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Modular Construction on the Rise: What It Means for Projects and People

Wed, 17 Sep 2025 02:56:09 GMT

The construction industry in Australia is evolving, and one of the fastest-growing areas is modular manufacturing. With demand for efficiency, sustainability, and cost certainty at an all-time high, modular methods are no longer niche. They are becoming a mainstream solution across commercial, residential, and infrastructure projects.

Why is modular construction growing in Australia?

According to IBISWorld (2023), the prefabricated building manufacturing industry in Australia is worth over $5.2 billion and employs more than 20,000 people nationwide. Industry experts forecast steady growth over the next five years, driven by government investment in housing and infrastructure, as well as private sector demand for faster, safer, and more sustainable builds.

The main drivers include:

Faster delivery – modular projects can be completed 30–50% faster than traditional builds because most of the work happens off-site in controlled environments
Improved safety – off-site manufacturing reduces time spent in high-risk site environments, cutting down on accidents and improving WHS outcomes
Sustainability – modular construction produces up to 90% less waste than traditional methods, aligning with sustainability targets across government and private sectors.

What does this mean for jobs and careers?

With growth comes demand for a skilled and reliable workforce . Modular requires workers who understand both traditional trades and the unique processes of factory assembly and off-site installation.

At JV Recruitment we are seeing strong demand across Victoria, NSW and Queensland for:

Skilled trades such as carpenters, electricians, plumbers, welders, and fit-out specialists with modular experience
General labourers who are adaptable, site-ready, and confident moving between factory floors and on-site installation
Supervisors and site leaders who can coordinate fast-moving modular projects while ensuring compliance and safety standards

For job seekers , modular construction offers more than short-term roles. It is an opportunity to build long-term careers in a sector that is reshaping how Australia builds.

How JV supports modular projects

JV Recruitment is proud to back the modular sector with a workforce that is skilled, compliant, and site-ready.

Our services include:

Verified compliance checks on all tickets, VOCs, and white cards before site placement
WHS toolbox talks delivered by our in-house advisors to reinforce safety from day one
Workforce flexibility, whether you need short-notice hires or fully crewed project teams

Our purpose is to help candidates grow their careers, and to support clients in delivering projects on time, on budget, and safely.

Modular construction is more than a trend

It represents billions of dollars in value, thousands of jobs, and increasing adoption across Australia. For employers, it is a faster and more sustainable way to build. For workers, it is a pathway to long-term opportunity.

If you are hiring in modular manufacturing , or if you are a skilled worker looking to build your career in this space, JV Recruitment has the people and the know-how to get #WorkDoneRight.

�� 1300 CALL JV
�� info@jvrecruitment.com.au

FAQs about Modular Construction in Australia

What is modular construction?

Modular construction is a method where building components are manufactured off-site in factories, then transported and assembled on-site. It allows projects to be delivered faster, with improved safety and less waste compared to traditional building methods.

Why is modular construction in demand in Australia?

Demand is rising due to government housing targets, infrastructure investment, sustainability requirements, and the need to complete projects more quickly. Modular construction can reduce build times by up to 50 percent and cut waste by as much as 90 percent.

What jobs are available in modular construction?

Common roles recruited by JV Recruitment include carpenters, electricians, plumbers, welders, machine operators, labourers for factory assembly, installers, and project supervisors. As the industry grows, opportunities are increasing across Victoria, NSW, and Queensland.

Do workers need special experience to work in modular construction?

Many skills from traditional construction transfer easily, but prior modular experience is highly valued. Employers often look for workers who are adaptable, safety-conscious, and comfortable working in both factory and on-site environments.

How can JV Recruitment help employers in modular construction?

JV Recruitment supply skilled, compliant, and site-ready staff, from short-notice hires to full project crews across Australia's east coast. We also manage compliance, deliver toolbox talks, and ensure our workforce is prepared to contribute from day one.

East Coast Construction Projects Creating Jobs Across NSW, VIC & QLD

Tue, 12 Aug 2025 13:16:18 GMT

Significant advancements in Sydney, Melbourne, and Brisbane are influencing the future of construction in Australia, creating a rising demand for skilled trades, labour hire, and white-collar professionals.

From over-station towers to rail infrastructure and mixed-use precincts, construction activity across New South Wales, Victoria and Queensland is booming. For contractors, developers and construction professionals, it’s not just about the skyline — it’s about the job opportunities, workforce needs and commercial momentum being built along the East Coast.

As a specialist construction recruitment agency working across NSW, QLD and VIC, we’re keeping a close eye on the projects shaping tomorrow’s worksites.

NSW: Pyrmont Metro Over-Station Project

A significant metro development in Sydney has been approved — the 31-storey over-station tower at Pyrmont Metro Station will:

Deliver 160 new residential apartments
Include five levels of retail and commercial space
Improve connectivity through Sydney Metro West

This development will activate the Pyrmont peninsula, creating long-term opportunities for skilled trades, project managers, and support services across fit-out, commercial construction, and traffic management.

�� Looking to hire construction professionals in NSW? JV Recruitment supplies reliable labour hire and white-collar talent for metro developments and infrastructure upgrades across Sydney.

VIC: Metro Tunnel & Station-Led Developments

Victoria is in the midst of a major rail and urban development push. Key projects creating jobs across Melbourne’s construction sector include:

Town Hall & State Library Stations

Over-station developments include a 9-storey office building by Lendlease and a mixed-use tower by Scape
Construction aligned with the Metro Tunnel, which opens in late 2025

Sunshine Station Superhub

Major upgrade set to transform Sunshine into a key transport interchange
Includes new platforms, pedestrian links, and retail opportunities — with work expected to start in 2026

�� JV Recruitment provides experienced construction professionals in Victoria — from carpenters and plant operators to white-collar hires for project delivery teams.

QLD: Brisbane and Gold Coast on the Rise

101 Albert Street — Brisbane CBD

$750M mixed-use tower over Cross River Rail station
Includes retail, civic spaces and vertical gardens
Expected to serve over 67,000 commuters daily by 2036

Albion Exchange

Redevelopment of Albion Station into a transit-oriented precinct with up to 1,200 homes

Gold Coast In-Fill Stations

Three new rail stations under construction at Pimpama (2025), Merrimac (2026) and Hope Island (2026)

�� We support Queensland’s infrastructure pipeline by connecting contractors and developers with skilled construction labour and project staff .

Construction Projects Driving Hiring Needs

Whether it’s rail, residential, commercial or precinct-based infrastructure, these large-scale projects are creating real workforce demand across:

Skilled Trades & Labour Hire
Construction Site Managers & Supervisors
Project Engineers & Contract Administrators
Traffic Control & Safety Officers
White-Collar Construction Professionals

At JV, we specialise in labour hire and permanent recruitment for the construction industry across:

Whether you’re building the next metro station or scaling a residential development, JV Recruitment connects you with reliable, experienced professionals who get #WorkDoneRight. Get in touch with the JV Recruitment team today!

Aussie Builds That Inspire Our Team

Wed, 06 Aug 2025 23:26:43 GMT

At JV Recruitment, we work with some of the best in the business — people who know and appreciate great construction when they see it. We asked a few of our team members to share the buildings or developments that have stuck with them — structures that inspire, impress, or just feel special. Here’s what they had to say...

Towers Road, Toorak, VICTORIA

“This is one of the last construction jobs I worked on as a cabinet maker. I personally cut every bit of architectural joinery in this house. Very proud to work on this construction for around 3 years.”

For Tyson Sinclair , inspiration comes from a home on Towers Road in Toorak — built by VCON Construction — one of t he most prestigious residential streets in Australia. He spent three years on this build, crafting and installing every piece of architectural joinery. When it sold in 2016, it set a record for Australia’s most expensive home sale — but for Tyson, the real value was in the craftsmanship and pride poured into the job.

Brisbane Sky Tower, QUEENSLAND

“Sky Tower Brisbane! It's a spectacle — the tallest building in Brisbane with an amazing infinity-edge pool.”

Brad Spink’s pick? Brisbane Sky Tower , the tallest residential building in the city , standing 270 metres tall. Built by Hutchinson Builders , with its modern design and rooftop infinity pool, it’s hard to miss — and hard not to be impressed by the engineering behind it.

Bradfield City Centre, NEW SOUTH WALES

“The level of detail in the master plan is incredible. I check updates every few weeks to see how the project is trucking along!”

Brian Feeney is intrigu ed by the Bradfield City Centre development , Australia’s newest city . Located in the Western Sydney Aerotropolis, Bradfield City Centre is next to the new Western Sydney International Airport. This vibrant, global city will drive industry innovation and serve as a central hub for arts, culture, and entertainment.

Once complete, it’ll deliver 10,000 homes, 20,000 jobs , and a direct metro link — reshaping the region and setting new standards in urban planning. More details here .

Development was by the Bradfield Development Authority , a NSW Government agency. Architectural design of the first building is by Hassell . CBRE played a key role in developing the project

Brisbane Powerhouse, QUEENSLAND

“There’s something cool about how it’s been repurposed — it still has that old, industrial feel, but now it’s full of life.”

Eddie Hayes lo ves the Brisbane Powerhouse — a former power station that’s been cleverly reimagined into a vibrant cultural precinct. The exposed brick, steel beams, and riverfront location make it one of Brisbane’s most unique spaces.

Peter Roy (Brisbane City Council architect) led the design and development of the refurbishment, and once again, Hutchinson Builders als o worked on the refurbishment, particularly on the hospitality and commercial aspects.

Manchester Unity Building, Melbourne, VICTORIA

“I’ve always loved the Manchester Unity Building — it’s a beautiful piece of Melbourne’s history with stunning art deco architecture.”

Jack Tosh’s fav ourite is a heritage gem — the Manchester Unity Building on Swanston and Collins Streets. Constructed in 1931–32, the prominent Melbourne architect Marcus Barlow was entrusted with the design, and W E Cooper Pty Ltd contracted to build. Its Art Deco Gothic design and detailed façade make it a standout in the Melbourne CBD.

Fun fact: for the first time in Australia, a construction progress schedule was used to track and manage the construction of the building!

The Trust, Melbourne, VICTORIA

"I fell in love with the grand, classical architecture — the iconic columns and regal interiors are just stunning.”

Jenn Mowat’s fav ourite? The Trust in Melbourne — a heritage-listed building that was once the Port of Melbourne Authority Building, now operating as a spectacular wedding venue.

Having styled weddings and setups at The Trust, Jenn admires how the venue blends historic charm with modern elegance — think soaring ceilings, tall pendant lights, dark walnut finishes, and large arched windows. It’s a space that feels both timeless and regal, with a restoration that truly honours its heritage.

Originally completed in 1929, the building’s ground floor was recently revitalised by Biasol and MIC Projects , who brought a sense of Manhattan grandeur to Melbourne’s West End while preserving its Beaux Arts architecture and craftsmanship.

Closer to Home – JV Recruitment HQ, Melbourne

We couldn’t wrap up without giving a nod to a space that means a lot to us — JV Recruitment and JV Traffic's head office in Kensington, Victoria.

Originally built in the early 1900s as a flour silo, the building was transformed by the team at 1 OAK Constructions into a modern, New York loft-style workspace. With exposed finishes, custom joinery, and a converted warehouse feel, it’s a space that mirrors the sector we serve — raw, real, and built to last. It captures who we are — practical, people-focused, and built with care. And we’ve been proud to call it home ever since. It’s a space that feels just as inspiring as the projects we support.

From landmark projects to local icons , JV Recruitment has proudly supported construction across Victoria, New South Wales, and Queensland for over a decade. Our people have been part of building cities, communities, and careers — and we're growing across Australia's East Coast.

If you need skilled trades, labour hire , or permanent/contract white-collar construction professionals to get the job done right? You can rely on JV to get #WorkDoneRight.

Contact the JV Team for a chat today. Phone 1300 CALL JV.

The State of Construction in 2025: High Expectations, Lean Crews, Smarter Hiring

Tue, 17 Jun 2025 13:02:44 GMT

In 2025, the construction sector is shifting gears. While residential activity has eased and commercial approvals remain cautious, infrastructure and government-backed projects are moving ahead. Across the board, builders are being asked to do more with less - tighter timelines, leaner crews, and no room for error.

At JV Recruitment, we’re in daily conversation with site managers, supervisors, and business owners across VIC, NSW, and QLD. And while conditions are more complex, we’re seeing firsthand how smart hiring strategies are helping our clients stay productive, compliant, and project-ready.

What’s Happening in Construction Right Now?

�� Fewer residential projects, but stronger infrastructure activity: Civil and government work is helping keep sites moving in many regions.
�� Tighter programs and scrutiny: Every job is under pressure to deliver on time, on budget, and to a high standard.
�� Productivity is in focus: With fewer approvals and slower pipelines, crews need to deliver more value per head.
�� Compliance requirements are rising: Labour hire regulations, safety standards, and onboarding expectations continue to evolve.

But it’s not all doom and gloom. Businesses who stay proactive with workforce planning and compliance are using this period to strengthen capability, setting themselves up for smoother delivery and future growth.

Hiring Challenges We’re Seeing

Recruiting the right people has always been critical, but the stakes are higher when programs are tight and teams are lean. These are some of the challenges we’re helping our clients navigate:

�� Inconsistent skill levels : Not every candidate is site-ready, even if they say they are.

�� Last-minute no-shows : A familiar issue, especially when teams are already stretched thin.

�� Onboarding delays : Sites need workers who are fully ticketed, equipped, and ready to go.

�� Compliance risks : With more oversight than ever, there’s no room to cut corners on safety or process.

Smarter Hiring Strategies That Work

We’re helping clients reduce risk and improve productivity through better hiring. Here’s how:

�� Site-Ready Workers Only

We place candidates with proven experience (minimum 12 months in their role) and a demonstrated ability to hit the ground running.

�� Clear Briefs, Better Matches

We work directly with supervisors to understand site needs - from skillsets to site culture - and match accordingly.

�� Every Placement Vetted

Our team personally vets every candidate for experience, reliability, and safety awareness. No guesswork.

�� Responsive Labour Supply

Timelines shift - we move fast. Our crews are on hand across VIC, NSW, and QLD, with flexibility built in.

2025 might not be a boom year – but for many, it’s a year to build resilience, reputation, and the right team. Labour Hire isn’t just about filling gaps, it’s about putting the right people in the right roles to keep your sites safe, compliant , and running efficiently.

If you're looking to strengthen your crew in NSW, QLD or VIC, to protect your margins, and to stay ahead of the curve, let’s chat. Reach out to the JV team today on 1300 CALL JV.

#WorkDoneRight isn’t just our brand promise. It’s how we deliver.

Why Construction Employers Should Prioritise Neurodiversity

Mon, 17 Mar 2025 06:54:13 GMT

In Australia, it's estimated that 30-40% of the population are neurodivergent , including individuals with autism, ADHD, dyslexia, and more. Embracing neurodiversity in the workplace isn't just about inclusivity - it's a smart business strategy tha t can deliver tangible benefits, particularly in construction, labour hire, and skilled trades , where diverse skill sets are highly valuable.

The Business Case for Neurodiversity

Expanding the Talent Pool - In an industry facing ongoing labour shortages, tapping into neurodivergent talent provides access to a wider, often underutilised, workforce.

Driving Innovation & Problem-Solving - Neurodiverse individuals bring unique ways of thinking, improving processes and uncovering creative solutions to complex challenges.

Enhancing Productivity & Quality - Many neurodivergent individuals excel in detail-oriented work, structured environments, and repetitive tasks that require high levels of accuracy.

Improving Retention & Engagement - Inclusive workplaces have lower turnover rates and higher employee satisfaction, reducing recruitment and training costs over time.

Legal & Ethical Considerations - Supporting neurodiversity aligns with Australian workplace laws and corporate social responsibility , helping businesses build a more equitable and forward-thinking culture.

These individuals often possess unique skills beneficial to the construction sector, labour hire, and skilled trades, including:

Strong pattern recognition - Beneficial in project planning and troubleshooting.
Creative problem-solving – Bringing fresh perspectives to complex challenges.
Keen attention to detail – Essential for quality control and safety.
Hyperfocus – A strength in tasks requiring deep concentration and precision.

Despite these strengths, many neurodiverse workers face barriers in hiring, workplace expectations, and communication styles. Employers who actively embrace neurodiversity can build stronger, more resilient teams and gain a competitive edge.

How Employers Can Create a Neurodiverse-Friendly Workplace

Improve Communication and Awareness

Educate Teams : Train managers and employees on neurodiversity to foster understanding and reduce stigma.
Clear Communication : Use structured communication styles, including written instructions and visual aids.
Open Discussions : Encourage conversations to identify challenges and ensure employees feel valued.
Assign Neurodiversity Champions : Designate internal advocates who can support neurodiverse employees and drive inclusivity initiatives.

Rethink Hiring Practices

Alternative Assessments : Consider skill-based assessments or practical demonstrations over traditional interviews.
Clear Job Descriptions : Outline key tasks and expectations in straightforward language.
Inclusive Recruitment : Partner with organisations supporting neurodivergent job seekers to attract a wider talent pool.
Structured Interview Process : Provide interview questions in advance and allow alternative formats such as written responses or working interviews.

Provide Practical Workplace Support

Flexible Arrangements : Offer structured breaks, noise-canceling headphones, or quiet spaces.
Strength-Based Roles : Align tasks with individual strengths - some may excel in detail-oriented roles, others in creative problem-solving.
Support Networks : Ensure employees have access to internal or external support systems.
Job Coaching & Mentorship : Implement buddy systems or mentors to provide guidance and ongoing support.
Workspace Adaptations : Adjust lighting, minimise background noise, and allow personalised workspaces to accommodate sensory needs.

Neurodivergent individuals can be particularly vulnerable to mental health struggles due to workplace barriers and misunderstandings. By creating a more inclusive, structured, and supportive work environment, busines ses in construction, labour hire, and skilled trades can not only retain neurodivergent talent but also improve overall workplace wellbeing.

If you're seeking construction recruitment solutions in NSW, Queensland, or Victoria that prioritise diversity and inclusion , let's talk.

Get in touch with the JV Recruitment team today .

Residential Construction Market Outlook for 2025

Mon, 18 Nov 2024 06:29:37 GMT

As we head into 2025, the residential construction market is facing a blend of challenges and opportunities. As a specialist in hiring for the residential construction sector, I took a deep dive into the latest data and insights to better understand what’s happening and here's what I found:

Demand for Housing

Despite rising interest rates and ongoing inflation, demand for new housing is expected to stay strong. Housing Industry Association forecasts predict a 3% increase in residential building activity in 2025, driven by demand in both major cities and regional areas. According to the Australian Bureau of Statistics , population growth and a desire for homeownership remain key drivers.

Construction Costs

While the surge in building materials costs has eased slightly since the pandemic, they remain high. CoreLogic reports that construction costs have risen by 7.7% over the past year, particularly for materials like timber, steel, and concrete. To stay competitive, cost-effective design and material innovation will be essential.

Labor Skill Shortages

The biggest challenge for the Australian residential construction industry heading into 2025 is the ongoing skills shortage. Data from the National Skills Commission indicates that the sector will need to add over 200,000 workers by 2025 to meet demand. At JV Recruitment, we employ only labour and trades staff with at least 12 months of onsite experience, ensuring quality and reliability.

Affordability

Housing affordability remains a major concern. The Reserve Bank of Australia reports that the combination of high interest rates and rising construction costs has made homeownership less accessible, especially for first-time buyers. This has increased demand for affordable housing options, such as townhouses and medium-density developments. Builders who can deliver quality, affordable homes will be well-positioned in 2025.

Technology Integration

Smart homes and tech-driven construction methods are gaining traction. Australian builders are increasingly adopting innovations like 3D printing, modular construction, and AI-driven design tools. A McKinsey report projects that 25% of new homes in 2025 will feature smart home technology , enhancing energy efficiency, security, and convenience, and meeting growing buyer expectations.

As demand for housing persists and the skills gap remains a challenge, attracting and retaining top talent will be crucial. Early recruitment and investing in workforce development will be key to staying competitive, particularly in high-demand roles.

For any labour hire or permanent staffing needs in 2025, you can rely on JV to get #WorkDoneRight. Contact our team today!

About the Author
Fiona Lauder is a Permanent Recruitment Consultant at JV Recruitment Sydney, specialising in roles across the construction sector, including Site Managers, Project Managers, and more. Originally from Scotland, Fiona has over six years of recruitment experience and a passion for connecting top talent with exciting opportunities. Fiona is dedicated to building high-performing teams and making a positive impact, and when she’s not helping clients and candidates, Fiona enjoys powerlifting, experimenting with new recipes, and attending music festivals.

Connect with Fiona to discuss your recruitment needs or explore career opportunities in construction!

More Than Safety Gear: 6 Initiatives Supporting Mental Health in Construction

Wed, 09 Oct 2024 22:29:38 GMT

In the construction industry, mental health struggles can be just as life-threatening as any physical hazard. Stress, anxiety, and depression affect everyone, from labourers to executives. Yet, many workers face these battles in silence, driven by a culture that often values "toughness" over well-being. It’s time to shift that mindset.

In Australia, several initiatives focus on mental health awareness and education in the construction sector, aiming to address the high prevalence of mental health challenges within the industry.

Mental Health Month is a national event celebrated every October, aiming to improve community awareness and understanding of mental health and wellbeing, serving as a reminder that safety on the job site goes beyond hard hats and caution tape. So here are some key programs and organisations leading the way when it comes to raising awareness and providing mental health support to the construction sector and beyond:

MATES in Construction (MATES)

MATES in Construction is one of the most prominent programs dedicated to reducing suicide and improving mental health in the construction industry. They provide on-site training, support programs, and resources to empower workers to recognise signs of distress and seek help. MATES also offer a 24/7 helpline for workers needing immediate support.

The Construction Industry Culture Taskforce

The Construction Industry Culture Taskforce is working on cultural change within the construction industry, focusing on improving work-life balance, diversity, and mental health. They aim to embed a healthier culture across the sector through their initiatives and recommendations for industry practices.

Incolink

Incolink provides mental health support for workers in the construction industry, including a 24/7 counselling helpline, on-site health checks, and mental health first aid training. Their "Bluehats" program trains workers to become mental health advocates, providing peer support to colleagues on-site.

Beyond Blue

While not exclusive to construction, Beyond Blue offers resources tailored for high-risk industries like construction. They promote creating mentally healthy workplaces by providing information, tools, and training to support employees’ mental health.

RUOK? Tradies Initiative

RUOK? has developed a specific program aimed at tradies , encouraging open conversations about mental health on worksites. It provides practical resources and conversation guides to help workers check in with each other and offer support.

When No One's Watching (WNOW)

WNOW creates environments where men (not just those working in construction) feel safe to connect authentically, share openly and learn from their peers to enable them to be happier when they are by themselves and with their loved ones. They seek to shake the perceived cultural expectations that are upon the modern man, that it is ok to celebrate emotional vulnerability and be a good man, and it's ok to grow and change out of your culturally accepted norm to be a better person for yourself and for the world around us.

These initiatives aim to create safer and more supportive work environments across Australia's construction sector by increasing awareness, providing resources, and reducing the stigma around mental health.

At JV, we're all about getting #WorkDoneRight - and that starts with supporting our clients and workers to operate in a mentally and physically safe work place!

JV Named a Best Brand Finalist in APSCo Australia Awards for Excellence

Sun, 08 Sep 2024 10:48:44 GMT

We’re incredibly excited to share that JV Recruitment has been named a finalist in the APSCo Australia Awards for Excellence in the Best Brand category!

This nod from APSCo spotlights JV's dedication to building a brand that’s not just recognised but deeply trusted by our staff and our customers in the construction sector. The Association of Professional Staffing Companies (APSCo) gives a unique voice to staffing firms that demonstrate a steadfast commitment to excellence - just like us! We are thrilled to be acknowledged among Australia's finest, reinforcing our place as a leader in the recruitment industry.

To qualify for the Best Brand category, we responded to several in-depth questions covering the following key assessment criteria:

What our brand values are and how these values are carried throughout JV's business communications and business branding
How JV's team uphold our brand values
Examples of how JV's brand clearly communicates our values
How JV's brand strategy connects to our commercial goals

This was a great opportunity for us to showcase our #WorkDoneRight brand promise, and our seven core values, which sit at the heart of our operations across Victoria, New South Wales, and Queensland:

Hunger + Humble + Smarts + Courage + Endurance + Mateship + Sacrifice

Being shortlisted for this award also comes hot on the heels of recently being listed as one of Australia's Best Workplaces for 2024 by Great Place To Work. These accolades underscore our commitment to maintaining a supportive, inclusive, and dynamic work environment.

A big shoutout to APSCo for their support and recognition of the recruitment industry and to all the other finalists. We’re looking forward to the APSCo Gala Dinner in October when the winners will be announced.

If you’re curious about what makes JV a "Best Brand" in recruitment and a Great Place To Work , or if you’re considering partnering with us, feel free to reach out .

Here’s to hoping for more good news in October, and our thanks to everyone who has contributed to making our brand one of the best in the business!

JV Secures Spot in Top 30 Best Workplaces in Australia for 2024

Thu, 22 Aug 2024 12:30:19 GMT

We're thrilled to announce that JV Recruitment has been ranked 17th in the Best Workplaces (Small) in Australia by Great Place to Work®, revealed at the Best Workplaces in Australia 2024 soirée in Sydney on 22 August 2024.

The event, announcing the top 90 Best Workplaces in Australia, highlighted the essence of the Great Place to Work awards: "Great is possible." Despite the complexities of modern workplaces, such as multi-generational teams and rapid tech advances, this ethos reminds us that with trust and innovation, creating an outstanding workplace culture is indeed achievable.

Best Workplaces are evaluated through the Great Place to Work® Trust Index™ survey data which measures the three key relationships that drive an employee’s experience in their workplace—relationships with management, colleagues, and their job. The Trust Index score represents the percentage of employees who consider their company to be a great workplace and is an indicator of their actual workplace experience.

This recognition is a true testament to the outstanding culture we've cultivated across our offices in Victoria, New South Wales, and Queensland, all centred around our #WorkDoneRight ethos. Our foundational values—Hungry, Humble, Smarts, Courage, Sacrifice, Mateship, and Endurance—drive everything we do and are the reason we've been able to consistently deliver exceptional service. It’s a shoutout to our phenomenal team , whose dedication makes all the difference.

Malcolm Fettes , our Managing Director, couldn’t have said it better: "Being recognised as one of Australia’s Best Workplaces is a testament to our dedicated team who live out our values every day. Our commitment to #WorkDoneRight is not just about delivering exceptional recruitment services; it's about creating a supportive and inclusive environment where all our staff can thrive and feel valued."

It’s not the first time our team's hard work has been recognised. We’ve been humbled to receive other accolades over recent years, which include:

Finalist for the Outstanding Leadership Award 2022 : Stuart Campbell
Finalists at the RCSA Industry Awards 2023
Winners at Vincere’s Vinny Awards 2023 for Best In Tech Innovation , with Mitchell Barker taking home Outstanding Recruiter of the Year

JV’s expansion into NSW and Queensland has been welcomed by clients, jobseekers and staff, bringing new challenges and opportunities for growth, with several of our team members forging new career paths and lifestyle opportunities. We’re incredibly proud to say that our crew tend to stick with us, with an impressive average staff tenure of around six years—proof that we’re doing something right. And with over 850 stellar Google reviews averaging 4.9 stars, we're proud of the reputation we've built.

Hear from our team...

Thanks to everyone who’s been part of our journey. Here’s to continuing to prove that great is not just possible, it’s what happens every day at JV Recruitment!

If you’re keen to learn what a career at JV Recruitment could look like for you, or if you are seeking unparalleled talent in the construction sector, reach out to the team at JV Recruitment . Let's explore how we can work together to achieve great things.

Foundation to Finish: 3 Things Construction Candidates Want to Know at Interviews

Fri, 28 Jun 2024 04:03:20 GMT

Whenever I ask clients about their biggest challenges, the common response is, "finding and attracting good people."

In the highly competitive construction job market, securing top talent requires more than just offering a position—you need a transparent and engaging interview process. Here are three critical conversations you should have with potential hires to stand out and attract the best in the industry:

Financial Stability & Viability

The construction industry is known for its volatility, and the high number of company liquidations can make job security a major concern for candidates. Share your company's robust financial health, stability, and strategic growth plans to reassure potential hires that your business is not just surviving but thriving, ensuring their role is secure for the long term.

Career Development Opportunities

The post-COVID era has shifted the focus from sky-high salaries to career growth. Potential hires want to understand their future with your company. Outline clear pathways for progression, training programs, and mentorship opportunities. Demonstrating a commitment to their professional development can be a game-changer in your hiring strategy.

Work/Life Balance

The modern workforce values balance more than ever. Highlight your initiatives to support work/life balance, whether through flexible working hours, mental health support, or family-friendly policies. Showing that you care about their well-being outside of work can make your company an attractive place to build a career.

By addressing these key areas during interviews, you not only build trust but also position your company as an employer of choice.

If you are looking to hire permanent or contract white collar , labour hire or traffic management staff for your construction team across NSW, Victoria or Queensland, reach out to me or any of the team at JV .

You can rely on JV Recruitment to get #WorkDoneRight!

Malcolm Fettes Announced as MD & Business Partner at JV

Tue, 11 Jun 2024 04:59:56 GMT

We’re absolutely thrilled to announce that Malcolm Fettes , a powerhouse in our industry and a true leader, has officially stepped into the role of Managing Director and business partner alongside our CEO, Stuart Campbell .

This isn’t just another promotion—it’s a deliberate, well-deserved decision that reflects Malcolm’s incredible dedication and pivotal role in JV Recruitment’s journey. With his appointment, we’re not just marking a new chapter; we’re writing a whole new book in our story of growth and our commitment to delivering #WorkDoneRight .

For the past 15 years, JV Recruitment has built a rock-solid reputation in the construction industry, offering top-tier White Collar , Labour Hire , and Traffic Management services. As we continue our expansion across the eastern seaboard of Australia, Malcolm’s leadership is a testament to our vision for success and our drive to elevate our strategic direction.

Stuart Campbell, our Founding Director, shared his thoughts on this exciting development:

“It was all about honouring a promise I made to Malcolm. Malcolm has thought and acted like a business owner since day one, and cementing this relationship with business ownership means a lot to us as people and mates. This level of commitment to each other only strengthens our resolve for a successful expansion across the East Coast of Australia.”

About Malcolm Fettes

Malcolm hails from Scotland and brought his recruitment expertise to Australia two decades ago. Over the years, he's worked across various sectors, including facilities management, hospitality, and construction. For the past 12 years, he's been a key player in JV Recruitment, significantly contributing to our growth and establishment.

Malcolm has worn many hats here, from supporting internal recruitment and strategic planning to training and mentoring our team. He's known for his trustworthiness, confidence, and passion for all facets of recruitment, negotiations, and company growth. As our former COO, Malcolm managed business operations across Victoria, NSW, and Queensland, including JV Traffic in Victoria. His responsibilities also covered the permanent, labor hire, business development, and finance sectors.

Looking Ahead

For those seeking top-tier recruitment services in Melbourne , Sydney , Brisbane , Gold Coast , and Geelong , JV Recruitment remains your go-to partner. Whether you're looking to hire in the construction sector , or you're seeking casual or permanent work within the construction sector , we're here to help.

Feel free to reach out to Stuart Campbell or Malcolm Fettes for further information:

Contact Information:

Stuart Campbell
Email: stuart@jvrecruitment.com.au

Malcolm Fettes

Email: malcolm@jvrecruitment.com.au

If you are a paid subscriber, you can also read more about this in the lastest edition of Shortlist .

Stay tuned for more updates as we continue to grow!

How to Choose the Right Construction Staffing Agency

Mon, 13 May 2024 00:26:24 GMT

Navigating the construction industry's Labour market can be complex and challenging. With every project, the need for skilled workers and dedicated staff is crucial. Finding the right construction staffing agency is paramount to ensure the success of your projects.

3 Factors to Vet Your Construction Staffing Agency

A top-notch construction recruitment agency partner can make a world of difference to your time to hire, employee retention, and attracting the best candidates to your business.

Experience and Expertise

Your staffing agency should have a proven track record of placing workers in various construction roles and a deep understanding of industry-specific nuances. Ask about their previous successful placements in roles similar to what you need filling and request specific examples that demonstrate their knowledge of industry standards and regulations.

At JV Recruitment, our team has over 15 years of experience in the construction industry. We have successfully placed thousands of skilled workers in roles ranging from entry-level positions to senior management. Our deep understanding of the industry allows us to identify the right candidates for your specific needs quickly.

Quality Control and Compliance

Compliance and quality control should be the unwavering foundation upon which your staffing strategy is built. Investigate the agency's procedures for vetting candidates, including screening for experience, qualifications, and any serious safety incidents . A comprehensive agency will have a rigorous selection process that filters employees based on their skills and ongoing development.

JV Recruitment's comprehensive screening process includes thorough background checks, reference verifications, and skills assessments. We ensure that all candidates meet the necessary qualifications and have a clean safety record. Our ongoing training and development programs keep our workers up-to-date with the latest industry standards and best practices.

Scalability and Speed

Your staffing agency must match industry volatility with agility and responsiveness. Present potential staffing partners with scenario tests, such as last-minute changes to project scope or unanticipated staff absences, to evaluate their adaptability and available resources.

JV Recruitment's extensive database of pre-qualified candidates allows us to quickly respond to your staffing needs, even in the face of unexpected changes. Our flexible approach and strong network enable us to scale our services to match your project requirements, whether you need a single worker for a short-term assignment or a large team for a long-term project.

Direct Placement vs. Temporary Staffing

The choice between permanent roles and temporary staffing depends on your project's requirements, your company's organisational structure, and the level of control you wish to maintain.

The Permanence of Direct Placement

Direct hires introduce skill sets for the long haul, commitment, and the gradual synergy that only comes from a permanent team working in unison. A construction staffing agency with prowess in direct placement should be your ambassador in the competitive market for talent.

The Transience of Temporary Staffing

Temporary staffing within the construction industry serves as a relief valve for project-based needs. It allows firms to maintain a lean operational structure, adapting labour costs to the project's flux. Look for a staffing partner who has a robust database of candidates, a quick turnaround time, and a system for managing temporal talent that supplements your existing hierarchy without structural strain.

The Labourers Lifecycle: Safety, Training, and Retention

The lifecycle of a labourers in the construction industry encompasses the continuum from safety induction through skills training to retention strategies that manage and grow talent within your projects.

Safety First, Always

A credible construction staffing agency prioritises safety by providing a comprehensive induction encompassing site-specific safety protocols and risk mitigation. Look for an agency that continually educates its workforce on the most current safety standards and practices.

The Training Trestle

A robust induction process is the bridge between a new hire's existing knowledge and their successful integration into your company's operations. When evaluating staffing agencies, examine the depth and quality of their induction programs. The agency's induction initiatives should align with your company's safety protocols, work practices, and growth projections, ensuring that new employees are well-prepared to contribute to your projects from day one.

Retention Riddles

Staffing agencies that proactively engage in retention strategies diffuse the productivity-killing bomb of high staff turnover. Evaluate the strategy your potential staffing agency has in place for preventing staff attrition, such as competitive compensation, workplace benefits, and career development pathways.

At JV Recruitment , we understand the intricacies of the construction industry's labour market. With over 15 years of experience, our commitment to excellence in sourcing, safety, and staffing transcends numbers on a page; it's the lifeblood that energises every project we touch. Contact us to start a conversation about how we can partner on your next construction endeavour. We bring in the workforce you need at the speed you need without compromising on quality.

How to Advance Your Career in the Construction Industry

Mon, 15 Apr 2024 04:31:59 GMT

Are you a construction professional looking to take your career to new heights? Discover valuable advice and insights on career progression, upskilling, and networking that will help you build a thriving career in the construction industry.

The construction industry offers a wide range of exciting career opportunities for professionals looking to make their mark. Whether you're just starting or seeking to advance your career, there are several key strategies you can employ to reach your goals.

Develop Your Skills

Investing in your professional development is crucial for career advancement in the construction industry. Identify areas where you can improve your technical skills or acquire new ones that are in high demand. Consider pursuing certifications, attending workshops, or enrolling in courses that will enhance your expertise and make you a more valuable asset to your team.

Build Your Network

Networking is a powerful tool for career advancement in any industry, and construction is no exception. Attend industry events , join professional organisations, and connect with colleagues and specialist construction recruitment professionals on LinkedIn. Building relationships with other professionals can lead to valuable opportunities, such as job openings , partnerships, or mentorship.

Seek Out Mentorship

Finding a mentor who has already achieved the level of success you aspire to can be incredibly beneficial for your career growth. A mentor can provide guidance, advice, and support as you navigate your career path. Look for experienced professionals within your organisation or industry who are willing to share their knowledge and insights.

Take On New Challenges

Demonstrating your ability to take on new challenges and responsibilities is key to advancing your career. Volunteer for projects that stretch your skills and offer to lead teams or propose innovative solutions to problems. By showing initiative and a willingness to learn, you'll position yourself as a valuable contributor to your organisation.

Communicate Your Goals

Make your career aspirations known to your supervisors and colleagues. Engage in regular c areer discussions with your manager and express your interest in taking on additional responsibilities or moving into leadership roles. By communicating your goals clearly, you'll be more likely to receive support and opportunities for growth.

Stay Up to Date with Industry Trends

The construction industry is constantly evolving, with new technologies, techniques, and regulations emerging all the time. To stay competitive and advance your career, it's essential to stay informed about the latest industry trends. Read industry publications, attend conferences , and participate in online forums to keep up-to-date and demonstrate your expertise.

At JV Recruitment, we are committed to supporting construction professionals in achieving their career goals. Our team of experienced recruiters can provide valuable insights, job opportunities , and guidance to help you take your career to the next level. Contact us today to learn more about how we can support your career growth in the construction industry.

The Importance of Soft Skills in the Construction Industry

Wed, 27 Mar 2024 05:11:48 GMT

The construction industry is a dynamic and challenging field that requires a diverse set of skills to succeed. While technical proficiency is undoubtedly necessary, the role of soft skills is often overlooked. In this blog post, we'll explore the crucial importance of soft skills in the construction industry and how they contribute to the success of construction professionals.

Communication

At JV Recruitment, we know communication is the foundation for any successful construction project. The roles we place emphasise:

Active listening skills to understand the needs of site foremen, architects, and engineers and accurately translate that to tradespeople.
Clearly conveying complex technical instructions, blueprints and project specs in ways that are easily understood, regardless of language barrier.
Adaptability to communicate effectively across different audiences - from office managers focused on schedules and costs to hands-on construction crews in the field.

Problem-Solving

Construction is a field where unexpected issues are the norm, not the exception. Skilled problem-solvers are a must for the roles JV Recruitment fills. We seek candidates who can:

1. Quickly identify the root cause behind delays, code violations, material shortages or structural defects and implement a solution.
2. Think creatively to find workarounds like alternative materials, rerouting schedules or adjusting designs when roadblocks occur.
3. Make calculated decisions balancing quality, timelines and budgets to keep projects progressing despite changes and setbacks.

Teamwork

No construction job can be accomplished alone - our placements require collaboration across all levels of the project team. Top candidates demonstrate:

1. The ability to work cooperatively alongside project managers, engineers, inspectors, tradespeople and labourers towards shared milestones.
2. Resolving conflicts constructively through negotiation tactics, such as mediation of change orders or artistry disputes.
3. Flexibility to take on tasks outside their primary role, pivot from original plans and integrate seamlessly with new crew rotations.

The Role of JV Recruitment

At JV Recruitment, we understand the importance of soft skills in the construction industry. Our experienced team of recruiters is dedicated to helping construction professionals identify and cultivate the soft skills that will set them apart in their careers.

Whether you're a seasoned construction professional looking to enhance your soft skills or a company seeking top talent with a potent combination of technical expertise and interpersonal abilities, JV Recruitment is here to support you. Browse our job openings or contact us to discuss your recruitment needs today.

Achieving Work-Life Balance in the Construction Industry: Strategies for Success

Wed, 27 Mar 2024 00:48:00 GMT

The construction industry is known for demanding work schedules, long hours, and frequent job site travel. While these challenges are often inherent to the nature of the work, they can take a toll on the personal lives of construction professionals, leading to stress, burnout, and even decreased productivity if not managed. In this blog post, we'll explore the importance of work-life balance in the construction field and provide practical strategies for managing the unique challenges faced by industry professionals.

The Importance of Work-Life Balance working in the Construction sector

Maintaining a healthy work-life balance is crucial for personal well-being and professional success. When individuals have the time and energy to nurture their relationships, pursue hobbies, and care for their physical and mental health, they are likelier to be happy, engaged, and productive in their work. On the other hand, a lack of work-life balance can lead to increased stress levels, decreased job satisfaction, and even higher turnover rates within the industry.

Challenges in the Construction Industry

The construction industry presents several unique challenges when it comes to achieving work-life balance:

Long Hours

Construction projects often require extended workdays, sometimes stretching into evenings and weekends to meet deadlines.

Job Site Travel

Many construction professionals must travel to various job sites, which can involve long commutes or extended periods away from home.

Physically Demanding Work

The physical nature of construction work can exhaust individuals, making it difficult to find the energy for personal activities and commitments.

Seasonal Fluctuations

The construction industry is subject to seasonal fluctuations, with busy periods often coinciding with summer when many people prefer to spend time with family and friends.

Strategies for Achieving Work-Life Balance

Despite these challenges, there are several strategies construction professionals can employ to improve their work-life balance:

Set Boundaries

Communicate your commitments and priorities to your employer and colleagues. Be proactive in setting boundaries around your work hours and availability, and carve out time for family, friends, and personal interests.

Prioritise Self-Care

Make time for activities that promote physical and mental well-being, such as exercise, meditation, hobbies, and socialising with loved ones. Taking care of yourself will help you maintain the energy and focus needed to excel in your work.

Leverage Technology

Utilise project management tools, video conferencing, and other technologies to streamline communication and minimise unnecessary travel. This can help you work more efficiently and create more time for personal pursuits.

Negotiate Flexible Arrangements

Discuss the possibility of flexible work arrangements with your employer, such as compressed workweeks, remote work options, or adjusted start and end times. Many companies are increasingly open to such arrangements as they recognise the benefits of a healthy work-life balance.

Foster a Supportive Workplace Culture

Encourage open communication and support among colleagues. Share strategies for managing stress and maintaining balance, and work together to create a culture that values hard work and personal well-being.

The Role of Employers

While individuals have a significant role in achieving work-life balance, employers in the construction industry are also responsible for supporting their employees. Companies can take several steps to promote a healthy work-life balance:

Encourage Open Communication

Create an environment where employees feel comfortable discussing their commitments and challenges. Listen to their concerns and work together to find solutions that benefit both the individual and the company.

Offer Flexible Work Options

Where possible, provide employees with flexible work arrangements, such as adjusted schedules, remote work options, or job sharing. This can help individuals better manage their personal and professional responsibilities.

Prioritise Employee Well-Being

Implement programs and initiatives that support employee well-being, such as wellness challenges, stress management workshops, and mental health resources. Demonstrate a genuine commitment to the health and happiness of your workforce.

Lead by Example

Ensure company leaders and managers model healthy work-life balance behaviours. When employees see their supervisors prioritising personal well-being, they are more likely to feel empowered to do the same.

Achieving work-life balance in the construction industry is an ongoing process that requires effort and commitment from both individuals and employers. By implementing strategies such as setting boundaries, prioritising self-care, leveraging technology, negotiating flexible arrangements, and fostering a supportive workplace culture, construction professionals can successfully manage their industry's unique challenges and lead more fulfilling lives both on and off the job site.

At JV Recruitment, we understand the importance of work-life balance in the construction industry. Our experienced team is dedicated to helping professionals find opportunities that align with their skills, goals, and personal commitments. If you're seeking a new role that supports a healthy work-life balance, we're here to help. Contact us today

How to Attract the Best Construction Workers

Thu, 14 Mar 2024 00:41:07 GMT

In the highly competitive construction world, having a team of skilled and dedicated professionals is the foundation for success. However, attracting top talent in this industry takes much work. With the increasing demand for experienced construction workers and the growing skills gap, companies must go the extra mile to stand out as employers of choice.

So, how can you position your construction company to attract the best and brightest in the field? The answer lies in creating a compelling employer brand that resonates with your target audience. Your employer brand is the unique identity and reputation that sets you apart from competitors and showcases what makes your company a great workplace.

In this blog post, we'll explore the key strategies for crafting an appealing employer brand that will help you attract top construction talent. From highlighting your company culture and values to offering competitive compensation and benefits, and we'll cover the essential elements that make your company irresistible to job seekers.

Let's explore how you can build a winning team by making your construction company the most sought-after employer in the industry.

Craft an Appealing Employer Brand

Top construction professionals are highly sought after in today's competitive job market. To attract the best talent, it's essential to cultivate an appealing employer brand. Share stories that highlight your company's values, culture, and opportunities for growth. Showcase your team's successful projects and achievements, positioning your organisation as a winning team that top workers will want to be a part of. According to this study , 72% of employees consider an employer's brand before accepting a job.

Offer Competitive Compensation and Benefits

Compensation is a crucial factor for construction professionals when considering job opportunities. Conduct thorough market research to ensure your salaries and benefits packages align with industry standards. Offer competitive salaries, performance bonuses, comprehensive health insurance, and retirement plans, demonstrating your commitment to fairly compensating and valuing your workforce. As reported by this data from the Australian Bureau of Statistics, the average weekly earnings for construction workers in Australia are $1,663.

Prioritise Professional Development

Opportunities for continuous learning and career advancement drive ambitious construction workers. Invest in training programs, mentorship initiatives, and educational resources that support their professional growth. Highlight clear career paths within your organisation and share success stories of employees who have advanced through the ranks, showcasing your commitment to their long-term development. According to this LinkedIn research, 94% of employees would stay at a company longer if it invested in their career development.

Embrace Diversity and Inclusion

A diverse and inclusive workplace fosters innovation, creativity, and a more engaged workforce. Implement strategies to attract and retain a diverse talent pool, ensuring equal opportunities for all individuals regardless of gender, race, or background. Celebrate diversity and cultivate an environment where everyone feels valued and respected, contributing to a positive and productive work culture.

Leverage Technology and Innovative Practices

Top construction talent is often drawn to companies that embrace cutting-edge technology and innovative practices. Invest in the latest construction technologies, such as Building Information Modeling (BIM), drone surveying, and project management software. Showcase your commitment to sustainability and environmentally friendly practices, which are increasingly important to many industry professionals.

Foster a Positive Work Culture

A positive and supportive work culture is essential for attracting and retaining top talent. Encourage open communication, collaboration, and work-life balance. Recognise and reward outstanding performance and provide opportunities for team-building and social engagement. A strong company culture that promotes a sense of belonging and loyalty among employees can be a powerful differentiator in the competitive construction job market. According to this Gallup study , companies with engaged employees can outperform their competitors by 147% in earnings per share.

At JV Recruitment, we understand construction companies' unique challenges in attracting top talent. Our experienced recruitment consultants work closely with clients to develop tailored strategies that align with their unique needs and values. Contact us today to learn how we can help you build a talented and engaged construction workforce.

From Bartender to Builder: Jono's Inspiring Journey of Perseverance and Growth in the Construction Industry

Tue, 12 Mar 2024 03:33:07 GMT

Meet Jono, whose journey is a testament to the hardworking individuals who keep our nation moving forward.

After 15 years of bartending, Jono was inspired to pursue a career in the construction industry, seeking better work-life balance, working conditions, and salary opportunities. He shares, "I wanted to move into a sector that allowed me to learn hard skills."

When asked about his challenges early on, Jono reflects, "Construction is not for the faint-hearted, and you must work hard to earn respect. The challenges I faced weren't physical but more mental. I had to learn to talk less, listen more, jump on every opportunity to learn new skills, and be humble."

Despite the obstacles, Jono's motivation remains unwavering. "I love learning new skills—hard skills you can take with you—high-risk work licenses, etc. I see someone operating a machine or installing plumbing, and I want to learn how to do that. Ultimately, I want to own my own Roof Plumbing business."

JV Recruitment was crucial to Jono's success, providing support and guidance throughout his journey. "JV were fantastic in supporting me through my traineeship. They offered me placements with builders that provided me with essential experience aligned with my Certificate IV. Furthermore, they were there to help me through periods when I needed it. JV cares about their frontline workers and trainees. They helped me out more than they realise."

Jono's advice is simple for those considering a career change or just starting out: "Have a go. Work hard, and people notice. Find the area that piques your interest and get amongst it."

Jono's goals are clear: "In the next few years, I plan to clock a Certificate III in Plumbing and start a business."

At JV Recruitment, we're proud to have played a part in Jono's incredible journey, and we can't wait to see what the future holds for him.

Are you seeking talented, hardworking individuals like Jono to join your team? Contact JV Recruitment today to discuss how we can help you find the perfect fit for your business.

Attracting and Managing Gen Z Workers in Construction Jobs

Tue, 23 Jan 2024 05:46:48 GMT

If your organisation has encountered challenges in hiring Gen Z workers for construction labour hire or permanent jobs, you’re not alone!

Each generation in the workforce has a unique set of values, preferences, and motivations when it comes to work, so it’s worth getting to know what makes Gen Zs tick and how you can attract and retain this growing demographic in the workforce.

The construction industry is experiencing a generational shift, with baby boomers retiring and Gen Z entering the workforce. But, according to Annabel Crookes , President of the Australian Constructors Association (ACA), the next generation is telling us they don’t want to work long, inflexible hours in an old-school industry that values presenteeism, focuses on cost and is struggling to reduce its impact on the environment.

When we stack this against the fact that Gen Z will represent a third of the Australian workforce by 2030, it’s clear that a different set of strategies will be necessary for hiring Gen Z workers in the construction industry and retaining them in the long term.

What Motivates Gen Z Workers?

Sustainability

Having grown up amidst increasing concerns about climate change, Generation Z employees actively seek employers and industries that prioritise environmentally-friendly practices.

In the workplace, Gen Z workers look for organisations that adopt eco-friendly measures, such as sustainable building practices, energy-efficient processes, and a dedication to corporate social responsibility (CSR).

Equality, Diversity, and Inclusion

Gen Z employees aspire to more than just salary, particularly valuing workplaces that prioritise strong values, especially relating to equality, diversity, and inclusion (EDI) principles. They actively seek organisations that share and embody these values, believing that diverse and inclusive workplaces contribute to innovation and make for a more enjoyable work environment.

Work-life balance

Gen Z value expect flexible work arrangements and will seek out companies that allow them flexible hours or the ability to work remotely. They see the ability to balance their work life with personal pursuits as crucial for their overall well-being. Gen Z desire workplaces that acknowledge the importance of downtime and supporting mental health and wellbeing at work.

Career progression

Unlike older generations, Gen Z view career progression as a journey that combines purpose and personal development. They seek transparent and clearly defined career paths, appreciating organisations that provide a roadmap for advancement. For Gen Zs, career progression isn’t just about climbing the corporate ladder but about skill development and making meaningful contributions. Workplaces that offer training opportunities, mentorships and a supportive learning environment will pique their interest.

Opportunities to work with advanced tech

Gen Z are the TikTok generation – growing up surrounded by smartphones and constant internet presence, they expect technology integration in their daily lives, including the workplace. In fact, 80% of Gen Z individuals desire to engage with state-of-the-art technology in their future careers.

Tips for Hiring Gen Z Workers and Managing a Gen Z Workforce

As Gen Z becomes a significant cohort in the construction labour hire and permanent workforce, employers will benefit from understanding their preferences and values, all which can make hiring Gen Z workers easier – and make for a more positive workplace. Here are key areas to highlight when recruiting Gen Z workers.

Demonstrate work-life balance, wellness and mental health measures

Gen Z workers want proof they can access some form of flexibility at work and that their workload will be manageable. To attract more Gen Z candidates, be sure to demonstrate your flexible work and wellbeing policies in job postings and in job interviews.

On-site, give employees ample space to take breaks and someone to talk to if they’re feeling stressed. Providing access to wellbeing and mental health resources is also a good idea (and not just for Gen Zs!)

Provide meaningful work and growth opportunities

Look for opportunities to emphasise the meaningful impact of your company’s projects on communities. Demonstrating this impact on the company’s website and social media channels can be a powerful talent attraction tool for Gen Zs.

Provide mentoring opportunities and give workers a clear job progression plan. Gen Zs will also appreciate receiving support for continuous learning through online courses and acquiring certifications.

Show off opportunities to work with advanced tech

Highlight the use of the latest tech in your construction operations. If your organisation is working with drones and augmented reality on site, be sure to showcase a few examples on the company website and social media channels.

Create room for autonomy

It’s a good idea to encourage Gen Z workers to share their ideas and suggestions for improvements to work processes. Encouraging openness has broader positive effects for your entire workforce, but is real selling point for Gen Zs.

Ensure a positive and progressive workplace culture

Construction companies benefit from actively promoting an inclusive workplace culture. Implement diversity training, inclusive hiring practices and initiatives that celebrate diversity, all which can help create a supportive environment where all team members feel respected and accepted.

Focus on sustainability

Embrace sustainable building materials and energy-efficient construction methods, and actively engage in corporate social responsibility (CSR) initiatives. Highlight any projects that contribute to sustainable urban development and environmental conservation.

Embracing Gen Z is Embracing a Bright Future

Employers that embrace the aspirations of Gen Z will not only be able to hire and retain these workers more easily, they’ll also position themselves for sustained growth.

For more tailored strategies and dedicated support for hiring Gen Z workers, contact the team at JV Recruitment. With offices in Brisbane, Geelong, Gold Coast, Melbourne, and Sydney, our team are ready to assist with all your construction labour hire and permanent recruitment needs.

Adapting Your Trades Skills to Thriving Industries

Tue, 23 Jan 2024 05:46:45 GMT

Construction is no doubt a core industry in Australia, but there are plenty of other ways to apply your specialist trades skills. With new industries emerging to meet growing demands for clean energy and digital technologies, it’s worth thinking about how your trades skills can position you for a career in these exciting sectors.

We’ll cover examples of demand for trades in mining, renewable energy and civil infrastructure, and how you can develop your skills to take advantage of these opportunities.

Renewables and Green Tech Will Rely on Trades Skills

Australia’s transition to a carbon-neutral economy requires plenty of tradespeople to tap into the vast potential of lithium mining and hydrogen production.

Consider precision welding, which is the linchpin of construction. It underpins the quality of the work, its longevity and the industry’s strict safety standards. As renewable-led mining projects grow, welders will be indispensable for maintaining heavy mining machinery.

Welders looking to transition into mining should aim to specialise in fabrication and maintenance of heavy-duty mining equipment. Having a certification in specialised welding techniques for mining applications can also open doors to this sector.

Plumbing is another trade that will facilitate Australia’s green energy transition. As a plumber, you can expect to see rising demand for installing intricate systems, such as solar water heating and geothermal heat pumps.

Trade Skills in Production and Manufacturing Jobs

Australia's manufacturing and production landscape is evolving to align with global trends, so we’re seeing a notable shift towards advanced manufacturing that includes more automation and other technology integrations.

As this shift occurs, traditional trade skills are still essential for manufacturing, if not more so. Consider the versatility of metalworkers in crafting modular and prefab structures, an area that is tipped to gain more investment as governments adapt building regulations to accommodate lower cost housing.

If you’re a metalworker, you can embrace this trend by upskilling and specialising in modular construction, and gaining proficiency in computer-aided design (CAD) and automated manufacturing processes.

Expanding Trades in Civil Infrastructure

Australia’s massive population growth is keeping competition for trades talent tight across civil infrastructure projects, including transport networks, utilities and public facilities.

The Federal Government has committed A$120 billion over ten years to infrastructure projects, focusing on sustainable and SMART infrastructure, incorporating technologies for efficient energy use, intelligent transport systems and climate resilience.

Electricians will be vital for installing and maintaining SMART infrastructure components, such as intelligent traffic systems and energy-efficient lighting, making electrical engineering qualifications highly valuable for future civil projects.

Make the Best Use of Your Trade Skills

Whether you’re a seasoned trade professional or an aspirational apprentice, your skills are a passport to exciting industry opportunities beyond traditional construction domains. Keep an eye on how industries are evolving and emerging, stay adaptable, and watch your skills become serious currency in the future.

JV Recruitment is one of the leading Melbourne recruitment agencies. We specialise in connecting tradespeople with excellent job opportunities spanning Brisbane, Geelong, Gold Coast, Melbourne and Sydney. From manufacturing jobs to civil engineering projects and everything in between, our specialist team has what it takes to help you land your next role. Contact us today!

The Highest Paying Construction Jobs

Tue, 23 Jan 2024 05:46:37 GMT

The Australian construction industry continues its upward trajectory with the government forecasting an almost 6% growth across the sector, or close to another 70,000 jobs by the end of 2026. This is great news if you’re looking for a new construction role.

But what’s even better news is the fact you’ll earn a higher weekly wage than the average Aussie worker ($1,380 per week compared to the all industries average of $1,250). As the cost of living continues to bite, that’s a pretty big silver lining!

Here we’d like to share our rundown of high paying construction jobs, using the latest industry research from our recruitment experts across our Brisbane, Geelong, Gold Coast, Melbourne, and Sydney offices. It’s the perfect intel if you’re eager to climb the construction ladder.

We’ve also included important information about what’s driving demand for these positions, so you’re fully informed about the latest trends at play in our industry.

1. Construction Design Manager Salary

Construction Design Managers are in great demand, as they’re a highly specialised bunch in very short supply. They bridge the gap between the design and construction project phases, ensuring that design intentions are accurately translated into tangible results on-site. Their role is pivotal in ensuring a seamless transition from conceptual designs to fully realised structures.

As such, average annual salaries are $145,000, but the salary pay range can vary greatly, from $120,000 to over $250,000 — a fair chunk of change!

2. Construction Manager Salary

A Construction Manager oversees the planning, coordination and execution of construction projects, ensuring they’re completed on time, within budget and adhere to quality standards and regulations. A big part of their day involves liaising with clients, architects, engineers, construction personnel and other stakeholders, as well as managing multiple site teams.

A high-level job naturally commands high level pay. A Construction Project Manager salary averages out at $140,000, with pay packets in the lower range sitting around $120,000 and climbing beyond $350,000 at the higher end in some instances.

3. Construction Project Manager Salary

Coming in at number three on the list of high paying construction jobs are Construction Project Managers. These professionals are tasked with the job of planning, coordinating and supervising projects from inception to completion.

A Construction Project Manager salary averages $125,000. The lower end is around $100,000, while the top end can see figures enter the $300,000 arena.

4. Construction Foreperson Salary

Master communicators, Construction Forepersons are the intermediaries between their crew and higher-level management. Their primary task is supervising all that goes on in the construction site, from overseeing the day-to-day operations, to ensuring work progresses efficiently and safely, to managing teams of workers and subcontractors. It’s a multifaceted role that involves a mix of troubleshooting and managing resources to guide projects to timely and successful completion.

Australian Construction Forepersons take home an average annual pay packet of $117,000, but the salary range is quite large – the lower end at $110,000 and the upper at $190,000.

5. Senior Estimator Salary

You could say a construction Senior Estimator holds the crystal ball. They’re involved in both the financial and preparatory project stages, forecasting costs at all levels - materials, labour, equipment and so on. At this senior level, they usually also have expertise in identifying potential risks and changes in market conditions that might affect the project's financial outcome.

As one of the high paying construction jobs, Senior Estimators average $123,000, with a very big range from the lower end of $85,000 to well in excess of $180,000. Junior Estimators’ starting salaries range from $50,000 to $80,000.

6. Crane Operator Salary

The industry’s big lifters, Crane Operators use their cranes to move and position heavy objects at construction sites. While they need to be experts in working their machinery (not to mention weight limits and wind conditions!), they also have to be up to speed on safety, checking it over thoroughly to ensure it's in good working condition. Another crucial part of their role is to coordinate with other ground personnel, such as riggers and doggers.

Crane operators have an average pay packet of $82,000. The lower end sits around $73,000, while those with extensive experience can command up to $125,000.

What’s Driving Demand for Construction Jobs?

There are many reasons behind the demand for these high paying construction jobs. The most obvious is Australia’s infrastructure boom, much of it fuelled by significant investment from all sides of government into projects like road upgrades, rail projects, airport expansions and port developments. Each one requires a Construction Manager, Construction Project Manager, Foreperson and Estimator, with some so large they require dozens!

Australia’s burgeoning population has also resulted in plenty of residential construction works, from city-based dwellings to sprawling suburban estates. This growth has also led to further commercial constructions, both new and renovated.

Beyond traditional residential and commercial construction, there's been a huge uptick in sectors like renewable energy (e.g. wind farms, solar farms) and sustainable development (i.e. green buildings). These require specialised skills, resulting in an unprecedented demand for Construction Design Managers with a good understanding of sustainable materials, energy-efficient systems and green building standards.

As Aussie construction projects become increasingly intricate and involve advanced technologies and multifaceted designs, roles like Senior Estimators become ever more crucial. Their expertise in accounting for complexities in cost calculations is highly valued.

Summary

From urban transformations to innovative tech shaping your work, it’s clear the demand for construction professionals will continue for the foreseeable future. And if the jobs on this list are anything to go by, that’s translating to some impressive construction salaries!

Here at JV Recruitment, one of our main roles is to support our candidates in their quest to find rewarding construction jobs. If you’ve got experience in any of the areas listed here or would like to find out more about how you can take that next step into a higher-paying construction role , please feel free to get in touch with one of our specialist recruiters. We have offices in Brisbane, Geelong, Gold Coast, Melbourne, and Sydney and would love to help you find that next great construction job, whether permanent or contract.

* Quoted salary figures sourced from Seek, Payscale Australia and Glassdoor Australia. These are averaged figures across Australia – they will vary depending on location and job description.

Tips for Keeping Teams Happy and Productive

Thu, 04 Jan 2024 02:47:45 GMT

The skills shortage that has challenged employers in the built environment industries for years is showing no signs of easing, even in a softer economy. If anything, the construction industry’s skills shortage is getting worse .

It’s also fair to assume more workers will consider jumping ship for a pay rise, as the cost-of-living crisis adds pressure on household budgets.

In this climate, the importance of keeping your current workforce happy and productive cannot be understated. Investing in the well-being and development of your existing teams not only enhances their loyalty (and performance), it also contributes to an appealing workplace culture that attracts future talent. We’ll cover a few construction project management tips to keep your teams feeling productive – and willing to stay.

1. Foster Strong Communication

Just as a building needs a strong foundation, so too does a team – and the best ones are built on clear and open communication. The question ‘I am provided the information I need to do my job well’ is among those with the biggest influence on whether construction workers are likely to look for another job, according to CultureAmp research .

To support effective workplace communication, conduct regular team meetings and encourage feedback, ensuring that everyone feels comfortable to voice their thoughts. This allows you to act swiftly on any concerns your team members may have – or do more of what’s working well. It’s important that everyone’s contributions are valued, from the newest apprentice to the most seasoned foreman.

2. Emphasise Safety

Construction sites feature countless hazards, from high scaffolding to heavy machinery - and one wrong step can lead to a life-long injury (or worse). Construction professionals tend to value workplaces that take safety seriously, so it’s important to demonstrate your organisation’s commitment to safety to your teams.

Make sure you not only conduct regular training and reviews of safety procedures but also (building on our first point) encourage teams to raise any safety concerns they may have as soon as they arise, so they can be addressed. This creates a proactive, safety-first culture that not only safeguards your workforce but also reinforces their trust in management, leading to a more engaged and committed team.

3. Build a Mentally Healthy Work Environment

The importance of safety goes beyond the physical – it's equally crucial to foster an environment that supports mental health and inclusivity. On construction sites, mental wellbeing can often take a backseat - but it shouldn't. In Queensland, for example, a significant percentage (27.3%) of construction apprentices have experienced workplace bullying – a disturbing statistic that underlines the need for an attitude shift.

Creating a work environment that not only recognises but also actively addresses mental health issues and bullying is paramount. For actionable strategies to create a mentally healthy workplace, see here .

4. Regularly Review Pay

With a construction industry skills shortage and cost-of-living crisis, it’s fair to say employers cannot allow pay reviews to fall by the wayside. As BDO’s construction industry survey shows, the top cause of staff attrition is remuneration.

Ensuring your organisation is offering market-competitive pay rates and salaries is fundamental to retaining employees and attracting new people into the business. Conducting pay benchmarking exercises to compare internal pay levels with market rates can help your organisation gauge the right pay strategies for keeping and attracting talent.

5. Don’t Overlook Inclusivity & Diversity

Inclusivity is more than just a buzzword – one study found that inclusive teams are over 35% more productive. This concept extends beyond merely having a diverse team; it means actively creating an atmosphere where every individual, regardless of their background, feels valued and able to contribute their best work. For more, see here for our top tips on inclusivity for neurodiverse workers, and explore our blog on the importance of gender diversity in construction.

6. Promote Your Best Employees

Employees who get promoted have a 75% greater chance of staying at their company, and construction professionals who feel they have good career opportunities at work are more likely to stay put.

Providing opportunities for upskilling, training, and progression keeps teams engaged and cements their loyalty and dedication. Whether it’s a Construction Site Worker looking to become a Site Supervisor or simply wanting more responsibility in their current position, offering your workers the necessary support to advance in their careers is vital for creating a capable, confident, and committed team.

7. Enhance Work-Life Balance

According to a survey by Gartner , maintaining a healthy work-life balance is a top priority for many employees. This is especially the case in construction, where jobs can be physically and mentally demanding. Encouraging flexible schedules, respecting off-duty hours, and supporting mental health initiatives are just a few ways to ensure teams are not only productive at work, but also feel happy and fulfilled in their personal lives!

Partner with a Recruiter

In a landscape as competitive as the construction industry, partnering with a recruiter can be a game-changer. Recruiters with a solid background in assisting employers with hiring for construction project management have a deep understanding of the market and the needs of workers. Engaging with the right recruiter is an important asset to building skilled and motivated teams.

Here at JV Recruitment, we understand what top construction candidates are looking for. Whether you’re looking to improve staff retention in your organisation or find your next site supervisor across Brisbane, Geelong, Gold Coast, Melbourne and Sydney, our expert team would love to be of assistance. Get in touch here .

Vinny Awards 2023 | JV Recruitment Recognised with Two Awards

Thu, 12 Oct 2023 01:34:36 GMT

JV Recruitment take home Two Vinny Awards in 2023, for 'Best in Technology Innovation' and 'Outstanding Recruiter of the Year'

It's a moment of immense pride and celebration for JV Recruitment as we celebrate two prestigious Vinny Awards in 2023. We're proud to announce that we've been recognised as the 'Best in Technology Innovation' and our very own Mitchell Barker has been awarded 'Outstanding Recruiter of the Year.' These awards are a testament to the dedication and hard work of our entire team across New South Wales, Queensland, and Victoria.

Recognising Excellence:

Best in Technology Innovation:

Our journey towards excellence in the recruitment industry has always been fueled by a commitment to innovation and staying ahead of the curve. The 'Best in Technology Innovation' award is a reflection of our continuous efforts to embrace cutting-edge technologies and leverage them to provide the best possible solutions to our clients. It's a recognition of our ability to adapt, evolve, and lead the way in the ever-changing landscape of recruitment.

Outstanding Recruiter of the Year:

We are especially proud to congratulate Mitchell Barker, whose exceptional dedication, unparalleled work ethic, and personable nature have set him apart as a standout in the industry. Winning the 'Outstanding Recruiter of the Year' award is a well-deserved honour and a clear reflection of the passion and commitment he brings to his work each day.

About the Vinny Awards:

The Vinny Awards serve as an annual gathering of the international recruitment community, celebrating the individuals and agencies that are driving our industry forward. This event honours those who dare to do things differently, from tech innovators to tech vendors, from emerging firms to industry giants. It's a nod to the trailblazers, the change-makers, and the boundary pushers who keep the world of recruitment spinning.

We extend our congratulations to the other award recipients, view here . We are humbled and proud to share the stage with this group of outstanding organisations and individuals who are collectively shaping the future of recruitment.

Gratitude and Looking Ahead:

We would like to express our deepest gratitude to our team, clients, candidates, partners, and everyone who has been a part of our journey. These awards are not just accolades; they are a reminder of the responsibility we have to continue innovating, pushing boundaries, and delivering exceptional services to our clients.

JV Recruitment Are Fundraising for Full Spectrum Theatre

Thu, 05 Oct 2023 05:02:12 GMT

JV Recruitment are Raising Funds to Support Full Spectrum Theatre's Neurodiverse Youth Programs.

Full Spectrum Theatre is in need of professional camera equipment to continue championing its programs. The camera equipment will help the childrens’ technical skills, engagement, and communication skills, while connecting them to the world through live streaming and podcasting.

Full Spectrum Theatre teaches social skills to kids on the autism spectrum in an entertaining and playful context. While autism presents in different ways, many on the spectrum share one trait - challenges with social interactions. When social skills don’t come naturally, early intervention often involves teaching kids social stories or ‘scripts’ in order to memorise positive behavioural patterns. Full Spectrum Theatre helps children through theatre where scripts, learning lines, sharing the stage and being part of a community are fundamental.

We are proud to be raising awareness for this program, as it aligns closely to our values, courage, mateship, and endurance. Your support means more than just a donation; it signifies belief in these children's potential and a commitment to nurturing it.

If you wish to donate to this cause, our GoFundMe page is here .

Five Must-Have Skills for Construction Workers

Mon, 24 Jul 2023 05:40:24 GMT

The construction industry in Australia is one of its biggest , presenting numerous opportunities for experienced workers and newcomers alike. To excel in this dynamic field, Construction Workers must possess a diverse range of skills, and in this article, we explore five of these skills Construction Workers need to thrive in their careers.

Technical Proficiency

Perhaps most obviously, Construction Workers must possess a solid foundation of technical knowledge and skills to execute their tasks efficiently. Depending on the requirements of your unique construction role, you may need to possess technical skills such as masonry, surveying, ironwork, framing, roofing, power tool operation and HVAC.

Strong reading and mathematics skills are also vital, as keeping track of measurements, calculating material amounts and reading blueprints/other documentation is a vital part of the job.

Bonus tip: stay updated with the latest technological advancements in the industry through online boards and news sources to increase your technical proficiency, efficiency and productivity on the job.

Clear Communication

In construction, communication is key – effectively communicating with team members, supervisors and clients are a constant requirement of a Construction Worker’s job. Studies have found poor communication to be one of the leading causes of construction reworks .

Construction sites are inherently collaborative environments that require seamless coordination among workers, subcontractors and other stakeholders. Verbal and written communication skills are essential for relaying questions and instructions, as well as an ability to listen to and effectively follow directions from others.

Being a clear communicator means you’ll be a great team member that helps everyone stay on the same page. Plus, good communication is paramount to maintaining safety, which is another important component of the job.

Safety Awareness and Compliance:

Safety is of the utmost importance in the construction industry, given the number of hazards on a work site. Workers must prioritise safety at all times and thoroughly understand safety protocols and regulations. This includes knowledge of personal protective equipment (PPE), hazard identification, risk assessment and emergency response procedures.

By adhering to safety guidelines, you are protecting yourself (and your colleagues) from serious workplace injuries and showing your employer that you value the team’s overall wellbeing and the project’s success. For more tips on staying safe as a Construction Worker, see here .

Organisation

Construction projects operate on tight schedules, and delays can have significant financial implications – so time management and organisation are invaluable Construction Worker skills!

This includes your ability to prioritise tasks, set realistic goals, and effectively allocate resources. Possessing efficient time management skills makes you an asset to the team, and your ability to deliver on time certainly won’t go unnoticed by your team members and supervisors.

Problem Solving

Construction sites are full of unforeseen challenges that require quick thinking and adaptability. The most successful Construction Workers possess strong problem-solving skills, with an incredible ability to identify issues, propose effective solutions and implement necessary changes.

Adapting quickly and effectively to evolving circumstances - such as changes in design or unexpected site conditions – secures your position as an invaluable Construction Worker and addition to any work site.

Conclusion

That covers our top five must-have Construction Worker skills. By developing these skills, you’ll contribute to the success of projects, help maintain safety standards and grow your construction career.

Our expert team at JV Recruitment has a vast network within Australia’s construction industry, with access to various permanent, contract and labour-hire positions. If you’re on the hunt for construction work in Australia – or would like advice on how to upskill – please don’t hesitate to contact us.

How to Build & Maintain Strong Relationships in the Construction Industry

Wed, 21 Jun 2023 02:45:58 GMT

Good relationships are priceless in the construction industry. When trust is a form of currency, maintaining good ties with your clients, suppliers and job candidates is simply good business sense.

Building good relationships in the construction industry does come with challenges. Fierce competition, tight project deadlines and budget constraints can make it difficult to focus on making strong connections in construction. But working towards stronger relationships is worth the effort – it can help a company win new and repeat business, grow profits and attract skilled workers . If you’re a manager, developing strong connections in construction allows you to grow your capabilities and highlight your leadership skills.

So, what are the best strategies for growing business relationships in the construction industry? We’ll highlight the key tips for strengthening your connections in construction.

Transparency and Communication Are Vital

Think of any stressful project your team has been involved in. It’s likely the experience was challenging because communication was poor! It’s no wonder that so many ads for construction jobs in Australia stress the need for good communication skills.

Work is so much easier when everyone from the labourers to the project managers understands the importance of sharing updates and identifying problems throughout a project. Clear and regular communication helps managers and teams avoid misunderstandings, prevents budget blowouts and reduces safety risks.

Being transparent about what you expect from suppliers – including recruitment and staffing providers – will better equip them to deliver what your team or company needs. When you’re hiring construction specialists, provide candidates with timely updates, clear job descriptions, and honest feedback.

Collaborate to Win

Close collaboration may not be possible on every project, but it’s the easiest path to success when working with multiple parties. This approach helps ensure that everyone involved understands the project's goals, timelines and budget.

Collaborative projects allow for faster problem-solving, boosting team morale and reducing the need for rework. They also make it easier for each party to identify who is in the best position to manage or share risks on a project.

Before hiring construction specialists, collaborating with your recruitment provider on workforce planning can also save time and money, as you’ll have a clear picture of who is needed for a job and when.

Make Contracts Fair

Fair and transparent contracting practices are essential for smoothing your connections in construction. If you want to avoid disputes and relationships turning sour, provide clear terms and conditions to clients, suppliers and workers. Outlining expectations and timelines from the start can help avoid big headaches once a project is underway.

Aim for not one-sided contracts or place an unequal share of the burden on the other party. When hiring employees, give them time to fully review their contracts before accepting the job offer. Most importantly, iron out any issues with all parties before a contract is executed.

Develop a ‘Good Payer’ Reputation

In the construction industry, where some operators can, unfortunately, get a little slack around timely payment, being reliable with payments will go a long way in building trust!

Paying people on time also ties in with fair and transparent contracts – spelling out payment terms upfront is an important part of managing expectations. To streamline the admin involved, look for ways to automate invoicing processes as much as possible, so no payment deadlines are missed.

Remember, whether a company is engaging workers through an agency or directly, paying everyone on time is essential for maintaining goodwill and employee loyalty.

Aim for Continuous Improvement

How does a company improve its relationships and drive growth? With a focus on continuous improvement. How do you identify what needs improvement? With feedback, of course! This approach shows a commitment to excellence and can help to build strong and lasting relationships.

Regularly seek feedback from your clients, suppliers, staffing providers and candidates. Negative feedback is a great teacher and can help your company make essential changes, while positive feedback can be a great marketing tool! Any type of feedback you get can be used to the company’s advantage.

Summary

Adopting a relationship-focused mindset across the entire business effectively builds strong connections in the construction industry. Using these approaches can help your company stand apart from the competition and develop a positive reputation as an employer. Making fairness your guiding principle can do wonders for your business.

Need help with finding great talent for construction jobs in Australia? Here at JV Recruitment, we can help build your teams and ensure each project is a success. Get in touch with us today to find out more.

How to Keep Your Traffic Management Team Safe

Wed, 07 Jun 2023 02:01:55 GMT

Site safety in traffic management can never be left to chance. It’s one area where everyone needs to be on the ball constantly, as even the smallest error can be fatal.

Official statistics demonstrate how important traffic management is to work site safety. While workplace-related deaths in Australia have declined significantly over the past 10 years, vehicle collisions are the leading cause of death on sites (a whopping 28% of total fatalities).

With so much at stake, it is vital to regularly review traffic management plans and ensure all workers are protected.

Whether you are operating on sites in Melbourne, Sydney, Brisbane and the Gold Coast and beyond, you need to factor many potential hazards and regulations into traffic control strategies. We’ll highlight the main areas of concern for a traffic management team on site.

Traffic Control and Flow

Every traffic management plan will have provisions for managing traffic flows — the movement of public traffic through and around the site and the flow of site traffic within and around the work zone (including workers, trucks and heavy equipment).

To help traffic management teams and other workers avoid the path of vehicles, it’s best to establish designated walkways. Implement appropriate signage, use barriers or cones to direct traffic safely, and keep a buffer between the traffic management team and traffic.

Each work zone should feature prominent signage that signals to drivers where the work zone starts and ends. Wherever necessary, use flaggers or traffic marshals to direct traffic.

Emphasise Worker and Driver Safety

ABS data shows that drivers in Australia have one of the highest rates of work-related injuries, which stresses the need for employers to allocate adequate resources for driver safety and protection.

All individuals operating vehicles or equipment must be fully licenced and trained to carry out their work and manage hazards. It’s also important to support a work site culture where sensible driving is encouraged and speed limits are enforced.

Ensure also that workers’ PPE is present and correct: helmets, gloves, the right footwear, high visibility vests and any other type of kit that is required for working on site.

Communication

Does the traffic management team have two-way radios in working order? Are all employees aware of who to contact and how to reach them when something goes wrong? A well-organised communication system is vital for every traffic management team, not just for safety, but also to keep stress levels down!

Depending on the area the site is located and the size of the operation, you may need to factor in public awareness as part of the traffic safety plan. This means informing the public about construction activities and potential disruptions by working with the local council and neighbouring properties in advance.

Visibility and Lighting

Adequate lighting is critical to ensure site safety in traffic management. Pay attention to the level of visibility around the site both day and night to ensure that workers, vehicles, and pedestrians are easily seen.

If normal lighting conditions are limited or absent, make provisions for temporary lighting (like floodlights and portable light towers) to keep work areas properly illuminated. Remember, high vis exists for safety, rather than fashion reasons! Make sure every worker is visible on-site to avoid accidents.

Ensure all blind spots are identified as early as possible. As vehicle reversing incidents are the most common type of workplace-related crashes , thinking like a driver is an effective way to visualise blind spots and address them.

Don’t forget vehicle lighting in the safety equation. Address any faults with headlights, taillights, and flashing lights as soon as they’re identified.

Emergency Planning

To be effective, a traffic management team will always include emergency and contingency protocols as part of their safety plans. Employees on site should be aware of what steps they must follow in the event of an accident or natural disaster.

Mapping out evacuation routes, access for emergency vehicles and communication protocols are all required for emergency planning.

WHS Delegation and SWMS

Site safety in traffic management always includes compliance with laws and regulations. Managers will know who is responsible for obtaining necessary permits, while ensuring the site adheres to zoning restrictions and workplace regulations.

Remember that any site that includes work on or next to a public road requires businesses to complete a Safe Work Method Statement (SWMS), as this activity is classified as high-risk construction work.

While all employees should be appropriately trained in workplace safety, knowing who has safety officer responsibilities for the site is also critical. If you are a small business owner or operator who makes decisions on behalf of the business, it’s likely you will be responsible for ensuring the company meets its WHS duties under Australian law.

Anyone who is a designated safety officer should be able to identify traffic-related hazards and how to eliminate them, inspect the site for safety issues, and be the contact for safety concerns and accidents.

Training and Certifications

Site safety in traffic management is impossible without worker training. This is one area where it pays for managers to be strict, as proper training not only makes everyone safer, but can also help manage liabilities and other issues when a safety incident occurs.

Ensure employees are trained on traffic safety protocols for work sites, so they can work in harmony with traffic management teams. This includes following their instructions regarding movement, stopping points, and potential hazards.

Ongoing Evaluation and Improvement

Last but not least on the list is regular monitoring and evaluation, which is necessary to identify risks and areas for improvement.

Traffic management plans are not set in stone, as adaptations always need to be accounted for before work begins and during the project.

Collecting feedback from workers, motorists and pedestrians can help also address potential issues and enhance safety measures.

Ongoing evaluation also encourages a culture of continuous learning and innovation. It’s the best way to learn from experiences and identify best practices.

Get Extra Help

Ensuring site safety in traffic management helps ensure workers can get home each day safe and sound. Good traffic management teams will know how to plan ahead, communicate effectively and respond to issues quickly.

Looking to hire a great traffic management team filled with professionals who know their stuff? Look no further than JV Recruitment. We help employers across Melbourne, Sydney, Brisbane and the Gold Coast find the traffic management experts they need to make each project a success. Contact us today to get started.

How to Communicate You’re Unhappy at Work

Tue, 30 May 2023 00:58:15 GMT

A recent Workplace Happiness Survey found that 72% of Australians felt unhappy at work at some point in 2022. Some of the most commonly reported reasons were unsatisfactory salary, a lack of job security and uninteresting work.

So how is unhappiness at work best combated? Studies have shown that clear workplace communication between organisations, leaders and employees is key to maintaining high levels of job satisfaction.

Yet despite how common it is to feel unhappy at work, communicating your concerns can be intimidating – you may worry about losing your job, not feeling supported, or being perceived negatively.

If you’re wondering how to tell your boss you’re unhappy, here are our best tips to help you approach the discussion.

Prepare Your Thoughts

Before you think about communicating that you’re unhappy at work to others, it’s important that you know exactly where your concerns lie. What specific aspects of your job are causing you dissatisfaction – do you feel your work is uninteresting or unfulfilling? Perhaps not enough is being done to keep you safe at work. Or maybe you’re just after a pay rise?

Writing down your thoughts can be a great way to organise them and ensure you’re clear on the specific areas of your job that are causing you the most stress. This means you’ll be better equipped to discuss them clearly and concisely with your employer.

Know Your Rights

Knowing your rights and protections going into the discussion is essential, as this not only safeguards you but also instils you with a sense of confidence and security.

In Australia, employees who raise concerns or make complaints about their workplace are protected under the Fair Work Act . According to the Fair Work Ombudsman , if you “are an employee making a complaint or enquiry about their employment (for example, an employee asking their employer about their pay rate)”, you are protected from adverse action such as being fired or treated differently to other employees.

Find the Right Time and Place

Timing and location are essential when discussing sensitive issues with your boss. Picking a time when they are not under the pump or overwhelmed will give them the best chance to focus on your concerns and act on them (if necessary).

A private, quiet space where you can have an uninterrupted conversation is also ideal – but this isn’t always possible!

Maintain A Level Head

Once you’ve clarified your concerns and found the right time and place to communicate them with your boss, it’s important to remain calm and not allow your emotions to get in the way.

If you’re feeling nervous, take some time to breathe, remind yourself of what you’re going to say and remember your workplace rights. This will help you approach the discussion with a level head.

Clearly & Honestly Voice Your Concerns

When you speak to your boss, be honest (to a point) and try not to beat around the bush. Communicating why you’re unhappy in a concise and constructive way will give your boss the best chance to address your concerns.

For example, if you are unhappy with your opportunities for learning at work, try to frame it positively: “I would really like to learn more about ______ (or go into ______), but I haven’t found the opportunity to in my current role. Can we discuss some ways I might be able to do this?"

For a more specific concern that may apply to you and the whole team, it’s important to also be clear. An example of this could be a concern that proper lifting techniques are not being used on the worksite, leading to body stress and strain. Clearly stating: “I’ve noticed an increase in body stress and strain on the worksite and I think it might partly be because proper lifting techniques aren’t being used. Is there any way we could reiterate the importance of proper lifting or other strategies we could employ to reduce the number of injuries on site?”

Focus on Solutions

It's important to focus on finding solutions to your concerns. Rather than just listing your problems, come up with some ideas on how your boss might be able to address them. Carrying on from the example of feeling like you’re not learning what you’d like to, you might go on to suggest a course, an increase in responsibilities or some kind of internal training program.

Speaking about ways that addressing your concerns might benefit the team and organisation (where relevant) is also a useful strategy to help your boss think about how everyone is affected, rather than seeing it as an issue that only faces you. For example, you could link a proposed solution – such as an internal training program – to the way it would increase your skills and knowledge to be even better at your job!

Be Open To Feedback

When you express your concerns, your boss may give you some feedback or suggestions. Make sure not to be combative and genuinely consider their perspective.

This could help you better understand the situation and lead to finding a solution you may not have anticipated!

Next Steps

If you’ve followed these steps and are seeing improvements at work, great! Be sure to keep up this open line of communication in order to maintain your workplace satisfaction.

However, if you’ve done everything you can to improve your situation at work and are still unhappy, it may be time to consider finding a new job. Whilst this can be a daunting task on your own, consider reaching out to a recruiter who can help you with the job search.

As recruitment specialists across Melbourne, Sydney, Brisbane, and the Gold Coast, we can connect you to a variety of open full-time, casual and temporary positions across the construction, civil & infrastructure, traffic, manufacturing and energy & renewables industries.

Please get in touch to discuss your next steps – we’d love to help you find the right role that will leave you feeling happy at work!

Top Solar Engineering Skills Your Resume Needs

Fri, 19 May 2023 09:47:41 GMT

Solar is one of Australia’s fastest-growing engineering disciplines. With major carbon reduction targets in place, many private and public organisations are investing in solar energy. Competition for Solar Engineers is high as a result, making this an excellent time to jump into the industry!

If you have a background in engineering or are considering a career change to take advantage of the solar revolution, it pays to know what employers are looking for in Solar Engineers. Understanding these skills can help with writing a CV and landing the job you want.

Read on to discover the most important skills for solar engineering roles in Australia and how to demonstrate these in your CV.

Technical Skills for Solar Engineering Roles

To work as a Solar Engineer, you can start with a qualification in electrical or mechanical engineering and then study renewable energy engineering. Or, you can start with a renewable engineering course that covers all the technical requirements and gain accreditations as you need them.

The key technical skills to include on your CV include:

Knowledge of solar technology and equipment: To create efficient and effective solar systems, you’ll have a strong understanding of solar resource theory, solar panels, inverters, batteries and other system components.
Solar system design: To carry out solar design work, you will need accreditation from the Clean Energy Council (CEC). You will be familiar with computer-aided design tools such as SketchUp, AutoCAD and Pvsyst to configure systems and identify the components that match the system’s power requirements.
Single-line diagrams: Single-line diagrams show the electrical connections, components and specifications of a solar power system in a simplified, one-line format. As an Engineer, you will know how to use software to draw up SLDs, which construction and maintenance teams will use.
Solar installations: Solar engineering roles often involve a mix of work in the office and attending sites to inspect installations. When writing a CV for a Solar Engineer position, it’s a good idea to outline your installation know-how and your ability to assess installation work.
Safety: Working with live electricity, often at heights, makes safety one of the key solar engineering skills. If you are leading teams, you will be expected to assess the safety risks of your team and ensure everyone is licenced to carry out their work.
Project modelling, assessment and reporting: If you’re designing solar systems, you will be expected to report on the viability of a potential installation. This will usually involve factors like up-front costs, payback periods and expected maintenance.
Market knowledge: When working on projects as a Solar Engineer, companies will expect you to have a good understanding of the renewables markets in Australia, common customer requirements and what influences contract pricing.

Essential ‘Soft’ Skills for Solar Engineers

‘Soft skills’ might sound like an afterthought for solar engineering roles. But you can trust us when we say they are no less important than technical solar engineering skills! Soft skills basically relate to your communication abilities, how you manage yourself and work as part of a team. When writing a CV, be sure to include these:

Communication skills: Effective communication with clients, team members, and stakeholders to ensure projects are completed successfully.
Problem-solving: Your ability to identify and solve technical problems related to solar systems.
Attention to detail: Paying close attention to details to ensure quality and safety in solar installations.
Analytical skills: Your ability to analyse and interpret data related to the installation or maintenance of solar energy systems.
Teamwork: Collaborating effectively with other Engineers, Technicians, and contractors to complete solar projects.
Customer service: Providing excellent customer service to clients throughout the solar installation process.
Project management: Ability to manage timelines, budgets, and resources for solar projects.

Get Some Help

A final piece of advice: When applying for a role, remember to read the job description carefully and tailor your CV to match it. This will make your application as relevant to the role as possible – and quickly show employers that you have the skills and experience they’re looking for.

Need more help with crafting your CV, or finding your next solar engineering job? Here at JV Recruitment, we help Engineers around Australia find great jobs in the energy and renewables industries. Contact us today to start building your future.

Staying Safe on a Work Site in 2023

Tue, 18 Apr 2023 02:03:56 GMT

The Australian construction industry is one of the country’s largest employers, with over 1 million workers in 2022 involved in projects ranging from residential homes to large infrastructure projects. As a result, it is essential for workers to be aware of associated risks that require a high level of awareness and preparedness, and how to best mitigate them.

According to Safe Work Australia , construction and manufacturing have the 2nd and 3rd highest proportions of serious workplace accident claims – at 13% and 12% respectively. These worksites are inherently hazardous environments that require workers to follow strict safety protocols in order to protect themselves and their colleagues from these serious accidents and injuries.

In this article, we explore some of the best strategies workers can employ to increase construction site safety.

Wear Protective Personal Equipment (PPE)

One of the best ways to stay safe on a worksite is to wear the proper personal protective equipment (PPE). This includes items that act as your ‘last line of defence’ in the event of safety hazards, like falling objects, flying debris and loud noises.

Ensure you are using the proper items such as hard hats, safety glasses, earplugs, high-vis and work boots – you only have one head, two ears, feet and eyes, so it’s important to protect them!

Receiving proper training on how to use and maintain PPE will also help you maximise its effectiveness, so reach out to your Site Manager if you’re not receiving the support you need.

Keep Worksites Clean & Organised

Keeping the worksite clean and organised is crucial for maintaining a safe working environment. A cluttered worksite increases the risk of slips, trips, and falls, which are common causes of workplace injuries. It is important to keep the worksite free of debris, loose materials, and obstacles that can cause accidents, which is why tidying after yourself is vital.

One strategy to keep workspaces in order is the creation of dedicated storage areas that are clearly labelled and easily accessible. In addition, good lighting should be provided throughout the worksite to ensure that potential hazards can be identified.

You should also be trained on the importance of maintaining tools and equipment to ensure that they are in good working condition. This includes performing regular maintenance, such as cleaning and lubricating, and reporting any damage or malfunctions to the Supervisor or Safety Manager immediately to avoid accidents or injuries.

Practice Safe Lifting

Lifting heavy objects is a common task on construction sites. However, it is also a hazardous activity that can cause back injuries and other musculoskeletal problems – according to Safe Work Australia , “almost half (47%) of the serious claims for body stressing were the result of muscular stress while lifting, carrying, or putting down objects”.

In order to mitigate this, use proper lifting techniques such as bending your knees, keeping your back straight, and using your legs to lift weight. Avoid twisting your body while carrying heavy objects, as this can increase the risk of injury.

Follow Established Safety Protocols

Construction sites have established safety procedures and protocols that are designed to ensure the safety of workers. Familiarise yourself with these procedures and protocols and follow them closely to ensure your safety and the safety of others on the worksite.

Report any safety hazards or concerns to your Supervisor or Safety Manager immediately. There should be policies in place already but if you see things that could use improvement, speaking up is better for everyone.

Stay Hydrated & Take Breaks

Working outside in Australia's heat can lead to dehydration and heat exhaustion. Make sure to drink plenty of water and take regular breaks in shaded areas to avoid heat-related illnesses.

Pay attention to your body be aware of signs of dehydration and heat exhaustion, such as thirst, fatigue, and headache.

Communicate with Your Employer

Maintaining an open line of communication with employers goes a long way in helping everyone stay safe at work. Under Australia’s Work Health and Safety Act , employers have a duty of care to ensure that all workers have a safe environment and where possible, communicate how to be more safe on site.

If you feel that you are not adequately trained or equipped to perform a task safely, speak up and request additional training or resources. This will not only help prevent accidents and injuries, but also promote a culture of worksite safety.

Furthermore, by reporting safety concerns, workers can also help identify potential hazards that may have been overlooked by their employers. This can help employers take proactive measures to mitigate risks and ensure the safety of their workers.

Conclusion

Working on a construction worksite in Australia comes with inherent risks that require workers to be vigilant and prepared to stay safe. By following our tips, you can reduce the likelihood of accidents and injuries on the worksite. By working together and communicating clearly, workers and employers alike can contribute to maintaining a safe environment.

As specialists in construction recruitment, we prioritise safety above all else. If you’d like to have a chat about your safety at work, or the next steps in your construction career in Australia, please don’t hesitate to reach out .

Tips for Finding Skilled Construction Workers in Australia

Mon, 10 Apr 2023 06:42:54 GMT

In Australia this year, there'll be more than 100,000 construction industry vacancies, according to the 2022 Arcadis Construction Costs Index Report . With private and public entities projected to deliver over $50 billion worth of capital infrastructure in the next five years, there is stiff competition to find the right construction talent.

In the face of this labour shortage and the associated challenges, those who can transform their recruitment strategy to align with a new way of thinking will be the pacesetters. We believe the answer lies in a three-pronged approach that we’re going to explore in this article. Cover these bases, and you'll attract high-calibre talent.

A Living, Breathing Employee Value Proposition

Much of the latest research indicates that without a living, breathing Employee Value Proposition (EVP) – one that exists on paper and is evident within day-to-day activities – you’ll have little chance of attracting quality construction workers to your team.

The findings of the recent What Workers Want report support the proposition that an EVP is essential to successful recruitment. The report offers excellent insights into employee priorities and suggests that if your EVP is tethered to an experience-based ethos, you’re on the right track.

Priority one: Working alongside good co-workers
Priority two: Work-life balance
Priority three: A competitive salary

So, how do you ensure your EVP speaks to these priorities?

Where possible, tailor your EVP to include details of what you offer your current team. Include all upskilling and growth opportunities and any development initiatives. If you offer career mobility in-house, make this apparent. When a candidate can see you invest in your people, they’ll know they’re joining a well-formed group and working alongside a team of skilled co-workers.

Ensure your company has a structured and progressive well-being policy in place. If you frame contracts around the lifestyle needs of your team, make this evident. Anything your organisation does to look after your people outside their immediate workplace is a compelling selling point.

When it comes to remuneration, be competitive! If you offer bonus schemes or incentives, all the better. Do you offer periodic pay reviews? If so, be sure to share this. Anything that demonstrates the potential to increase earnings will catch the eye of any ambitious construction professional.

Your EVP is one of your most powerful recruitment tools in today’s competitive environment. Ensuring it aligns with employees priorities will put your company on the map as an employer of choice!

Invest in Your Current Workforce

Your current workforce is one of your most powerful recruitment tools. Where you find a thriving and motivated group of employees, you find a company worth working for.

Training and upskilling are two of the most valuable ways to invest in your current workforce. Not only will it ensure your company keeps pace with advancements in the industry, but it’ll help to establish a robust company culture. This culture will be one that nurtures an engaged, proactive and productive group of employees, and captures the attention of like-minded candidates.

Of the many benefits of training and upskilling your current workforce, those that will appeal to a prospective employee include:

A top-line internal skill set and knowledge base
Boosted team (and company) performance
An experienced team capable of taking on greater responsibilities
A loyal and long-serving workforce
Motivated employees who enjoy learning and the growth that results

Never underestimate the power of your people or fail to consider how their experience of working for you could influence – for better or worse – your ability to attract skilled talent.

An Expansive Recruitment Strategy

When times get tough, those who get creative and think outside the box usually come up trumps!

In today’s candidate-led job market, this is the approach you should apply to your recruitment strategy. With so many resources available, we suggest you put them all to work for you.

Your People

Encourage your existing team to share job vacancies with their network. This is a one-foot-in-the-door approach that costs you nothing and establishes immediate trust.

Social Media

Social media is a critical component of a modern recruitment strategy. If you don’t have the skills in-house to utilise these platforms for this purpose, outsource to someone who does.

Trade Shows and Expos

If time and budget allow, attending events helps to promote your brand. It also enables people to engage with your company representatives in a positive and informal way. In this setting, have your reps discuss career opportunities with your visitors and collect a database of those who express interest.

Partner with Local Education Providers

Partner with local education providers to get your name in front of the next generation of skilled construction professionals. Offer internships, placement opportunities and mentoring where applicable. This will establish your company as an ideal option for a job-ready graduate.

Partner with a Specialist Recruitment Agency

Of course, if you want to rise above the competition and attract the attention of the sector's best talent, working alongside a specialist recruitment agency is key. This is an effective ways to ensure you hit the top notes and speak directly to your target market.

Your Recruitment Strategy

Expanding your thinking and recruitment strategy beyond traditional confines will position your company as dynamic and progressive. In today’s competitive employment market, these are compelling attributes to lead with.

Our experienced specialists know the industry and its stakeholders inside and out. We use our insights to help you hire construction workers who are a good fit for your company and will add significant value to your team. What's more, we take all the guesswork out of the process, which is a huge timesaver for you!

We’ve got our finger on the pulse of all things construction recruitment in Australia. Give the JV Team a call today!

A Look Inside the Importance of Diversity in Construction Recruitment

Mon, 03 Apr 2023 02:39:19 GMT

As the world becomes increasingly diverse, it's more important than ever for businesses to embrace inclusivity and diversity in their recruitment processes. In the construction industry, where heavy machinery and hazardous materials are commonplace, diversity is often overlooked as an essential ingredient for success.

However, a diverse workforce enhances creativity and brings varied perspectives, leading to better problem-solving, improved productivity, and increased profitability. In this blog post, we dive deep into why diversity is crucial in the construction industry's recruitment process and how it can benefit your company. So, join us on a journey exploring the importance of Diversity in Construction Recruitment!

Overview of the Construction Industry

The construction industry is among the most significant in terms of economic importance. It employs many people and generates a substantial amount of economic activity. The sector is also responsible for developing and maintaining the infrastructure essential to our way of life.

Males have traditionally dominated the workforce in the construction industry, but diversity is becoming increasingly important. This is particularly true in construction recruitment, where organisations seek to broaden their pool of potential employees.

The importance of diversity in construction recruitment can be attributed to many factors. For one, it can help to close the gender gap in the industr y. Women are still underrepresented in construction, making up just 9 percent of the workforce; according to recent data from the Bureau of Labour Statistics, they make up just 9 percent.

Recruiting a more diverse workforce can also help construction companies better reflect the communities they serve. This is important for building trust and fostering positive relationships with those communities. Additionally, a diversified workforce can bring different perspectives and ideas to bear on construction projects, leading to more innovative and effective solutions.

Finally, recruiting a diverse workforce can help address some of the specific challenges faced by the construction industry today. The sector faces an aging population and a declining pool of young workers. By recruiting individuals from groups that have traditionally been underrepresented in construction, such as women and minorities, companies can help address these challenges and benefit from their unique skills and perspectives.

Benefits of a Diverse Recruiting Pool in Construction

As the construction industry grows, so does the need for a diverse recruiting pool. A diverse workforce is essential to meeting the needs of an ever-changing marketplace and ensuring that all voices are heard.

Recruiting from a diverse pool has many advantages in construction. First, it allows for a wider range of perspectives and experiences to be represented in the workplace. This diversity of thought can lead to more innovative solutions to problems and a better understanding of the needs of all stakeholders.

Second, a more diverse workforce is better equipped to handle global market challenges. With employees from different backgrounds and cultures, construction firms can tap into new markets and expand their reach.

Lastly, diversity in the workplace creates a stronger sense of community and inclusion. When everyone feels they belong, they are more likely to be productive and engaged team members. Creating an environment where everyone can contribute their unique skills and talents is essential to success in today's construction industry.

Challenges Associated with Increasing Diversity in Construction

As the construction industry strives to increase diversity in its workforce, it faces several challenges. One challenge is the need for more awareness of the importance of diversity in construction among many construction companies. Another challenge is a clear and concise recruitment process that encourages applications from diverse candidates.

Construction companies also need help with attracting and retaining a diverse workforce. Many construction workers need to be aware of the benefits that diversity can bring to the workplace, such as improved communication and collaboration, increased creativity and innovation, and better problem-solving skills. Additionally, some construction workers may be reluctant to work in an environment that is not fully inclusive or does not value diversity.

Despite the challenges, construction companies must continue increasing workforce diversity. Diversity can bring many benefits to employees and employers, and construction companies need to be responsive to the changing demographics of the world around them.

Legal Considerations for Hiring Practices

Regarding hiring practices, there are a few key legal considerations to remember. First and foremost, employers must ensure that their hiring practices do not discriminate based on race, colour, religion, national origin, sex, or disability. Additionally, employers must comply with all applicable state and local laws, which may vary depending on the jurisdiction. Finally, employers should know industry-specific regulations that may apply to their construction business.

By keeping these legal considerations in mind, employers can help create a diverse and inclusive workforce that reflects the changing demographics of the construction industry.

Strategies for Recruiting Talented and Diverse Candidates

As the construction industry becomes increasingly competitive, companies need to consider all potential sources of talent when recruiting new employees. This includes looking for talented, diverse candidates with unique perspectives and ideas.

There are several strategies that construction companies can use to recruit talented and diverse candidates:

Use social media to reach out to potential candidates from underrepresented groups.
Attend job fairs and career events that focus on diversity.
Partner with schools and organisations serving underrepresented construction industry groups.
Commit to hiring a diverse workforce at all company levels, from entry-level positions to senior management.

By using these strategies, construction companies can ensure that they attract the best talent from all backgrounds and make their workplaces more inclusive.

Ways to Assess and Improve Workplace Culture for Diversity

There are many ways to assess and improve workplace culture for diversity. One way is to create a diverse task force or working group. This group can conduct a workforce survey, analyse the data, and make recommendations for change.

Another way to assess workplace culture is to hold focus groups or town hall meetings on diversity. This allows employees to share their experiences and offer suggestions for improvement.

Finally, companies can also consult outside experts to better assess and improve their workplace culture for diversity.

Summary

Promoting diversity in construction recruitment is essential for the industry to thrive. By ensuring equal opportunities for all potential recruits, construction companies can create an environment of inclusion and respect that gives everyone a chance at achieving their dreams.

Not only does this help everyone succeed on a personal level, but it also helps boost the overall economy and allows businesses to reap the benefits of having diverse skill sets available.

So, if you want to break into the construction industry or take it further with your current employer, remember these ideas! For further information, please don’t hesitate to contact us and learn how we can help you with your recruitment process.

How to Attract Quality Construction Labourers

Thu, 22 Dec 2022 02:53:13 GMT

Experts are calling labour shortages in the construction industry its “ single biggest pressure ” in 2023, with turnover rates soaring. Robert Ewing, ABS head of business indicators, said the construction industry turnover rate is “up 15.4 per cent on the same time last year, reaching its highest level since January 2010”.

In these conditions, attracting quality construction labourers can be a challenging task. Skilled workers have their pick of job opportunities, so standing out from the crowd can be difficult for employers.

To help, we’ve put together the best insights and tips to help you find and reel in the perfect labourers for your construction needs!

1. Focus on Local Networks

In construction, a tight-knit industry that is heavily location-focused, tapping into local connections and word-of-mouth referrals can be powerful tools for finding the best labourers. Many skilled construction labourers may not be active on platforms such as LinkedIn and can be better reached through their local network.

The construction industry is a tight-knit network of professionals with strong connections and friendships. This makes your current employees and contractors great avenues for finding construction labourers for your next project.

These connections can lead you to experienced labourers who might not be actively looking for jobs but are open to new opportunities (see here for 5 tips on building and maintaining strong relationships in the construction industry).

2. Offer Flexible Work Options

Many skilled labourers are open to short-term or day-to-day contracts. If your project allows for it, consider offering short-term and/or flexible work arrangements to widen the pool of available talent. You could also hire a labourer for a day and offer them more work if they prove themselves to be hardworking and sensible.

Flexible work options can be particularly appealing to those who value variety in their work and prefer to take on projects as they come. Further, they increase worker’s sense of wellbeing and work-life balance – meaning they are more likely to perform better and possibly even stay in the same position for longer.

3. Foster a Positive Work Environment

A positive workplace reputation can be a strong magnet for attracting skilled labourers – it also keeps them around.

Highlight your company's positive culture, safety measures and commitment to employee development. This can shine through to prospective labourers through word of mouth, the company’s reputation, online presence and the interview process!

Here’s a quick tip: if you have teams that enjoy working for your organisation, ask them what they love most about coming in to work. Their responses can give you ideas on how to ‘sell’ job vacancies to potential candidates.

4. Be Prepared to Reward Top Talent

Given the significant labour shortages in the construction industry, labour turnover is also at an all-time high. For a workforce that is constantly jumping from employer to employer, remaining competitive with your payment offering means it’ll be easier to lock down top-tier talent – and hold onto them for longer!

Ultimately, generous pay communicates to your construction labourers that they are valued, which can make them less likely to jump ship in favour of higher pay elsewhere.

5. Partner with a Labour Hiring Agency

Labour hiring agencies remain one of the fastest ways to find quality labourers. Agencies have already heavily identified highly skilled , qualified construction workers in a specific location or niche. The best labour hiring agencies have robust training and safety programs, making them a cost-effective choice for filling out your workforce.

Here at JV Recruitment, we understand what top construction candidates are looking for in their next job. As specialists in construction labour hire, plus permanent and contract recruitment, our years of industry experience and extensive networks provide us with the ability to connect you to your ideal candidates.

For practical tips on attracting skilled construction labourers, see our eBook on ‘ How to Attract Top Talent to Your Business ’ for more.

Our trades and labour team manage up to 400 labour hire staff each day in Victoria alone, supporting construction, civil & infrastructure, traffic, manufacturing and energy & renewables companies of all sizes.

Whether you’re looking to hire a labourer for a day or would like to lock down a permanent worker across Brisbane, Geelong, Gold Coast, Melbourne and Sydney, we’re here to help – please don’t hesitate to contact us .

Built That Way - meet Jack Tosh

marketing@jvrecruitment.com.au (Marketing Marketing) — Mon, 05 Dec 2022 22:02:04 GMT

Meet Jack Tosh . The guy who runs the JV Labour Hire team!

Jack was born into a family of builders and was destined for a career in the construction industry. With 5 years of carpentry experience in the UK, Jack's decision to work as a trades assistant when relocating to Australia was a natural one.

Jack has brought an enormous amount of industry knowledge with him since leaving the tools behind to develop his skills in construction recruitment. Jack approaches recruiting with zeal, his memory retention is exceptional, and he strives for quality results.

So what makes J ack tick? Have a read-through below to learn more.

What is your name, and what is your position?

Jack Tosh, Team Leader Labour Hire

What attracted you to working at JV?

Started off working on-site for JV and was always interested in working in the office. An opportunity came about it went from there.

What is your expertise at JV? How many years of experience do you have in this area?

How would I describe what I do to someone completely unfamiliar with my field?

Labour hire, I have been here for over 5 and half years and know all aspects of the business. My personal role is to manage the labour hire team in recruiting and allocating candidates as well as the day-to-day operation.

If you recruit, what roles do you typically recruit into?

Generally, focus on checking the quality and compliance of candidates that the team hire.

What do I love most about what I do?

I enjoy coming to work. We have a very good office-based team, as well, on-site. We work hard, but we have fun whilst doing so.

What are you passionate about, personally?

Football, Holidays and keeping fit.

Tell us 3 words others have used to describe you?

→ Bossy

→ Hardworking

→ Sound

Who and what inspires you?

My mum and dad showed me the importance of hard work!

What are you...

→ listening to? Sam Fender

→ watching right now? The World Cup ⚽️

What is something many people don't know about you? #FunFact

I have never worked in an office before starting my role at JV.

What is your superpower, and why?

My memory, I am lucky to have a strangely good ability to remember certain things.

What’s your favourite meal?

Guinness!! ��

Contact Jack!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Andy at JV Recruitment via:

✉️ jack@jvrecruitment.com.au

Or connect with Jack over on LinkedIn .

For more insights, news, career opportunities and job vacancies follow JV on LinkedIn .

Built That Way - meet Andy Kelly

marketing@jvrecruitment.com.au (Marketing Marketing) — Tue, 08 Nov 2022 02:49:29 GMT

Meet Andrew Kelly ! Our superstar Recruitment Consultant who works in the Labour Hire team.

Andrew (also known as Andy) joined JV in mid 2021 and not only brings plenty of recruitment experience, but also a great dose of humour! Originally from the UK and holding a degree in business studies, focusing in strategic human resource management, Andrew showcases a desire to get people into the jobs they love and to offer solutions and guidance for career pathways.

Working in a variety of labouring sectors all over Australia, Andrew has a heap of experience in software sales, focusing in HR software, as well as managing hospitality venues around the world for a number of years. Andrew also comes with plenty of on the tools experience, so he knows what to look for when sourcing for Labour Hire positions . He’s had a variety of on-site positions completing house renovations, from labouring roles through to finishing roles, and it's this experience that's helping him sync in with our Trades & Labour Hire team.

So what makes Andy tick? Have a read-through below to learn more.

What attracted you to working at JV?

From speaking with the team, I knew it would be a place I would settle into; with a young likeminded team in terms of interests

What is your expertise at JV? How many years of experience do you have in this area? How would I describe what I do to someone completely unfamiliar with my field?

My expertise would be attracting long-term candidates for some more difficult-to-fill roles. I have 2 years of experience in HR Software sales which developed my personal and negotiation skills allowing me to build rapport quickly.

I find candidates for day-day construction roles such as labourers and carpenters.

If you recruit, what roles do you typically recruit into?

I typically recruit for Labourers, Carpenters and ticketed labourers such as hoist operators

What do I love most about what I do?

Fast-paced and diverse role. No two days are the same, and time flies

What are you passionate about, personally?

I am passionate about the environment and football (*real football)

Tell us 3 words others have used to describe you?

> Kind

> Funny

> Attractive ��

Who and what inspires you?

Sir Alex Ferguson – He did what it took for the greater good and always stuck by his decisions when people doubted him

What are you...

> listening to? – Currently Drum and Bass

> reading and/or? – The Silmarillion

> watching right now? – Rings of Power

What is your favourite song, band or musician?

Favourite band is Arctic Monkeys

What is something many people don't know about you? #FunFact

I am neither good or bad at anything I put my mind too #Average

What is your superpower and why?

Ability to empathise and find common ground

What’s your favourite meal?

Fillet steak and prawns

Finally, if a movie were to be made about your life, who would play you and why?

Daniel Radcliffe – similar physiques

Contact Andy!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Andy at JV Recruitment via:

✉️ andrew@jvrecruitment.com.au

Or connect with Andy over on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow JV on LinkedIn .

Backpackers: Working in construction in Australia!

Tue, 18 Oct 2022 23:23:26 GMT

Travelling & Interested in working in Construction?

It can be a tough a dirty job, but the opportunities and salaries definitely make it worthwhile!

The construction industry in Australia is one of the largest in Australia. It generates more than $360 billion in revenue, and it continues to grow as more and more international people are choosing a rewarding career in the trades. In addition to that, trade profiles have grown across the country with both suburban, countryside, and rural demand – and is seen as one of the most attractive pathways for international students with a great salary available.

There are endless jobs, and as no two roles are the same, it doesn’t matter if you are brand new to the industry or have years of experience under your toolbelt (see what we did there!) you will find something that you love!

There are many courses available to international students which could help you to embark on a career or gain extra skills and knowledge for your current job!

A Student Visa is great because it allows you to study something new, work, travel and live in your favourite city! And we have partnered with Study Destination to help!

Some of the most popular roles are also some of the most in-demand jobs in Australia, which can enable you to have a long career in Australia or upskill and increase your knowledge ready for when you return home.

The occupations with courses available to international students are listed below:

- Carpenter

- Joiner

- Painting Trades Worker

- Wall and Floor Tiler

- Bricklayer

- Civil Engineering Draftsperson

- Electrician

The first steps into making plans can be overwhelming when dealing with student visa to PR which is why we are here to help you every step of the way!

If you’re interested in learning about some of the study courses and trades in Australia that could help you develop your professional career and could lead you to become a permanent resident in this great country contact us or Study Destination for a free consultation with one of our experts!

Book a Free Consultation with Study Destination .

5 reasons to work in the construction industry:

Self-designed workdays with flexible hours and remote work options
Choose your career
Great salary
Career progression
Long term possibilities

If you’re looking to work in the construction industry, we can help you to find work in Melbourne and Sydney and soon Brisbane!

Frequently asked questions about the Construction Industry in Australia:

Do I need to be qualified before I can find a job?
No! you can work as a labourer without any formal qualifications but if you want to become a qualified tradesperson then you will need to have the qualification and experience. However, you need a white card to start working in this industry.

What is a white card?
A white card (or general construction induction card) is issued to individuals who complete general construction induction training. It serves as proof that workers have a basic understanding of health and safety precautions on a work site.

Where to obtain your white card?
There are a few different training providers but the above are two of the most popular.

White cards must be carried out face to face, and there are a lot of scams that try to do them online. Here are two recommended institutions:

Edway

EOT

What trade courses can I study as an international student?
You can study a range of different courses in various states. For example.

Can I stay longer in Australia if I study one of these courses?
Studying a course which is directly linked to an occupation on the Medium / Long term skilled occupation list can be a pathway to Permanent Residency. As there are different eligibility requirements our Migration agent can talk you through this.

H ow can I find work?

JV Recruitment are partnered with Study Destination who are qualified and professional Education Agents who assist you in finding the right study plan and student Visa application. Between us both, we can help you find work in Melbourne and Sydney. (There will also be opportunities in Brisbane very soon).

How long are trade courses
Most trade courses are 2 years in length, which would give you a student visa for at least 26 months.

What are the entry requirements to study a trade?
You need to have a good level of English and have finished Secondary School/high school.

Will there be work experience whilst I am studying?
Yes! Within your course you will learn the theory of the trade and the practical side of things. All the schools have workshops where you learn exactly how to do everything so that you’re ready to start your new job after you have qualified. There is normally at least 360 hours of work placement included in your course.

What are my visa options after I have completed the course?
After at least 92 weeks of study and a minimum of 360 hours of work placement you may be eligible to apply for 485 post study work visa.

What if the occupation is removed from the medium and long term skill list?
There is always a chance that this might happen but as it stands (Sep 2022) these are all on the skill shortage list and are some of the most in demand occupations in Australia. Please always be aware that occupations may be removed from the skilled occupations list, but at this time this information is correct. For more information on the Skilled occupation list please follow the link.

Want more info, contact Jack Tosh » �� jack@jvrecruitment.com.au

Or are you a backpacker looking for labour-hire work? Contact Bradley Spink » �� brad@jvrecruitment.com.au

Construction Site Safety: Do You Have Enough First Aiders?

Tue, 09 Aug 2022 01:02:01 GMT

With numerous potential hazards present on construction sites, prioritising the safety of workers and ensuring medical attention in case of emergencies is key. Accidents can happen instantly, and the difference between a minor injury and a life-threatening situation often lies in a first aider's swift and knowledgeable response. Therefore, having an adequate number of trained First Aiders, who address injuries and provide immediate care until professional help arrives, is essential in maintaining a safe working environment.

Given the high-risk nature of construction and the importance of the First Aiders’ role, it’s crucial to ask: do you have enough First Aiders on your construction site?

How Many First Aiders Are Required On-Site?

In determining how many First Aiders your construction site needs, your first port of call is the relevant government legislation. This will vary based on your state/territory – but let’s use Victoria as an example.

Although in Victoria, under the OHS Act, 2004, the employer has a legal duty to “ provide, so far as is reasonably practicable, adequate facilities for the welfare of employees at any workplace under the control and management of the employer ” (Section 21[2][d]), there is no legislation that specifically states what first aid facilities an employer must offer. However, the Compliance Code for First aid in the workplace from Worksafe Victoria is a helpful guide, with two approaches provided:

Option 1: Prescribed approach

Under the prescribed approach, a construction site would (most likely) be classed a ‘higher risk workplace’, meaning that with:

up to 25 employees, one trained first aid officer is required
between 26-50 employees, two first aid officers are required
between 50-100 employees, two first aid officers for the first 50 employees and one officer for every additional 50 employees are required
more than 100 employees, three first aid officers for the first 100 employees and one officer for every additional 50 employees are required

Under this model, the number of first aid kits available would correspond with the number of first aid officers. Additionally, dedicated first aid rooms are only required if there are more than 100 employees.

Option 2: Risk assessment approach

The risk assessment approach allows employers to self-assess, based on the unique circumstances of their working environment, the first aid arrangements required for their organisation.

This is an involved process – however, one that every organisation should consider undertaking (even if they are following recommendations of the ‘prescribed approach’) as it increases clarity and workplace safety. See below for a simplified outline of the risk assessment approach:

Step 1: Identify potential causes of workplace injury and illness. This involves comprehensive hazard identification, reviewing incident/injury and near-miss data, and obtaining advice from OHS coordinators, HSRs and employees.
Step 2: Assess the risk of workplace injury and illness. Do you know the nature of the hazards involved in the work and the likelihood of employees’ exposure to these hazards? How many people will be exposed, and for how long? This stage also involves reviewing safety data sheets (SDSs) and product labels and consulting with HSRs and employees.
Step 3: Based on the above assessments, determine what first aid arrangements are required. This includes the number of First Aiders, what training they require, first aid facilities and setting first aid procedures.

Factors such as the complexity of the work, the presence of hazardous substances and the proximity to emergency medical services should also be considered when determining the number of First Aiders needed.

Training First Aiders

Whether you take a prescribed or risk assessment approach (or a different one entirely, depending on your state/territory), ensuring that First Aiders are adequately trained is critical to equipping First Aiders with the necessary skills to respond effectively to emergencies.

At a minimum, ensure that first aid officers hold a nationally recognised statement of attainment from a registered training organisation (RTO) for the nationally endorsed Provide First Aid or an equivalent. For larger, more hazardous workplaces such as construction sites, you may require First Aiders who have completed Provide Advanced First Aid.

Additional training may also be required for remote construction sites or construction sites with hazardous substances. To find suitable first aid courses and RTOs, visit training .gov.au .

It is also essential to keep on top of your First Aiders’ qualifications, ensuring that they are current and regularly updated. CPR training should occur annually and first aid qualifications renewed at least every three years.

Conclusion

Remember, accidents can happen at any time – especially when you least expect them. As well as having enough first-aiders on site, a well-organised system for reporting incidents and notifying First Aiders is crucial. Clear communication channels and signage should be established to facilitate prompt responses and ensure that no time is wasted when every second counts.

Ultimately, construction site safety is a multifaceted endeavour and having enough First Aiders is a crucial component of a comprehensive safety strategy. Beyond meeting legal requirements, assessing the unique risks of your construction site and training an adequate number of First Aiders can prevent injuries, save lives and create a safer working environment for everyone involved. Prioritising the well-being of your workforce not only demonstrates your commitment to their safety and contributes to improved productivity and job satisfaction.

We've got you covered if you’re searching for qualified First Aiders to help safeguard your worksite or would like to discuss your organisation’s safety needs. As specialists in construction based in Melbourne with offices in Geelong, Sydney, Brisbane and the Gold Coast, we have a pool of top talent we’d love to connect you with – plus plenty of expertise in developing top-tier safety protocols for construction sites. Please don’t hesitate to get in touch with JV Recruitment.

Celebrating diversity in the workplace

Wed, 22 Dec 2021 03:44:02 GMT

Supporting and celebrating diversity in the workplace

Early this year, we partnered with Autism Awareness Australia to raise awareness about diversity in the workplace and celebrate it. In fact, it’s a topic close to our hearts.

We work with a large number of Construction Companies who share the same values as JV when it comes to diversity in the workplace – which is of course great to see and be a part of.

So when we asked Visioneer Builders to partner with us on an initiative to help a young lad who desired to work in the construction industry, they were only too happy to get involved.

This leads us to talk about the amazing individual… Corban.

Corban has a desire to become a bricklayer once he finishes high school. Our Senior Consultant Eddie Hayes initially setup the meeting to gain young Corban real, paid, on-site work experience. JV’s Director Stuart Campbell was completely on-board with it, and Senior Consultant Rob Kenny knew just the builder to talk to.

With incredible guidance from Visioneer Site Manager Paul Jones, we were all set to get Corban a full week of on-site work experience. To give him the best and most realistic experience, Corban joined Visioneer as a Labourer, initially working with the Visioneer team and experienced JV Labour Hire Labourers to learn about safety, risks, duties and processes. It didn’t take long for him to master the craft…

After a full week of working onsite, the fantastic news is that Corban still wants to be a bricklayer, so getting the opportunity to be on-site and gain this valuable experience has helped him realise that a solid career path is waiting for him after high school.

The Visioneer team were so impressed that they have offered to have Corban back on-site when he’s available in school holidays and beyond.

So really, this post is about celebrating diversity in the workplace, whilst highlighting that we as humans are all individual, yet all capable of achieving great careers no matter our differences.

A huge thanks to Visioneer Builders for supporting this initiative with JV. We could not be more thankful for your time and effort in setting this up – with special thanks to Visioneer Site Manager Paul Jones.

A big thanks to all those involved from JV. You efforts with all of our initiatives are so greatly appreciated.

And finally, the biggest of thanks to Corban and his family for participating in our work experience initiative. We’re all so happy that you had a great experience and now have an understanding of what it’s like to work on-site in the construction sector.

Job Advice with Shelley Weaver

Tue, 14 Dec 2021 04:21:04 GMT

Job advice for those wanting a pay rise - with Shelley Weaver

Shelley Weaver .
Twenty-five years in construction recruitment & has never been on-camera until now!
She is advising the right way to go about getting a pay rise.
Honest advice from a seasoned professional.

When I asked Shelley to participate in her first social media video post, she initially said "no thanks". I assumed this was because of how busy the Permanent Recruitment team is in the lead up to Christmas. Also compounding the workload is the massive demand for new staff in the construction sector since the end of the recent Melbourne lockdown.

It turns out it's she is camera shy!

Once in front of the camera, Shelley, with her 25 years of construction recruitment experience, delivered a real, honest and somewhat raw piece of advice to those who are just seeking a pay rise with their current company.

The long and short of it was you have to ASK to receive.

Shelley has experienced many people looking for a pay increase and seen some go for a new role, get an offer and then use this as leverage with their current employer for a pay rise. Shelley categorically says, "do not do this as your first step".

Watch the video below to hear Shelley's full advice...

In summary, if the only reason you're exploring new opportunities is a pay rise, but you haven't asked for one yet, make that your first task.

It will save you a lot of time, effort and possibly reputation damage if you ask the question of your current employer first.

Then based on the answer (and the $$$ amount), you'll be able to put a plan in place to start your new job search knowing that you will be closing one door before opening another one.

Reach out to Shelley for a confidential discussion on your next steps - be it how to broach the pay rise subject with your current employer, or you want to explore new career opportunities.

View Shelley's contact details here .

Alternatively, you can view our entire team here .

Discussing the construction candidate shortage in Melbourne

Mon, 06 Dec 2021 02:25:50 GMT

The construction candidate shortage | With Eddie Hayes & Shelley Weaver

It’s no secret that attracting and retaining reliable and skilled construction staff has been a challenge since Melbourne came out of lockdown. This has become a key issue for the industry across both Labour Hire and Permanent positions.

At this point in time, hiring managers and recruiter’s days are spent communicating with their networks of construction professionals, to try to meet their companies and clients hiring expectations. Needless to say, it’s a challenge for internal hiring teams and agency recruiters, however, it’s those with “time in the market” who are succeeding in sourcing and placing candidates right now.

We sat down with two of our highly experienced JV consultants who’ve provided their insights into the current construction candidate shortage in Melbourne, and how they’re solving the issues across permanent recruitment and labour hire positions.

Eddie Hayes – Senior Account Manager – Labour Hire

“Communicating with our clientele has been critical. Maintaining and managing expectations during a candidate shortage has had many challenges – particularly for those requiring Labour Hire services.

Here at JV, we’ve been working with clients to keep short term labour hire on for the medium-long term.

Educating our clients that once casual trades and labour resources ‘aren’t needed’ and become ‘available’, they’ll be placed into a new role within minutes – such is the demand for casual trades and labour support right now.

What that means is, it’ll be unlikely to get these workers replaced quickly, should you need them in a few days or weeks time. So, the work around is looking at the projects you have on the go and seeing if you can utilise these workers for the medium-long term while the candidate shortage remains.

I feel that the New Year may bring new candidates back into the market due to the relaxing of restrictions for interstate movement, international arrivals and confidence increasing around living with the virus”.

View Eddie Hayes profile and contact details here.

Shelley Weaver – Senior Recruitment Specialist – Commercial Construction

“It feels like every candidate who’s open to work has about 5 options to choose from – be it direct with a company or through recruiters. This is leading to candidates being overloaded and companies end up in bidding wars to secure the talent they’re seeking.

Nowadays, just putting an ad up on Seek doesn’t work. You have to utilize your network to source the right candidate.

Many construction companies are still taking on work/projects and are now starting to feel some pressure due to the shortage of available talent. It’s this shortage in the Permanent Recruitment market that is causing an increase in salary expectations.

In-demand roles right now include Carpentry professionals, Leading hands, Site Managers, Contract Administrators, Estimators and Project Managers.

My biggest piece of advice to business managers/owners right now is to get round your staff and ensure they’re happy, as there are many options out there for those contemplating a move”.

View Shelley Weaver’s Profile and contact details here.

It’s fair to say that with Christmas just weeks away, the challenges with hiring will continue through to the end of the year. And while many businesses focus on finishing up the year and make the usual decision to pick up hiring requirements in January and February, smart hiring managers are sourcing staff this side of Christmas to “beat the rest of the pack” in the new year.

If you want to discuss available candidates, roles you need support with, or new opportunities for yourself, contact JV for a confidential chat about your needs.

Fit Out Project Managers in high demand

Thu, 25 Nov 2021 01:54:59 GMT

Q&A with Angus Hayes - Fit Out Project Managers in demand

There’s always a good bit of office chat and banter in the mornings as the JV team arrives and gets setup for the work day. On Monday, I was having the usual chat up with Angus Hayes – Recruitment Consultant for the Industrial, Fit Out and Refurb sectors.

After the “how was your weekend chat”, we got on to the topic of what roles he’s been actively recruiting for over the last few months and has he spotted any trends. He straight away said “Fit Out Project Managers are in high demand”. It turns out a number of Angus’s clients are looking for experienced Fit Out Project Managers.

With the challenges the construction sector has been through over the last two years due to COVID shut downs, and restrictions, demand for projects to be done asap hasn’t been higher for a long, long time. The knock-on effect of this, combined with a shortage of construction professionals in the job market, has led to Fit Out Project Managers being highly sort after, along with a number of other blue and white collar construction roles.

Angus and I decided to sit down with the video camera rolling to discuss the market for Fit Out Project Managers and dive into the details of a high priority Fit Out Project Manager role he’s currently sourcing candidates for. Check out the video below:

Here’s a recap some of the key aspects of the Fit Out Project Manager role Angus discusses in this video:

The Role:

This role would suit an experienced Project Manager who is keen to manage detailed fit-out projects across a range of sectors in Melbourne. These projects include fit-outs in hospitality, high-end office and education.

Key Responsibilities:

· Manage multiple projects through the whole process

· Coordinate site managers to ensure they get the best out of sub-contractors ensuring satisfactory completion of works

· Oversee contracts administrators

· Monitor and review programs

· Leading, managing and mentoring a small team

· Provide an exceptional level of service and value to the delivery process

Skills/Experience:

· Proven history of relevant history as a PM in Interiors/Fit-Out

· Experience delivering commercial fit-out projects with total revenue of up to $15mill

· Established relationships with subcontractors & suppliers

· Intermediate to advanced MS Suite skills, including Microsoft Project

· Excellent negotiation & time management and high attention to detail

View the full job ad here .

Or reach out to our Consultant Angus Haeys to discuss this Fit Out Project Manager role or a number of other roles currently available in the Industrial, Fitout and Refurb space.

Angus Hayes
JV Recruitment
m. 0427 834 467
e: angus@jvrecruitment.com.au
w: www.jvrecruitment.com.au

Start the conversation

Thu, 01 Jul 2021 10:39:04 GMT

As apart of our campaign to raise awareness for Autism Awareness Australia, JV's Director Stu Campbell had the opportunity to sit down (via Zoom) with Autism Awareness Australia's CEO, Nicole Rogerson.

Nicole highlighted that Autism Awareness Australia's goal is simple: "to improve the lives of all Australians on the autism spectrum and the families who love them" .

"We empower parents and carers with quality information and resources. We provide targeted educational programs to families, professionals and the broader community. We support inclusion for people on the autism spectrum… and we have some fun along the way too" .

The pair discussed Autism and how to be more aware of your employees, team mates, and colleagues own personal situations with regards to Autism. This might be in relation to a partner, child or other family member who has some form of Autism.

Nicole's insights serve as a good reminder to continually try to increase the education and understanding of Autism in Australia.

Question One.

How can we best support someone who is a caregiver or a parent of a child that is on the spectrum?

Question 2.

What do your recommend for a parent or caregiver of a child (with Autism) on how best to look after themselves?

Question 3.

As an employer, is one of our best angles to be more self aware of employees who potentially have some challenges as a parent?

From here, the Q&A became a little more conversational. Stu discusses looking back on how he has developed from his early career days with regards to his own awareness of his employees personal situations and the actions he has taken for his employees.

While Nicole talks to the possible flexibility that family dynamics may require from time to time, as well as talking about Autism as an everyday part of life and society.

A huge thanks to Nicole for joining us to have this discussion.

We hope it's provided some insight and shed light on starting the conversation around Autism and the workplace.

For more information, please visit: https://www.autismawareness.com.au/

Building inclusive workplaces

Thu, 20 May 2021 11:08:00 GMT

Start by changing your reactions.

There are many benefits to be realised by companies that embrace neurodiversity inclusion — competitive advantage through productivity, innovation, culture and talent retention. If you are a leader in any business - no matter the size - developing a culture of inclusion should be on your agenda.

This month the team at JV Recruitment are on a mission to help raise awareness for creating more neurodiverse workplaces, and in particular, Autism Awareness Australia is an organisation close to our hearts. With over 10% of all Australians being diagnosed with autism (and that doesn’t include those who remain undiagnosed), autistic people are our family members, friends, colleagues and neighbours.

Here are some ways we can make small changes to our behaviour - both in the workplace and outside - to help create a more inclusive and welcoming world for autistic people:

Don’t stare
Staring at people can make them feel uncomfortable or upset.
Don’t judge
Autistic people can’t always change how the world impacts them, but you can choose how you react.
Take action
Politely ask if there is something you can do to help – but respect their right to say ‘no thanks’.
Talk directly to the person
Even if an autistic person is non-speaking or doesn’t make eye contact, talking to them (and not to their carer or parent) is an easy way to show them the respect they deserve.
Give them time to process information
Autistic people are often hypersensitive to these things and aware of many more things happening around them than non-autistic people. So they might need more time to answer questions or process instructions.
Give them space to stim
Some autistic people repeat behaviours or movements to keep themselves calm – this is called ‘stimming’. Support an autistic person to ease their anxiety by giving them space to do things like fidgeting, rocking or talking to themselves.
Make changes to the environment
Many autistic people experience sensitivity to light, sound, texture, touch, taste or smell which can cause them pain and discomfort. Adjusting light levels, turning off music and creating quiet areas can make spaces more inclusive.
Offer help
If you see an autistic person looking uncomfortable or in distress, you can politely ask if there’s anything you can do to help. But remember to give them personal space, and accept they may not need any assistance at all.
Understand their needs
Get to know them. When they share information about their needs and challenges, really listen and ask how you can support them.

If you’re an employer supporting an autistic employee, or would like to create a more autism-inclusive and welcoming workplace, you might find these resources helpful.

Want to join our charter to help build a more inclusive workplace and world that supports neurodiversity? Here are some ways you can show your support.

Kerryn's milestone with JV

Mon, 07 Dec 2020 10:56:52 GMT

It’s fair to say this year has been tough for everyone on many different levels.

COVID, lockdowns, job losses, family losses. I could continue but we all know too well the struggles we’ve faced.

As Victoria continues to show what all the effort was for in combating the virus, here at JV, we’re looking to the future. What tomorrow, next week, next month and next year will bring. We’re looking at how we can evolve as a business, and as individuals, to better ourselves, our families and our stakeholders.

And while we look ahead as a business, I’ve also looked back on the last year and reflected. I’m glad I looked back, as I realised I missed a very significant milestone of one of my team members.

Her name is Kerryn Johnson.

As we all battled through the challenges of lockdown, I missed a huge milestone in Kerryn’s career.

This post is about her significant milestone and even more – her significant contribution to JV. It’s about celebrating and thanking Kerryn for 7 amazing years working for JV Recruitment.

Kerryn is the perfect representative of the word 'WE'; especially as this is how Kerryn speaks about JV. It’s not just a company or a job to Kerryn, she has been fully invested since day one and has been pivotal in building JV from the beginning.

(Pics above: Kerryn took lead on 'R U okay' day | Kerryn leading from the front. On-site support with a client)

As a working Mum of 2 beautiful kids, Kerryn returned to work for JV and took on about 4 roles all at once in our small emerging business (payroll, credit control, marketing and general office management). I’m sure I have missed a few roles still though!

As the business grew, so did Kerryn’s payroll requirements, so she trained and passed her various roles to the next employee. Her knowledge continually expanded and she took it upon herself to learn more and help train staff further, always with a smile on her face.

(Pic above: JV trip to Sydney in the early days | Celebrating Joe's success and award at the WorkSafe awards in 2018)

Kerryn’s ability to find a way to deliver, whilst juggling a thousand and one things is like no one else. I truly believe this is the superpower of Kerryn, and one we haven’t celebrated enough.

Kerryn and I have been through the tough times and the good. The highs and the lows. And Kerryn is one of a few constants who’ve always been in my corner.

For all of your effort, support, passion and friendship, I just want to say thank you from the bottom of my heart. You put 100% in all the time and continually try to make the business better each day.

Cheers to you Kerryn. From me and your JV family.

Stu.

Building Businesses: Getting to know Directitude Management

Mon, 26 Oct 2020 10:54:32 GMT

The construction sector took a big hit in 2020, with this year’s global pandemic bringing our great city of Melbourne to a grinding halt. It was a big blow to our clients, candidates and friends in the construction sector, so we’re on a mission to share some good news stories from within our network; the movers and shakers who have been designing, developing and building our landscape - literally!

We couldn’t think of a better example to start with than to share some of the great stories from the team at commercial construction and project management experts, Directitude Management . We sat down with the company Founder and MD, Dave Miller, to gain some insight into what it takes to build and thrive in challenging times.

Dave, tell us a little bit about Directitude Management?

Established in 2014, Directitude Management is an all-encompassing commercial project construction management, fit-out and joinery company specialising in hospitality, retail and commercial office spaces.

Whilst our head office is located in Melbourne, we work throughout Australia and our ambition is to build our team and establish offices in various state capital cities.

Here at Directitude, our core values are honesty, integrity, consistency, balance, confidence and trust. These values have been solid since our inception. In fact, the name ‘Directitude’ is a hybrid of the words ‘direct’ and ‘rectitude’, meaning honest.

We offer holistic and customised construction solutions to the highest quality, with design integrity, and functionality. As well as expertise in hospitality operations, commercial kitchen design and procurement, as well as custom joinery manufacture.

With commercial building licences and relevant state project management licences Directitude is well equipped to operate as principal contractor/ builder and client side Project managers.

Earlier this year Directitude Built was formed, and over the next 12 months the construction and fitout arm of the business will transition under this new banner, with interstate work already being carried out by this arm of the group.

The construction sector has been hard hit by the Covid-19 lockdown restrictions, particularly in Victoria. To what extent has this impacted Directitude Management?

As the Managing Director it is important to keep business goals and targets focused. Ironically, in the six months leading up to the beginning of the first lockdown in March, we were already anticipating a quieter period which we had planned to use to upskill and restructure certain aspects of the business, so I believe we were more equipped and organised to manage the downturn than most.

However, during Covid lockdown, our targets stalled and others had advanced. During this period we managed to become registered with the Construction Suppliers Register (CSR), obtain building licences in other states and undertake a complete overhaul of our WHS systems & procedures. We certainly find ourselves in the competitive tender market more than we had anticipated pre-Covid!

Melbourne-based projects have been put on hold and programmes have slowed, however we have also made new contacts and connections which will hold us in good stead moving into the next QTR of this year

Sounds like you’ve made good use of this downtime, keeping busy and productive! How have you navigated this downtime and maintained staff morale and what have been some of the key learnings, initiatives or developments to come out of this year?

Whilst we have not been able to grow our team during this time, we have had the opportunity to take stock, re-focus and move forward with our factory set up, which now gives us the ability to manufacture joinery completely inhouse

Keeping in touch with the team has been key in keeping morale levels high. The isolation and remote working can be difficult and often presents distractions. Our weekly team meeting via video has also been a good platform for interaction, collaboration and creating focus. We also make time to have a laugh and connect with the community by way of social media interactions.

Other key outcomes for us include maintaining a regular social media presence, launching our new website and developing new clients and contractors.

The swanky new redevelopment of the Albert Park Hotel has been one of Directitude Management’s latest notable projects. Having this hotel go into lockdown at the time it was due to launch would have been disappointing for many. Tell us a bit about this project.

The Albert Park Hotel was originally built in 1883. The original design was Georgian inspired, then later the façade was altered to reflect an Art Deco period, which featured circular port holes.

Over the years the hotel has experienced many changes, then in 2017 we embarked on the complete redevelopment and during the process we encountered many challenges and delays.

The client, consultant team, architect and Directitude Management worked collectively to formulate a new vision for the venue. This included an additional level and maximising the building envelope. Directitude Management and Visioneer Builders are extremely proud of what has been achieved through the construction process. We effectively demolished the entire building, retaining just three main heritage walls. These walls were propped and retained by using an elaborate steel façade retention system.

Directitude Management alongside KBR Commercial Kitchens are immensely satisfied with the kitchen development, utilising B&S Commercial Equipment which included woks, a steamer and duck oven. Meiko ware-washing and glass-washing has been used throughout the venue and Williams Refrigeration has been used in the bars.

The team of Directitude Management Carpenters and FD Construct were tasked with creating the Tasmanian black wood wall and ceiling and wall cladding. Mentes Joinery have manufactured and installed some sophisticated custom joinery items and Directitude along with novo Q create many of the internal and external bespoke tables.

Albert Park Hotel is now reborn with two levels of hospitality and two levels of office space. Despite the challenges that 2020 has brought upon us, we are proud to have been involved in such an iconic project.

Pics above: The Albert Park Hotel stripped back to leave just 3 heritage walls with an elaborate steel façade retention system.

The result is magnificent and a credit to all involved! What have been some of the other key highlights for Directitude Management over the years?

The formation of our construction arm, Directitude Built , which initially will be involved in interstate works and next year will head up construction works in Victoria.
The Ville Resort & Casino - Spending almost three years intimately overseeing the complex refurbishment of this property to help our client, Morris Group , realise their transformative vision, Directitude’s experienced team have managed the process from inception to completion, drawing on their extensive knowledge providing end-to-end project management for the hospitality and retail sector.
Portsea Hotel - The team undertook two significant renovations of this summer institution, most notably the major renovation in 2018 where we had teams of JV Recruitment Carpenters working with us for almost five months. The blackbutt decking was a huge task, with the added challenge of laying the deck at 45 degrees!

Other notable projects include:

The Kent Hotel
Woodlea Aintree Kitchen and Café
Herald Living Apartments
Raffles Perth
Cherry Bar
Hotel Westwood
Jimmy Grants rollout
Hellenic Brighton
Bambi
Bimbo’s
Bob Sugars Torquay
DM HQ

...plus many more! We consider our approach to projects unique as we become so invested in the vision set by the designer and client.

Pics above: Aerial shot of the completed Portsea Hotel & a look at the completed outdoor seating area

What is most important to you when partnering with a recruitment partner to assist with your hiring needs?

An intermit understanding of the business operations, values, culture and projects is important to enable the right placement of temporary and permanent employees. The recruiter needs to ensure the right candidates are well presented and the screening process has been thorough to avoid expectations not being met.

Finally, what do you anticipate the outlook for the construction sector is beyond this pandemic?

The landscape is forever changing. I believe businesses, more so than ever, must be prepared for the unexpected. As a business which specialises mostly in the hospitality sector, we have looked at diversifying and looking at other sectors however, hospitality will remain our main work stream.

It’s a wise time for operators and landlords to undertake renovations and refurbishments as there is very good value in the market and I expect this to be the case for the foreseeable future where margins are being cut to secure work.

The construction industry is critical to the state and national economy and there will be further Government work fast tracked. I am also hopeful that the planning process for small to medium sized projects can be streamlined. Overall I am relatively optimistic as to how the construction sector will fare post lockdown, although it most certainly will be different to pre Covid.

If you are currently seeking recruitment or career advice relating to construction, engineering or business support, reach out to the team at JV Recruitment . Contact us by calling 03 9377 5800. We're here to help!

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

Candidate story - Martin

Sun, 11 Oct 2020 10:36:22 GMT

I was thinking to myself "How is it October?" as I sat at my desk, ready to start the day. As I began working, a memory popped up of a video I'd shared nearly 12 months ago.

The video was of Martin - a candidate I'd placed into a permanent position as a Site Supervisor, telling us about his experience with JV. He'd been successful in joining a well known construction company in their Interiors department. He was assigned to a high profile project in the city, and had just moved to Melbourne from New Zealand with his family and was ready to hit the ground running.

Martin is a pretty chilled character, and had no problem saying a few words on camera. Here's the video:

Fast forward to today, I gave Martin a call to see how he's going - and he had great news. He has been promoted to a Site Manager and has been going from strength to strength - even through the pandemic.

Hearing his great news, this inspired me to share his story.

Martin is proof that even in these unusual times with COVID-19 affecting our normal way of life, there are still opportunities for career progression. It's been through nothing short of hard work that Martin has been promoted - and it's well deserved.

The point of sharing Martin's story from a year ago to now, is to say:

If you're struggling through the Melbourne lockdown, keep pushing.
If you're chasing that promotion, keep pushing.
And if you're like the many thousands who've been stood down or lost their jobs, keep pushing.

While times are tough, maintaining focus and drive will eventually get you where you want to be. Take Martin - a promotion during a pandemic and a lockdown. Opportunities are out there . You've got to keep pushing.

If you're in the Melbourne Construction or Civil sectors looking for Full-time, Contract or Labour Hire positions, the team at JV are always here to help. We've got a network of Construction and Civil companies who, even in these tough times are employing candidates for a variety of roles.

Our website is updated weekly with new opportunities, and as restrictions continue to ease, we expect to see more and more opportunities become available.

So for now, I'll sign off by saying well done Martin!

If you're interested in chatting about any Construction or Civil opportunities, reach out to the JV team on: info@jvrecruitment.com.au or 03 9377 5800.

How to make your mark on commercial and infrastructure projects

Wed, 07 Oct 2020 10:26:57 GMT

With over 10 years in the construction industry, my team and I have placed tens of thousands of people into construction jobs in Victoria. The number one question we get asked here at JV Recruitment is “how do I get work on commercial or infrastructure sites?”

It’s not hard to see why as there are so many great projects currently underway or about to start. Metro tunnel, Westgate tunnel, level crossing removals, freeway extensions, road upgrades and multiple large commercial tower projects such as West End, Collins Arch and Melbourne Quarter. Despite the recent lockdown, it’s an exciting time to be working in construction!

Here are some of our suggestions on how to seek out construction job opportunities with new projects and/or companies.

Research the company or project

Find out everything you can about the companies or projects you want to work with/on. Who is the builder? Who are the subbies? Do you know anyone working for these companies?

Go to their website and look up whether they have any vacant roles.

More and more, companies will have an employment or jobs section on their website and may be looking for people right now.

Identify what stages are involved in the project and where it’s currently at

Try to find out what stage the build is at. Have they just won the tender? If they have started the ground works or if they have started the structure. Knowing all of this information gives you the best chance of getting a start on site.

Chances are, if a site has just finished a major stage a few weeks ago, then construction sites are less likely to want new workers on-site if they have just finished, right?

It can work the other way too. If a site is under pressure to complete a stage, it's likely they'll need additional labour at this time, so it may be your chance to get your ‘foot in the door.’

Follow the company or project on social media

Once you know who the company is behind the project, it’s time to follow them on social media and connect with the right people. Connecting on social media allows you to maintain your knowledge of the company and their projects. Many companies use Instagram, Facebook and Linkedin frequently as it's a great way for them to showcase their work.

Lastly, LinkedIn is a great, under-utilised tool by the majority of workers as it's often where you can find out exactly who you need to speak to. Site Managers, Superintendents, Project Managers, HR personnel etc, will all be on LinkedIn. Connect with them all but a hot tip here is to make sure you add a note explaining why you’d like to connect, to offer some context. Doing this is more likely to result in the person accepting your connection request.

Calls

Go ‘old school’ and simply Google the company you want to work for, call them and ask to speak to ‘someone about employment’ whether it's the Site Manager, someone in the construction team, or someone in HR. It’s simple, it won’t work all the time, but it will often produce results.

Often, construction businesses outsource their jobs to construction recruitment specialists like JV Recruitment , so endeavour to find out who they use to recruit staff, or who they’d recommend.

The benefits of connecting with a specialist agency like JV Recruitment is that we often have insight into projects that aren’t yet even advertised, so by building a relationship with our team, you’ll be ahead of the game!

You’ve done your research. It’s now time to reach out!

Once you know who has the work, and you know who the construction team is, it’s time to send them or their preferred construction recruitment agency a message enquiring about work opportunities. This may seem a little foreign but, you miss 100% of the shots you don’t make.

Use all contact platforms that you have access to. Email or message through social media, HR or the site team. You don’t need to write an essay, but you do need to get the right information across in a concise message. Remember, those hiring a large number of construction staff for a project are likely to have limited time and attention!

Include a short paragraph highlighting who you are, what your experience is, tickets you have, and ask if there are any opportunities for employment.

Visit the site, but wear your PPE!

Go to the construction site, find the site office and ask to speak with someone. It really is that simple but a lot of people don’t do it as it can be uncomfortable.

Make sure you look presentable, wear your PPE and have a resume that you can drop off. This step will take some time as you’ll go from site to site but it definitely pays off.

Some sites will refer you to their preferred construction recruitment agency, so make sure you are ready to take down details of who you should contact .

Rinse and repeat

Repeat: such an important step. Do not expect to do all of this once and land the job of your dreams. It takes perseverance.

You need to keep casting that net far and wide, you need to keep your finger on the pulse as to what’s happening on-site and in the industry (even more so in a Covid year), and you need to make sure you’re speaking to the right people. Worst case scenario is that you make a lot of contacts that you may find useful in the future throughout your career progression.

The last thing I’ll leave you with is that this won’t work for every company or project. If it did, everyone would do it, but it’s what I’ve found works best most of the time. These steps need to be fluid and adaptable. Every company works differently and what works for commercial high-rise projects doesn’t always work for rail removal projects and vice versa. It’s all about patterns. You’ll discover what works for each sector and company. After that it’s all up to you.

Happy hunting.

If you are currently seeking to build out your construction workforce, or if you are looking for work in construction , manufacturing or engineering , reach out to Aaron Gould or the team at JV Recruitment. Contact us by calling 9377 5800.

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

Keeping your mental health in check while in iso

Wed, 09 Sep 2020 05:27:05 GMT

As you may know, RUOK? Day is tomorrow. The RUOK? campaign is about meaningfully checking in and connecting with colleagues or friends by asking the simple question - RUOK?

2020 has been a particularly challenging year for everyone and the requirement to self-isolate and work remotely has made it even more important for us all to keep on top of our mental and physical wellbeing while in lockdown.

We reached out to some of the team at JV Recruitment for their tips on how to keep your mental health in check while in isolation. Here’s some advice they had to offer...

1. Holding Space

“The concept of ‘Holding Space’ is to be with someone without judgement.

Put this into practice with a mate, family member or partner by advising them that you’re there to listen to them, support them and just be present with them without the need to offer advice or provide judgement. It may take them 10 minutes or a whole month before they come back to you. The idea is that you give them the opportunity with space and time to share their comments or thoughts.”

Stuart Campbell, Director

2. Meditation

“Listening to meditation right before bed each night is a great way to improve focus, concentration and self-awareness.

I found it tough in the first lockdown, having to home-school my kids while I was working from home, however, this time around I’ve put less pressure on myself and I’ve been doing more meditation which has really helped reduce stress.”

Kerryn Johnson, Payroll Manager

3. Practice Gratitude

“Spend five minutes filling in a gratitude journal twice a day. I do this when I wake up and right before I go to sleep. It may seem like a small thing but it really gives you a good perspective and keeps you focused on the positives.”

Joel Steggall, Team Leader

4. Get Musical

“Playing music always lifts my mood as well as boosts my self-esteem and confidence. My colleague Rob Kenny has been teaching me how to play the guitar like a young Jimi Hendrix.”

Jack Tosh, Senior Recruitment Consultant

“Days when you’re feeling a bit flat or apathetic, put on a playlist of your favourite tunes to lift your mood. Whether I’m working, cleaning the house or doing some gardening, I find music helps me feel more positive and motivated.”

5. Keeping in touch

“Keep in touch with your friends and family, either by giving them a call or a video call. Don't be afraid to speak to someone if you're feeling a bit down especially in these difficult times.”

Ben Cowley, WHS & RTW Coordinator

6. Get Physical!

"Cycling can promote new thought patterns and feelings of calm and wellbeing. I find that going for a bike ride once a day is a great way to clear my head. It’s good to get some fresh air and it’s a great way to get the blood pumping!”

Tim Bates, Senior Recruitment Consultant

7. Reconnecting

"Find a different way to reconnect with your daughter, son, dog or housemate. It’s the little things that make a difference if you notice them. Seeing my daughter playing with her toys like I’ve never noticed. Seeing all the things my wife does, that I usually take for granted while I work away. Being in isolation has made me see the life I’ve worked so hard to make reality.”

Aaron Gould, Labour Hire Manager

What have you been doing while in lockdown to keep your mental health in check? We’d love to know!

Otherwise, if you are currently seeking recruitment or career advice relating to construction, manufacturing, engineering or business support, reach out to the team at JV Recruitment . Contact us by calling 03 9377 5800. We're here to help!

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

Do you know your Recruiter?

Mon, 27 Jul 2020 09:17:15 GMT

Construction Recruitment expert, Joel Steggall, talks about his journey with JV Recruitment and offers Construction candidates some advice.

Joel Steggall has been working as a Consultant with JV Recruitment for over 5 years now. As an expert in the Labour Hire Recruitment sector, he has navigated his career into a leadership role, as Team Leader of our Permanent Recruitment team.

Here's Joel answering a Q&A on his journey with JV and offering some advice for those seeking a new job...

1) Tell us a bit about your role and your time at JV Recruitment.

During my first year working at JV Recruitment I worked as a recruitment consultant in Labour Hire, specialising in Residential, Commercial, Apartments, Modular and Industrial. I then moved into a new business development role, where my main focus was to generate new clients in addition to nurturing existing client relationships. Part of my responsibilities in this new role was to help train new staff starting out in the Labour Hire team.

A large portion of my time with JV Recruitment has been spent working as a Team Leader. Initially for the Labour Hire team, and also for the Account Management team and now the Permanent Recruitment team.

I’ve managed a range of tasks such as negotiating client rates, developing and assessing staff KPI's, negotiating payment terms, credit control (chasing invoices), making commercial decisions and even organising some staff social events.

In my current role I run a contract recruitment desk whilst also being responsible for achieving team targets in permanent recruitment. Looking after a team suits me well. I've been with JV Recruitment since when they were a lot smaller, so when anyone comes to me with an issue I feel confident working with them to troubleshoot or resolve the problem fairly quickly.

2) What do you enjoy most about recruiting for the construction sector?

The people I work with. Building that relationship with clients and helping candidates kick-start their careers is completely rewarding. I worked in the construction industry back in the UK as a Contracts Manager for nearly five years and I have always enjoyed the industry and working with construction-minded people. Whilst I personally wasn't particularly engaged by the practical side of construction, I do thrive on and enjoy the methodology and processes, negotiation, contracts, relationships etc, and I still do!

3) What have been some of the biggest changes you have seen in the construction sector over this time?

When I started out, the construction industry was booming; we could put an ad on Gumtree (yes, Gumtree!) for Carpenters and have 25 strong applicants within a day. This was the case for all roles back then.

As JV Recruitment has grown, the industry continued to boom. It has been a very candidate-short market over the last four to five years, however due to this pandemic (which shall remain nameless) the tables have turned and there are many candidates looking for work with fewer companies employing. That's not to say that no construction companies are employing though; there's definitely still construction businesses out there who are!

4) What advice would you give to those struggling in the job market at the moment due to the current pandemic?

I would say look at LinkedIn. It's already a massive tool used by recruitment companies and construction companies alike, however I anticipate LinkedIn will be increasingly used by the construction sector in terms of how people advertise and search for jobs in the coming years. Do some research on how best to present yourself and update your profile.

I'd also say, don't spam your resume out to every advertisement that pops up as this can be detrimental to your job search if recruiters see you applying for anything even if you’re not suitably qualified, not to mention you are setting yourself up for disappointment. Read the ad, make sure you have the required skill set and apply accordingly. The obvious but still the most effective thing to do is to follow up with a phone call to make sure your application has been received. This small step can make all the difference.

And don’t forget you can always reach out to a Recruitment Consultant at JV Recruitment to obtain some helpful advice.

5) What has been your biggest career lesson to date?

Don’t take anything for granted. Never rest on your laurels and get comfortable. Hard work and being genuine is what builds long term relationships. Embrace change and new challenges throughout your career. Working in different roles and sectors will only make you grow as a person.

Great advice Joel!

Remember, if you are currently looking for work in construction, recruiting in construction, or if you're after a friendly chat about the market or your career, reach out to Joel at JV Recruitment:

0429 219 110

joel@jvrecruitment.com.au

Connect Joel on LinkedIn

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

When the going gets tough, the tough make choices

Fri, 24 Jul 2020 09:40:50 GMT

I have always tried to instill into my staff at JV Recruitment, the importance of 'seeing the opportunity' in any and every situation.

From an early age, my father taught me that it is easy to smile when it is all going right. More importantly, he imparted that being able to smile and embrace the opportunity that exists when you are faced with a challenge is the real character builder. I was luckier than most to have this insight and it has made me who I am today.

This has been a year tougher than most for businesses and their staff, near and far. Between the devastating Australian Bushfires at the start of this year, and the Covid-19 global pandemic that has consumed the world for most of 2020 so far, the prolonged strain is taking its toll for many.

Glass half full or half empty?

However, in the midst of these challenges we have choices. Attitudinal choices. I take inspiration from the great Neil Daniher, a successful former Australian Football League player and coach who was diagnosed with Motor Neurone Disease in 2013. His determination to live life to the fullest and face challenges with courage, humour and determination to help those around him is nothing short of inspirational.

His 2019 speech to AFL's Melbourne Football Club truly captures this important message and if you haven't already seen it, I encourage you to take a moment to watch his amazing speech. It will, without a doubt, challenge your thinking personally and professionally, especially with regard to how you deal with the current life challenges of this pandemic, offering a fresh perspective.

Impressive, indeed!

Now, time to get out of BED!

Daily, I try to teach my staff the importance of 'O.R.A.B.E.D.'

For the first part; Ownership, Responsibility, and Accountability. I try and live this daily, but sometimes that can be tough. You fall out of BED, into Blame, Excuse and Denial.

I often go back to this speech and it inspires me to reflect and see the opportunity in the face of challenge. Because the easy option is to get stuck in a hole of self-pity or blame. Neil's speech inspires and gives me the courage to reflect introspectively, and see the opportunity in any situation

Over time, and with practice, you can choose your attitude. You can challenge yourself to transcend.

If you are currently seeking recruitment or career advice relating to construction, manufacturing, engineering or business support, reach out to the team at JV Recruitment . Contact us by calling 03 9377 5800. We're here to help!

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

Why Consider Construction Backpacking Jobs in Australia

Mon, 13 Jul 2020 04:34:13 GMT

With its breathtaking landscapes, vibrant culture, and unique wildlife, it's no wonder Australia is a destination of choice for backpackers. From the iconic Sydney Opera House to the vast expanse of the great outback, the “Lucky Country” offers travellers many attractive experiences and sights.

But aside from these many factors, why choose Australia as your backpacking destination? If you’re looking to reap the many benefits of working while you travel, Australia is the place to be. Though there were already around 56,000 backpackers in the country in late 2022, there is an increasing demand for backpackers in Australia due to thousands of job vacancies across industries like agriculture, hospitality and construction.

If you’re interested in construction backpacking in Australia, read on to find out the key benefits of these jobs – and the logistical requirements of securing one.

No Shortage of Opportunities

Australia’s construction industry is one of its largest, valued at an estimated US $112 billion annually and making up a whopping 9% of its GDP.

This means there is a steady and high demand for both skilled and unskilled construction workers, which is great news for you as a backpacker! Regardless of where your backpacking journey takes you in Australia, you can rest assured that construction job opportunities will be readily available.

Competitive Wages

With a well-regulated labour market and minimum wage standards in place to protect workers, Australian construction jobs offer competitive wages to ensure your hard work is fairly paid for.

Additionally, many construction companies provide generous remuneration packages to attract and retain talent. So whether you’re looking for extra cash to fund a mission to try as much Aussie beer/wine as possible or splurge on a Great Barrier Reef cruise, construction could be a great option!

Skill Development & Experience

Aside from its attractive wage opportunities, construction work also helps with skill development and experience. Whether you have prior construction experience or are completely new to the sector, construction backpacking jobs will enhance your skillset and boost your future employability.

You'll have the chance to learn practical skills from experienced professionals, gaining hands-on experience in various trades and construction techniques (depending on the specifics of your position!). This experience can be highly advantageous when seeking future job opportunities in Australia and beyond.

Beautiful Work Locations

Australia is well-known for its beautiful nature, from pristine beaches to rugged outback regions. Many construction projects are located in areas of exceptional natural beauty, offering a visually captivating backdrop for your work and an opportunity to see parts of Australia you may not have originally considered!

From the vibrant cityscapes of Melbourne and Sydney to the breathtaking Gold Coast, many construction jobs are across a variety of picturesque locations in Australia.

Lifestyle Benefits

Working in construction in Australia will provide you with a unique lifestyle, allowing for cultural immersion, new friendships and increased wellbeing. By joining construction teams, you’ll interact with locals, fellow backpackers, and professionals from various backgrounds – and meeting new people means new friendships, new insights into Australian culture, plus an invaluable network of contacts.

And let’s not forget the value of working a job that will keep you fit – no need to feel guilty about scoffing down a massive chicken parma/parmi (depending on where you are in Australia!) when it’ll be burnt off the next morning!

How to Get a Construction Backpacking Job in Australia

One of the great aspects of backpacking jobs in the Australian construction industry is that you don't necessarily need formal qualifications to get started. You can enter the industry without prior experience or certifications as a labourer. However, it is essential to obtain a White Card before commencing work.

What Is the White Card?

The White Card is issued to individuals who have completed general construction induction training, serving as proof that you possess a fundamental understanding of health and safety precautions on construction sites. Possession of a White Card mandatory for anyone working in the construction industry in Australia.

To obtain your White Card, there are several training providers available - we recommend EOT and Edway . Completing the training in a classroom setting typically takes a full day, while online courses may require a few hours, and the cost usually ranges from around $40 to $100.

Once you have obtained your White Card, it is recognised in all Australian states and territories. The card has no expiration date, but if you haven't worked in the construction sector for two years, it is recommended to refresh your knowledge by retaking the training.

Start Your Backpacking Adventure Now

That covers some of the best reasons you should consider construction backpacking jobs in Australia – and how to go about it! If you’re interested in learning more or would like assistance securing a position, contacting an Australian recruitment agency is a great idea.

Here at JV Recruitment, we possess specialised knowledge of the best open positions for backpackers across Australia’s construction industry, with offices in Melbourne, Geelong, Sydney, Brisbane and the Gold Coast. Please don’t hesitate to get in touch – we’d love to support you through your construction journey!

Why gender diversity matters

Thu, 02 Jul 2020 09:12:21 GMT

Did you know that only 12% of the construction workforce is made up of women?

This statistic sounds like it’s from the 1950s not 2020, don’t you think? There are so many reasons why diversity and gender equality are important for the workforce and particularly in construction. Check out my top reasons below:

1. Boosts innovation and productivity

Gender equality in the industry will allow for new skills and ideas which are key ingredients of increased innovation. Diverse perspectives, allows companies to take a more holistic approach around issues that arise leading to improved decision-making and overall productivity.

2. Higher profits

According to a study conducted by McKinsey & Company, companies in the top quartile for gender diversity on their executive teams were 21% more likely to have above-average profitability than companies in the bottom quartile.

3. Improvement of mental health

Inclusive workplaces in all forms from cultural to social identities have a positive effect on employee self-concept, self-esteem, connectedness and belonging. This means that inclusive workplaces have employees who are psychologically well-adjusted and secure. Without gender diversity the construction and infrastructure sector is missing out on the talents of half the working population.

Unfortunately, there are various barriers that discourage women to even think about starting a career in construction, let alone stay in the industry.

1. It’s not commonly offered as a career option

Promotion of construction or “tradie” jobs is not often promoted to women in schools and it seems that there is a stereotype of girls being steered towards university rather than trades.

2. Fewer role models

Few female construction workers mean fewer mentors to influence women in the industry.

3. Inflexible work practices

Construction professionals typically work long hours, making it difficult to balance work with domestic and parental obligations (these duties often falling on the female).

However, now is a better time than ever for women to enter in this workforce. Women’s rights are a common conversation in the industry now with groups like the National Association Of Women In Construction and social media movements that support diversity in the industry.

Let’s make the change. Let’s make now the time for the industry to commit to creating an inclusive workforce not only our people in the industry but for future generations.

If you are currently seeking to build out a more diverse workforce, or if you are looking for work in construction, manufacturing or engineering, reach out to the team at JV Recruitment. Contact us by calling 9377 5800.

For interesting news, insights, jobs and career advice, follow us on LinkedIn , Facebook and Instagram !

6 Ways to create a mentally healthy workplace

Tue, 02 Jun 2020 05:56:11 GMT

The way construction employees think and feel at work can vastly impact everything from communication and productivity to overall success in their role. Whether employees are on a construction site or not, it’s important for all Managers and Supervisors to reflect on their processes and management styles to ensure a healthy workplace culture.

Did you know that according to the mental health initiative, HeadsUp, 45% of Australians experience some level of mental health illness during their lifetime?

The level of control an employee feels over their work situation and whether or not an employee feels valued in the workplace are all factors that can affect work performance, absenteeism, and staff turnover.

Obviously, there are many influences that can affect employee mental health such as past experiences, trauma or genetics. However, there are simple processes that managers can put in place to promote the health and wellbeing for each team member.

Here are 6 top tips to create a mentally healthy workplace:

1. Offer flexible work conditions

Where possible, create flexibility around working hours, in regard to where, when and how work is performed. Companies that promote a work-life balance often find that their employees are more productive and motivated and are generally less stressed during work hours.

2. Maintain constant communication

It’s important to provide clear communication, positive feedback and emotional support daily and particularly while big changes are taking place within the business.

3. Involvement with decision making

Consulting with employees on decision making processes allows employees to voice their opinions and share their knowledge. This collaboration develops a healthy relationship between employees and their managers and improves a strong sense of teamwork.

4. Combat the stigma around mental health

It is important that managers speak openly and actively about mental health in the workplace and ensure that resources are made accessible to everyone.

5. Provide mentoring and coaching

Providing ongoing professional development and training vastly increases employee job satisfaction, boosts individual self-confidence and promotes overall professional and personal growth, which in turn immensely impacts positive mental health.

6. Implement a zero tolerance for bullying and discrimination

It is vital to create a greater awareness of bullying and inappropriate behaviours in the workplace. Ensure policies and procedures are implemented to protect anyone who reports or witnesses mistreatment.

For further information or support relating to mental health, head to this website:

https://headtohealth.gov.au/

For more useful career and recruitment tips and insights, follow JV Recruitment on LinkedIn or Facebook .

Top tips for acing your online interview

Fri, 17 Apr 2020 05:00:21 GMT

Now is a more important time than ever to dust off your resume and prepare for that new construction job you’ve been thinking about. Employers and recruiters have quickly adopted a new approach by conducting interviews online. To make sure you're putting your best foot forward in your interview, check out some of my top tips.

1. Be prepared

Preparing for an online construction job interview should be taken just as seriously as if you were interviewing in person. Make sure you have researched the company well and you're 100% ready to explain why you're the right fit for the role based on your skills and experience. Being late for an interview is never a good look so make sure you're at least 5-10 minutes early, especially as it may take you longer than expected to log into the video software.

2. Consider your location

As you are likely to be at home, you may not have too many options where you can do the video interview, however try to be in a quiet space. Ensure the space is well lit and there is no risk of distractions or people walking around in the background. Furthermore, make sure there is no clutter in the background. A plain wall or office setting is ideal.

3. Test your technology and conduct a mock interview

Test your camera, the sound, the lighting and the internet connection in the area where you are likely to do the interview. Make sure you understand how your technology works and how to adjust your settings before the interview commences. Under identical circumstances, do a mock interview with a friend or family member and either ask them for feedback or record the interview so you can play it back to yourself.

4. Body Language

It may seem obvious but many candidates will slouch, lean back in their chair or cross their arms. Bad posture can be off-putting to the interviewer and even in a video interview, it can convey a sense that you are closed off or uninterested.

5. Eye-contact

Avoid looking around the room and maintain solid eye contact as much as possible with the person who is interviewing you. It is easy to look at yourself on your monitor but looking straight at the camera will allow a better connection with the interviewer.

6. Distractions

Make sure all apps or programs on your computer are turned off and just like any interview, ensure your phone is on silent or switched off to avoid interruption during the interview.

Keeping these tips in mind will help you ace your construction video interview. Remember that being prepared and comfortable with your setup will allow you to give your best impression.

5 ways to stand out from the crowd in the job-hunting market

Mon, 23 Mar 2020 11:21:26 GMT

Going above and beyond to get your dream job always pays off. Regardless of your skills and experience, see below 5 tips that you need to know from our very own JV Recruitment consultants on how you can stand out from the crowd.

Recommendations

In an increasingly competitive job market, a recommendation letter from a senior staff member or industry leader can go a long way. This is a great way to verify your skills and abilities, and reveal how you are valued in your network. For example; in a previous position, you may have rolled out a new software system or managed a specific project. Why not get a recommendation from your boss about how seamless and successful this was?

If letters aren’t your thing, get your current boss, colleague, client or others your job network to write a recommendation for you on Linkedin. Employers will often go straight to your Linkedin profile as soon as they receive your resume. Positive endorsements are a great way to impress an employer!

Be socially savvy

Speaking of Linkedin, make sure your Linkedin profile is up-to-date. According to research conducted by CareerBuilder, 7 in 10 employers admit to using social media such as Linkedin to screen potential candidates. This is your way to gain credibility so don’t be invisible. Ensure your profile is public, have a professional profile picture and spend some time on your headline describing your value to the job market. This is your time to shine and validate key details/buzzwords that are on your resume.

Research, Research, Research

This one seems obvious, but so many candidates don’t do this enough. At the absolute minimum, make sure you go to the company website before sending through your resume. This is your chance to work out whether you are the right fit for the company and determine if your values align with theirs. Your extensive research will give you a much better chance of wowing the interviewer and help you devise intelligent questions to ask during the phone screening or interview phase. It will show the interviewer that you have put some thought into the role.

Send a message

A small gesture like sending an email after an interview to say thanks, can go a long way. It is a great way to wrap up an interview and is always fondly looked upon to show that you appreciate the interviewers time and consideration. This is also your time to show that you learnt something from the interview about the organisation. My advice – keep this email short and to the point.

Demonstrate your fit, not just your experience

At all stages of the recruitment process, make sure you acknowledge why you will fit well into the culture of the company. When there is a seamless alignment of values in the workplace, life becomes easy. Employees will be open to communicate with each other, be happy to cross-train and speak up about questions, concerns and process improvements. The interviewer/employer will make it their top priority to ensure new employees have the same or similar values to those of the company, so communicate these values clearly in your resume and in the interview phase.

Take 5 for safety this Christmas

Sat, 14 Dec 2019 12:03:56 GMT

With Christmas just around the corner, the pressure is on for sites to finish up for the year. We find this time of year tends to be hectic for our labour hire department as Workplace Health and Safety (WHS) becomes even more of a hot topic.

As a rule, we encourage our labour hire employees to use the ‘ take 5 method ’ before completing a task. This allows each and every employee to take responsibility for their personal work environment and for those around them.

Here are the 5 steps to take for a safer workplace:

Stop, step back and think
Identify any hazard/s
Assess the level of risk
Control the hazard/s
Proceed safely

We believe this method should be adopted widely across all sites as standard practice to ensure all risks on sites are minimised.

If you are working on site, or instructing employees on site during the silly season, please be cautious of all general risks and other risks that may be magnified by increase time pressures.

For further information on the ‘take 5 method’ or JV Recruitment’s best practice system, please contact Ben Cowley at safety@jvrecruitment.com.au .

The JV team wish you a safe, happy Christmas and a wonderful 2019.

Written by Naomi Lecke

HR Manager

JV Recruitment’s aim is to provide a people-oriented approach to recruitment in Construction, Logistics, Manufacturing, and Business Support for permanent, contract or labour hire staffing solutions.

Quick tips to improve your resume

Mon, 25 Nov 2019 11:25:38 GMT

If your very average resume is crying out for help, check out some easy ways to spruce it up. There are some really simple changes you can make to get your resume to stand out from the crowd and land yourself an interview.

Resume length – Even if you have years and years of experience, keep it to a maximum of 2 pages.
Keep the format simple – If potential employers only have a short time to read your resume, it needs to be clear and easy to read. Use bullet points and a professional font.
Proofread – Always undergo several rounds of proofreading to make sure there are no spelling or grammatical errors. Ask a trusted friend or colleague to review your resume as simple grammatical mistakes might be the factor that makes or breaks your employment opportunity.
Focus on accomplishments – What special things did you do in each job? Out of my list of tips this could make the most impact as it can set you apart from other candidates. Identify what challenges you overcame or results from your efforts that the company really benefited from.
Include the most important information first – If your resume begins with old or irrelevant information such as experience from more than 10 years ago, then it may distract potential employers from the key information.
Customise your resume to the job ad – Often employers review resumes extremely quickly so if they only take a quick glance at it, then you need to ensure that you grasp their attention straight away. Focus on key strengths that are required to meet the job criteria. The closer your resume matches the job advert, the better your chances are to be selected for an interview.

How to increase your employability in the construction industry

Wed, 13 Nov 2019 11:28:55 GMT

These days more than ever, having a qualification and having experience aren’t the only factors that will get you your dream job. Employers assess your value based on your personality traits and soft skills, which often can’t be measured on paper but are key for a dynamic and integrated workspace. Beyond the essential skills required for a job, employers look for someone who will fit into the culture of the company.

Communication

Both written and verbal communication skills are of extreme importance as they can set the tone for how you are perceived and enhance your relationships with your manager, co-workers and clients. Furthermore, it boosts your performance as you can better extract clear expectations from your manager therefore, comprehend and act efficiently on instructions in order to deliver excellent work.

Team Work

Whether teamwork is mentioned in the job description or not, it is a vital to be proficient in this, in almost any work setting. Good team players are perceptive as well as receptive to the needs and responsibilities of others.

Employers look for team players to help build a positive work culture, which helps retain employees and in turn attracts top talent. Furthermore, being able to collaborate well with your co-workers, often strengthens the quality of your work resulting in a more productive and successful workplace.

Adaptability

Whether your role is in an office or on a construction site, adaptability is essential as companies and their projects always develop and evolve over time. An adaptable employee is able to step outside his or her role and comfort zone without panicking in order to find a solution. When issues arise, sometimes you might need to work out alternative solutions that may require flexibility, multitasking or learning new skills.

Problem Solving

If or when something doesn’t go 100% the way it should, employees will either complain or take action. The ability to recognise an issue or complication, identify possible solutions, implement them, and then follow up to make sure they were successful will make you an enormously valuable employee. When an issue arises, try to think through how to address it and approach your manager with the solution instead of the problem.

Responsibility

If you are responsible for making a mistake then you will be far more respected if you take full accountability for the role you played in it rather than blaming someone else or ignoring it. Being accountable also means following up on tasks to confirm they have been completed and keeping the agreements that you make. This is a core factor for building trust with those you work with.

These soft skills are usually the difference between satisfactory employees and ideal employees. Furthermore, a productive and healthy work environment particularly dependent on these soft skills as the workplace is an interpersonal space, where relationships must be built and fostered, tricky decisions must be made, and occasionally conflicts must be resolved.

14 tips for hand and power tool safety

Wed, 04 Sep 2019 11:46:23 GMT

Hand and power tools can be found on every site in just about every industry, but they can be hazardous and potentially lead to injuries or equipment damage if you don't maintain them properly or use them correctly. As an employer, you may be responsible for the safe condition of tools and equipment used by employees, but as an employee, you’d have the responsibility for properly using and maintaining these tools.

Here are some important safety tips for using hand and power tools:

General requirements:

1. Use the right tool for the job. Match the tool to the task.

Have you ever started a task on site, only to realise that you didn’t have the right tool for the job? This is very common and while it can be tempting to try and finish the task with a similar tool, it can also cause avoidable injuries or damage to expensive equipment. So rather than trying to save time through improvisation, wait until you have the right tool for the task before continuing.

2. Examine all tools for damage before each use. Inspect power cords. If damage is found, take the tool out of service and report the condition to your supervisor.

Look out for signs of damage including:

Cracks to the tool handle or body
Frays, wears and tears in cord insulation
Cracked plugs or loose, faulty progs in plugs

3. Check to make sure any electrical equipment has been tested and tagged and is in date.

If the test due date has passed, inform the site manager immediately.

4. Make sure all safety guards and devices are in place and functioning properly.

If you clean them, return them back to the proper place afterwards.

5. Always wear the appropriate personal protective equipment.

Safety glasses and gloves should be worn while operating most power tools. Other PPE may also be necessary like hearing protection.

6. Avoid using power tools in wet or damp environments.

Many power tools are not rated for use in wet conditions, and could potentially shock you or lead to tool damage. On top of that, wet or damp environments usually means slick surfaces which increases the chance of slip-and-fall injuries.

7. Do not wear loose clothing, dangling objects or jewellery. Long hair must be restrained.

These can easily get tangled in equipment, which is a risk and more so if you’re operating high speed machinery.

8. Turn off and unplug tools before installing, adjusting and changing any accessory or attachment.

9. Maintain solid footing and good balance when using tools.

Hold or brace the tool securely, and when necessary, clamp or vise it to keep it from slipping. Be aware of your surrounding environment.

10. Ensure power tool accessories are specific for the tool they’re to be used with.

Specific requirements:

11. Keep fingers away from saw blades.

12. Clamp materials down and keep all guards in place.

13. When using pneumatic tools, you must install a safety clip or retainer to prevent the equipment or hoses from coming apart. Never point pneumatic tools at anyone.

14. Use all hand grinders with the guards and handles in place.

Training

Proper training is crucial for workplace safety, so make sure that all users of hand and power tools must receive initial training on how to safely operate the tool. If you’re preparing to use these tools yourself, thoroughly read the operations manual and seek out any instructions from the site manager.

Ben Cowley

WHS & Return to Work Coordinator

8 tips for attracting top talent to your business

Thu, 30 May 2019 11:36:22 GMT

Over the last 10 years, JV Recruitment has developed a keen understanding of what manager’s look for within their businesses and where their struggles lay. For most of them, the common challenge isn’t recruiting; it’s actually being able to attract the right person, or a “top performer”.

As industries develop, this challenge is highlighted further with the evolution of the changing workforce. No longer can you just read a resume or complete a simple interview to determine the talent of a candidate. To find talent, you need to put in time, effort, money and have a desire to seek out the best.

According to Pareto Principle, only 20% of employees within a company are considered to be top performers dedicating their time to completing up to 80% of the overall workload. This is a trend that should be considered closely when planning, sourcing and selecting new hires as mismanagement and unrealistic expectations can severely hinder a candidate’s decision to join your company. Remember, candidates can be selective now; fit for company recruitment isn’t a one way street!

Even with the threat of two way considerations, the idea of putting in time, effort, money and reviewing workloads, all sounds easy enough.. but how about we take a step back to the beginning and consider what actually makes a top performer and what they value.

How do top performers stand out from the rest?

The traits of a top performer can be boiled down to having the following attributes:

A clear sense of what their goals are and the drive to achieve them
A willingness and ability to learn and self teach new skills
An ability to go above and beyond what is simply expected of them
An ability to participate and contribute within a team – or work autonomously
An ability to positively influence others

A true top performer will often align their attributes to their values, keeping them present and drawing on them in their daily lives. It is these values that may differ from person to person, but will allow them to remain positive, grounded and considerate of the tasks before them.

Values of a top performer may include but are not limited to:

Clear communication and expectations
Development opportunities
Recognition of effort
Trust in ability and knowledge
Autonomy in decision making
Shared workloads

As generically expected as these attributes and values are, they are often hard to find in one package and even if they are found, these employees will often not settle for anything other than the best workplace environment and culture, so we need to reflect on if the business is ready for employees like this. If you think you and your business is ready, then it’s time to start the hunt.. but where do you start?

The 8 steps to attracting top talent to your business

At JV Recruitment, we believe you can effectively attract top talent in just 8 simple steps. Those being:

Understand who you are looking for
Understand why the candidate is looking for a new job
Start with a clear job specification
Know what your company values are, and exhibit them
Don’t hire subjectively
Find out what makes your company “leading”
Be prepared to reward them accordingly
Offer them mentorship, training and development

To understand these steps in more detail, please refer to our eBook How to Attract Top Talent To Your Business from our Resources section. Alternatively please contact us directly on 03 9377 5800 to discuss your role requirements and how we may help.

Apartment builders shifting towards a contingent workforce?

Tue, 30 Apr 2019 12:13:05 GMT

In the last few years, we’ve seen Australia’s construction industry go from strength-to-strength especially with the apartment boom. In Melbourne and Sydney particularly, there has been a record number of cranes across the skyline, with many builders working around the clock on countless residential apartment builds.

The boom times have led to a very candidate short market with Contract Administrators, Project Managers, and Site Managers who have knowledge in apartments and structures in high demand.

Whilst it is still busy out there, the market has started to cool. Factors such as the banking royal commission, the oversupply of apartments in the CBD, and the upcoming election have all contributed to apartment builders now facing different conditions compared to the boom.

One thing that has been evident since the market started to cool has been an increase in demand for contractors. Apartment builders have been keen to make the switch from taking on permanent staff, and instead, take on contractors for a project-to-project basis allowing for a contingent workforce.

Why choose contracting/contractors?

In construction, contracting can benefit both employers and candidates.

If you are a candidate who is happy to be a contractor, these types of roles will offer a lot of freedom and flexibility that a permanent job sometimes can’t. This includes:

Choosing the type of project you want to work on
Being able to choose who you want to work with
Being able to set your own rate, which can be significantly higher than that in a permanent role.

If you are a builder then there are also many benefits to engaging a contractor including:

Being able to manage your workforce based on how many projects you have on, how many projects are coming to an end
Being able to engage a contractor with a special skill set for a particular project
Being able to see how the contractor performs before taking them on permanently.

The market will continue to dictate how apartment builders manage their workforce, however there is very evidently a greater move towards taking on contractors for a project-by-project basis.

Want to learn about contractor roles or opportunities? Get in touch at matt@jvrecruitment.com.au today.

Matt Johns

Residential/Commercial Team Leader

Want to attract and retain top talent? Here's where to start

Thu, 28 Mar 2019 11:50:34 GMT

If I had a dollar for every time a client of mine has called me last minute to book an A-grade candidate in for some work... I’d be a very rich man.

Here's why that can be a problem:

In helping employers profile their perfect “A-grade” candidate, we hear plenty of phrases like: “I need someone experienced, reliable, punctual, who’s a good communicator, has a can-do attitude, is safety-minded, etc.”

But the most common trait employers request in their ideal candidates? Being proactive, aka “I need someone who doesn’t wait around to be told what to do, they just get on with it!”

Yet proactivity is the reason why your ideal candidates are not available last minute. The moment they know they’re not working the next day / week, they will almost certainly seek work themselves.

At this point you, as the employer, have to settle on a less qualified or capable candidate to do the job because you've placed the call out far too late.

It’s a common struggle for employers to attract and retain top candidates, but it doesn’t have to be that way. If you want to be engaging and retaining the best of the best for ongoing/full time assignments, follow these three simple tips on how to do exactly that:

Plan your workforce requirements as far in advance as possible.

The more days or even weeks in advance you book your workforce requirements, the more time that we as your recruitment partner can spend promoting the opportunity to your ideal candidate or creating recruitment campaigns to attract the right candidate(s).

This in turn will lead to a better selection process that delivers the best long term outcome for you, as the host employer, and for the candidate.

However, if you did need someone just for a day here and there, to cover holidays or sickness, that's fine also... contingency workforce planning is what we do best!

But do remember that forward planning will get you the best candidates, or you will risk ending up with those left at the bottom of the list.

Make the candidate’s first day / induction really count.

First impressions count…we all know this!

This includes the impression you need to serve as a host employer, if you’ve hired an exceptional candidate that you want to stick around.

One common misconception a host employer can have is to think “well we have the work, so people must want to work for us!”

Wrong... Remember it’s the little 1%ers that mean the most.

On your candidate’s first day induction, introduce them to your operations team (with a smile of course) and spend a few extra minutes getting to know your candidate. I guarantee this will give them the confidence that you are a good host employer.

Don’t skip over the extra touches that can reinforce this point. We have clients who offer uniforms to labour hire candidates, knowing that they want the candidate long term. Others hold breakfast BBQs to welcome new staff, or give their candidates feedback forms. Any of these simple steps are easy to implement and show that you care about your workforce.

Follow up at the end of their first day.

This task may seem like a challenge since you might start or finish at different times to the candidate, but that doesn’t mean you should just leave it be.

Checking in with your new team member not only shows that you care about and listen to your workforce, but it also rounds off a great first day for a new casual (or even full time) employee.

Plan in advance and utilise your team leaders, supervisors or managers to ask that simple question of “How was your first day?” You’ll be amazed at the candidate’s response!

In Summary

Sourcing professional and proactive candidates is what we do everyday at JV. And what we’ve learned along the way is that it’s the simple things host employers can do to make a huge difference for candidates to take their experience from an ok first day, to an excellent first day. And the difference between ok and excellent is what will keep the proactive workforce working for you long term.

While you may always need ad hoc staffing requirements, you must plan ahead to keep the proactive workers engaged and available. This will have a huge impact on your business.

If you’d like to discuss what the JV Logistics team can do in supporting, sourcing and keeping the proactive team you want and need, get in touch on drivers@jvrecruitment.com.au

To learn more about attracting top performers, check out our eBook "How to Attract and Retain Top Talent to Your Business" from our Resources section.

Is Australia’s construction industry really crumbling?

Tue, 12 Mar 2019 12:18:55 GMT

One of the hottest topics right now and foreseeably over the next 2-3 years is the growth of the Australian construction industry (or lack thereof). It seems everyone is keeping a close eye on this sector and rightly so - there’s a ton of information to suggest that the market is softening, banks aren’t lending out money like they used to and that a number of builders have either gone under or are on the brink of collapse.

But is everything really headed toward doom and gloom?

The construction industry makes up 9% of Australia’s workforce with over 1 million people employed. It is the third fastest growing industry in this country (with retail and health coming second and first) so it’s true that if it were to really crumble, we would see huge ramifications take place.

However, it very likely won’t come close to the disaster that we all keep reading about.

Firstly, the data definitely does show a downward trend in growth. Sales volume and supply have declined, with tighter lending conditions making it difficult for developers to achieve pre-sales in Melbourne. This has of course translated into a fall in employment, with anywhere between 50,000 to 150,000 jobs projected to be lost in the residential sector alone according to the NAB. Yet I would say however that all this speculation, whether backed by data or not, is a little too skewed towards the negative.

Infrastructure project pipeline

If you look up the total construction projects market, it is still expected to show a steady growth of 8.2% over the course of 2018-2019. And there are a HUGE number of projects in the pipeline - for example the Victorian Government’s blueprint for infrastructure alone details $24.5 billion worth of new infrastructure projects across every sector including:

Transport
Culture
Community & Sport
Digital Connectivity
Education & Training
Energy
Environment
Health & Human Services
Justice & Emergency Services
Water

This ties into the growth of the civil engineering construction industry (infrastructure, transport and utilities) which is expected to grow a further 13.4% in 2018/2019.

As a result, we can expect no shortage of work - in fact, more than the labour market can keep up with for at least the next decade (and this doesn’t even begin to cover private sector work). We also hear whispers of mining getting back on its feet which would set Victorian and NSW construction workers to head back out to WA & QLD.

Opportunities for upskilling

With all the job demand there’ll be a skills shortage - at the moment we’re already experiencing a huge shortage of bricklayers, stonemasons, cabinetmakers, carpenters/joiners and plumbers. The Victorian government is offering a free TAFE course in all of these areas to help prop up what they believe will be a shortage of 30,000 people by 2025!

Future growth for the apartment market

Immigration and migration are key at the moment too with Victoria receiving 138,000 new people to the state last year alone. Most of these people are from a young demographic with a preference for locating in inner suburbs like Richmond, Collingwood, Footscray, Williamstown and even Reservoir. This suggests a prop up for the apartment market, so while there was a slide from 17,500 apartments built last year down to 15,000, it’s predicted that this will stabilise moving forward to 2023.

It’s worth noting that the young demographic aren’t fuelling this alone. Speaking with some of the leading builders that JV work with, we know there’s also demand coming from the baby boomers who are looking for high end, low maintenance apartments within a 20km radius of the CBD. In light of this, we are seeing some of the more savvy companies building the same structures with less apartments but still getting the same (if not a better) yield, i.e. the St Kilda Novotel.

Overall, where are we heading?

If you focus on the positive markers out there, my prediction is that the market will soften and realign and then there’ll be full steam ahead. There might be a few skill shortages which simply means people will have to be upskilled in new areas moving forward. And if you look at the basic requirements for these works, it’s quite simple: “manpower” (for lack of a better term) is in great demand! If the infrastructure pipeline of works go ahead, then there will be more demand for trades and skilled labourers than ever, and we will see the construction industry remain buoyant for the next 5-10 years at least.

Robert Jovanovski

Account Manager

Get in touch: robert@jvrecruitment.com.au

11 Common (Yet Preventable) Injuries In The Workplace

Wed, 27 Feb 2019 11:58:46 GMT

Injuries in the workplace are far more commonplace than you might think. In fact, research shows that 563,600 Australians have experienced a workplace injury or illness in the last 12 months, which is why it's important to stay aware of potential hazards and how they can be prevented at work.

Data also shows that workers who are at highest risk of injury are:

Male (54.4%)
Aged between 50-54 (5.8%) closely followed by the 20-24 age group (5.5%)
An employee rather than an owner or manager (87%)
Technicians or trade workers (36%)
Working in the construction industry (21%)

Our mission at JV is to help create safer workplaces for everybody. This is one of our greatest drivers. When it comes to construction, manufacturing and logistics, nothing is more important than safety management.

To start promoting greater workplace safety today, take a look at some of the most common injuries that could take place in both blue and white collar work environments and how they can be better avoided. Here are 11 of the most common, yet preventable injuries in the workplace:

Slips and trips

Examples of incidents: falling on wet, greasy or slippery ground or tripping over an object lying on the ground. Trips can also be caused by uneven flooring, loose mats, open drawers, untidy tools or electrical cables.

This can lead to: musculoskeletal injuries, cuts, bruises, fractures, dislocations with the most commonly injured areas being the knee, ankle or upper and lower back.

How you can take preventative measures: Make sure that your staff are wearing shoes with a strong grip and better slip resistance. For instance, urethane and rubber soles are a safer option that vinyl and leather shoes. Also, consider the design of your floors, stairs, lighting, drainage and storage system at work. Get rid of rubbish and debris as quickly as possible to avoid build-up.

Falls from a height

Examples of incidents: falling from a ladder, roof or stairway, but can also include vehicles.

This can lead to: cuts, abrasions, concussions, broken bones, head injuries, soft tissue injuries

How you can take preventative measures: Sadly, the construction industry accounted for 37% of all falls-related injuries between 2003 - 2015. This makes it a huge area of focus for us and highlights the need for fall prevention systems including (but not limited to) safety mesh, guard railing, barriers, scaffolding, skylight protectors.

Heat-related illnesses

Examples of incidents: working in hot environments or summers without proper guidance, facilities, incorrect working gear or hydration.

This can lead to: Dehydration, heat rash, cramps, sunburn, fainting or heat stroke.

How you can take preventative measures: Make sure employees stay fully hydrated at work with water breaks, and set up cooler or shaded areas where they can take their breaks. Consider tinted safety glasses and sunscreen for everyone and never, ever remove PPE (personal protective equipment) just to cool down - they are always worn for a reason!

Repetitive motion injuries

Examples of incidents: Injuries sustained from repeated motions or awkward posturing, such as prolonged computer usage, constant lifting of heavy parcels or equipment or cleaning of large-scale environments.

This can lead to: Disorders involving muscles, tendons, soft tissues and nerves (such as Carpal Tunnel Syndrome).

How you can take preventative measures: Consider the design of your work station. Is it ergonomic, and are frequently used objects within easy reach? For example, are the controls on a piece of machinery located in a place where the worker does not need to bend down to access it every time? Also consider mixing up the day with other tasks if possible, and giving your body regular rest or stretching opportunities.

Machine entanglement

Examples of incidents: Having your hair, clothing, jewellery or body part entangled on machinery, gears, pulleys, grinders and more.

This can lead to: Severe lacerations, amputations, contusions, bruises and chronic pain conditions.

How you can take preventative measures: When you’re dealing with machines that operate at a high speed, it’s often likely that you will not have time to react to an entanglement before it’s too late. Because of this, you must do everything within your power to prevent any chance of entanglement by ensuring workers are not wearing any loose clothing or jewellery and that anyone with long hair ties it up in a bun. You can supply workers with ear protectors, safety footwear and high vis garments that are correctly sized.

Also, make sure that only properly trained workers use any equipment and that machines are promptly turned off after use. Ensure all machinery has correct safety guards in place which are routinely maintained; turn off machinery when cleaning and/or removing items which have become jammed or difficult to maneuver; ensure employees are focused and free from distractions.

Prolonged standing or working in cramped conditions

Examples of incidents: Standing in an unchanging position, or being on your feet for long hours/all day. This is commonplace for workers in the manufacturing and service industries.

This can lead to: vein inflammation, chronic/inflammation, chronic/painful varicose veins, muscle fatigue, lower back pain, stiffness in the neck/shoulders, and sore feet.

How you can take preventative measures: Make sure that your workplace gives people enough room to move around freely. If the work is mostly standing, provide a seat as an option for the worker to take an occasional break. Encourage the worker to wear quality footwear and check your flooring materials like anti-fatigue mats, which are usually made of materials like rubber, carpet, vinyl and wood. These are often used to absorb shock and cushion the feet and lower limbs.

Excessive lifting, pushing, pulling or bending

Examples of incidents: lifting boxes overhead, pushing or pulling crates, picking up and carrying heavy objects.

This can lead to: back pain, strains, sprains, tears and soreness. Most common injuries are of the back, followed by the shoulder, arm, wrist and knee.

How you can take preventative measures: Ensure there are business processes in place to limit the weight individuals are expected to carry; assess shape and object surface for gripping concerns; assess your workplace prior to completing tasks to make sure there are clear walking paths and suitable storage locations.

Help your staff follow the correct procedures and positions for pushing/pulling/lifting tasks (check out our 10 lifting techniques here). For the most demanding tasks, use assistive equipment such as power tuggers or mules. Allow your staff to take regular breaks and always encourage them to speak out for help if they feel an object is too heavy.

Hitting or being cut by an object or vehicle

Examples of incidents: hitting, being struck or being cut by a falling object (such as books falling from a shelf, projectiles ejected by machinery, falling tools or debris, vehicles and trolleys, collapsing objects/walls/shelves).

This can lead to: serious injuries of the head/brain, neck, back, spine, muscles, vessels and more.

How you can take preventative measures: make sure that tall standing objects or tall objects leaning against walls are stabilised and secure at all times. Check all workers are wearing the right protective clothing, and keep tools in good condition so that workers don’t need to apply extra force when using them.

For all moving objects like trucks or trollers, try to keep them on routes separate to where the workers are situated.Clearly mark out designated walking paths for areas where there are moving plant and machinery - signage must be present. Ensure storage areas and/or high level equipment is stable and located in suitable areas.

Mental stress (which can lead to physical injuries)

Examples of incidents: Work-related mental health conditions can stem from high-demand jobs, poor role clarity, poor workplace relationships, remote or isolated work, poor organisational justice, poor environmental conditions and violent or traumatising incidents (such as witnessing a fight or injury).

This can lead to: physical symptoms such as fatigue, migraines, cognitive difficulties (this is especially risky for those operating machinery), gastrointestinal problems and dermatological disorders.

How you can take preventative measures: If an employee seems to be experiencing mental stress, encourage them to share the problem and work with them to find a resolution. If they are unwilling to discuss, offer an employee assistance program or refer them to a doctor.

Make sure that workers have a clear understanding of the role and are in a safe working environment. If they need breaks or prolonged time away from work, try to accommodate. You may also want to devise a stress management policy that everyone can get across.

Sometimes you may have to delve deeper and look within the business. Is the employee’s workload too much? Should it be shared? Could they be suffering from workplace bullying or harassment? If any concerns are presented, the workplace should manage the issue.

Contact with a chemical or substance

Examples of incidents: Contact with toxic gases, dusts, fumes, vapours and liquids. These can include various paints, cleaning chemicals, acids, glues, pesticides, gas cylinders, flammable liquids, corrosives, welding fumes and asbestos.

This can lead to: breathing impairment, skin or eye reactions, burns, nausea, vomiting, diarrhea, headaches, fevers and diseases such as lung cancer, nerve damage and asbestosis.

How you can take preventative measures: Chemicals should be stored in a cool area away from exposed heat and sunlight, ideally in a lockable cabinet or area and be accompanied by the manufacturers MSDS. Limit the access to chemicals and train on correct dilution and usage techniques.

Make sure that all staff are wearing the correct workwear, especially goggles and fitted face masks. Have a system in place where you can readily identify, assess and control chemical risks at work. For more information, check this guide by WorkSafe.

Deafness caused by excessive noise

Examples of incidents: Exposure to excessively loud equipment such as jackhammers, planes, trains and more. While it varies from person to person, anything over 60 decibels can represent risk.

This can lead to: industrial deafness, tinnitus, permanent hearing loss

How you can take preventative measures: Make sure those in the noisy environment have adequate hearing protection, such as industry standard earmuffs. These should completely cover and form a vacuum around the ears, blocking out all external noise. Also, check the decibel level of the equipment you use to determine if certain machines need higher levels of protection. Get workers to take regular breaks in quieter areas and see if you can use sound dampeners or noise barriers to make the workplace quieter.

The need to maintain occupational health and safety is an ongoing one. By spreading greater awareness, we can prepare ourselves for any outcome - so don’t hesitate to share this post with others if you think it will help make a difference.

Stay safe everybody!

Ben Cowley

JV Recruitment recognised at WorkSafe Awards 2018

Fri, 30 Nov 2018 04:59:11 GMT

In October, our WHS Officer Joe Vella and a few others from the JV crew had the honour of attending the WorkSafe Awards 2018 where our very own Joe Vella was recognised for his achievements in returning to work after an injury.

Joe was a finalist in the Worker Return to Work Achievement Category acknowledging his return to the workforce, after an on-site injury involving a sledgehammer left him with a completely torn-off tendon in his arm.

After the incident, Joe realised that he wouldn’t be able to return to his previous role. But he is a fighter with a very positive attitude and our team were not willing to let him go quite so easily.

After a little bit of a chat, we realised that Joe had some experience in work safety and because he was open to trying something new, we decided to upskill him and change his position to that of a WHS Support Officer.

Overall, Joe’s experience got us thinking of how much workplace safety needs to be addressed on an individual basis; after all, a strong culture of safety means that each and every player doing their part to hold things together.

In our industry, we can preach about safety culture all we want, but are we doing everything in our power to live out those values?

Joe’s situation highlighted just how important the shared responsibility is for employers, workers and service providers to 1) do everything within our power to prevent workplace injury and 2) have a considerate return-to-work plan in place should anything happen.

When a worker is injured, it’s only the beginning.

There is a snowball effect and their livelihood, families and mental health can all be adversely affected.

When one of your staff is injured at work; you need to support them through thick and thin. It’s not just a legal responsibility but the responsibility you have, as an employer, to invest in your employee’s future and make good on your word.

They need time to recover, but they also need a solid return-to-work plan, one that includes potential upskilling or switching of departments, as well as support and accommodation once they’re back. And where there is a chance for a conversation to check in with how they’re doing, have one. Even schedule 10 minutes each week if you think you’ll forget.

How extensively you provide this support is ultimately your choice. But having an employee who makes a faster, happier return to work is infinitely better than letting them go.

To get a sense of ways you can implement more safety at work, check out these tips .

Look out for JV at Master Builders trade shows

Fri, 16 Feb 2018 12:23:08 GMT

Last week two senior members from the team at JV Recruitment – Malcolm Fettes and Robert Jovanovski , went along to the Master Builders first trade show for 2018.

Approximately 100 people attended the event, which was a great success as Malcolm and Rob were able to meet and build relationships with practitioners from various sectors of the building industry.

The guest speakers were fantastic, as they gave a great insight about the current and future market of the construction industry. Additionally, they spoke about changes to the building code legislation, dispute resolution and financial planning and management. Overall Master Builders coordinated a well-organised, informative event, and Malcolm and Rob look forward to their next trade gathering on the 23rd of May at Taylors Lakes Hotel.

Written by Christine Wood

JV Recruitment’s aim is to provide a people-orientated approach to recruitment in the areas of Construction, Logistics, Manufacturing, and Business Support for permanent, contract or labour hire staffing solutions. For more information, or to apply for a job, visit our home page.

JV's Plumbing Division set to grow in 2018

Mon, 29 Jan 2018 04:39:53 GMT

What an exciting time to be a Plumber in Melbourne! Our plumbing division at JV has never been busier! Having finished 2017 with huge success, we’re continuing to grow, with the goal of becoming the first-choice labour hire company for the Plumbing Industry in Melbourne.

We are striving to do this with strong policies and procedures in place to ensure that we only take on tradesmen that adhere to the highest level of quality and professionalism.

Thus far, we’ve been able to branch out to all aspects of Plumbing, providing Roof Plumbers, Sanitary Plumbers, and Mechanical Plumbers to a broad spectrum of different clients. Our Plumbers have a wealth of experience on varying job sites from large-scale apartments and commercial sites, to smaller domestic plumbing contractor jobs.

To date, JVs skilled workforce of plumbers have undertaken tasks such as roughing in and suspended stacks on a multistorey apartment project, and have done pre-slab drainage on small domestic sites. This versatility sees JV able to provide quality service to assist our clients with both long-term and short-term labour supply.

There is no doubt that as the Building and Construction industry continues to grow, the demand for skilled Plumbers will grow also. JV is committed to meeting such demand and continuing to provide a quality a service within the Plumbing sector.

As we progress into 2018 and nurture the growth of our Plumbing division, we look forward to establishing ourselves as a major player within the industry.

Written by Jordan Luck

Business Development

JV rewards employee for excellent communication

Tue, 23 Jan 2018 05:03:58 GMT

JV Recruitment is committed to educating employees on Workplace Health and Safety (WHS) to ensure a high level of safety is maintained on-site. Through an excellent level of communication with employees, JV continues to sustain an effective safety culture in the company.

Employees are encouraged to report any hazards immediately as this minimises the risk of injuries and incidents on-site. Just recently an employee was rewarded with 2 movie tickets as she took a proactive approach by ringing our WHS Officer, Ethan Adams to ask some safety questions before commencing her electrical spotting work. Ethan assisted her in providing relevant information and she was able to go into the job with confidence that she would be safe.

This is a great example of how our JV employees take responsible care for themselves and their work colleagues in regard to safety. Our passionate WHS Officer will continue to advocate a great level of communication with those on-site and he will always be happy to answer any WHS queries that arise. He is willing to help resolve any safety issues or concerns that are encountered so that employees will enjoy working for JV now and in the future, knowing that JV really cares about their safety.

Written by Christine Wood

JV's focus on the Fitout and Cabinet Making sectors

Thu, 21 Dec 2017 12:42:44 GMT

With a strong 2017, JV Recruitment continued to establish itself as one of Melbourne’s leading agencies for both labour hire and permanent recruitment. The implementation of new processes, including strengthening our Occupational Health and Safety (OHS) focus, has enabled us to continue to provide both our candidates and clients with quality service and safety.

JV Recruitment has maintained a strong presence in the supply of personnel to the commercial and housing industries over many years, and in 2018 will focus on developing our footprint in the Fitout and Cabinet Making sectors. Although we already deal with some of Melbourne and Australia’s leading fitout companies, we see this sector as one of growth where we intend to become the agency of choice.

The continuous updating of new or existing establishments in industries from Retail and Hospitality through to Healthcare and Education, as well as the demand for cabinetry in the apartment and housing sector, means the need for quality shopfitters and cabinet makers will be at a consistent high for a number of years.

As part of JV Recruitment’s commitment to servicing this sector, we have resourced up to provide a specialised team of Client Managers and Recruiters ready to fulfill requirements in this area commencing in the New year.

We look forward to seeing our name associated strongly with this industry for many years to come.

Written by Malcolm Fettes

General Manager

JV Labour Hire: Demand for trades strong in 2018

Mon, 18 Dec 2017 04:43:05 GMT

2018 is going to be a big year for trades in our Labour Hire department! With this year already ending with endless requests for carpenters, we can also add to the list a number of plumbing and electrical orders coming through.

We currently have numerous plumbers with ongoing work thanks to our newest addition to the team, Jordan ! He has taken the task of onboarding plumbing clients, and the success has been a real stand out in our labour hire department. With strong demand coming from the plumbing sector, we will continue to grow our client list, and therefore we will be actively recruiting plumbers on short, medium and long-term assignments.

In addition to Plumbers, the demand for Electricians has also heated up and the team at JV has already been assisting with client requests for 2018.

We also have clients who have been constantly requesting Form Workers, Steel Fixers, and Welders which we are successfully providing and can see massive demand for these types of candidates in 2018 as the apartment and commercial sectors in the building industry are not slowing down!

The labour hire and trades division at JV is getting excited about expanding further in the new year as we have only just “touched the sides” and are already getting amazing outcomes for both candidates and clients.

We'd thank all of our current clients for their continuous support in using trusting JV with all of their labour hire and trades requirements, and we look forward to a busy 2018.

Celebrating 2017 as a team in Hobart

Wed, 13 Dec 2017 05:07:42 GMT

On Saturday the team at JV packed a small overnight bag and boarded a flight to Hobart. The occasion was for our Christmas party to celebrate a busy year as a team, in addition, to enjoy each other’s company – especially having all of the labour hire staff, permanent recruiters, accounts, OHS, HR and support staff all together.

2017 has been a busy year for JV, and with the construction and logistics verticals in Melbourne on fire, it has resulted in the JV team growing in numbers and also working as hard as ever to service all of our clients and candidates.

After heading to Sydney in 2015, our Director Stuart Campbell decided that Hobart was the destination for 2017.

With a lot of planning and logistics completed, a significant task itself made harder by constant internal hires throughout 2017, the team met at the airport early Saturday morning and headed to The Apple Isle.

Upon arriving we were picked up by bus and taken to explore the Salamanca markets.

After the markets, the bus took us to the famous Cascade Brewery in which we did the tour. It was outstanding and its history very interesting. We then had lunch at the brewery restaurant and sampled a few of Cascade’s finest ales.

Free time proceeded before we all met up for dinner at The Drunken Admiral which is one of Hobart's iconic restaurants. The team shared a great meal before Stuart got up for his annual bake.

After dinner, a few of the team headed up to explore the Hobart nightlife, and it was no surprise that these explorers had a bit of a headache on the flight home on Sunday!

Overall the trip was a great success and the team at JV came closer together as we gear up for another year. Our commitment to being Melbourne’s premier permanent, contract and labour hire recruitment company in Melbourne remains our focus.

Labour Hire licensing coming to Victoria

Thu, 30 Nov 2017 04:47:04 GMT

At JV Recruitment we welcome labour hire licensing coming into play in Victoria.

If you not aware of it, please take the time to read this article .

As an established and reputable Labour Hire business in Melbourne, all too often we compete against unscrupulous operators that have exploited their workforce.

At JV we always advise individuals who have had been exploited via a labour hire provider to speak to Fair Work for support and clarification.

The employee award system is complex however that is no excuse for rogue operators to pay under what is legal, and we are still staggered at the lack of knowledge that exists in our industry so a body for governance is vital for the protection of the casual workforce.

Nonetheless, we are proud to say that at JV Labour Hire we pride ourselves on understanding and paying to the appropriate award. By doing the right thing by our workforce, and complying with all OHS legislation, we strive to be the best Labour Hire provider in Melbourne.

JV embracing long sleeve PPE policy

Thu, 23 Nov 2017 05:11:50 GMT

Workplace Health and Safety (WHS) is the number one priority at JV. To minimize the risk to workers on site, it is mandatory that full Personal Protective Equipment (PPE) is worn at all times. This year on the 1st of July, JV introduced a mandatory policy to the labour hire department where all employees on site must wear full length attire when working onsite for JV. Since the implementation of this policy, we have had zero cuts and abrasions to arms and legs.

Not only is full length PPE attire helpful in preventing injuries on site but it reduces the level of sun exposure on the skin. According to the Cancer Council Australia , approximately two in three Australians will be diagnosed with skin cancer by the time they are 70 due to overexposure of UV radiation from the sun. Every year, skin cancer has accounted for 80% of newly diagnosed cancers.

We understand that full length attire is an inconvenience however it outweighs the significant discomfort of long term heat related illness. We have been delighted over the last few weeks to see all our employees on site embracing our onsite uniform policy - even in the extreme heat.

JV Recruitment leap into the Mechanical and Electrical market

Wed, 22 Nov 2017 04:49:56 GMT

Taking a leap into the unknown can be daunting in most cases, however, here at JV Recruitment, we believe our attention to detail and resourcing processes are transferable to all sectors.

Two months ago we started our Mechanical and Electrical (M&E) desk which we’ve found to be a huge success in both permanent and labour hire recruitment aspects.

Through detailed research and hard work, we have grown the desk to include multiple Clients in the Commercial, Apartments and Domestic Sector for both Plumbers and A Grade Electricians.

We believe in offering our Clients best value solutions and where possible have supplied a Trade Assistant to work alongside their Qualified Tradesperson, keeping costs down and quality high. Due to this we have secured an increased workload and developed a strong working relationship with both Client and Candidate.

Finding skilled and reliable candidates in this market can prove challenging which is why we have two Recruitment Consultants resourcing for these roles 5-6 days a week. We have stuck to our Core Values right from the get-go whilst giving our Clients clear and concise communication throughout the process, and dare we say even educating one or two along the way!

Whether you’re a Client or Candidate please feel free to contact our diligent labour hire team on (03) 9377 5800 if we can be of service to you.

Written by Joel Steggal - BDM

JV Recruitment come 9th in Fast 100

Fri, 17 Nov 2017 11:10:01 GMT

JV Recruitment is extremely humbled and proud to have been listed on The Australian Financial Review Fast 100 for the second consecutive year. Our strong growth during the 2016-2017 financial year seen us place 9th on the list of Australia’s fastest growing companies, backing up from our 23rd placing the year before.

Director Stuart Campbell took the opportunity ‘to thank all our clients, our candidates, our workforce and our amazing JV staff for their efforts as without them none of this would be possible”.

The recognition is a great result for JV Recruitment which was started in 2009 to offer an alternative to conventional recruitment companies by providing a proactive problem-solving people-orientated approach!

Personally rewarding recruitment

Sat, 11 Nov 2017 05:17:43 GMT

Recruiters often get bashed over the head from every direction, however if you believe in what you do, how you go about it, and delivering amazing results you not only become immune from the so called ‘bashers’ but you also develop a strong sense of pride for changing lives (candidates), and significantly enhancing the operations of businesses (clients) - it is personally rewarding.

A couple of examples that support the above came to me after visiting a couple of client’s site last week:

The first example was that I was out on site, which was a large medium density development, and I was speaking to the Construction Manager who noted that he was extremely happy with the team that he had together for that project. There were four (4) Site Managers in that team – all of whom I had placed with the company, and all four of those candidates were so thankful for being presented with the opportunity and haven’t looked back. Essentially it is personally rewarding to think that I helped put together a gun team to smash that project.

The second example was after catching up with a General Manager of a residential builder that had grown significantly over the past 3 years. I placed that GM in an Operations Manager role three years ago, and at the time it was a newly created position as the business was growing. They had never had an Ops Manager before. We reflected on that and how the management team had expanded to now include a new Operations Manager, and four Construction Managers – all of whom I had placed. The management team had gelled, were rocking and rolling – kicking goals! Again, it was personally rewarding to think that I helped put together a superstar management team that the Directors of the business were ecstatic about.

In summary, it is personally rewarding to see candidates lives changed for the better, whilst also seeing client’s businesses reach new heights strongly due to the talent in place.

Four Interview Questions to Ask Construction Workers

Sat, 13 Jul 2013 04:50:30 GMT

Finding the right interview questions to assess construction workers can be challenging, especially given the diverse background and experiences of different candidates. In some cases, construction workers can walk onto a site and ask to speak with a manager, and boom – job offered. In other cases, roles such as Civil Construction Manager may require a sit-down conversation.

The right questions involve striking a delicate balance between general questions that allow candidates the freedom to showcase their strengths and more specific questions that test their specialised knowledge and skills.

While crafting the best construction interview questions depends highly on your organisation and the unique role you’re hiring for, here are four questions you may consider asking when conducting a construction worker interview!

"Tell me about your previous experience in the construction industry."

Though this question may be a bit of a cliché, its popularity is certainly justified! It makes for an excellent opener, allowing you to quickly gauge the candidate's overall experience in the field – from an overview of their work history to the specific projects, roles, and responsibilities they have undertaken in the past.

This is great because it gives candidates the freedom and autonomy to take their answers in whichever direction they see fit, highlighting whatever experiences they feel are most relevant to the position.

Look for candidates who can articulate their experience clearly and confidently and those who emphasise previous experiences that align best with the position requirements you are hiring for.

“Can you describe a challenging construction project you have worked on and how you overcame obstacles?"

This question is also a popular choice to help you quickly evaluate a candidate's problem-solving abilities and capacity to handle difficult situations that so often arise in the construction industry. From material shortages to unpredictable weather, the problem the candidate chooses to describe may have been something beyond their control.

They might also choose to discuss an interpersonal issue or perhaps a project that posed a safety hazard to the construction team. No matter their decision, the problem described and the way the candidate responded will tell you a lot about their values and approach as a construction worker.

The candidate's response will also provide insights into some of their key traits, such as their resilience, adaptability, and resourcefulness. Note which candidates can articulate their specific challenges, explain the steps they took to address them and reflect upon the outcomes or lessons learned from the experience.

"How do you prioritise safety on the construction site, and what measures have you taken to ensure a safe working environment?"

For a construction worker, safety is paramount, and it is vital to hire workers who prioritise and understand the importance of safety protocols. This question allows candidates to demonstrate their knowledge and commitment to maintaining a safe working environment .

A strong response will highlight specific safety measures the candidate has implemented or followed, such as conducting regular safety inspections, utilising appropriate personal protective equipment (PPE) and safe lifting techniques, or actively engaging in safety training.

Ensuring that successful candidates value safety above all is vital – especially considering construction has one of the highest amounts of serious workplace accident claims of all sectors in Australia.

“What drives you to perform at your best in your work as a construction worker?"

On a base level, this question lets you hear about the candidate’s driving forces and what inspires their work. This knowledge helps assess whether the candidate's motivations align with the job requirements, the company's values, and how passionate they are about their work.

This is a great question to ask toward the end of the interview, allowing the candidate to wrap up by discussing their motivations and what has worked best for them in the past as a construction worker.

Indeed, this question’s purpose is twofold – if you feel like the candidate may be a great fit for your organisation, hearing more about what motivates them will also provide insight into what you can do to keep them engaged at work, should you choose to hire them!

Speak to Our Specialists

That covers four of the best interview questions to ask construction workers. Whilst these are a great jumping-off point, they are obviously quite general. If you are looking to craft a bespoke list of interview questions, or refine your interview process, enlisting the help of an Australian recruitment agency specialising in construction may be your next best step.

Our team at JV Recruitment are experts in sourcing and vetting qualified candidates, and consulting with us can help save you time and effort in the hiring process. If you’d like assistance throughout the interview process, please don’t hesitate to contact us !

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Aussie Builds That Inspire Our Team

Towers Road, Toorak, VICTORIA

“This is one of the last construction jobs I worked on as a cabinet maker. I personally cut every bit of architectural joinery in this house. Very proud to work on this construction for around 3 years.”

Brisbane Sky Tower, QUEENSLAND

“Sky Tower Brisbane! It's a spectacle — the tallest building in Brisbane with an amazing infinity-edge pool.”

Bradfield City Centre, NEW SOUTH WALES

“The level of detail in the master plan is incredible. I check updates every few weeks to see how the project is trucking along!”

Brisbane Powerhouse, QUEENSLAND

“There’s something cool about how it’s been repurposed — it still has that old, industrial feel, but now it’s full of life.”

Manchester Unity Building, Melbourne, VICTORIA

“I’ve always loved the Manchester Unity Building — it’s a beautiful piece of Melbourne’s history with stunning art deco architecture.”

The Trust, Melbourne, VICTORIA

"I fell in love with the grand, classical architecture — the iconic columns and regal interiors are just stunning.”

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Hear from our team...

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Work/Life Balance

Malcolm Fettes Announced as MD & Business Partner at JV

About Malcolm Fettes

Looking Ahead

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Develop Your Skills

Build Your Network

Seek Out Mentorship

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