As a recruitment agency with a strong foothold in labour-hire, we see a high-percentage of construction roles filled by male candidates. But that doesn’t always have to be the case.

A recent survey carried out by employment website SEEK showed that in the Australian construction industry only 12 per cent of the workforce was made up by female employees, meaning a whopping 88 per cent of construction roles are filled by men.

We get that a career in construction isn’t for all women, but those who choose to pursue this line of work can find it extremely rewarding.

Asquith Workforce Managing Director Jillian Asquith said that throughout her 20+ years of experience in recruitment she has helped several women successfully build construction-based careers.

“I’ve been in recruitment for a long time and have had the opportunity to place several women in construction-based roles both around the Hunter and across wider NSW,” she said.

“While there are still some challenges that come with being a woman in a male-dominated workforce, for the right candidate there are also a lot of benefits.”

So, if you are a female jobseeker who may be considering this kind of career we’ve put together our top list of benefits that come with working in construction…

 

1.Leadership Opportunities

A shortage of female leaders in the construction industry means more opportunities for women to step up and take the lead.

 

  1. Higher Income Potential

On average, a career in construction can provide an earning potential up to 30 per cent higher than incomes generated by traditional female roles such as administration.

 

  1. Practical Skills

No longer will you need to ask for help to carry out basic repairs around the house. A career in construction provides women with a plethora of hands-on practical skills that office-based careers do not.

 

  1. Fitness

Sitting at a desk all day can be detrimental for your health – and waistline if you don’t spend time exercising outside of work. A career in construction combines the two and keeps you active a lot of the day.

 

  1. Sense of achievement

Yeah, the girls! Working in construction and holding your own can create a wonderful sense of personal empowerment and achievement.

 

If you would like to learn more about our current career opportunities in construction give us a call today on 1300 737 751 or email recruitment@asquithworkforce.co.m.au

Recent studies show that job security, which was ranked fourth by respondents in 2012, is now the second greatest driver of attraction (13.2%) for construction candidates. According to SEEK, a national downturn in the resources sector may have contributed to this change with more respondents now valuing job security over career development opportunities, which has slipped from second to fourth place.

With that in mind, here are our Top 5 Tips for making yourself indispensable in the workplace and increasing your chances of improving job security over the long-term.

  1. Raise the bar

Put simply – do your best. Don’t cut corners or approach your job with a ‘that will do attitude’. This doesn’t mean you have to be the first to throw your hand up for extra hours or missing out on personal commitments to work weekends. It just means doing everything to the best of your ability and lending a hand whenever you can to make your co-workers lives a little easier. Be the person others can depend on. Lead by example and do your best.

  1. Be adaptable

Roll with the punches. By this we don’t mean that you should take crap from your colleagues. We just mean keep your attitude open and work with what you’ve got. Sometimes things can change quickly on site, and when they do, being resistant to doing things differently doesn’t help anyone – including you.

  1. Treat others as you would like to be treated

While everyone has a different role in your workplace, it’s important to communicate respectfully to everyone from managers to labourers and everyone in between. Usually there will be people you report to, and others who may report to you, so in all your communications be sure to treat others as you would like them to treat you.

 

Asquith Workforce are experts when it comes to labour hire. If you’re looking for your next role in construction contact us today and we’ll find the right role for you!

 

Nationwide, construction employs approximately 1.1 million people and accounts for around $134 billion to the annual economy, making it one of the largest job creators in the country.

While the construction industry provides a plethora of different roles, there is always a high demand for construction labourers and other blue-collar roles across a variety of locations.

Managing Director of Asquith Workforce Jillian Asquith said due to the ever-growing need for quality construction candidates, finding the right mix of labourers for large-scale construction projects can be a daunting task for companies.

“Recruiting the right candidate can be an extremely time-consuming and expensive process if you choose to go it alone,” she said.

“By choosing to partner with an agency like Asquith Workforce we can make finding the right candidate a simple process because, for us, that’s what we do for a living. We put the right candidate in the right role and take care of all the requirements to make it a seamless and hassle-free experience for companies.”

By partnering with a recruitment and/or labour-hire company, you can avoid the hassle of:

  • Running recruitment campaigns
  • Reviewing applications
  • Interviewing potential candidates
  • Organising Medical and Health Screening
  • Provision of PPE
  • Ongoing communication requirements
  • Managing Payroll
  • Replacing the person should they need to leave before the project is complete
  • Managing seasonal workload fluctuations from project to project

In fact, here are the top 3 reasons a Labour Hire company like Asquith Workforce can help take the pain out of finding the right crew members for large-scale projects:

#1: We have a pool of experienced candidates

Here’s the scenario: You need a HC driver with truck & dog experience, a couple of skilled labourers, and a forklift driver – right now. If like most project managers you are short on time and have 1,000 other things to do, the idea of starting three recruitment campaigns might be less than inviting. The good news is that labour hire and recruitment companies like Asquith Workforce can take the stress out of short-turnaround recruitment because we have an existing pool of candidates we can go to. Our candidates have already been through the recruitment process. They’ve been screened and, in many cases, we’ve placed them on previous projects and work sites, so we know if they’re the right fit for you.

#2: We can save you money as well as time

Recruitment campaigns require advertising costs, recruitment hours, payroll hours, and on it goes… But we can do all that for you, providing all the benefits of having the right person in the right role – without any of the hard work.

#3: We can provide candidates in-line with your indigenous employment strategy

Aboriginal Participation in Construction (APiC) is a NSW Government policy designed to encourage the construction industry to create opportunities for Aboriginal people, Aboriginal-owned businesses and Aboriginal communities. APiC applies to most construction contracts over $1 million. The key requirement of APiC is that a minimum of 1.5% of the total contract value, minus exclusions, is directed to Aboriginal employment, training and goods and services. While we focus on providing the right candidate for the right role regardless of ethnicity, as an Aboriginal owned and operated company certified by leading Indigenous Industry Body Supply Nation, Asquith Workforce is the go-to Labour Hire company for Aboriginal candidates.

Jillian Asquith leading by exampleThroughout the first week of March, we celebrate the diverse contributions of women from all walks of life – including those we know best. With that in mind, we thought it was a great time to celebrate our very own Asquith Managing, Director Jillian Asquith whose strength, warmth, and confidence has allowed her to create an agency that is slowly changing the face of the recruitment and labour hire industry, a little more each day.

Since founding Asquith Workforce, a 100 per cent Aboriginal-owned and operated labour hire and recruitment company, Jillian Asquith has shown outstanding commitment and leadership within the recruitment and staffing industry on several levels.

Having been a recruitment specialist for more than 15 years, in 2015 Jillian made the decision to leave a large corporate recruitment agency with aim of seeing her own vision for the industry she loves come to fruition.

With the goal of re-defining both the wider perception of the industry and the experience of those who choose recruitment as a career, Jillian has spent the past five years committed to changing the face of recruitment through visionary leadership, community engagement, staff mentoring, and closing the gap within indigenous business opportunities and perceptions.

As an indigenous woman, Jillian is dedicated to ensuring both Aboriginal start-ups and candidates are given every opportunity to succeed.

An example of this is when Asquith Workforce, under Jillian’s leadership, was able to answer the call of Aboriginal civil earthmoving company Yunaga Civil & Earth as part of RSCA’s #LoveYourWork campaign. By partnering with existing client Daracon, as well as Westrac and SME aggregator ServeGate, Jillian and her Asquith Workforce team were able to play a major role in demonstrating the value agencies can provide through contributing to communities, business, and economies. The success of the 2020 Yunaga project has been well documented and is a perfect example of Jillian’s leadership and commitment to showcasing how agency recruitment services can contribute to the economic landscape, and can potentially play a role in determining the outcome of business start-ups.

Further to this, Jillian is dedicated to taking a leadership role in the area of Aboriginal employment and is passionate about her company’s dedicated indigenous division.

Within this space, throughout her career Jillian has shown outstanding commitment and leadership in the area of pre-employment and indigenous participation in the workforce. Part of this important body of work includes leading disadvantaged youth programs around pre-employment and soft skills, as well as providing strategic direction around how to begin a job search and gaining the skills required to be employable.

Jillian’s commitment to Aboriginal equal opportunity is a reflection of her dedication to the wider community and ensuring recruitment agencies not only assist in connecting employers with staff, but also contribute to broader outcomes in the area of mental health and wellbeing.

An example of this is a recent collaborative program held in conjunction with non-profit organisation Lifeline. The Mind Your Mates breakfast workshop, led by Jillian and her team, was held as a result of a blue-collar client’s concerns over a spike in mental health issues due to the impacts of COVID-19. In response, Jillian and her team expertly addressed the client’s staff on the importance of mental health, suicide prevention, and best practice around recognising the signs of mental health issues in colleagues.

Jillian’s dedication to the Aboriginal and broader community is also reflected in her leadership style within the Asquith Workforce office. As Managing Director, she is dedicated to changing the face of recruitment the only way she knows how – though leading by example.

Jillian says it best when she describes her vision for the future of recruitment:

‘My dream was to create an organisation that would not only provide me and my family with opportunities, but also change the lives of everyone we come into contact with, whether that’s through being able to provide positions for recruitment staff which offer job satisfaction and opportunities for professional growth or by providing candidates with the right role and as a result giving them financial and emotional opportunities they wouldn’t have had otherwise.’

With these goals in mind, Jillian leads by example at every opportunity, including being the only Aboriginal person to be elected as an RCSA Council member NSW/ACT, and participating in Portfolio of Pathways to Professionalism, and Networking and Collaboration.

Under her leadership, Asquith Workforce has experienced exponential growth since 2015 and has expanded to include the Hunter-based head office in Newcastle, as well as Sydney-based office located at Barangaroo.

In the past four years, Asquith Workforce has been nominated as a Finalist for “Excellence in Small Business” Hunter Business Awards in 2017, 2019, and 2020, as well as NSW Training Award 2020 – Hunter Region Finalist Trainee of the Year.

Each and every day Jillian works to change the perception of recruitment and the experience of her staff by actively ensuring they communicate with passion, patience, and understanding. As Managing Director, Jillian’s vision for both her company and the industry is to build long-lasting relationships rather than to fall back on a poorly executed quick and flick culture that provides little value for clients, candidates or internal staff.

 

Looking for a new job is never an easy process. But for some, the idea of learning how to shine in a job interview via Zoom or some other online platform can feel more than a little daunting.

The impacts of COVID-19 have been felt far and wide, across a number of industries, and left many facing the unexpected task of having to find new employment. For others, the process of moving from project to project is familiar – but meeting a potential employer for the first time online, maybe a whole new world.

So, whether you’re new to the idea of finding work or an old hand at landing new contracts, if the idea of attending an online job interview makes you feel more than a little apprehensive – you’re not alone.

Managing Director of Asquith Workforce, Jillian Asquith says that while it’s understandable change can bring about some feelings of unease, the fundamental purpose of a job interview remains the same – to put the right person in the right role.

“We understand that interviewing for a role online may be an entirely new concept for some candidates and that it can cause some apprehension,” she said.

“But the most important thing to remember is that if you’re honest, up-front, and clear about what you’re looking for and what you have to offer, it really doesn’t matter whether the interviewer is on-screen or sitting at a desk in front of you.  All they are looking for is the right person for the role.”

If the idea of being interviewed online for a role online has got you feeling the jitters, here’s five tips to help make sure you put your best foot forward:

  1. Give your technology the once over before the scheduled interview time

Make sure you are familiar with the video platform you’ll be using and that all the interview links work. Also check that your internet is working, and your power cord is plugged in.  It sounds simple, but don’t just hope for the best. You only get one chance to make a first impression, so be sure it’s your face the interviewer sees, and not your shoulder as you reach for the power cord. And lastly, while we’re on the subject of faces, be sure to do all you can to avoid accidentally activating filters that make you look like a funny cat or any other creature. It’s pretty hard to take you seriously with whiskers.

  1. Have some notes ready

This is one of the benefits of video interviews. It gives you the chance to have some notes beside you. While we’re not suggesting you read from a script, because that would be weird, you can refer back to your notes for any questions you want to ask, key dates they may require, or anything else you might forget once the interview begins.

  1. Wear pants

We get that online interviews and meetings mean the interviewer only sees you from the waist up, but that doesn’t mean wearing your jammie bottoms covered with pictures of monkeys with basketballs is a great idea. Here’s why… In an interview you want to come across as confident, professional, and up to the task. To do that, you need to feel confident, professional, and up to the task. If you’re wearing pyjama bottoms, your fav trackies, or dare we say it, your undies, how professional are you really going to feel? So, go all out and put on some nice pants!

 Do some research

If you’re applying for a role through a recruitment agency, you may not always know ahead of time who their client is, which makes it hard to do your research. But if you can, it’s always a good idea to know a few things about the company you are applying to work for – even if it is about the recruitment agency itself. There’s a decent chance you might be faced with the good old – ‘what do you know about… insert company name?’ question, so it’s in your best interest to have a least one or two things to say that shows you made an effort to be prepared.

  1. Close the door

We’ve all seen the funny clips online of kids running into the room mid-interview, of dogs barking, partners walking by in various stages of undress, and everything else. While this may be entertaining for viewers, it probably won’t go a long way in helping you come across as professional and serious about landing the role. So just to be safe, if there’s other people home during your scheduled interview time

 

Looking for a new role? Contact Asquith Workforce on 1300 737 751 

 

 

Be sober, be safe

Holiday celebrations can tempt even those who rarely drink to have a tipple or two, including the ‘designated driver’.

In Australia it is legal to drive after having had a drink as long as your blood alcohol content (BAC) stays under the legal limit for your licence classification.  However, even one drink affects your driving ability.  And, depending on a variety of factors, alcohol will affect you differently from one day to the next.

We hope the following sobering facts encourage you to stay at zero when you get behind the wheel.

  • Drink driving is a factor in nearly 20% of all fatal road accidents in NSW
  • Over 200 deaths and thousands of serious injuries are caused by drink driving each year
  • With a 0.05 blood alcohol concentration (BAC) you are twice as likely to have an accident
  • At 0.08 you are 7 times more likely to have an accident
  • 93% of drink drivers involved in fatal accidents are male and 67% are under the age of 40
  • 90% of drink driving accidents occur in rural areas
  • For two hours after your last drink your BAC continues to rise – no amount of food, coffee, exercise, sleep or water can alter this.

Good reasons to be diligent about not drinking and driving!  Stay safe.

Do’s and Don’t Around Snake Safety

As the weather warms up, so do the snakes.  They will be seeking cool, dark and protected areas for shelter.  The abundance of rubble, building materials, pipes and metal sheeting on building sites make it an attractive resting place for snakes.  Especially if the site has been quite for a few days or weeks.  Also keep in mind that unattended vehicles, especially with open doors, are an appealing lair for a snake.

If your site is near a swampy area or long grass, be on the look out for red bellied black snakes as they eat the frogs that frequent such places. You are also likely to find brown snakes in these areas too – as they dine on red bellied black snakes.

Generally, snakes are not aggressive and will move away if given the chance, however the following do’s and don’ts can help you mitigate the risk of a snake bite on your worksite.

DO:

  • Be mindful that snakes may be in the area – move items with caution.
  • If you see a snake, stay completely still and allow the snake to move away.
  • Observe where the snake goes and alert the site manager and others.
  • Use snake gaiters and thick gloves when working in areas where snakes may be.
  • Have a snake bite kit on hand and make sure people know how to use it.
  • If a snake is spotted, call a reliable snake catcher to come and remove the snake safely.
  • Treat all snake bites as an emergency. Keep the bite victim calm and immobile and call 000 immediately for an ambulance.

DON’T

  • Do not approach or provoke a snake.
  • Do not try to catch or kill a snake – this is how most snake bites occur.
  • Do not try to remove a dead snake. 1) It may not be dead.  2) The biting reflexes in dead and decapitated snakes remain active for some hours after death – so they can still bite you.
  • If someone is bitten, do not wash the bite area as doctors may use the residual venom to identify the snake.
  • Do not try to suck out the venom or apply a tourniquet to the site – these methods have proven more harmful than beneficial.

The best protection against snake bites is heightened awareness. Being alert and practicing these tips will help keep you safe.

The Asquith Workforce Safety Team can conduct site visits to help you lift your workplace safety game.  Contact us today on 1300 737 751 for information.

Creating employee loyalty and longevity.

Most employers recognise the bottom-line and workplace culture benefits of retaining top talent.  Pay is often thought to be the key driver to retention, however a more complex mix of of factors is what motivates employees to stay and perform at their peak.

As expert recruiters, the Asquith team talks with thousands of employees and job seekers each year and this is what they tell us are critical factors to creating a workplace that attracts and retains top talent.

Values are aligned


The desire to work in an organisation that has the same vision is becoming more important than ever before.  From an employer’s perspective, it’s important that current and prospective employees know your vision, mission and values.  Discuss these at staff meetings, post it on your website and add it to your job ads. Not only will this attract like-minded candidates it can reinforce loyalty in current staff.

Relationship with manager


A manager who is supportive, listens, offers guidance and leads by example can drive exceptional performance in their people – and the contrary is true. Working with a manager who inspires is critical to keeping good staff onboard.

If a culture is toxic or suppressive, your high performers will move on to greener, happier pastures.

Career growth and development


People are motivated by learning and developing new skills and knowledge, especially millennials.  Expose employees to new challenges and give them opportunities to grow.  Recognise their progress and establish clear career paths so they know they’re valued and that their career will progress if they stay.

Fair pay


It’s reasonable for employees to expect a pay check, but money isn’t their only motivator.  Develop retention plans that take this into account.  For example, consider having an annual Consumer Index rise in pay, but also consider adding other things into the plan that they value.  What do they value?  Ask them!  Having this dialogue will not only give you insights but it shows them you care about making them happy and want them to stick around.

Work perks


Extra benefits can make a workplace very attractive to potential employees and make current ones slow to look elsewhere. Some of the favourite perks are:
  • Flexible working arrangements
  • Time off in lieu
  • Working from home
  • Access to gym or partially funded fitness programs
  • Upskilling
  • Additional leave around Christmas to New Year

Again, talk to your staff about what matters most to them.

Recognition and feedback


It’s natural for most of us to want our achievements recognised.  Organisations and managers who consistently and fairly recognise a job well done encourage top level performance.  Recognition can include a simple thank you at a team meeting, an early mark, a gift voucher or team gathering.

Equally, it’s easier for people to succeed if they know what the benchmarks are.  Knowing what is expected and knowing what success looks like allows people to meet, or exceed, expectations.  Feedback, both formal and informal, guides employee’s development and identifies where they want additional support or greater challenges.

If you would like more information about strengthening your team culture or are looking to join a great workplace, reach out to the Asquith team today.

 

Regardless if you work in an office or outside, as we move into warmer months we tend to spend more time outdoors.  

Most of us are quite conscious of the importance of slip, slop, slap before we spend time in the sun.

However, according to research conducted by the Cancer Council, nearly half of Australian’s aren’t applying sunscreen correctly.  Since 2 in 3 Australian’s will be diagnosed with skin cancer some time in their life, this is a very important skill to master.

Here are the key things to remember when applying sunscreen:

Use daily


Many people think it is unsafe to use sunscreen daily due to the chemical components or because it would limit the benefits of vitamin D absorption.  However, the following key points contradict this:
  • The peak bodies responsible for sun safety advice are now recommending that we apply sunscreen daily, rather than before outdoor activities, due to the high amount of incidental sun exposure we get in Australia.
  • Sunscreens are highly regulated by the Therapeutic Goods Administration who advise they are safe and effective if used daily.
  • Studies indicate sunscreen has little impact on vitamin D absorption, supporting the recommendation for daily use.

Apply thickly and thoroughly


You will need at least 7 teaspoons (35 mls) of sunscreen to cover your body adequately. This equates to 1 teaspoon per limb and 1 for the front and back of your body and head.

Also, take care to apply to less obvious areas such as ears, toes and in between, front and back of the knees, tops of the hands and feet and exposed scalps or parts.  Lips need special attention as they get quite a bit of incidental sun, so choose a lip balm with an SPF of 30 or more.

Rub sunscreen in until it disappears.  If using a spray-on product, apply until there is a consistent sheen across each exposed area.

Apply and reapply


Shake your sunscreen well before use to integrate the chemicals evenly.  It’s important to apply sunscreen at least half an hour before going into the sun to allow it to bond with the skin and provide maximum coverage.

It’s important to reapply every two hours and more frequently if swimming, sweating and towelling off.  Remember, the two-hour time between applications INCLUDES the half hour of application before going into the sun.

Beauty or protection


Many foundations include ingredients that make it SFP 15 or greater, which is adequate if you have limited incidental exposure during the day.  However, if you are working or planning an activity outdoors additional coverage is required and SPF 30 or higher is recommended.

Remember: 


Although the correct application of sunscreen is fundamental to sun protection, it is not enough on its own.  Go back to the slip, slop slap fundamentals – see the info graphic below:

Preparation is the key to putting nerves at bay and putting your best foot forward in an interview.  With most interviews now happening on video, there are a few additional elements to add to the list when preparing for an interview.   Here are a few tips from Danielle Muller, Asquith Workforce’s Recruitment Hub Manager, who has helped hundreds of candidates get ready for an interview.

First in best dressed

Dealing with technology hiccups directly before the interview will put you off your game.  I recommend candidates set the scene and have all the technology up and working 45 minutes to an hour before their interview.  Then, once everything is set, you can relax while reviewing questions or notes about the job.

Check your technology – ensure you have:

  • a stable internet connection
  • access to the software portal the interview is being held on
  • working webcam and audio
  • closed any unnecessary application and browsers

Set the scene

  • Check how you look on the screen and move it to create what you feel is most flattering
  • Consider what the interviewer can see and remove any objects that an interviewer might deem unfavourable
  • Make sure the room/space is quiet and free from interruptions (turn off your phone)
  • Have any pen, note paper, job description and your resume close at hand

Do your homework

As with a face to face interview, you need to do your homework. This means reviewing the job description and the questions you were asked to respond to in your application.  This is a good guide to what the employer is looking for in an ideal candidate.  Make a list of the skills and attributes you have that make you well qualified for this role and think of examples you could elaborate on if asked to demonstrate these.

Also consider why they have chosen to interview you.  If you can put your finger on this, you can showcase these to reinforce suitability for the role.

It’s also important to get to know the company by having a look through the employer’s website, particularly their Strategic Plan or Annual Report, and social media.  This will give you a deeper insight into their goals and culture. Also, getting a basic understanding of the products, services, customers and stakeholders will give you additional context you can weave into your examples.

Questions

It’s easy to find list of ‘common interview questions’ and it’s worth reading through these and preparing answers to the ones you think you’re most likely to be asked.  It’s also important to think of some questions to ask the interviewer. Not only does it show them you’re interested and invested in getting this job, it can give you additional information about the role and a better understanding of what they’re looking for once the new employee starts.

First Impressions Count

Dress the part.  Although you only need to spruce up the top half in a video interview, it’s important that they see you fit in to their culture.  If you’re working with a recruiter, ask them what the appropriate attire would be.  If not, do a bit of research into what the dress norm is for that industry and aim for that.  Also, it is better to err on the side of overdressing rather than under dressing.

Start strong!  If you can, start the interview by thanking them for taking the time to meet you and let them know you’re excited by the opportunity to get to know more about the role, the company and the culture.  Also be prepared to engage in a bit of small talk as this it a great way to settle in and gives them an insight into your personality.

Take your time

Listen closely to the question and then take time to consider your answer.  It is fine if there are a few moments of silence while you think about what you want to say and how you want to say it.  Doing this allows you to deliver a more concise and focused response and it demonstrates that you have a considered approach.  Also don’t be afraid to ask them to repeat all or part of the question and, if you’re unsure it is also fine to ask them if you’ve answered that question sufficiently.

Face Time

One of the hard parts about interviewing with video is that sometimes you can’t see who your talking too if technology is mucking up or if they choose to shut their screen off.  While this can be quite off-putting, if this does happen try to keep your focus on the monitor like you are speaking directly to someone.

Close strong!

If you get the opportunity, thank the interviewers again for their time and reiterate why your interested and suited for the role.  You may not get a lot of time but even a brief reminder will close the session with a good impression.

Preparing for interviews is important and it helps to have professional support in getting your resume and application ready and, when you get an interview, practice so you ace it.  The team at Asquith Workforce provides career coaching services with accredited career advisors.  For more information visit: Asquith Career Coaching.