, Queensland and South Australia have seen increases in building approvals, but New South Wales and Victoria have experienced declines.

Recent data indicates a worrying trend, with residential building approvals falling 3.6% in November 2024, and private sector houses down by 1.7%. Despite the ongoing demand for new homes, the total number of homes approved in November was only 15,000 - far below the 21,000 needed monthly to meet the National Housing Accord's target of 1.2 million new homes by 2029. As the construction industry grapples with these numbers, it raises the question: Can the industry meet the housing crisis head-on, or is it facing a permanent gap between demand and supply?

Key stat: Residential construction remains a dominant force but is facing a significant slowdown in approvals.

Insight: To stay ahead of these shifts, clients should adapt by revisiting project timelines and ensuring a proactive approach to navigating approval delays.

What innovative strategies are you using to accelerate approvals or overcome regional building hurdles? Share your thoughts below.

2. Skills Shortages and the Shift Toward Renewables

The ongoing skills shortage remains one of the greatest challenges for the construction industry. Thousands more will also need to be trained in other trades, with the nation’s 277,872 building industry workforce needing to surge to 361,175 to sustain the construction volumes necessary for the boom.

As the sector shifts from traditional transport infrastructure projects to the emerging renewables and clean water sectors, the demand for specialised skills has never been more pressing. This transition is not just about volume; it’s about a change in the type of expertise required. The shift from transport infrastructure to projects like desalination plants and renewable energy installations (wind and solar) is creating a gap in skills. While overseas workers have been key in fulfilling skilled roles since COVID-19, many of the professionals brought in have focused on transport infrastructure, and their expertise is not easily transferable to the renewable energy sector.

Key Stat: The transition from transport to renewable projects is expected to place additional strain on recruitment efforts in 2025, especially in niche roles.

Insight: To stay ahead of the curve, clients should look to invest in cross-training programs and target international talent with renewable energy expertise. Upskilling local workers and recruiting for niche roles will help fill gaps and maintain project momentum.

3. Social Infrastructure Growth: Hospitals and Schools

While transport infrastructure projects slow down, the social infrastructure sector remains robust. Government investment in healthcare, education, and other public services ensures continued opportunities in this area.

Key Stat: Government spending on social infrastructure projects is projected to increase by 15% in the next 5 years, driven by ageing populations and the need for more sustainable healthcare and education facilities.

Insight: Construction firms should focus on growing expertise in the social infrastructure space, with a particular emphasis on healthcare and education projects. By aligning with government priorities, businesses can access a steady stream of projects.

4. Easing Construction Costs

After years of rising material and labour costs, the construction industry is beginning to stabilise. Supply chain disruptions are easing, and inflationary pressures are subsiding, offering relief to developers and contractors. However, labour shortages may still maintain upward pressure on wages.

Key Stat: Material costs are expected to stabilise by 2025, providing more predictability for project budgets.

Insight: As material costs level out, developers can better manage budgets and focus resources on innovation and technology adoption. This includes investing in construction tech, automation, and advanced materials, which can reduce waste, enhance efficiency, and maintain profitability. With more predictable costs, businesses can also offer more competitive pricing, reducing risk and attracting new projects.

Key Strategy: To address labour shortages, companies should invest in employee development, workplace flexibility, and automation solutions to boost productivity without compromising quality.

Conclusion: Building for the Future in 2025

As we approach 2025, the built environment is evolving rapidly, with new challenges and opportunities emerging at a fast pace. The skills shortage remains a critical issue, especially as the industry transitions toward more sustainable infrastructure. However, the key to navigating these challenges lies in adaptability—whether through cross-training workers, embracing technology, or focusing on commercial projects.

At Fetch Recruitment, we are dedicated to supporting our clients as they navigate these shifts in the industry. We work closely with businesses to provide the right talent for every stage of a project, ensuring that construction firms are well-equipped to tackle the challenges of the future.

How is your business preparing for these shifts in 2025? Let’s start a conversation and explore how we can help you build a future-proof workforce.

Unlocking Success: Insights from Trent Cotchin.

Wed, 29 Jan 2025 04:12:33 GMT

At Fetch Recruitment, we’re always inspired by lessons from those who have achieved greatness. During our recent client golf day, our Director, Dan, had the chance to ask Richmond legend Trent Cotchin about his key ingredients for success. Trent’s response highlighted four timeless pillars that guided him through a remarkable career, from leading his team to three AFL premierships to applying them in his everyday professional life.

Purpose-driven
Success stems from understanding the bigger picture behind daily actions. In recruitment, this means focusing not just on filling roles but on shaping careers and building lasting relationships with clients and candidates. A strong sense of purpose drives us to provide opportunities that positively impact the lives of others. If you're unsure how to define or align your purpose with your goals, Daniel Musto and Brendan Redwood bring extensive experience working with high-performing organisations and would be happy to share their insights.

Takeaway: Define your purpose. Connecting everyday actions to meaningful goals creates sustainable motivation.

Values-driven
Values are more than just statements; they are the foundation for decision-making and culture-building. Whether it’s transparency, respect, or excellence, consistently living by these values builds trust and credibility.

Takeaway: Stay true to your values. They’re the foundation for strong relationships and meaningful impact.

Performance-based
Success isn’t about being perfect – it’s about striving for improvement. Trent emphasised the importance of setting clear goals, tracking progress, and learning from setbacks - lessons we take to heart in our work.

Takeaway: Embrace measurable goals. Celebrate progress and use challenges as stepping stones.

Vulnerability
Trent pointed out that in male-dominated industries, vulnerability is rarely celebrated or encouraged. However, he believes this narrative is shifting, and we agree. At Fetch Recruitment, we see vulnerability as a strength. Being open about challenges, acknowledging when we don’t have all the answers, and fostering trust creates stronger, more meaningful connections.

Takeaway: Authenticity matters. A transparent, human approach strengthens relationships and drives success.

Bringing it together

These pillars are a reminder that success isn’t just about results – it’s about the mindset and approach that drive those outcomes. At Fetch Recruitment, we’re committed to:

Aligning our actions with purpose
Leading with integrity and authenticity
Striving for continuous improvement
Creating meaningful connections with our clients and candidates

Success is an ongoing journey, built on values, collaboration, and the pursuit of growth.

If you'd like to connect with Daniel or Brendan, feel free to reach out to them at daniel.musto@fetchrecruit.com.au or brendan.redwood@fetchrecruit.com.au .

Fetch Recruitment acquires Who Group Trades & Labour.

Sun, 29 Dec 2024 04:09:27 GMT

We’re excited to announce that Fetch Recruitment has acquired Who Group Trades & Labour, a Melbourne-based labour hire business. This strategic move strengthens our ability to serve both clients and candidates while opening doors to new opportunities.

Key benefits of the acquisition:

Broader reach: Entry into the events industry, offering new opportunities for clients and candidates.
Improved services: Better positioned to support clients and candidates in the construction, civil, and events sectors.
Positive outcomes: Aligning with our mission to deliver exceptional services, expand our presence, and create opportunities for growth and success for our team, clients, and candidates.
Team expansion: With five new team members joining our Melbourne office, Fetch Recruitment is now operating across Melbourne, Perth, the UK, and servicing Queensland.
Greater capacity: A 20% increase in our contract workforce to meet growing demand.

Brendan Redwood, Managing Director of Fetch Recruitment, shares his perspective:

“This acquisition is an exciting step for Fetch Recruitment. It allows us to provide better support to our clients and candidates, explore new industries, and create opportunities for growth across the board. We’re delighted to welcome the Who Group team and look forward to achieving great things together.”

We’re looking forward to the future and continuing to support our clients and candidates with even greater reach and expertise.

Case Study: Willing - Leading The Way in Diversity and Inclusion

Fri, 29 Nov 2024 04:06:56 GMT

At Fetch Recruitment, we're proud to partner with Willing . While they've built their name on construction excellence since 1969, it's their practical approach to diversity that catches our eye. In an industry where women make up just 2% of Australia's construction workforce , Willing’s in house team is over 56% female - proof that the construction sector is changing.

It's a simple strategy: hire the best people, create a workplace where everyone can contribute, and watch the business grow. This approach hasn't just helped Willing attract great talent; it's helped them deliver better results for their clients.

Creating an inclusive workplace

Willing has built an environment that meets the needs of a wide range of people, making their spaces, technology, and communication tools accessible and welcoming for all. Their key initiatives include:

Flexible work arrangements

Recognising the importance of work-life balance, Willing offers flexible schedules, remote work options, and part-time arrangements to support their employees' varied lifestyles and responsibilities. This flexibility is particularly helpful for team members with family commitments, allowing them to work in a way that suits them best.

Comprehensive benefits

Willing's benefits package includes mental health resources, such as MATES in Construction, and parental leave options. By supporting their employees' overall well-being, Willing fosters a positive and productive work environment.

Sponsorships and training

In the past, through their hospitality ventures Bar Vino and Willing Coffee, Willing has provided sponsorships and development opportunities to retain outstanding team members.

Accessibility enhancements

Ensuring that physical spaces, technology, and communication tools are accessible to all employees makes the workplace welcoming and usable by everyone.

Building diverse partnerships

Willing's commitment to diversity extends beyond its internal team. They actively partner with diverse consultants and organisations to bring their projects to life. A prime example is their collaboration with Veronique Willing, who brings her expertise as an interior stylist to enhance project aesthetics.

Their partnership with Sana Living, a leading NDIS housing provider, reflects shared values in creating inclusive spaces.

From architects to sales consultants, Willing's network of partners spans different ages, nationalities, and genders, bringing varied perspectives to each project.

The Willing team is actively involved in industry initiatives, with team members belonging to the National Association of Women in Construction (NAWIC), supporting the advancement of women in the sector.

A diverse team driving success

Willing's success is built on the unique strengths of their diverse team. By actively hiring individuals from a variety of backgrounds, genders, and skill sets across their Property, Build, and Hospitality divisions, Willing values the diverse perspectives each team member brings.

As Tim Willing, Founder of Willing explains, "Diversity often leads to award-winning results for our projects because it brings together a range of perspectives, ideas, and expertise that enhance creativity and problem-solving. In property and design, diversity allows teams to create spaces that cater to various lifestyles, preferences, and needs, resulting in more inclusive and functional environments."

The powerful impact of diversity

Willing's focus on diversity has brought real benefits, from greater team engagement to stronger innovation and talent acquisition. They have found that a focus on work-life balance drives creativity and a collaborative culture, as Tim notes, "Well-rested employees are generally better at decision-making and contribute to a positive, collaborative culture, creating a win-win situation for both the company and the individual."

Looking ahead: Strengthening diversity and inclusion

Willing is committed to further improving diversity and inclusion in the years ahead, with a particular focus on encouraging female team members to grow within the construction industry. By building on these core values, they are creating a workplace that appeals to top talent, positioning themselves as an employer of choice.

Success story: Courtney Simms, Senior Contract Administrator

Courtney showcases how diverse talent shapes our construction industry. With an impressive 19-year journey in construction, Courtney has grown from her early days in general administration to become a key leader in contract administration, particularly in commencing the construction of West Residences.

Her path shows the importance of nurturing talent and creating growth opportunities for all. Starting in administration and tenders, Courtney built her expertise over 15 years to master complex contract administration. Her portfolio spans multi-unit developments, apartments, and aged care facilities - each project adding to her deep industry knowledge.

"Courtney's growth within the industry proves that success in construction isn't about fitting a certain mould - it's about skill, dedication, and attention to detail," says Dayne Willing, Construction Director of Willing Build. "Her expertise in managing head contracts and preparing sub-contractor packages has been crucial to our success."

Why we're proud to partner with Willing

At Fetch Recruitment, we value our partnership with Willing not only for their commitment to quality craftsmanship but also for their proactive approach to fostering diversity and inclusion. Their dedication to a supportive, inclusive workplace shows how a focus on diversity can be a powerful driver of business success. We're excited to work alongside Willing, connecting them with talented individuals who share their vision and values.

The future of Australian construction

It's encouraging to see businesses like Willing making diversity and inclusion a real priority. With Australia's construction sector facing ongoing skills shortages and growing project demands, bringing in talent from all backgrounds isn't just good practice – it's essential for the industry's future. By breaking down traditional barriers and creating genuine opportunities for diverse talent, companies like Willing are helping build a stronger, more innovative construction sector that's ready to meet tomorrow's challenges.

Brisbane's Olympic Boom Vs. Melbourne's Missed Opportunity: A Tale of Two Cities

Tue, 29 Oct 2024 03:16:49 GMT

As Brisbane gears up to host the 2032 Olympic and Paralympic Games, the city is experiencing an unprecedented construction boom. This surge is driving billions in investment and transforming the landscape, making Brisbane a thriving hub for development. According to recent reports, the economic impact of the Olympics is projected to reach $275 billion by 2041 , signalling a bright future for the city.

Key Infrastructure Projects

Major projects are already underway, with the Olympics serving as a catalyst for Brisbane's transformation. The city is seeing substantial investment in transport infrastructure, including the development of the Cross River Rail and the Brisbane Metro . These projects are designed to enhance connectivity across the region, making the city more accessible for the influx of visitors, workers, and new residents expected over the next decade.

Additionally, plans for athlete villages, new sporting arenas, and other Olympic-related infrastructure are contributing to the construction boom. These developments are not just focused on the Olympics but are designed to leave a lasting legacy, positioning Brisbane as a global city long after the games conclude.

Population Growth and Migration to Brisbane

Brisbane's booming economy and rapidly developing infrastructure are attracting people from across Australia and the world. With the city’s population projected to soar, thousands are expected to move to Brisbane in search of new opportunities in construction, hospitality, and other sectors tied to the Olympics. The city’s population is forecasted to reach 3.6 million by 2041 , making it one of Australia’s fastest-growing urban areas.

This population surge is further fuelling demand for housing, which has led to a substantial increase in residential construction projects. New apartment complexes, housing estates, and commercial developments are rising to accommodate Brisbane’s growing population, creating ample opportunities for construction professionals and skilled workers alike.

Opportunities in Construction

For those in the construction industry, Brisbane’s boom offers a wealth of job opportunities. The demand for labour is increasing as the city continues to expand its infrastructure. Whether you're a tradesperson, project manager, or engineer, now is the time to consider making the move to Brisbane. With an extensive pipeline of projects lined up well into the next decade, the city promises long-term opportunities for those looking to build their careers in construction.

Looking Ahead

As Brisbane prepares for the 2032 Olympics, the city is poised to undergo one of the most significant transformations in its history. The combination of Olympic-driven infrastructure projects, population growth, and government investments is setting the stage for a promising future. The construction boom is not just about creating a world-class city for the games; it’s about building a sustainable, thriving metropolis for the future.

With new opportunities on the horizon, Brisbane is quickly becoming the place to be for professionals in construction, engineering, and urban development.

Melbourne's Regret: The Cost of Withdrawing from the Commonwealth Games

While Brisbane’s future looks promising with the upcoming Olympics, Melbourne's recent decision to withdraw from hosting the Commonwealth Games presents a unique opportunity for business development in the construction sector. In 2024, the Victorian government announced its withdrawal from the games, citing spiralling costs and concerns over the financial implications for taxpayers. The decision ultimately amounted to a staggering $596 million in costs related to planning and preparations already made for the event, which has raised questions about the state's capacity to support large-scale projects in the near future.

This shift not only positions Brisbane as the focal point for large-scale infrastructure projects but also raises questions about the potential for Brisbane to become a hub for innovation and growth in urban development. As Brisbane capitalises on the Olympic-driven construction boom, Melbourne may find itself at a crossroads. The absence of the Commonwealth Games means fewer immediate opportunities for construction in Victoria, which could hinder the region's economic growth.

However, this also creates a chance for Melbourne to reassess its strategies and strengthen its existing projects while looking to retain and attract businesses in other sectors. The competition between these two cities is heating up. As businesses and construction firms eye the opportunities in Brisbane, they may need to adapt their approaches to stand out in a market that is rapidly evolving.

The question remains: how can Melbourne leverage its existing strengths to not only retain its talent but also create new opportunities in the face of Brisbane's booming construction landscape? With the rising momentum in Brisbane, Melbourne could soon be left regretting its choice, facing a challenging road ahead while watching its rival city thrive.

Our Managing Director, Brendan Redwood, shares his thoughts on the industry's future:

“Victoria’s at a tipping point - if the government doesn’t start rolling out more projects, we’re going to lose some of our best construction and engineering talent to Queensland and Western Australia. It’s already happening, clients are shifting their teams, and candidates are chasing the work in other states where big projects are taking off. Industry leaders are worried, especially with huge housing and energy targets on the horizon. The government needs to act fast, or we’ll struggle to keep our top talent and hit those critical goals.”

How To Ask For a Pay Rise

Thu, 29 Aug 2024 03:12:15 GMT

Asking for a pay rise can be a nerve-wracking experience, but it’s an essential conversation if you believe your contributions deserve recognition. Whether you’re a seasoned professional or relatively new to your role, knowing how to navigate this discussion can be a game changer for your career. If this is uncharted territory for you, consider following these four steps before requesting a pay increase.

1. Do your homework

Before you schedule a meeting with your manager, it’s crucial to prepare your reasoning:

Evaluate your own performance: List your achievements, contributions, and any additional responsibilities you’ve taken on since your last review or raise.
Research comparable salaries: Salary guides are a great tool to help you understand current industry trends and provide a market average for you to benchmark your salary against. Our 2024/2025 Fetch Salary Guide can help you with this.
Review promotional criteria: Know the progression steps and ensure you have met the requirements.
Career reviews: If you have had any recent career reviews, understand the goals and/or targets and highlight how these have been achieved.

2. Timing is key

Choosing the right moment to ask for a raise can significantly impact the outcome:

Annual reviews: If your company has a regular performance review cycle, this can be the best time to bring up salary discussions.
After a major achievement: If you’ve recently completed a big project or exceeded your targets, it can be an opportune time to discuss a raise.
Consider the company's financial position: When the company’s financial health is poor, employees should avoid asking for a raise.

3. Prepare your case

You need to be ready to present a strong case, list your evidence and have a professional conversation:

Request a meeting: Send a polite email requesting a time in advance to discuss your role and compensation in a private setting.
Present your case clearly: Highlight your achievements, show your growth and have solid data to support your claim.
Be specific about what you want: Know the exact percentage or amount you’re asking for and be prepared to explain why you believe it’s justified.
Be open to feedback: Your boss may not immediately agree to your request. Be ready to listen to their perspective and discuss what steps you can take to earn the raise in the future.

4. Follow up

After the meeting, it’s important to follow up:

Send a thank-you note: Regardless of the outcome, send a thank-you email to express appreciation for the discussion.
Act on feedback: If your raise was denied, work on any feedback you received and agree on date for another pay review in three-six months’ time.
Have a contingency plan: Ask your manager if they can offer additional benefits, such as paying for additional study or membership of a professional body or providing you with extra annual leave.

Final thoughts

Frame your request by highlighting your contributions to the company and how you've positively impacted its goals. Use research to justify your proposed salary range, showing flexibility by suggesting a range rather than a fixed amount. This approach can make your request more appealing and demonstrate your value beyond just the monetary aspect.

When asking for a salary increase, it's important not to focus solely on the financial aspect. Consider the overall value of your employment package are you receiving additional benefits such as flexibility, training, transport costs…etc. And ask for these if a pay rise isn’t available.

Building Demand: Why Work as a Tradesperson?

Sat, 29 Jun 2024 03:08:36 GMT

Australia's construction industry continues to grow with major infrastructure projects underway. However, the shortage of skilled workers poses a significant challenge to the completion of these projects. The demand for skilled workers has never been greater and if you are interested in becoming a sparky, a chippie, a brickie, a plumber, or any other trades profession, here are some reasons as to why you should kickstart your career in a trade-based industry:

1. High Demand

There has and always will be a constant demand for skilled tradies. With the ongoing urgent need for new construction, maintenance, and repair, trades people are indispensable. Unlike many jobs that can be outsourced or replaced by technology, trades require hands-on, skilled labour that can't be automated.

2. Excellent Earning Potential

Many trades offer excellent earning potential. Skilled tradespeople often earn a good wage right out of training, and with the proper trade qualification, the more you learn, the more skills you develop, the higher you can earn. Getting a license, for a specific trade, be it a welder, electrician, etc, increases your ability to earn as well.

3. Get paid to train

Becoming a tradesperson often requires less time and financial investment. Many trades offer apprenticeship programs where you can earn while you learn, this allows you to gain practical experience – a win, win!

4. Hands-On and Rewarding Work

For those who enjoy working with their hands and seeing tangible results from their efforts, a career in the trades can be incredibly satisfying. Tradies often get to see the immediate impact of their work, whether it's fixing a complex electrical problem, crafting a beautiful piece of furniture, or ensuring a building is safe and functional.

5. Independence and Flexibility

Many tradespeople enjoy a high degree of independence in their work. Whether you’re working for a company or running your own business, the nature of the job often allows for flexibility in terms of hours and projects. This can lead to a better work-life balance and the ability to take on projects that genuinely interest you.

6. Job Satisfaction & Growth

You’ll have a real sense of satisfaction completing projects and see the impact your work has on the community. As you gain experience, you can take on more complex projects, learn new skills, and even move into supervisory or management roles.

Choosing to work in trades is not just a career choice; it's a decision to be a part of a profession that is vital, respected, and rewarding.

Head of our Trades and Labour division Louis Thomas shares;

“I’ve personally witnessed some great success stories in the trade sector, it's truly an industry that individuals can progress very quickly if they have the right attitude and desire to learn. It’s a space where there are incredible opportunities and offers a huge variety in day-to-day duties. It’s not unheard of for apprentices that have just recently qualified to land 6 figure salaries, especially in the industrial maintenance and mining sectors.

What I love most about construction companies is that they will always look to promote within – and often we see apprentices that have worked their way right through to project and construction managers all while staying with the same company”.

If you’re looking for a stable, fulfilling, and lucrative career path, consider the trades—you might just find that it’s the perfect fit for you.

Click here to see all our live jobs.

Updates from the Mining Market

Wed, 29 May 2024 03:03:20 GMT

In 2023, the global mining market experienced a 6.1% growth, reaching over US$2145 billion, and it's projected to escalate to over US$2775 billion by 2027 .

Global demand and world industrial production have provided sustained support to the mining and resources sector and the Western Australian economy over the past two decades. Over the next decade, world GDP growth is expected to average 3.3% per annum.

A report by KPMG shows the overall production outlook for the Western Australian resources sector is positive. Modest growth in production is expected, supported by the increase in capacity and growth in global industrial activity.

A mine of opportunity

The Australian mining sector as a whole contributed close to 14% of Australia’s GDP in FY23 with a record $460 billion in earnings for Australian exports of resources and energy commodities in FY23. This was fuelled by the continuing Russian and Ukrainian conflict driving commodity prices. Iron ore and gold projects strongly support our state’s mining industry which continues to be the major resources contributor to our national GDP.

We expect this activity and investment to increase over FY24 despite continued global market uncertainty.

Money in the mines

Mining job salaries in Australia are among the highest in the world. Salaries in the industry vary based on location, job type, mineral type, experience, and education.

According to the ABS data, wages continue to grow steadily – and sometimes even soar by as much as 20-25% a year for high demand occupations as employers try to address skill shortages.

If you would like Fetch to provide you salary benchmarking for any specific roles you are hiring for, please reach out to Lianne Adlington - State Manager.

Women in mining

Mining is, undoubtedly, still a male-dominated industry. The Australian Government’s Workplace Gender Equality Agency says, in Australia, women currently make up 16% of the mining workforce . Analysts at McKinsey report 13% of women are at the C-suite level . This is incredibly low in comparison to the infrastructure industry, which has 22% women making up the workforce.

Australian employers have a critical role to play in addressing gender segregation and
promoting gender balance in the workforce. Fetch Recruitment believes employers can attract both women to their workforces by de-biasing and de-gendering processes for recruitment, retention, promotion, and pay as well as thinking innovatively about opportunities for training and upskilling. Workplace cultures that are supportive of gender neutral flexible working arrangements and all employees with caring responsibilities are also key.

Fetch has been provided information on progress being made that has been to encourage more women into the space, and to advance opportunities for women, such as Laing O’Rourke have female site internships in place and many companies like Aurecon providing parental leave form day 1, which is important to any female looking to leave a current employer.

A report on Women in Mining highlights in 2012, the percentage of women on boards of the top-500 listed companies globally was a mere 4.9% yet by January 1, 2022, that figure had risen to 17.6%, representing a 13% increase over the decade. Organisations with at least one woman on their board consistently outperformed those with none. This finding is backed up by ten years of research, which has shown that higher female board representation is associated with higher profitability, higher return on capital invested and better environmental, social and governance (ESG) disclosures and performance scores. By creating diverse and inclusive workplaces, and affording opportunities to enable people to maximise their talents, we will deliver strong economic growth.

Mind the [skills] gap

Mining companies are experiencing a talent squeeze. A report from McKinsey & Co reveals that 86% of mining executives find it harder to recruit and retain the talent they need versus three years ago. Not surprisingly, the highest demand is for highly skilled professionals within the industry. Yet many of the most sought-after workers do not see the industry as attractive. 70% of 15- to 30-year-olds said they probably or definitely would not consider a career in mining.

From fetch’s internal data these skilled professionals in the highest demand now are Mining professionals such as Civil, Mechanical, Geotechnical, Process and Underground Mining engineers in the white-collar sector. Followed by HD Fitters, Electricians/Auto Electricians, Process Technicians and Good Excavator/All Round Operators in the blue-collar sector.

Solutions for addressing talent shortages:

Treating talent as a strategic pillar
Understanding employee preference and needs
Investing in skills development
Promoting industry values

Reach out to our team to see how we can help.

Exploring typical roster cycles

Rosters are important to the Mining industry when it comes to recruitment as most employees are after an even time roster to have work life balance and spend equal time with families.

In 2023, the most common roster types offered to FIFO mine workers were:

8/6 roster (8 days on/6 days off). Often called the “lifestyle roster”.
7/7 roster (7 days on/7 days off)
14/7 roster (14 days on/7 days off). This roster is more common in the mineral exploration industry (e.g. drillers, drillers offsiders, and exploration geologists), where projects sites are more remote and isolated, and access to accommodation and transport is more limited.
5/2 roster (5 days on/2 days off). Some technical services professionals (e.g. mine planning/scheduling engineers and mine geologists) work a Monday to Friday week and choose to fly home for the weekend. It should be noted that these workers would typically have accommodation provided to them in a mining camp or residential area, so it can be considered a pseudo-FIFO roster.

The scheduling of FIFO working hours can be significantly influenced by conditions in the labour market. During periods of labour shortage, companies might offer more attractive roster cycles to attract and retain talent. On the other hand, during periods of labour surplus, companies might adopt roster cycles that enhance operational efficiency, potentially leading to longer ‘on’ periods. In essence, FIFO working hours are a careful balancing act, taking into account operational demands, regulatory requirements, and a commitment to ensuring the well-being of employees. Understanding these influencing factors can help both existing and prospective FIFO workers to navigate and advocate for favourable roster arrangements.

Life on the mines

As the race to attract and retain the best talent intensifies, companies are increasingly prioritising workplace wellness to distinguish themselves.

Mineral Resources are leading the way in acknowledging the importance of accommodating employee preferences, providing modern facilities at their four mine site accommodation villages.

This focus on improving employee wellness by investing in better infrastructure for camps sets mining companies apart, making them more favourable to work for and increases talent attraction and retention. Specifically, we know the site 'Onslow' attracts a high volume of applicants due to the known premium standard of the camp.

Motivations of mining jobseekers

Fetch recruits across both white- and blue-collar mining sectors and have found very little differences in motivators between the sectors when an employee is considering a new role. With the Mining industry heavily contract driven, the main consideration for an employee is length of contract and timeline left on the project they are working on, this is then closely followed up by the roster they are working on. The other 2 top considerations would be salary and development opportunities. If you are seeing anything different to what we are reporting please do let us know we would love to hear your opinions.

Laying the Groundwork: Addressing Gender Imbalance in Construction

Fri, 29 Mar 2024 02:52:05 GMT

In the bustling and ever-changing world of construction, where towering skyscrapers reach into the sky and intricate infrastructures shape cityscapes, there lies a persistent challenge: gender imbalance. Despite significant strides towards gender equality in various industries, construction remains heavily skewed towards male representation. This inequity not only deprives the industry of diverse perspectives and varied approaches but also limits opportunities for women seeking rewarding careers in construction.

International Women's Day (IWD) presents an ideal time to reflect on the complexities of achieving gender equality in the construction industry, and to focus on what can be done to change the status quo. In this blog, we delve into the factors contributing to this gender gap and explore potential solutions for supporting inclusivity within the construction sector.

Understanding the Disparity

The gender disparity in construction is multifaceted, stemming from deep-rooted societal norms and industry-specific challenges. Historically perceived as a male-dominated field, construction has struggled to shed its image as a rugged, physically demanding and ‘blokey’ domain. This perception often dissuades women from pursuing careers in construction, leading to a glaring underrepresentation of female professionals.

Furthermore, systemic barriers such as gender bias, discriminatory hiring practices, and a lack of support networks further widens the gender gap. Women entering the construction workforce often face stereotypes, scepticism, and limited advancement opportunities, hindering their professional growth and retention within the industry.

This has caused the share of women in the construction to remain shockingly low, in Australia only 12% of the workforce identify as female and less than 2% of on-site roles are occupied by women.

Breaking Barriers and Promoting Inclusivity

Addressing gender imbalance in construction requires a concerted effort from various stakeholders, including employers, policymakers, educators, and industry associations. Here are several strategies to promote inclusivity and empower women in construction:

1. Education and Outreach: Initiatives aimed at attracting young women to STEM (Science, Technology, Engineering, and Mathematics) fields, including construction-related disciplines, can help dismantle gender stereotypes from an early age. Educational institutions and vocational training programs should actively encourage female participation in construction-related courses and apprenticeships. In Victoria, the local government

2. Diversity and Inclusion Policies: Companies within the construction sector must prioritise diversity and inclusion initiatives. Implementing gender-neutral recruitment processes, offering mentorship programs for women, and establishing supportive work environments are crucial steps towards fostering inclusivity.

3. Promoting Female Leadership: Elevating women into leadership positions not only serves as a powerful representation but also promotes a more inclusive corporate culture. Companies should actively identify and develop female talent, providing them with opportunities for advancement and leadership roles within the organisation.

4. Flexible Work Arrangements: Recognising the diverse needs of employees, including working mothers and caregivers, offering flexible work arrangements can enhance retention rates among female employees. Flexible scheduling, remote work options, and supportive policies for parental leave contribute to a more inclusive workplace culture.

5. Industry Collaboration and Advocacy: Collaboration among industry stakeholders, professional associations, and advocacy groups is essential for driving systemic change. By advocating for gender equality, sharing best practices, and supporting initiatives that promote women's participation in construction, the industry can collectively work towards closing the gender gap.

The Road Forward

While the construction industry may have a long way to go in achieving gender equality, there are shining examples of companies and initiatives that are actively working to change the status quo. Women Building Australia aims to attract and support women to succeed in the building and construction industry. They advance females in these in these spaces via mentoring, business coaching and promoting women owned/operated businesses.

The Victorian Government’s Women in Construction strategy aims to achieve a great representation of females in the industry. More women are active in the Victorian labour market now than in the past, but they make up only 2% of the workers in Australian construction. The Victorian Government are therefore making active changes and putting initiatives in place to ensure women can become fully qualified well-paid tradespeople.

The Victorian Government has introduced quotas for female participation on government construction projects. Their Building Equality Policy (BEP) requires that women make up:

3% of each trade role
7% of each non-trade position
35% of management, supervisor, and specialist labour roles.

In addition, 4% of labour hours for apprenticeships and trainees must also be performed by women.

The Western Australia Government announced initiatives to create safer and more inclusive workplaces for women.

· McGowan Government investing $3 million to establish new TAFE scholarships program for women in trade and technical occupations

· New Women's Workplace Safety Hub launched to help create safe and inclusive workplaces for women across all industries

· 50% of public service Senior Executive Service contracts now held by women

Achieving gender parity in construction is not merely a matter of social justice; it is also imperative for improving productivity, driving innovation, and ensuring long-term sustainability of the industry. By dismantling barriers, promoting inclusivity, and embracing diversity, the construction sector can unlock the full potential of its workforce and thrive in an increasingly competitive global landscape.

As we look to the future, let us embark on a journey towards a more equitable and inclusive construction industry—one where individuals of all genders are empowered to contribute, innovate, and build a brighter tomorrow, brick by brick. Together we can forge women's equality. Collectively we can all #InspireInclusion this IWD.

Key Job Market Trends in 2024

Mon, 29 Jan 2024 02:45:46 GMT

2024 is shaping up to be another dynamic year for Australia’s commercial construction, civil infrastructure and engineering sectors. The CEO of Infrastructure Australia has described it as “a super-normal amount of growth”, saying the industry is planning to deliver $230 billion in major public infrastructure, 1.2 million new homes and four times the investment in clean energy infrastructure over the next five years.

The government is playing a crucial role, remaining committed to its 10-year $120 billion infrastructure pipeline, which will support the future stability and growth of Australia’s commercial construction, civil infrastructure and engineering industries.

While these sectors will continue facing challenges in 2024, the outlook remains cautiously optimistic, with many exciting opportunities on the horizon.

In this evolving landscape, smart recruitment is imperative. Part of a winning strategy includes understanding the key hiring trends for 2024, helping you stay ahead of the ball, rather than being behind it.

Here is your guide to some of these important recruitment trends for commercial construction, civil infrastructure and engineering in Australia to help inform your hiring decisions in 2024.

Headline Hiring Trends for 2024

The government’s labour market insights show the Australian construction sector grew by 12.4% over the past year, creating a total of 146,200 construction jobs, ensuring the industry retains its place as the largest employing sector in Australia. Construction is projected to grow almost 6% by 2026, taking out the fifth spot on the list of the highest-growth industries .

The civil engineering sector is also looking at considerable growth next year at a healthy 13.4%, with almost 30% of engineers employed by the construction sector. This growth isn’t surprising considering the amount of fiscal stimulus put into transport infrastructure, renewable energies and defence.

The latest Wage Price Index (WPI) shows a big movement in Australian construction wages, with a 4.3% jump this year.

Many factors have led to this boost, from skills shortages to inflationary pressures, all of which have produced ripe conditions for employees to negotiate their salaries. This resulted in a record number of salary increases this year, including a 5.75% bump to the adult minimum award wage.

While the WPI is a consistent measure of wage growth, advertised salary rates provide useful insights into the current market.

SEEK advertised salaries grew faster than the WPI this year at 4.6%. State by state, South Australia led with a 5.4% increase in advertised salaries, Queensland, Western Australia and Tasmania next at 5.0%, with NSW and Victoria at 4.4% and 4.0%.

Delving into specific industries we recruit for, here are the rises they saw this year:

· Trades and Services - 5.2%

· Design and Architecture - 5.0%

· Engineering - 4.7%

· Construction - 3.5%

Mercer forecasts construction and engineering jobs will see a further 5.5% pay rise in 2024.

Major Talent Shortages Will Persist

If you’re looking to fill one construction job or many, 2024 will continue to be a challenge.

According to Infrastructure Australia's annual market capacity report , there are just 177,000 professionals in the workforce, despite there being enough demand for the equivalent of 405,000.

With an abundance of mega-scale infrastructure projects across our major cities, these locales will face the highest numbers of workforce shortages, although regional areas will feel the impact, too.

According to an Engineer’s Australia report , engineering vacancies grew by 80% nationally compared to 42% for all averaged Australian job vacancies from 2020 to 2022. Those most in demand are Civil Engineers, followed by Industrial, Mechanical and Production Engineers.

From our perspective at Fetch Recruitment, employers may want to consider broadening their talent search parameters. This includes tapping into migrant engineers here in Australia who traditionally have trouble securing employment based on their experience.

Widening the net can also include forging partnerships with educational institutions, like secondary schools, to encourage the younger generation to consider an engineering career.

Another important strategy is engaging with a built environment recruitment specialist to utilise their pool of pre-qualified candidates, as well as leaning on their broader industry networks to reach out to passive talent.

The Growing Use of AI

This year saw many engineering and construction companies progressively integrate digital technologies, specifically generative AI, to enhance processes and efficiency in areas such as project design, scheduling and cost management.

On the recruitment front, both in-house and agency recruitment teams have recognised the value AI offers in streamlining hiring processes, resulting in significant time and cost savings for their hiring managers and clients, not to mention better hiring outcomes.

Regardless of your organisation's position on AI, it’s a technology that is here to stay and will rapidly evolve to meet a wider range of business needs.

A Shift to Skills-Based Hiring

2023 saw many hiring managers turn to skills-based hiring over traditional methods. This involves evaluating candidates on the range of their skills, abilities and competencies, rather than focusing only on their education and experience.

Skills-based hiring can help companies build a high-calibre workforce that is both skilled and diverse, helping organisations meet their diversity and inclusion targets.

If you choose to use this approach, it’s important to adjust your job ads, interview questions and application screening accordingly. Your recruiter can assist with this.

More Focus on Talent Retention and Internal Mobility

As a response to workforce shortages, next year will see a greater emphasis on nurturing internal talent and talent retention within built environment companies. And with the competition to attract new hires showing no sign of abating, this is certainly a smart strategic shift to consider.

Such a shift might encompass reskilling and upskilling existing staff, prioritising internal mobility, as well as developing individualised career pathways for each employee.

Procuring a Future-Ready Talent Reserve

Engaging contractors for projects will remain a key hiring strategy in the face of employee shortages, and it’s a practice that will gain even more momentum in 2024 across the construction and engineering sectors.

The flexibility to scale your workforce on demand is a key benefit of having a readily available contractor pool . Establishing a relationship with a reputable recruiter, one who has a cache of carefully vetted and reliable professionals, is a major competitive advantage.

Summary

The major hiring trends 2024 has to offer do present some challenges, but also great opportunities. These trends underpin the importance of a versatile recruitment strategy, one that balances data-led decision making with the human touch, to secure the best construction and engineering talent.

If you'd like an expert companion in navigating the recruitment terrain, our specialists at Fetch Recruitment can help . Whether it’s assistance with filling open roles, or further insights into the engineering and construction job market, we’d love to become your valued professional partner.

Why Temporary Jobs Offer Permanent Gains

Fri, 29 Dec 2023 02:31:50 GMT

Temporary and contract work is a mainstay in the construction industry and for good reasons. Employers often rely on temporary workers to cover gaps on projects, while individuals – whether they be tradies , labourers , project managers or site supervisors – opt for temp roles to suit their personal situation and job preferences.

Although a large proportion of the market considers temporary or contract assignments as undesirable, this way of working can provide a range of benefits that permanent jobs can’t. We’ll explore these benefits in detail.

Gain Diverse Work Experience

Temporary or contract jobs are the ultimate way to gain exposure to a broad range of workplaces, industries and projects. Each project will enable you to build new skills and learn ways to interact with people from diverse backgrounds. Temp roles can also help you identify the direction you want to steer your career in, as you’ll have gained a variety of experiences in a short period of time.

Sharpen Your Skills for Future Construction Jobs

With temporary or contract jobs, you can pick up new methods and approaches to tasks, which can be invaluable for future roles. Gaining exposure to different tools, procedures and software helps build your adaptability and knowledge of what works well and what doesn’t. These attributes are highly valued by employers and are often why organisations like to hire professionals with robust contracting experience.

Attractive Pay Rates

As a contractor or temporary employee, working extended working hours can net you real gains. As you’re paid hourly, you can expect 20% to 30% higher pay compared to full-time roles.

Find Your Ideal Job Match

Beginning a job on a contract basis allows you to evaluate an employer before committing to a permanent relationship. It’s one of the most practical ways to determine which work environment and culture is right for you, without the long-term commitment of a permanent contract.

Take Longer Breaks When You Need To

There may be times in your life when you don’t want to be locked into a permanent job. You might have plans for that long overseas trip of a lifetime, or a move interstate, or to learn a new skill. These priorities can conflict with the commitment you’re expected to make when employed in a permanent role . Working temp jobs can free you from this commitment and map out your timeline on your own terms.

Manage a Side Hustle

If you’re interested in entrepreneurship, temporary jobs can give you the freedom to develop a new business while maintaining income. Taking on project-based work or jobs with flexible hours can give you the space needed to earn a second stream of income and lay the groundwork for a side venture.

Expand Your Professional Network

The laws of probability apply to careers just as they apply to other areas of life. As temporary work often brings you into contact with more people, it can also expand the number of job opportunities you’re likely to encounter.

Even if meeting more people doesn’t immediately translate into job offers, consider the experience as an investment in your future. You never know when someone from your network might reach out with a promising opportunity.

Find Entry Level Construction Jobs

In the initial stages of your career, temporary jobs are the easiest way to get your foot in the door with smaller builders. If you’re new to construction, temporary project-based work will fast-track your skills and confidence, as it encourages you to adapt to new environments quickly. As a junior, this is an excellent way to discover what you’re capable of and what career path you want to pursue in the long term.

Summary

Beyond just filling gaps, temporary and contract construction jobs offer major advantages that permanent roles are often missing.

Embrace temporary roles not just as jobs but as investments in your career over the long-term, where each assignment gives you more skills and options to make your next move.

If you’re ready to start a contract job or just want to know more about the roles currently available, contact us today and speak to one of our friendly and knowledgeable recruitment consultants .

Why Become a Recruitment Consultant

Fri, 20 Oct 2023 11:20:07 GMT

 Why Become a Recruitment Consultant

Recruitment consultant jobs in Australia provide some of the most interesting career avenues for anyone curious about what makes people and businesses tick.

The role of a recruitment consultant is a multifaceted one that demands constant learning and an adaptable mindset - but offers a unique blend of rewards.

If you thrive on forging human connections and building and nurturing relationships, working with a recruitment agency is ideal. Encompassing your practical employment needs and altruistic tendencies, it is, as we can attest, a fulfilling career choice!

If starting a career as a Recruitment Consultant has caught your attention, this article is for you.

The Practical Aspects of Recruitment Consultant Roles

Dynamic Environment: Recruitment consultant jobs in Australia expose you to many industries, roles and companies. In such a dynamic setting, the work allows you to expand your practical business knowledge across different sectors, whilst the fast-paced environment demands quick decision-making. Your agility keeps the work engaging and monotony-free.
Financial Rewards: The average base salary for a Recruitment Consultant in  Melbourne  is $88,500, whilst Perth  offers an average of $81,939. Successful recruitment consultants often enjoy generous commissions, bonuses, and incentives, with OTE, salaries can go as high as $100k+. The more successful placements you make, the more your earning potential; this provides a compelling financial incentive for high performance.
Continuous Learning and Professional Growth Opportunities: Working as a Recruitment Consultant hones many valuable skills, including communication, negotiation, relationship building, market analysis and strategic thinking. These skills are transferable and can benefit you in various other professional contexts. The recruitment landscape mirrors the rapid evolution of industries and job market trends. As a Recruitment Consultant, you're a perpetual learner, acquiring insights into diverse sectors, understanding changing job roles and keeping abreast of emerging skill demands and industry trends. Adapting to these shifts requires an eagerness to learn and the ability to recalibrate your approach as needed. This commitment to learning ensures personal and professional growth over time. As you gain experience and build a successful track record, you may have the chance to take on leadership roles, manage teams, or specialise in specific industries or job functions.
Autonomy and Responsibility: Recruitment Consultants often have a degree of autonomy in managing their workload, client relationships and strategies. This level of responsibility can lead to a greater sense of ownership and control over your work.

The Altruistic Aspect

Impactful Work: Recruitment Consultant jobs in Australia play a pivotal role in shaping the careers of our local talent and the success of the nation’s businesses. By connecting talented candidates with suitable job opportunities, you influence the trajectories of people's lives. Matching a candidate to the right job and witnessing their growth and success can be incredibly satisfying. Helping individuals find meaningful employment and assisting companies in achieving their goals can bring a strong sense of accomplishment.
Nurturing Meaningful Relationships: In this digital world, recruitment consulting remains grounded in the art of forging genuine connections. Witnessing the satisfaction of a candidate finding their place within a company's vision or observing a business flourish with the right talent underlines the significant impact of building strong relationships.
Identifying Hidden Potential: Finding the hidden gems is how you can genuinely impress clients. As a recruitment consultant, you’ll need to look beyond the obvious aspects of a job application to determine the true fit of each candidate for the role. The most savvy recruitment consultants understand how to accurately gauge each job applicant’s skills, passions and capabilities. This requires a discerning eye to navigate through resumes, conduct interviews and uncover what makes job applicants tick.
Support Diversity: Diversity and inclusion are focal points of the modern workplace, and as a recruitment consultant, you can act as a catalyst for change. By presenting a diverse pool of candidates to clients, you impact how teams are shaped and contribute to more inclusive work environments. Your efforts can amplify the voices of underrepresented talent and play a pivotal role in breaking down barriers within industries.

Essential Traits for Success

Certain personal qualities are paramount to excel in recruitment consultancy. 
Empathy serves as the cornerstone, enabling you to step into the perspectives of candidates and employers. Understanding their aspirations, concerns and expectations is foundational to successful interactions. 
Effective communication, a fusion of attentive listening and clear expression, ensures candidates and clients feel heard and understood, fostering trust and collaboration.
Adaptability is crucial, given the fluid nature of the field. Industries change, job roles evolve, and market demands shift – your ability to pivot and customise your strategies to fit these changes is vital. 
Persistence is essential. Setbacks are inevitable, yet your commitment to learning from them and persisting leads to eventual success.
Strategic thinking is the hallmark of a proficient Recruitment Consultant. Navigating the intricate talent acquisition landscape requires finesse. This skill empowers you to devise tailored solutions that benefit both employers and job seekers and contribute to the overall success of the recruitment process.

An Exciting and Rewarding Career Awaits You

Working with a recruitment agency is an exciting experience of helping companies build great teams and helping people land jobs they’re best suited to. Having strong people skills, business acumen and a problem-solving mindset is essential for success.

At FetchRecuitment, our team of  Fetchies  are committed to creating positive change in the lives of every person and every business we work with. If starting a career as a Recruitment Consultant sounds like your calling, we’d love to hear from you.

Connect with us today so we can set your career in motion.

The Benefits of Mental Health First Aid Training in the Workplace

Thu, 28 Sep 2023 11:05:15 GMT

The Benefits of Mental Health First Aid Training in the Workplace

As an employee or manager, it is likely you will encounter a colleague who is experiencing a mental health issue at some point in your life. It’s an issue my team members and I are all too familiar with, which has inspired us to take steps towards making a difference. As nearly half of all Australians will experience mental health issues during their lives, there are direct implications for employers. Research shows Australian businesses lose more than $6.5 billion each year by failing to provide early intervention or treatment for employees with mental health conditions.

As built environment recruitment specialists, we’ve observed how it can be especially difficult for employees in industries like construction and civil infrastructure to talk to someone when they’re struggling. Employees or colleagues don’t always feel comfortable approaching a senior team member or director about the mental health issues they may be experiencing. Let’s face it — that kind of conversation isn’t easy for most of us!

Why We’re Supporting Mental Health for Clients and Candidates

With these issues in mind, I was inspired to take practical steps towards tackling mental health challenges at work — for the sake of our clients, contractors, candidates and colleagues. Recruitment is first and foremost a people-oriented business, which places Fetch Recruitment in a primary position to be mental health ‘first responders’. It’s vital that our team have the right skills to provide the best possible support to the hundreds of contractors we manage across multiple projects.

So, how did we achieve this? By having the some of the Fetch Recruitment team complete their training to obtain a Mental Health First Aid (MHFA) certificate.

My goal was to ensure myself and some of my colleagues within the business are certified in MHFA and are equipped to help others when it’s needed. I’ll explain what first aid training for mental health involves, the surprising lessons we learned from it, and why it’s such a powerful step in supporting workplace health and wellbeing.

What does Mental Health First Aid Training Involve?

Mental Health First Aid (MHFA) is a similar concept to traditional first aid, which teaches people how to administer basic medical care in the event of a physical injury or medical emergency.

As a training program, MHFA is designed to teach individuals how to provide initial assistance and support to someone who may be experiencing a mental health crisis or struggling with a mental health issue.

The primary goals of Mental Health First Aid training are:

Increase Awareness: To raise awareness about mental health issues in the workplace and reduce the stigma associated with them.
Provide Knowledge: MHFA training equips individuals with the knowledge and skills to recognise the signs and symptoms of common mental health problems such as depression, anxiety, substance use disorders, and suicidal thoughts.
Offer Initial Help: To give participants the ability to offer initial assistance to someone in crisis or who may be developing a mental health problem. This includes knowing how to listen non-judgmentally, offer support and encourage the person to seek professional help if needed.
Promote Self-Help: To encourage self-help and self-care strategies for individuals struggling with mental health challenges.
Guide to Appropriate Resources: To provide information about local mental health resources and services where individuals can seek further help and treatment.

What I Learned from MHFA Training

Myself and two of my colleagues completed MHFA training with accredited provider Mental Health First Aid Australia . Our training covered topics including understanding mental health and mental illness, substance abuse, recognising signs and symptoms, providing appropriate support and connecting people to professional help when necessary.

The whole experience was a genuine eye-opener that gave my colleagues and I a much broader perspective on dealing with mental health in the workplace.

Here are a few insights I’m grateful to have walked away with:

Identifying warning signs and ‘tells’: The signs of mental health problems can be difficult to detect without knowing what to look for. The strongest signals are changes in a colleague’s behaviour and mood, along with a decrease in their productivity, frequent time off, withdrawal from social interactions and gatherings, and an unkempt appearance.
How to be non-judgemental and listen: To give people the help they need, I had to learn about ensuring people are comfortable with talking to me about mental health. The key is to avoid trying to ‘diagnose’ or give advice to someone. MHFA is about learning to listen to people, without judgement or preconceptions.
Avoiding any claims of expertise:Giving mental health first aid isn’t about being a hero or expert. It’s about knowing the ‘next steps’ and which resources I can connect an employee to when they need help. After someone has communicated their struggles and experiences to me, I can help them by showing them where to access professional help and resources.
Understanding my limits:Another important lesson is understanding I won’t be able to solve everyone’s problems. MHFA is about giving people the immediate support they need, and knowing which questions to ask people who are in crisis. We must avoid the temptation to get personally invested in the individual’s issues.

Tips for How to Improve Mental Health at Work

If you’ve read this far and are wondering what you can do to improve mental health at work and help create a supportive environment for your colleagues, here are a few tips.

Encourage teams to complete mental health first aid training: This ensures everyone has consistent knowledge and resources they can refer to when issues arise.
Promote open communication:Encourage open and non-judgmental communication with your colleagues. Let them know that you are there to listen if they want to talk about their feelings or concerns. If they confide in you, do not share their personal information without their consent!
Give a helping hand: If you notice a colleague is feeling overwhelmed, offer them assistance with workloads or tasks. Be willing to cover for colleagues when they need time off for self-care or medical appointments. And, remember to show empathy and understanding regarding their need to prioritise their well-being!

Final Thoughts

If you are dedicated to improving workplace health and wellbeing, Mental Health First Aid training is an investment worth making. The ability to respond effectively to mental health crises and promote early intervention will enable your teams to contribute to a more supportive and understanding society regarding mental health issues. As a company, we believe everyone in our industry should help raise awareness and reduce the stigma associated with mental illness.

If you’re interested in finding out more about mental health first aid training, please feel free to contact myself or the team today.

Additional Resources

If you or someone you know may need support, please consider sharing or reaching out to the following professionals and resources, as they are there to help:

Lifeline

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�� lifeline.org.au

Beyond Blue

�� 1300 224 636

�� beyondblue.org.au

Mensline

�� 1300 789 978

�� mensline.org.au

How to Land a Job Within the Construction Industry

Sat, 28 Jan 2023 10:59:05 GMT

How to Land a Job within the Construction Industry

Finding construction jobs that align with your skill set and fulfill your career aspirations requires careful planning, preparation, and a strategic approach. The construction industry offers a variety of opportunities, from skilled trades to project management positions.

It's crucial to use the right platforms and resources to maximise your chances of finding suitable job opportunities. Platforms like Seek and LinkedIn are reliable resources, as is Indeed and Government Portals like JobSearch and Workforce Australia . Some of these platforms allow you to set up job alerts to receive notifications about relevant positions.

We also want to emphasise the significance of reaching out to recruitment agencies specialising in the construction industry like Fetch. We list a number of sought-after construction jobs in Melbourne and Perth.

Other avenues worthy of your time include,

Company Websites
Trade Association
Industry events, seminars, and trade shows
Local trade publications

Optimise Your Job Search: Proven Steps for Success

Self-Assessment: Start by conducting a thorough self-assessment to identify your skills, strengths, and career goals. Determine which areas you're passionate about and where your expertise lies; this will help you narrow down the specific roles you should apply to.
Research the Industry: Study the industry. Its current trends, in-demand skills, and potential growth areas. Research various construction companies, projects, and market conditions to identify potential employers and opportunities that align with your career aspirations.
Develop Your Skills: Once you’ve identified your desired role, assess the need to acquire or enhance your skill set. Consider enrolling in relevant courses, certifications, or apprenticeship programmes. Additionally, seek practical experience through internships or volunteering; this will give you credibility and make you more attractive to potential employers.
Create a Professional Resume: Tailor your resume to highlight your skills, qualifications, and experience. Focus on relevant achievements and projects that demonstrate your expertise. Include any certifications or training programmes you’ve completed. Use action verbs and quantify your accomplishments. Make your resume stand out.
Prepare for Interviews: Once you secure an interview, thoroughly research the company and the role you’re applying for. Prepare answers to common interview questions and practice articulating your skills and experiences. Showcase your passion for the construction industry and demonstrate how your skill set aligns with the job's requirements.
The Agency Influence: Partnering with a reputable recruitment agency can be a strategic and efficient approach to finding construction jobs and securing the ideal role. Using an agency specialising in construction can offer several additional benefits. These agencies specialise in connecting job seekers with employers in the industry, making them valuable partners in your job search.

Benefits of Working with a Recruitment Agency

Industry Expertise: Recruitment agencies specialising in the construction industry possess in-depth sector knowledge. They understand the specific skills, qualifications, and experience required for various roles. This expertise allows them to match your experience and aspirations with suitable job opportunities. They can guide you on the most in-demand skills, industry trends, and potential career paths within construction.
Expanded Network: Recruitment agencies have extensive networks and long-standing relationships with construction companies, contractors, and industry professionals. They can leverage these connections to promote your profile and recommend you for relevant positions. These relationships can open doors to opportunities you may not have been aware of otherwise.
Time and Effort Savings: Searching for a construction job can be time-consuming and overwhelming. Recruitment agencies streamline the process by doing the legwork for you. They take care of the initial screening, aligning your skills and qualifications with fitting job openings. This streamlines the process of searching, applying, and following up on job applications. Recruitment agencies also assist in scheduling interviews, providing feedback and coordinating the hiring process, making the job search more efficient.
Resume and Interview Assistance: Recruitment agencies can provide guidance and support in preparing your CV and interview skills. They have expertise in crafting resumes that highlight your construction-related skills and experience. They can also provide interview tips, conduct mock interviews, and offer feedback to help you improve your performance and increase your chance of success.
Negotiation and Job Offer Support: When you receive a job offer, a recruitment agency can act as an intermediary in negotiations and represent your interests. They have knowledge of industry standards, salary ranges, and benefits, which can be beneficial during the negotiation process. Additionally, they can provide guidance on employment contracts and assist with the paperwork involved in accepting the job offer.
Continuous Support: Recruitment agencies can offer ongoing support and guidance throughout your construction career. They can provide advice on career development, upskilling opportunities, and progression paths within the industry. After securing a job, they can be a valuable resource for future career advancement or job transitions.
Confidential Support: If you’re currently employed and seeking a new construction job, a recruitment agency can represent you anonymously; this will prevent your current employer from discovering your job search activities until you’re ready to announce your move.

Get in Touch

At Fetch, we’re passionate about supporting construction professionals to progress careers. Whether you’re new to the sector and unsure of how to find jobs in construction that will give you the best start or a seasoned professional looking to take your career to the next level, we’ve got the answers and the insights you need.

If you need support refining your job search for Melbourne and Perth construction jobs, contact our experienced team today for permanent, contract, or temporary opportunities.

How to Prepare for an Interview in the Construction Industry

Sat, 28 Jan 2023 10:53:53 GMT

The official interview can feel like the most pressured aspect of applying for a job. While it’s always rewarding to get through to this stage, we all know it’s also the time to pull out all the stops and really show your prospective employers what you’re made of.

Like with anything in life, failing to prepare is like preparing to fail. Even if you’ve been through multiple interviews throughout your career, it’s always worth brushing up on a few key pointers that will help you ace your interview.

And even if you’re not actively participating in a recruitment process right, it’s worth keeping in mind the construction industry currently employs one in 10 Australian workers, with some predictions estimating employment growth of 6.8% by November 2025 .

With that many new career opportunities in the pipeline, it’s definitely time to get ready to snap up the best Construction roles in the market.

Here are our top tips for preparing for an interview:

1. Start with the Job Description

While the job description is generally thought of as a tool to attract applicants, it’s also the best reference you have when preparing for your interview. The format of a standard job description talks through the company and the team, the day-to-day responsibilities of the role, and the key competencies or experience required to perform the role.

When preparing for your interview, it’s worth reading over the job description again to familiarise yourself with the role. It might have been a couple of weeks since you submitted your application so it’s helpful to ensure it’s fresh in your mind.

Top tip: be sure to always download a copy of the job description when you apply for any role. You don’t want to get caught out the day before your interview and realise you can’t remember the details of the role you’ve applied for!

2. Research the Organisation

Many job interviews will include aspirational questions that focus on your short-term and long-term career objectives. Employers usually ask about your future aspirations to better understand you, your ambitions, and your career goals. The best way to be prepared for this question is to reflect on your goals and research the company to determine how the organisation can support you in achieving your objectives. This information can be easily sourced through their website, their social media accounts, or their latest press releases.

You’ll also make a great first impression if you’re able to demonstrate an interest in and knowledge about the company you’re applying to work with and won’t be caught out if they ask your opinion on one of their latest projects. While the interview is predominantly an opportunity for you to showcase your skills and experience, the Hiring Manager could also want to understand your critical thinking capabilities.

This is a great opportunity to engage with your recruiter to learn more about the company. Your recruiter can share additional insights that may not be available on the website such as team dynamics, your future Line Manager, and the type of projects that you’ll be working on.

3. Practice, Practice, Practice

To prepare for an interview, you can take a look at the list of competencies outlined in the job description. These competencies are often the basis of interview questions because the Hiring Manager is looking for you to demonstrate your capabilities and experience linked to each one. See if you can turn each of the competencies into a question, for example:

Competency – Project Management Skills

Possible question: "Describe a previous project in which you had to lead or work with a diverse team of colleagues to reach a successful conclusion" .

Competency - Conflict Resolution Skills

Possible question: "Tell me about a time when you’ve had an issue with a co-worker. What was the issue and how did you resolve it? "

As we mentioned in the previous point, another type of question to prepare for is aspirational questions. These are often asked at the beginning or the end of the interviews and usually take the form of:

What appeals to you about this role?
Where do you see yourself in the next five years?
What are your career goals?

These questions are a great opportunity to show the employer the type of research you’ve already done on the organisation and where you see yourself fitting into their goals and culture.

Doing a mock interview is also a great way to calm your nerves and prepare for your interview. Ideally, it should be someone who has an understanding of your industry and can think of questions that might be asked. And what better person is there than your recruitment partner who has significant experience preparing candidates for interviews? Your recruiter can offer guidance on the type of questions the interviewer is likely going to ask and advise you on the best approach to answer them.

4. Look the Part

Making a strong first impression can start before you’ve even had the chance to greet your interview panel. It’s not always essential to wear a suit and tie, especially if you’re applying for a job that’s based on site, but make sure you’re smart and presentable. That should include neatly-pressed chinos or suit pants and a button-up shirt for men and a smart dress or shirt and skirt/pants combination for women as a minimum.

The way you present yourself will give the Hiring Manager an insight into how seriously you’re taking the interview process and an insight into your professionalism. By looking neat and well put together, you’re showing your future employer that you’re organised, prepared, and taking the interview seriously.

5. Think About What You Want

One of the questions that stump job applicants more than any other is around salary expectations. It can be a tricky one to navigate because you want to make sure you’re paid what you’re worth but also not pitch the figure too high. Have a think in advance about the range that you’d accept and some other benefits and perks that are important to you. This might include things like hybrid working, flexible hours, or training and development opportunities.

If you’re not sure where you sit in the market, you can get in touch with one of our team members and we can talk it through. As specialist recruiters working across the Construction industry, we are constantly in touch with candidates and clients working across a range of roles and businesses so we can let you know the going rate.

Final Thoughts on Preparing for an Interview

Securing the next job in your career journey is exciting and can be equally daunting because there’s so much pressure to perform. By setting aside some time to do some extra reading and thinking in advance of questions you might be asked, you’re giving yourself the best possible chance.

If you want to find out more about how to win over your interviewers, take a look at our recent blog about Mistakes When Interviewing for a Job or check in with one of our experienced recruitment consultants.

Market Update

Sat, 28 Jan 2023 10:49:01 GMT

2023 is already proving to be an exciting year across the Commercial, Residential, and Civil Construction industries, with much to celebrate and a few challenges too.

Highlights include the Civil Infrastructure sector remaining strong, with a particularly high demand for skilled Road and Rail personnel. This is a trend that we expect to persist throughout the remainder of the year.

The outlook for those specialising in Architecture and Design is also positive, with much of this work focusing on healthcare and government buildings, as well as high-end residential dwellings.

Although the market is secure, it’s clear that interest rates are impacting residential construction projects, with growth beginning to slow after high performance over the last two years. This pace will likely continue to drop as we move through 2023. However, with an increasing population, it’s natural to expect that the need for housing and associated infrastructures will recover and rise steadily.

Employer Trends

Employment opportunities in Construction declined in 2021 before experiencing a boost to approximately 1.18 million workers in 2022. This figure is forecast to shrink slightly this year due to the ongoing impact of inflation, increased costs of construction materials, disruptions to the supply chain, and a shortage of skilled workers.

In what is still arguably a candidate-led market, businesses offering attractive employee benefits are gaining an advantage over the competition. For those working within Construction, Engineering, and Architecture, the most important aspects of a job are the salary, followed by a positive work-life balance and ample career development opportunities. Being able to provide these benefits and opportunities will enable an employer to build the best reputation and attract top talent.

As there’s a shortage of skilled workers, it’s more important for employers to focus on attracting and retaining employees.

Candidate Trends

With so many opportunities for candidates working within the built environment sectors, these remain desirable professions to belong to. Although the market is not as strong for candidates as it was in 2022, there is a clear demand for skilled workers.

Professionals working in the Civil Infrastructure sector – in both blue-collar and white-collar positions – are currently especially sought after. Similarly, there is a shortage of experienced Engineers in Australia, where the demand for these professionals is increasing.

The need for experienced Engineers is due to increased investment in public infrastructure by the Australian government. This demand is also driven by the global commitment to clean energy solutions as part of the fight against climate change.

Salary Trends

Salary increases have notably slowed within the Construction and Architecture sectors when compared to year-on-year growth from the past two years.

Those working within the Civil Infrastructure sector have experienced a more positive year, with salaries increasing at a consistent level.

Featured Jobs

Senior Recruitment Consultant

We’re very excited about the growth of our Fetch team in Victoria, so much that we’re looking for a brand-new recruitment or sales superstar. If you’re currently looking to move into a new market where you can grow your career and forge lasting relationships with a number of our National PSA clients in the engineering space, this is a great opportunity for you.

Whether you are transitioning into the recruitment field or already a part of it but seeking an opportunity to work with a business that cares, why not come and be an integral part of our successful and growing team?

At Fetch, we are big on celebrating success and have a big focus on our culture. We prioritise the well-being and satisfaction of our team members. We provide exclusive access to our external Employee Assistance Program via Acacia EAP, and we take great care to ensure our team feels supported and content in their role. To foster a positive work culture, we organise yearly team trips, networking events, and even overseas trips for our top performers.

So, whether you are seeking a new role or you are just keeping an eye out for something great, why not check out this link and apply today?

Fetch Recruitment Updates

As well as being an exciting year to be a part of the Commercial, Residential, and Civil Construction industries, it’s also a great time to be a part of the team at Fetch Recruitment.

This year, we launched our Four-Day Workweek experiment. Research has shown that there are many benefits to employees, such as improved health and well-being. There are also benefits to employers from embracing this model, including increased employee productivity and fewer workplace distractions. We’re looking forward to seeing how switching our work up in this way impacts our business.

Additionally, we recently hosted our Impact for Women charity day to show support and raise funds for those experiencing family violence on Friday, the 24th of February.

Our team recently had the pleasure of attending the Master Builders Association of Victoria International Women's Day Breakfast on March 8th. The event featured inspiring guest speakers who shared their stories and insights on creating a more diverse, equitable, and inclusive world for all.

Among the notable speakers was Jo Stanley, a TV, radio, and podcast host, and columnist, who delivered a powerful address. We were also honoured to hear from Ro Allen (FAICD), Victorian Equal Opportunity and Human Rights Commissioner, and Kelly Cartwright OAM, Athlete, Paralympian Gold Medallist, who both shared their experiences and perspectives on developing a workforce where diversity, equity, and inclusion are truly valued.

The event provided an excellent opportunity for our team members to learn from and engage with leaders in various industries committed to advancing diversity, equity, and inclusion.

Our team also had the pleasure of celebrating St. Patrick's Day at the Irish Australian Chamber of Commerce's lunch event , where we were able to connect with other like-minded individuals who share our love for all things Irish, and to immerse ourselves in the Irish community in Australia.

Looking Ahead Through 2023

As you can see, 2023 is already shaping up to be a positive year for those in construction and associated industries. Despite a few challenges, there are signs of growth and much potential for the year ahead – both for candidates looking for new roles and for businesses looking to expand.

At Fetch Recruitment, our specialty is sourcing top talent within the built environment across Melbourne and Perth. So whether you're looking to expand your team, take your career to the next level, or gain insights into the current job market, we are here to assist you. Get in touch with our team today.

How To Boost Your Personal Brand On LinkedIn

Sat, 28 Jan 2023 10:37:28 GMT

Social Media is becoming increasingly important, especially when applying for jobs. 80% of people will Google someone before meeting them and employers are no exception. They have a look at applicants’ social media profiles such as Instagram to get a better idea of who they’d be hiring, and LinkedIn has grown to become a vital tool to show what you have to offer to future employers. Trust and credibility are built before you meet someone so your social media presence should reflect who you are while also showing what you can do!

I’ve put together some quick tips that will help your LinkedIn page look put together and ready to make a good impression!

Profile Page

“You never get a second chance to make a good first impression." - Will Rogers

This is the first thing someone will see when they click on your profile, so make sure it showcases your personality while also staying professional (while LinkedIn may be considered a form of social media, it’s still a profile future employers can see!). Here are key things to keep in mind when building your profile page:

Headline - This is the line underneath your name, ideally used for your current job title – it will appear under your name when you comment on posts so make sure it’s clear.

Profile Picture – If you have a good and professional headshot, that will speak to how you conduct yourself at work, and people are likely to continue browsing your profile. On the other hand, since LinkedIn is a form of social media, having no image is not ideal. Your employers will want to put a face to the name. However, posting a grainy or badly taken photo sends the wrong impression.

Here are some things to keep in mind when picking a headshot:

- There is good lighting that shows your entire face

- You’re the only person in the picture

- It’s a mid-shot or close-up photo (from the upper chest to just above the head is best)

- You’re smiling!

URL and search abilities - Make sure your view settings are turned on to public so employers and hiring managers that you aren’t connected with yet can see your profile and contact you!

About Section – This is where you can highlight your relevant experience, unique skills, and traits - Remember that employers want to hire people they think will be a good fit for their company culture, so showing off what you can bring to a team is essential.

Featured Section – The Featured section is a great way to highlight your achievements! Below are a few ideas on what you could add to stand out from the crowd!

- Reviews from previous employers/fellow peers/clients and candidates that you’ve worked with

- Try getting comfortable with recording yourself and post an introduction video!

- Blogs/articles you’ve written

- Reels/videos

Content Ideas

Like any social media platform, consistency is key for maintaining engagement and growing your network. Ideally, aim for three posts a week:

- 1 Industry-related – What's happening in your industry sector? (Articles, etc.)

- 1 Work-related – Job ads, blogs, reels, work events, reviews

- 1 Personal-related – Passions/interests, insights, photos, challenges (make sure you keep it appropriate)

Before posting content on your profile, it’s important to ask if it adds value to your personal brand. There are also a few other things to keep in mind when creating your posts:

- Write the top line to draw the attention of your audience - you want them to click "view more"

- Don’t write any more than three paragraphs of text

- Use bullet points when listing things so it’s easier on the eye

- Support it with visuals - photos/infographics will get you so much more engagement!

- If posting an article or an external link, link it in the comments and use the text to explain its relevance - LinkedIn de-prioritises external posts

- Use between 3-5 hashtags and tag relevant people