capturerecruitment

2026 Hiring Trends in Melbourne You Need to Know About

Tue, 20 Jan 2026 05:01:18 GMT

Melbourne’s labour market has never stood still, but 2026 is shaping up to be a year where employers feel the pressure more clearly than ever. Demand is rising, expectations are shifting, and the way businesses attract and retain staff is changing in very real ways.

If you are hiring in Melbourne this year, especially across logistics, warehousing, manufacturing, construction or operational roles, these are the trends worth paying attention to now, not later.

1. Skills shortages are no longer seasonal

For years, labour shortages came in waves. Peak periods, large projects, Christmas casuals. In 2026, the shortage is ongoing.

Melbourne employers are competing for experienced forklift drivers, machine operators, production staff, trades, and reliable process workers year round. Skilled candidates are more selective, and many are choosing employers who offer consistency over short term incentives.

What this means for employers:
If you wait until you are short staffed to recruit, you are already behind. Proactive hiring and workforce planning are becoming essential, not optional.

2. Reliability and attendance now outweigh job titles

In previous years, experience alone could secure a role. In 2026, Melbourne employers are placing greater value on reliability, punctuality and attitude.

We are seeing businesses choose a dependable candidate who turns up every day over someone with a longer resume but inconsistent attendance. This shift is especially noticeable in high volume environments like warehouses, production sites and transport operations.

What this means for employers:
Hiring processes need to dig deeper than a CV. Behavioural screening, reference checks and realistic job previews are critical to getting the right fit.

3. Flexibility is expected, not a bonus

Flexibility used to be a selling point. In 2026, it is the baseline.

Candidates across Melbourne are actively asking about shift options, start and finish times, overtime expectations, RDOs and leave policies before accepting roles. This is not limited to office based work. Blue collar workers are just as focused on work life balance as anyone else.

What this means for employers:
Clear communication upfront matters. Being vague about rosters or availability is one of the fastest ways to lose good candidates.

4. Faster hiring wins talent

Speed is one of the biggest differentiators in Melbourne’s hiring market right now.

Businesses that can interview, make decisions and issue offers quickly are securing talent ahead of competitors. Those with drawn out approval processes are missing out, even when pay and conditions are strong.

What this means for employers:
Streamline internal sign offs. If a candidate is right, move. Delays cost more than you think.

5. Local knowledge is a competitive advantage

Melbourne’s job market is highly localised. What works in the west may not work in the north or southeast.

Candidates care about commute times, site conditions, parking, public transport access and local reputation. Agencies and employers who understand specific industrial pockets are outperforming those taking a one size fits all approach.

What this means for employers:
Hiring partners with genuine local presence and on the ground knowledge deliver better long term outcomes.

6. Employer brand is influencing blue collar hiring

Employer branding is no longer just for corporate roles.

In 2026, candidates are researching businesses before applying. Google reviews, social media presence, word of mouth and how a company treats its people all influence decisions, even in casual and labour hire roles.

What this means for employers:
Your reputation is part of your recruitment strategy. How you communicate, onboard and support staff matters more than ever.

7. Retention is the new recruitment strategy

Replacing staff is costly, time consuming and disruptive. Melbourne employers are realising that keeping good people is easier than constantly chasing new ones.

Businesses investing in better onboarding, clear communication, consistent pay processes and ongoing support are seeing lower turnover and stronger teams.

What this means for employers:
Retention planning should sit alongside hiring plans. They are no longer separate conversations.

What this means for hiring in Melbourne in 2026

The Melbourne hiring market in 2026 is competitive, fast moving and candidate led. Employers who succeed are those who plan ahead, communicate clearly and focus on long term fit, not quick fixes.

Whether you are scaling up, replacing key staff or trying to stabilise your workforce, understanding these trends early gives you a genuine advantage.

If your hiring approach has not evolved in the last 12 months, now is the time to reassess it.

Hiring Challenges in the Warehousing & Logistics Sector: Why It’s Tough and What to Do About It

Tue, 14 Oct 2025 03:52:39 GMT

In Australia’s competitive logistics landscape, hiring qualified warehouse and logistics staff is becoming one of the biggest bottlenecks for growth. With issues spanning from acute labour shortages, high turnover, skill mismatches and shifting employee expectations, finding employees for business stability and expansion is getting harder.

The Key Hiring Challenges Facing Warehousing & Logistics

1. Labour Shortages — Especially for Skilled Roles

The demand for workers in warehousing, order picking, forklift operation, logistics coordinators and supply chain analysis far exceeds supply in many regions. The logistics sector in Australia is under pressure due to growth in e-commerce, increasing throughput and more complex supply chains.

Many candidates, even those with warehouse experience, lack familiarity with advanced warehouse management systems (WMS), automation, robotics, or data-driven processes. This “tech skills gap” is especially problematic as warehouses modernise.

2. High Turnover and Workforce Instability

Warehousing and logistics roles often involve physically demanding work, shift work (including nights or weekends) and seasonal peaks driving turnover. Replacing staff repeatedly creates spiralling costs in recruitment, onboarding, training, and lost productivity.

3. Competition for Talent

Warehousing and logistics compete for candidates not only within the same industry but also with sectors like tech, retail or professional services. This means that these employers must work harder to make the roles compelling.

On top of this, larger players and global supply chains often have deeper pockets for incentives, signing bonuses, benefits or brand recognition, making it harder for smaller or regional operators to compete.

4. Seasonal Demand & Fluctuating Volumes

Warehouses frequently experience dramatic volume swings such as holiday seasons, sales events, or supply chain disruptions. Hiring enough staff quickly (and then scaling down) is hard.

5. Attracting & Positioning the Role Properly

Warehousing roles often suffer from stigma: seen as “low pay, hard work, minimal career pathway.” That perception can turn off many candidates.

Employers who don’t invest in employer branding will lose out. Candidates increasingly look at company culture, safety, career development, work–life balance, inclusivity and benefits.

6. Safety, Compliance & Candidate Screening

Warehousing involves inherent risks. Employers must ensure candidates are physically capable, understand safety, compliant with WHS regulations and able to handle manual handling and repetitive tasks. Screening for these capabilities and not just experience is critical.

Failing to properly assess candidates for safety and fitness leads to injuries, liabilities, and lowered morale.

Strategies to Overcome These Hiring Challenges (Australia-Focused)

Here are best practices and strategies to help logistics operators hire smarter.

Build a Talent Pipeline & Upskilling Program

Partner with training organisations and TAFEs to offer courses and funnel graduates into your operations.
Internal upskilling and “learn-on-the-job” pathways can convert good general labour into skilled warehouse professionals.
Talent mapping & succession planning. Don’t wait until roles are empty, identify successors early.

Improve Employer Branding & Positioning

Promote safety, advancement, and culture in your job ads (not just “heavy lifting”).
Emphasise benefits beyond base pay: flexible shifts, overtime opportunities, shift premium, wellness programs, career progression, etc.

Offer Competitive & Flexible Compensation Packages

Benchmark your roles against local market rates to ensure offers are realistic.
Introduce incentives like referral bonuses, sign-on allowances, shift premiums, performance incentives.
Consider flexible work models such as part-time, split shifts, hybrid roles, etc.

Streamline Hiring & Candidate Experience

Use mobile-first application systems, as many candidates search/apply via smartphones.
Automate parts of the recruitment process (e.g. applicant screening, interview scheduling) to reduce lag time.
Outsource to a local recruitment agency who will take care of the hiring from step one to done.
Ensure clear, honest role descriptions to set expectations which will help reduce mismatches.

Use Mixed Staffing Models

Retain a core permanent staff, supplemented by a flexible contingent workforce (e.g. casuals, labour hire or contractors).
Cross-train staff across functions so they can shift roles during busy periods.

Invest Heavily in Safety & Screening

Integrate manual handling, safety and physical capability assessments into screening.
Maintain robust WHS culture, continuous training, mentorship and feedback loops.

Leverage Recruitment Partners & Niche Agencies

Work with recruitment firms specialising in logistics or warehousing as they often have pipelines you don’t.
During high-demand periods, partner with agencies who can supply pre-screened temp or casual labour quickly. In Australia, many logistics firms have already adopt this model.

Localising to Your Region

When you run a logistics or warehousing operation in, say, Melbourne, Victoria, or Brisbane, Queensland, you need local visibility. Candidates often search for roles near them. You’ll win when your job ads, website, and recruitment content rank highly in local searches like:

“warehouse jobs Melbourne”
“logistics roles Brisbane”
“distribution centre recruitment in Adelaide”
“warehousing staffing Sydney”

To do this:

Include geo-keywords in job titles and ad copy (city, suburb, region).
Leverage local recruiting channels: Local job boards, community groups, local TAFEs, local social media targeting.

Hiring in warehousing and logistics is tough but it’s not impossible. The key lies in being strategic, proactive, and candidate-centric. Build your talent pipeline, invest in training, modernise your recruitment experience and localise your reach.

Need Help Finding the Right People?

At Capture Recruitment , we specialise in matching logistics and warehousing businesses with reliable, skilled staff fast.

Our Melbourne-based team operates 24/7, delivering local expertise and genuine customer service that sets us apart.

Contact us today to discuss your hiring needs and discover how we can help you build a stronger, more dependable workforce.

�� www.capturerecruitment.com.au | ✉️ info@capturerecruitment.com.au | �� 03 9369 4459

Forklift Driver Job Outlook

Tue, 20 Sep 2022 04:30:58 GMT

Forklift Drivers are mainly employed in logistics, warehousing, manufacturing and wholesale trade. They operate forklifts to move heavy or bulk materials, palletized goods, bales, cartons and crates.

Job Prospects

The occupation of Forklift driver is large (61,600 in November 2014)1. This suggests that employment opportunities will exist in most regions throughout the greater Melbourne metropolitan area. Forklift Drivers also have a high proportion of full-time jobs (90.4 per cent) and full-time, average weekly hours are 38.8 (compared to 40.9 for all occupations).2

Knowledge and Skills Required

The following are general knowledge and skill requirements for the position of Forklift Driver.

Being able to control the operations of equipment or systems.
Watching gauges, dials, or other indicators to make sure a machine is working properly.
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Training

In Victoria a number of training courses exist for the occupation of Forklift Driver. These include:

Conduct Specialised Forklift Operations (TLI Unit)*
Forklift Operations Licence (Training Program)
Forklift Operator - LF (Training Program)
Handle Dangerous Goods/Hazardous Substances (TLI Unit)*
Licence to Operate a Forklift Truck (TLI Unit)*
Licence to Operate an Order Picking Forklift Truck (TLI Unit)*
Operate a Forklift (TLI Unit)*
Pallet Mover (Training Program)

* TLI: Transport and Logistics

How Capture Recruitment Can Help

Staff at Capture Recruitment can help in one of two ways:

finding a Forklift Driver job with one of our many clients
assist in advancing career through accredited courses.

If you would like help, contact us .

How Do I Find the Right Person to Hire?

Fri, 11 Dec 2020 11:01:46 GMT

Hiring employees is an essential task for all businesses. Recruiting employees that have the right skills and suit the business takes time. Even though there are some helpful resources such as SEEK and Indeed to assist with the hiring process, they do not guarantee the right hire.

Finding the right person to hire comes down to time and research. There is a reason why businesses outsource their hiring to Recruitment Agencies. It is a lot of time and money and if you hire the wrong candidate, it can be a waste of time and money. In a 2017 LinkedIn survey, 50% of the respondents stated that it took 1-2 months to hire an employee. This long period can cause complications when needing to hire quickly and can result in the wrong hire.

This article will take you two important elements of hiring. The evident one being the steps and process of hiring. The second element is one that most businesses do not spend a lot of time and effort thinking about because it can be an "obvious" answer. That is, defining the role and the candidate who best suits it.

This article will give you an in-depth understanding of the hiring process and how to find the right employee.

The two elements of hiring:

When hiring there are two primary elements, the first element is knowing the steps of hiring. There are many steps and they vary depending on the role you're hiring and your business. Generally, the process includes writing a job advertisement, conducting interviews and so on. This process will be explained in more detail later in the article.

The second element is defining the role you're hiring. Completing this element first will ensure your hiring process is organised and successful. This is the first step of the hiring process and the pillar of hiring success.

In this first step, there are two important points to define:

What the role is
Who the best candidate for the role is

Step 1, Part 1: Defining the role

Defining the role includes outlining key skills, duties and experience also known as creating a position description. This can be tough if you have no understanding of the role you are hiring for.

When defining the role, start with the knowledge you have about the role. If you do not have any, start research what the role requires. By doing this, you will start to define the role and how it will work in your business.

After you have started with your knowledge, do some other research to find more information. Here are a few ways you can research:

Ask a manager or leader in your business who has knowledge in this role for their opinions.
Google the role you that you want to hire. Doing this will find position descriptions and job advertisements on sites such as SEEK, Indeed and anywhere else that is hiring. From here you can find common duties and experience needed.
Ask someone already in this type of role for their input. Sourcing someone who works in this role in your industry would give you the best insight.
If you can't source someone in a similar role, ask a business alike to yours what they have done when hiring for this position in the past. That's only if the competition is willing to share their knowledge with you!
If you have tried all three tactics and still having trouble coming up with a position description for the role, there is another option. Recruitment Agencies core service is sourcing employees for other businesses. Depending on the size of the business, they may specialise in one industry. Find one that specialises in your industry and get their insight into what the role requires. If you find the hiring process too overwhelming or time-consuming, they can provide you with their hiring services.

Step 1, Part 2: Defining the candidate

The position description has been created and now it is time to look more in-depth. Everyone has their own way of working and this is hard to define in a position description. Sourcing a team that can work together is fundamental to keeping a low turnover. If colleagues have different ways of working and communicating, it creates a strain in the business.

To do this, define what soft skills a great candidate should have. (If you're unsure what soft skills are, read of our article " The Difference Between Hard Skills and Soft Skills ")

Why is this step so important? By defining the role and candidate skills first, you have a guideline whilst going through the steps of hiring. Without it, it is easy to forget what exactly you need within the role and end up with the wrong hire.

Defining the role and candidate checklist:

When defining these two elements and writing a position description, there are more important details to consider. Here is a list:

What duties will the employee be completing?
What skills and experience does the employee need?
Will they fit the culture of the business? Do they have the right soft skills?
Does the role require any physical activity? This can include standing for long hours, if they are able to lift heavy objects or any other strenuous activities.
Do they need to have the hard skills already or can they be trained? Sometimes it is better to hire someone with the right soft skills and train them.
What is their travel situation? Would you need the candidate to have their drivers licence or live close to the worksite location?
What will their salary be? Is it the industry standard? Do you need to adhere to EBA's and Industry Awards? Is there a more competitive salary on the market that may be more appealing to potential applicants?

If you are confident that you have defined the role and the person, it is time to start hiring. Below is a step by step guide of the hiring process. Remember that these steps may vary depending on the role and business, so follow them as needed.

The Steps of Hiring:

The hiring process can be different for every business and role. These steps are a typical journey for hiring employees and should get your business positive results.

Step 1: Define the role and create a position description.

The first half of this article walked you through how to complete this step. As stated, it is a critical step that can save time and a possible headache. Ensure you and your recruiting team know exactly what you are looking for in a candidate before moving on to the next steps.

You may find that you have to come back to this step anywhere throughout the hiring process and there could be a number of reasons for this:

The people applying are not suited for the role meaning you may have to change the position description or advert.
The role requirements have changed.
There are not enough people applying for the role.

It is okay if this happens, it just means you have to revaluate what you need in the role. You may change your position description or advert to suit accordingly. If you are having trouble finding someone with the right qualification and experience, remember that training a new or existing employee is an option if you have the time and resources.

Step 2: Create and post a job advertisement.

The advertisements will be very similar to the position description you have just defined. You can find guides on how to create job advertisements on websites such as SEEK and Indeed. As you will most likely be advertising through them, it is best to read their guides to know what they require.

Some places you can post your advertisements are:

Seek
Indeed
Facebook
LinkedIn
Jora

All five of these sources will collect resume submissions, making it easy for you to screen through.

If you are looking to advertise on LinkedIn you need to consider the audience of LinkedIn. These days, LinkedIn is a very white-collar hiring space. If you are looking to hire a tradie or a warehouse worker, I would consider using other platforms.

If you are hiring on Facebook, they now have the option to create a Job Advertisement. In the past, you could only share a job as a general post. Using the Job Advertisement tool on Facebook will share your job on Facebooks Job Board and collect applications for you. You can also share your advertisement to job seeker Facebook Groups.

Something to consider when posting a job advertisement on multiple platforms is that you will see double-ups of submissions.

A candidate looking for work will move from one platform to another. When doing this, they might not realise that they are applying for the same job on different sites. To avoid this, I would choose using either Indeed or SEEK, not both.

You can still advertise the role on social media platforms on top of this.

Step 3: Screen Resumes

When you start to receive applications, it is time to screen the resumes. When doing so, always have the first step, defining the role, in mind. You can easily lose sight of your position description when viewing resumes. If you do stray off from the position description, you may end up with a few problems that could cost you more money or end with hiring the wrong employee.

Step 4: Phone Screening/Interview

This can be completed at the same time as Step 3 if you have the time. A phone interview is conducted to confirm the information stated on the candidate's resume. On top of this, you can ask any other questions that their resume may not have outlined. This could include:

Where they are located
If they are currently working
Their past experience
Explaining any gaps in their work dates
What qualifications they have etc.

If you are satisfied with the phone interview, organise a time to meet up in person (or in a COVID-19 safe situation) to have a longer and more in-depth interview.

Step 5: Interview

This part of the process is where you can meet the candidate in a formal matter. Whether it is over Zoom, in a Cafe or an office, it is a chance for you to get a deeper understanding of the candidate.

If you have never conducted an interview before, take some time to prepare questions. Refer back to the position description you put together and who your perfect candidate is. With this information in mind, list some questions to ask.

These interview questions may include:

Asking for more in-depth information about their past jobs.
What their strengths and weaknesses are.
Asking for examples of how they handle certain situations that may appear in their role.
What they can bring to the role and business.

There are a number of questions you can ask but ensure that you do not overstep and ask questions that are unethical or illegal. For more information about unethical and illegal interview questions in Australia, take a look at this SEEK article.

In the interview, give them a better understanding of your business and what the role is. In this step, the candidate can fill in paperwork such as tax declaration and super. Collect any tickets or certificates if needed, this can include identification such as passports, drivers licence, birth certificate, citizenship or VISA.

Step 6: Reference Checks

This is a very important step in the process. Reference checks are contacting past employers to ask how the candidate performed in the role. By doing this, you will gain a greater understanding of how they work. These references can also be police checks if needed.

On resumes, candidates will typically list "References". These should be managers or leaders from roles in the past 5 years. If they list a colleague who was not managerial or a leader, I would suggest calling the candidate and asking for other references.

Step 7: Medical Checks

If your candidate is going to be handling heavy machinery, making them take a Drug and Alcohol test can be crucial. There are a number of different types of tests that can be conducted in this stage such as COVID-19 testing.

Complete this step if needed.

Step 8: Trial

This step is not necessary but if you are wanting to test skills or how a candidate works with other employees, this can be helpful. It can also be conducted if you are indecisive with a few candidates.

These trials can last from a couple of hours to a couple of days.

Step 9: The Hire

Once you have gone through the steps and are confident in your choice, it is time to let the candidate know that they were successful. This can be done via a phone call or face to face.

In this stage, the candidate (now a new employee) should be taken through inductions and fill out any paperwork that was not completed before. The paperwork can include a contract, their bank details as well as tax and super details.

Once you have finished step 9, the hiring process is completed. Just like any employee, their performance must be evaluated throughout their time with the business.

This guide can be utilised with hires in any position of the business. To reiterate, starting with strong pillars will ensure the hiring process runs as smoothly and quickly as it can. Ensure step one is completed properly and the hiring process will follow.

If you need any help with your Recruitment, casual, part-time, permanent or labour-hire, Capture Recruitment have expert consultants wanting to help. Contact us today to find your perfect hire.

The Difference Between Hard Skills and Soft Skills

Tue, 13 Oct 2020 11:09:31 GMT

This is a question that is asked in almost all job interviews and to get a good result, you must know how to answer it. If you are experienced in the role you're applying for, it will be easy for you to respond. If you are applying for your first job or your first job in a new industry, answering this question may stump you in the interview.

Not to fear! The landscape of applying for jobs is changing. Skills sets can be sorted into two categories, Soft and Hard Skills. Here is what each one is:

Hard Skills:

Hard Skills are learned abilities developed through practice, repetition, and education. These are skills that are learnt on a job or through education. If you work in construction, these skills would be working with tools, if you're a receptionist, it would be answering phones and entering data to a system.

Hard Skills can be easy to learn if you put in the time and effort and have a great mentor. Like stated previously, they can be learnt on the job, meaning if you are interviewing as an "unskilled worker" you still have a great chance of gaining the role. The reason for this is your Soft Skills.

Soft Skills:

Soft skills are non-technical skills that relate to how you work. These include things such as:

Communication skills
Great listener
Teamwork
Time-management
Empathy and so on.

As these skills are learnt from a young age and they are very hard to teach a person later in life. This is why hiring managers find these skills so valuable and why you need to know what soft skills you bring to the table!

Studies have shown that hiring managers are employing people based on their Soft Skills over their Hard Skills more often these days. In a recent LinkedIn survey, 92% of respondents say Soft Skills are more important than Hard Skills and 89% responded that bad hires typically lack soft skills.

Preparing for your interview:

Now that you know what information and skills employers look for, it is time to start preparing for the interview. It is important to know what Hard Skills and Soft Skills you have before the interview. Make a list of each and prepare some examples of when you used these skills in the past.

E.g. Handling a tough customer through great communication and composure.

If you have any other questions regarding skills or job seeking, let us know!

How to Write a Cover Letter for a Job You Have No Experience in!

Tue, 29 Sep 2020 11:16:48 GMT

Do you want to apply for a job that you have no experience in? If so, a cover letter is a document that you need to know how to write!

Many job seekers are unaware of what the differences are between a resume and cover letter. Both documents outline your skills and experience but whilst your resume displays your key skills and experience as a quick summary, your cover letter allows the recruiter to get to know your personality and your story.

So, why is it important to nail your cover letter when applying for a "first" job?

Whether it's your first job or your first job in a new industry, it is most likely that you won't have any hard skills that apply to the role, only soft skills. (If you are unaware of what soft skills and hard skills are, take a read of our article "Soft Skills vs Hard Skills; What's the Difference?")

By submitting a cover letter that outlines how your soft skills will bring value to the business, it will help your chances of getting an interview for the job.

If you're currently in this position of wanting to apply for a job you have no experience in, I'm sure you're asking what you need to put in your cover letter and how to layout it out.

Here is how you structure it:

Section one:

Introduce yourself and make a strong first impression. This paragraph should include who you are, the role you're applying for and where you found it. If you have just graduated from high school or university, or completed a relevant course, state when you graduated and with what degree. Just like any essay, book or article you've written/read, the first paragraph is an introduction. In a cover letter, you are introducing yourself.

This is an example:

Dear John,

My name is Mary and I am writing to apply for the Administration position that you have advertised on your website. I am have recently graduated from Victorian University with a Bachelor of Business Degree and believe I am suitable for the role.

Section two:

In this paragraph, you want to talk about your relevant skills and accomplishments. As you are applying for a role you have no experience in, this is where the soft skills will be featured.

First, before you write this section you should go through the job advertisement and outline all the skills and duties the role requires. By doing this, you will be able to answer how your soft skills can achieve these duties without having the hands-on experience. A great soft skill to add to your cover letter is that you are a fast learner. Some businesses may want to train you to do the job themselves as you will learn their way of operating.

Section three:

After you have briefly introduced yourself and demonstrated how your soft skills can get the job done, it is now time to round it up! This is the section where you explain how your skills, qualities and experience (if you have any) will help make their business grow. Let them know how you suit the role and how your soft skills make you the perfect match for the role and that you will continue to learn and grow.

Lastly,

Finally, you need to thank the reader for their time and conclude when you are available for an interview. Ensure it is within the next week or couple of days as the recruiter will be keen to see you sooner rather than later.

If you are looking for a role with no experience, a great place to start looking is our Job Vacancies board found here: https://www.capturerecruitment.com.au/advancedsearch.aspx?search=1

Preparing for a Video Call Job Interview is This Easy!

Tue, 18 Aug 2020 11:23:20 GMT

The world is adapting to the current situation by digitalising processes and procedures. For anyone looking for a job during the pandemic, a new trend is the uprise of video call job interviews. They allow for people to socially distance, work from home and follow all the restrictions that are currently in place. Now that the employment and recruitment industries have enforced the video job interview system, it is likely that this process will continue beyond the pandemic.

If you are going to participate in a Zoom, Skype or Google Hangouts job interview, it is important to prepare yourself and your space before joining the call. These are simple tips that can help you prepare.

1. Have your meeting link ready

There is nothing more stressful than not being able to find the meeting link a few minutes before the interview. If you do not find it you will be late for the interview and most likely miss it. That is not a good first impression and it would most likely have an impact on your application. To make your life less stressful before your interview, once you have got the interview scheduled, save the meeting link in an easy and accessible place on your phone, laptop, tablet or computer.

2. Prepare your space

Unlike an in-person interview, the recruiter does not just have an opportunity to observe you but they get a glimpse of your home life. Preparing a space in your house that is clean and well lit will allow you to not only look more professional but feel it! If you can find a plain white wall in your home that is near a window, that is the best place to have an interview as it is clean and well-lit. If not, having a well-lit and clean wall, any other clutter-free wall as a background would be fine. Zoom has the option to display virtual backgrounds. In an interview, I would suggest staying away from using these as they can become distracting and you may encounter technical difficulties.

3. Try to find a quiet place

Along with the clean space, try to find a spot to yourself away from the family for half an hour that is as quiet as possible. For some families, this may be impossible which the recruiter should understand. If a quiet space is not possible, this takes me to my next point...

4. Use headphones

Headphones, earphones, AirPods, earbuds, anything that controls the sound you are hearing and giving back is important. A lot of problems can occur during video chats related to sound. If you have a noisy background, it may overpower the recruiter/interviewer and you may miss some important questions.

On top of this, another option to reduce noise from your end of the call is muting yourself when the interviewer or recruiter is talking. To ensure that they are aware of this, inform them about your noisy situation and that you are going to mute yourself when they are talking to make the video call more fluent.

5. Look professional

Just because it is a video call that does not make it any different from a regular, in-person interview. Make yourself look professional and approachable and ensure you dress in professional clothing. Just because you are at home, it does not mean you can show up to the video interview in a jumper and trackie pants. If you have a morning interview, wake up early and get yourself prepared. A good tip is to brush your teeth before the interview, although they can't smell your breath it will make you feel fresh and ready for an interview!

Remember that video job interviews should be prepared for as you would for an in-person job interview. Instead of finding the address of the meeting place, find and have in a secure place the link to the video interview.

If you are looking for more tips on how to prepare for a job interview, the video above states some more. You can also find more tips on how to prepare for any interview through our post Job Interview Preparation Guide .

If you have any other job search questions that you would like answered, send us a message on our Facebook or LinkedIn.

5 WAYS TO IMPROVE YOUR RESUME

Thu, 30 Jul 2020 06:45:29 GMT

Have you recently been applying for jobs but have gotten little to no response?

Applying for a job may seem like a simple click of a button in this modern world. With sites such as SEEK, Indeed and Recruitment Agencies taking over the industry online, the thought and skills behind writing a new resume have been almost forgotten due to the simplicity of the process. Resumes are being reused for job applications and this is hindering your opportunity.

There are several other reasons why you may not be getting shortlisted for jobs. This may include, not using the correct resume format to make your work experience clear, your job search may not cater to your current situation or, you do not have valid references.

You may be immediately questioning your jobs application process after reading this and that is okay because this is where you can find help.

These are 5 ways to improve your resume.

Resume Format

What is the most important information on a resume?

Your work experience!

It is vital to make your work experience is clear on a resume. Most of the time it should be put before your education. This way it stands out to the recruiter and they can immediately understand your skills and experience. The proper formatting of your work experience is essential, recruiters need to know where you worked, how long you worked, what your position was and what your job duties were. It should look something like this example:

Forklift Operator , August 2016 - June 2020

Big Western Warehouse

Duties:

Order Picking
Unloading materials and merchandise
Identifying and reporting damages to goods
RF scanning
Transporting materials to workstations
Practice OHS and complying with company policies

With this formatting, your resume displays where you worked, how long for, what your position was and your duties.

On top of this, it is important to list your work experience from your most current role to your least. Your most current skills are more important to your job application than your job skills from 10 years ago.

List Relevant Qualifications

On top of your work experience, you need to list any relevant qualifications. When it comes to formatting your resume, you can put these qualifications such as "LO Licence" or "Master of Accounting" on top of your work experience.

Your work experience and qualifications are the two most important pieces of information on the resume (besides your name) so ensure they are eye-catching and clear!

Tailor Your Resume to the Job

As stated in the intro, it can be really easy to get caught up in the digital application process. Although you may be applying for roles that have the same job title, it is important to tailor your resume to the job description as most of them are different. Identify specific keywords that they use in the duties section and transfer those into your resume.

For example, if a job description for a Forklift Operator states:

Loading & unloading trucks or containers

Your duties should state that you have this experience.

You cannot lie on your job application but a lot of information is left off numerous resume. If you have the experience that is stated on the job description that is not listed on your resume, change something on your current one or add it.

If this is done, it will ensure you are meeting the brief of the job description, giving you a better chance at being shortlisted.

"Jobs Available Near Me"

This is a key term you should use when trying to find jobs through Google. Recruiters are more likely to hire someone closer to the job location. It may sound harsh but let's think about it this way:

You have applied for a job that is an hour away from your house in good traffic but you have all the right skills and experience for it. Someone with the same amount of skills and experience could apply, putting you on an even playing field, but if they live 10 minutes away from the role in heavy traffic, it is more likely for them to get the job over you.

When considering location a recruiter is going to chose the most appropriate candidate. The job is more convenient for the other applicant and they have less risk of being late to work, this is appealing to recruiters. If you apply for roles closer to home, you have a greater chance of getting them.

This isn't saying that you shouldn't apply for roles far away from you, just remember that it may hinder your chance of obtaining the job.

Resume References

Having a good reference is like seeing a good Google review. If you want to buy something on the internet and it has hundreds of good reviews, you are more likely to buy it.

Think of your reference like a Google review. If you have a good reference from a suitable reference, you are more likely to get the job.

References are important to a job application as they are the confirmation that your past work experience is true and that you are a competent worker.

On your resume, you do not need to list your references' names and numbers, you can simply add "References Available on Request."

If you chose to not list references, just be prepared for them to ask you for them. Your references need to be managers or leaders from a past workplace for them to be relevant, not a close co-worker or a family or friend.

Also, a great tip, make sure you ask them to be a reference! That way they will know what to say when receiving a call from the recruiter!

There you have it, 5 ways to improve your resume and increase your chance of gaining a job. To reiterate, the tips are:

Make your work experience clear and eye-catching.
List relevant qualifications.
Tailor your resume to the job you're applying for.
"Jobs available near me" search for jobs closer to home (if possible).
Have good references ready.

If there are any other job search or resume related questions you have that you want to get answered by a professional, ask them away! We will happily answer any questions you have about the process of finding a job. Just visit our Facebook page to ask us any questions or comment below.

If you are currently looking for work, you can see all the roles we have available through this link: https://www.capturerecruitment.com.au/advancedsearch.aspx?search=1

Good luck with the job search, we hope that this information will help you land a new job. If it does let us know!

What To Expect When Hiring During Covid-19

Wed, 10 Jun 2020 07:05:42 GMT

Hiring an employee for your business is a lengthy process, especially within the period of COVID-19.

As businesses closed over the last couple of months, the unemployment rate jumped to 6.2%, this is the highest the rate has been since September 2015.

As the restrictions are starting to be lifted, businesses are beginning to reopen. This is great for businesses and individuals as it means we are slowly starting to move our economy in the right direction. Depending on the businesses situation, this may mean they need to hire new staff. With a large number of people without jobs, it also proposes that there are a vast number of people suited for the role these businesses are wanting to fill.

If you are a business looking to hire during these times, there are some things that you need to expect. Right now, the process of hiring a new staff member will be a changed situation to what it used to be.

As a recruitment agency, we go through the process of hiring staff every day and these are some of the changes we have seen in the process of hiring staff during COVID-19:

1. An influx of applications

As stated above, the unemployment rate has increased. Pre-COVID-19, some job advertisements could have expected applications to range anywhere from 20-60 people, others may be a bit more. If you are going to post a job advertisement today, expect a considerable large amount of applications.

It may take longer than usual to screen applications and resumes so ensure your advertisement is clear and precise about the role you are advertising for. This way, you can hopefully get more high-quality candidates and save yourself some time.

2. Inexperienced applicants

Inexperienced or unqualified applicants applying for a role happened pre-COVID-19, but now, expect a lot more. As an increased amount of people are looking for jobs, they will apply for as many roles as they can. This includes ones they are not qualified or experienced for. It is normal to expect this and they will be part of your large number of applicants - even if the job advertisement is very specific.

3. Over experienced applicants

Within your applicants, you will have both extremes. Underqualified and overqualified. As COVID-19 shut down many businesses, it was not prejudiced on what roles it would take from people. This means that there may be a number of highly experienced and qualified workers looking for a job. Expect them to be within your candidate pool.

4. An abundance of calls and emails

Along with the influx of applicants, there will be an increased amount of communication. This will not just be from applicants, but from employment agencies also.

They are the four situations that you need to expect when posting a job advertisement during COVID-19. Even without COVID-19 effecting a job pool, the process of finding a new staff member that suits your business as well as the role is difficult and takes a large amount of time. If you are looking to hire but haven't got the time or knowledge of how to get the perfect employee, contact us at Capture Recruitment.

We hope that this guide of what to expect when hiring during COVID-19 times has given you some insight, good luck with the employee hunt!

5 Ways To Stay Productive During Covid-19

Mon, 06 Apr 2020 07:30:15 GMT

As the pandemic worsens worldwide, everyone, including us Australians are facing isolation and a loss of jobs. We have gone from being in a productive state of working, socialising and having a home life to being forced to stay home. Self-isolation is in place to save lives and our medical system but it can lead to pure boredom and loneliness.

So, how do we keep ourselves productive and ready to get back into the workforce in this time of crisis?

There are many ways that we can keep ourselves entertained such as binge-watching movies or series, but how do we keep productive? With no job or school (unless your university/schooling is online) what can we do?

Well, I have some solutions for you.

Here are five ways you can be productive during the COVID-19 pandemic

Online Courses/Classes

Online classes and courses are the perfect way to pass time in self-isolation. You are keeping your mind busy, gaining a skill that may help with future employment and doing it all from your couch! I cannot think of a better way to learn.

There are heaps of businesses that provide online learning, you just have to decide what you want to learn and the longevity. If you are looking to gain a degree, you are most likely looking at a longer time of learning. If you want to obtain a licence or a small (but useful) skill, you can take a class which can last a day or so.

Online classes do not have to be related to your current work, they can help you learn many things. This could be:

A new language
Cooking skills
A skill for a career change
Home maintenance
Photoshop
Technology
Knitting
Art
Etc.

There are endless possibilities of what you can learn online. If you are bored and have an urge to be productive, this is handy to keep in mind. If you are looking for industry-specific courses, try Googleing them or look at Australian Online Courses or My Skills for degrees. They have courses in Transport and Logistics, Business and Management, Retail and much more. For short classes, there are resources such as General Assembly and National Training . Yes, you may have to pay for these classes but if the skill is worth learning, it is worth the money.

Self Learning New Skills

If money is a problem there are many other ways to learn new skills. Thanks to YouTube, Facebook, Instagram, Twitter, TikTok (basically any content sharing media) we have accessibility to free learning. It may not be as structured as the paid courses and you will not get a degree by the end of it, but it is free and stress-free. There are no assignment deadlines or essays to be written (unless you're learning how to write essays) just you learning at your own pace.

As a personal insight into my life in self-isolation, I learnt how to make Japanese doughnuts from the content I found online. Not only did I learn this skill but due to the lack of yeast in all supermarkets, I had to learn how to make Japanese doughnuts without using yeast. Not only was this a great learning curve but I now have more than one skill/piece of knowledge that will stay with me forever.

Learning new skills can be found anywhere on the internet! So, take this time to learn and grow.

Create a new resume and/or a portfolio

When you have all the time in the world, one task that might not cross your mind is renewing your resume or portfolio. If you are unemployed right now, it may be a while before another job in your industry becomes available. This means you have a good amount of time to look at your resume or portfolio and make it great. This could include adding or rearranging the information, making it more readable or making it creative! For some advice on how to put together a simple, easy to read resume, you can look at our guide to resume writing. If you are looking for some examples of creative resumes (and you are really bored and want to create one) here are some examples:

For careers needing a portfolio, again, now is the perfect time to work on it. Create a new website, scrapbook, video, flipbook, whatever you want it to look like! This is the time to create it, it will help you feel productive and get this task off your to-do list.

Socialise

Although we cannot physically leave our houses and see our friends or family, we can talk to them over social media. For mental health reasons, it is suggested to socialise with people so we don't go crazy! Facetime, House Party, Skype, Zoom, Facebook Messenger, any of these video calling resources can keep you in touch with the people you love. Whether it be once a day or once a week, have a video conference with your friends or family.

Other socialising online resources include:

The internet is our saviour in this crisis! You might as well try all the socialising resources available to save your boredom and help occupy your mind.

Rejuvenation

Let's look at the silver lining in this crisis. We have been given a rare opportunity to do nothing. NOTHING! All we can do is sit at home and do any of the tasks I have mentioned above.

So, why not use this time to rejuvenate?

Sit at home and work on yourself. Even if you have kids to take care of, spend time with them, loving them.

Look at your life and where it is at this moment and list all the good in it, everyone and everything you are grateful of. Set new goals and come out of this pandemic as a stronger and more determined person.

Other things include:

Taking naps
Exercising
Having a bath
Baking
Dancing
Stretching
Drawing
Colouring
Experimenting
DIY
Relaxing
Whatever your mind can think of!

You will never get the same amount of time you have now to focus on yourself until you retire. So, use it.

That is my list of productive things you can do during the COVID-19 pandemic.

Stay safe, physically and mentally.

Love yourself, enjoy your time off, try not to stress and think of the good things in life.

We are going through a tough time right now but focus on positivity, that's all many of us can do.

How To Keep Your Workplace Clean During The Coronavirus Outbreak

Tue, 24 Mar 2020 07:36:00 GMT

The Coronavirus has entered our lives unexpectedly changing the way that society is operating and how we are acting. Our mindset has changed making us more aware of living essentials and our health. Due to this, some workplaces have enforced that their employees work from home.

For a lot of workplaces, working from home is not an option due to being:

Customer Service/Retail
Warehouse/DC
Transportation
Small offices/businesses
and many more.

For those workplaces who have not implemented "working from home" protocols, all employees and employers must know how to keep healthy and hygienic. This is to ensure everyone stays healthy and safe during this crisis, from workers to customers.

So, what can workplaces implement to ensure the health and hygiene of employees and customers?

Implement a Hygiene Policy

A hygiene policy outlines the expectations of hygiene within the workplace. It is a written policy that employees should receive and sign to identify that they are aware of the expectations of their hygiene and the processes your workplace has put in place. During these times of COVID-19, this is an avenue that workplaces who have kept their doors open to employees should explore.

When introducing this policy, it is important that it outlines what processes you have put in place, what the expectations around those processes are and communicate it with them effectively. This could look like one on one conversations, groups of 10 or an announcement to reduce a mass gathering of people.

What you can include in a Hygiene Policy

Basic Hygiene:

This is for everyone to practice, whether it is in a hygiene policy or not. These are ways to keep your hygiene at its highest and in return, keeping everyone around you healthy:

Washing your hands with soap for 20+ seconds.
Washing your hands before and after going to the bathroom.
Washing your hands before and after you eat.
Avoid psychical contact with others.
Avoid touching your face.
If you are in public places, sanitise your hands regularly if possible or wash your hands when you can.
Keep your desk/workplace clean.
Try to keep the recommended 1.5 metres distance from others.

Clean Bathrooms:

Not only should employers be providing clean bathrooms, but employees should also keep the bathrooms clean. It can be hard to find cleaning supplies, hand sanitizer, soap and wipes at the moment but it is important to do what you can to keep clean.

When you use a bathroom, please keep it clean and wash your hands for the recommended at least 20 seconds using soap. If you make a mess, clean it with the appropriate methods and supplies.

Clean Kitchens:

As this is a communal area in the workplace where people make food and eat, people should also be practising hygiene here. This includes cleaning your mess, washing your hands and ensuring you cough and sneeze into your elbow or tissue. Keeping these areas clean is essential!

Regular cleaning:

A workplace should enforce regular cleaning of communal areas and workplaces. It adds another layer of protection from germs and the spread of germs.

Provide hygiene products:

As times are crazier than ever before when it comes to buying cleaning products, this may be hard to provide. If your workplace is running low on cleaning supplies it is important to communicate with your employees about this. A solution may be that some employees can bring in spare supplies. This could even mean buying from websites such as Wish.com as a last resort.

These are simple steps that we can take to keep ourselves and everyone around us clean and healthy. For workplaces who cannot get their employees to work from home, these should be considered.

We wish the best for everyone during this time, if we work together to contain the spread we will come out of this as a stronger country and community.

Where To Post A Job Advertisement Online: A Guide For Small Businesses

Mon, 20 Jan 2020 07:48:20 GMT

The process to find staff has changed enormously since the internet’s become the monster machine it is today. The old methods of recruiting have been modernised to suit the new online way of life. For example, in the past recruiters would post job advertisements in newspapers, now they use job seeking websites and social media. For job seekers, they would send resumes via fax machine and now recruiters receive them over email or form submissions.

The internet has changed the way we find staff, resulting in faster and more efficient systems. The options vary for business to business, especially when you are a small business with a small budget. So, with all the options available for your business to advertise, what method is best suited to you?

How to decide on what method to advertise jobs

As the internet allows us to achieve so much with its never-ending array of websites, there are a variety of ways to post jobs. The methods you use will depend on a few things:

The size of your business.
What industry your business is in.
What type of job you are posting.
Your advertising budget.
If you are frequently going to be looking for more employees.

As advertising for jobs (most of the time) costs money, it is important that you get it right and know the costs. Generally, with job posting sites like SEEK or Indeed, you need to make an account and pay to post jobs. But like most things in life, you need to pay good money to get great results.

What are the methods and websites to find employees?

To keep it simple, there is a range of ways you can advertise a job. You can go the simple, straight forward answer, completely creative (like this Microsoft advert) or somewhere in between. Again, it depends on your business and the position you are trying to fill. Some of the more traditional methods in recent times is advertising on websites.

This is a list of sites you can advertise a job:

SEEK
Indeed
Jora
Facebook
LinkedIn
Jobactive
Pedestrian.TV Jobs
Recruitment Agencies

SEEK, Indeed and Jora:

These three websites are what I would call the "Go-To" websites if you want to:

Find a job
Post a job

With thousands of jobs posted on each of these websites daily, they have become the modern and more user-friendly "jobs" section of newspapers. When Australians think of looking for a new job, it will be one of these three websites that they look at. Each website advertises all industries and any job.

Just like any job posting website, there can be a few pros and cons to the process. For example, they are great as they attract a lot of people, it is easy to post job advertisements and these sites are reputable. This makes posting a role on one of these three a safe bet no matter what industry you are in.

The down points are of course price, these types of websites may require a subscription if you are wanting to post a job. So of course, posting one job may not be worth the money. Lucky enough, they are also well thought out businesses and have a team to help guide you through your experience with them.

Another downside from my experience is that it is best to only post on one of them. You may think that advertising on more than one site will broaden your chances of getting the right person to apply but that is not the case. When most people are looking for a role they don't just stick to the one website, they hop from SEEK to Jora to Indeed and apply for any role they can. If your job is listed more than once on different websites, it is more likely for them to apply multiple times. This is not the end of the world, but it does equate to the same resume being looked at again and again.

To get the most out of using these websites, it is best to talk to the business themselves and chose what one you would like to utilise.

Jobactive and Government-run websites:

With government or council-run job posting websites, it is easy to create an account and post a role. There is no cost, just an easy forum to post available jobs. Depending on what website you advertise on, it could be localised within the city or countrywide. So, if you are looking to find someone to work at a role in Tullamarine, you can either post it on jobsearch.gov.au for all of Australia to see or the localised website www.humejoblink.com.au .

The downfall with these websites is that the applications will most likely only be emailed to you and not sitting in a database like the previous websites can do. They also are less known to the public meaning you may not get as many applications.

Pedestrian.TV and other specific industry websites:

Some websites are made to advertise jobs for a specific industry. Sometimes, these are connected to larger sites that share news about the industry or target market. Take Pedestrian.TV , for example, they publish articles that are targeted at a young-adult and creative demographic. Due to this, their job posting board is catered to creative roles. Anything from marketing to film and television can be posted on the site.

The pro of these types of job posting forums is that you can reach your target market directly through a website that isn't convoluted with other industries. The downside is that there is also a fee involved, so if you are wanting to post just one job, it may not be worth the money.

Facebook and LinkedIn:

Facebook and LinkedIn were created for two very different reasons but they both now offer the ability to post job advertisements. Each of these sites has a different process of posting a job and due to this, LinkedIn is more user-friendly.

LinkedIn:

The social media platform made for businesses and business people, it would be wrong not to have the option to post a job on the site.

There are two separate ways you can do this:

1: Post a job advertisement through LinkedIn's "Post a Job" option.

This is a paid feature on LinkedIn but can be worth the money if done right. They have templates available for job descriptions if you are unsure of what to write and you can add screening questions to the job application. On top of this, there are a lot of other features that tailor your advertisement to reach the right profiles on LinkedIn. When you create these adverts, they are recommended to the people LinkedIn thinks is qualified for the role, shows up on their feed and in the "Jobs” tab.

2: Post an available role on your feed and ask for your peers and connections to share.

The other option is posting an available role on your feed and asking if your connections could share it with a peer that they think could be suitable for the job. It is free but not as "in your face" as the paid job advertisements. If you decide to use another website such as SEEK or Indeed, this is a great way to share the link on another network.

Facebook:

1: Post a job advertisement through Facebook.

To do this, your business must first have a Facebook Page, you are not able to post a job from your personal profile. When you go to your Facebook Page, in the left-hand column there will be a tab titled "Jobs". Within here you can create a job by adding the title, location, job type and description. You can also add a few more things like questions but these are optional. The great thing about this option is that it is free. Once posted, it will show up on your business page, peoples timelines and job seekers can search for it within Facebooks "Jobs" tab.

2: Post an available role on your feed and share to groups.

Much like LinkedIn, you can share your job advertisement on your Facebook newsfeed. You can share a link to a SEEK or Indeed advert or add your email address to the end of the post.

Facebook allows you to share your job advertisement from option 1 and 2 into groups, enabling it to gain more viewers without paying. One of the downsides with Facebook is that not many people directly associate it with finding a job. This means it may also be the last place people look.

Recruitment Agencies:

Although Recruitment Agencies are not a free website that everyone can post on, they do offer some great solutions. Not only should they have their own website that they advertise roles, but they should advertise on SEEK, Indeed or Jora. By the recruitment agency doing all the work for you, you don't even have to stress about the 1,300 words I have written before this. On top of that, you don't have to pay until you receive an employee. It is an option to look at if you either have no idea what you are doing, or you have no time to advertise and recruit.

Overall, there are many options to post a job advertisement in this modern world. The best advice I can give you is to look at your options and speak to people who have used these websites to get their personal and professional opinion as well. This world is full of job seekers, all you have to do is chose the right path to find them!

Creating A Mentally Healthy Workplace

Thu, 10 Oct 2019 07:59:21 GMT

When considering health and safety in the workplace, it is common to forget about mental health. Within the last century, mental health has been recognised as an important part of our health. It is now an aspect of health that we are focused on as poor mental health can be just as damaging as a physical injury. It is important that we can identify how and when people are suffering from mental injury. That way, we are able to support them and find ways to prevent mental injuries from occurring in the workplace.

Causes of Mental Injury in a Workplace

There are a number of reasons why someone's mental health can decrease. Typically, it can be a combination of factors inside and outside of work that can cause a mental health injury. For an employer, team leader or manager it is important to be able to identify what parts of a workplace can affect mental health in order to create a mentally healthy space. These factors include:

low and/or high job demand
low/poor support
low job control
poor organisational change management
low reward and recognition
remote or isolated work
poor workplace relationships
poor workplace conditions, this can include:
hazardous manual tasks
high noise levels
extreme temperatures
poor air quality

Most workplaces do not realise that these factors can affect mental health. Being aware is the first step to reducing mental ill-health within a workplace and creating a mentally healthy one.

Mentally Healthy Workplace

So, what defines a mentally healthy workplace?

A mentally healthy workplace refers to a workplace that is conscious of mental health and helps to prevent mental ill-health. This involves identifying the risks listed above, managing them from an early stage and supplying support. Not only this, it includes enforcing positive work-related factors that support and encourage employees.

Having a mentally healthy workplace is not just the responsibility of a manager or leader, it is everyone's responsibility. In fact, under the OHS Act 2004, both employers and employees have a responsibility in the workplace when it comes to mental health. To find out more about this, visit the Worksafe website . Due to this, everyone in a workplace including employees and contractors should consider and enforce the following:

Mental health being considered in every way you do business
Support for mental health is tailored to both teams and individuals
Everyone contributed to a culture where mental health is supported and people feel okay to talk about it freely

Workplace Management

For managers and leaders, there is a number of ways to enforce a mentally healthy workplace. For most, these points already are a part of their leadership style. If not, it can easily become apart of it. Some pointers include:

Demonstrating a commitment to mental health
Respectfully managing workplace relationships
Treat your employees fairly and with respect at all times
Demonstrate zero-tolerance for bullying
You are accessible and willing to listen
Positive feedback in constructive ways
Provide recognition and rewards for good work
Ensure your employees have a safe workload
Communicate clear and openly in a timely manner

Mental Ill-Health Response

When suffering from mental ill-health whether you are just an employee or you are a manager, you must know how to respond. There are a number of steps involved but everyone's illness and journey is different. This can include seeing a GP or seeing a Psychologist to receive treatment. It is also important to talk to your boss to inform them of your situation and assess how they can support you at work. For more information about responding to your own mental ill-health, visit the Worksafe website.

Overall, mental health is just as important as physical health, inside and outside of a workplace. For employers, you must consider mental health when you are creating a new business, running a business or hiring a new employee. Implementing the above will help your workplace become mentally healthy and feel cared for at work. As workers, it is important you speak up and feel comfortable talking about mental health within a workplace.

For more information about mental health at work, visit the Worksafe website HERE.

How To Write An Eye-catching Job Advertisement

Thu, 29 Aug 2019 09:22:38 GMT

Writing a job advertisement seems like a simple task until you try to write one. For a task that seems so easy, there are many elements that you can forget or get wrong. When advertising a role, the words you use in the ad are crucial to attracting the right candidates.

Before we explain how to write a job advertisement, you should understand what you already know about writing a job advertisement.

Think of a role you would like to advertise; how do you sum it up in 200 - 300 words and highlight every important component of the role?

It could sound simple but finding the right words and understanding what to leave out is harder than anticipated.

When it comes to job adverts, there is an easy structure that can get you results. As long as you adequately fill in the blanks, the advert is bound to bring you the perfect candidate.

Here are 9 tips to help you write the perfect job advertisement:

1: The Perfect Job Title

Creating a job title that catches the attention of the right applicants is the initial important step. It is the first element of the advert that people are going to see and if it is not correctly worded, they won’t be interested in reading on. Producing the perfect job title includes a few things:

It is short
It makes sense
It is what people are searching for

These days, most job ads are digital meaning they are easy to search for. Candidates can find your advert easier if you use words (keywords) they are searching.

A useful tool to help you work out what words people type in when looking for a job in your industry is Seeks Top Search Term . Even if the specific job isn't listed in the top 10, it gives you a great idea of how to write it.

If you are the type of person that learns from examples, here are some DOs and DON'Ts:

DO - Marketing Manager

DON'T - Marketing Extraordinaire!

DO - LO Driver

DON'T - **Amazing Forklift Driver Needed**

2: Location, Location, Location

Isn't it the worst when you post a job-based in Point Cook and you get people based in France applying for it?

Putting a location high up in your advert will decrease the number of applicants applying that are too far away. It is even better if you can be specific about the location, like putting Point Cook, Richmond or Tullamarine instead of Western Suburbs. Doing this will allow the candidate pool to be smaller with higher quality.

For some businesses like recruitment or employment agencies, posting specific location can be a lot harder, so post as specific as you can.

3: Dot Point the Best and Most Important

Okay, so the title and location got their attention, now it is time to create the desire to read more about the role. To do this, pick the top three or four best qualities about the job role and put them in dot-points at the top of the ad. These dot-points could include the salary, key parts/focus of the role or benefits of your company or role.

This way straight off the bat, people know what the perks of the role.

4: Who Are You?

Next, you would want to include information about the business they are applying to work for. A quick one-paragraph summary of the business should include information that familiarises job seekers about your business. This information should be:

What the business does/what industry it is in.
The culture of the business (based on the language used in the paragraph.)
Where you are located.
A highlight of your business.

Ensure you don't make this too long as you only have a limited amount of words before it becomes dull. The perfect length would be 3-4 sentences.

5: About the Role

Before you list the specific skills, experience and duties of the role, you must give an outline of the role and why it is needed. This can include:

The longevity of the role.
What department they will be working with or who they will be reporting to.
A general outline of tasks and duties.
The experience they need.

This should only be one to two paragraphs so keep it short and to the point.

6: Duties/Skills and Experience

This is the part of the job advert where you get very specific about the role. You outline what they must do within the role and what skills and experience they must have. A great tip for this is to begin each sentence with a verb (a doing word). These words could include read, draw, drive, construct, perform and assist.

Split this section into two different titles or headings, "Duties" and "Skills and Experience."

7: How to Apply

There is no point in putting up a job advertisement if there is no way to apply. Even if your advert is on an easy to apply website like Seek or Indeed, always add a small section on how to apply. This could also include a closing date, phone number, website or email address.

8: Structure

Now that you know all the information you need, it is time to talk about structure. The worst job adverts in the world look like essays, DON'T WRITE AN ESSAY! Majority of people won't read the advert as it is too long and not easy to read. Create subheadings/titles and use dot points to your advantage!

9: Proof Read!

The worst thing an advertiser can do in a job advert is making a spelling mistake. Not only could it mean something completely different than what you were supposed to write, but it also makes your advert and business look unprofessional. Take these funny but severe mistakes as an example:

So now you have an idea of how to write a job advert, the only other piece of advice I could give you is to read one written by professionals. Give Capture Recruitment's website a visit to see how they write and structure their job adverts.

What's The Difference Between Recruitment Agencies And Employment Agencies?

Fri, 12 Jul 2019 09:33:38 GMT

Finding work can be an overwhelming and confusing process if you're unsure of where to search. Our world is littered with technology allowing there to be a variety of job searching options available. These include Facebook, SEEK, LinkedIn, Jora, Indeed, newspapers, resume drops and more, resulting in the choices being overwhelming. But, in between all of the job searching mayhem is a great resource called agencies.

When it comes to agencies, there can be confusion between what services a Recruitment Agency and an Employment Agency provide. Although they sound so similar on the surface that it even Google gets confused, the way they operate is very different. As a job seeker, it is important to know what agency you need to contact in order to find a job that suits you.

So, to help you wrap your head around who does what, here are the big differences between Recruitment Agencies and Employment Agencies.

Job Seeker VS Worksite:

The biggest difference between Recruitment Agencies and Employment Agencies is whom they service. A Recruitment Agency works from the worksite/employer (their client) and an Employment Agency works from the jobseeker (their client).

To explain that again:

A Recruitment Agency will receive a job description, brief and specifications from a worksite/employer (their client) and look for the perfect job seeker to fill that role.

An Employment Agency will register a job seeker (their client) then contact work sites who have positions available to refer the job seeker for the role.

So to debrief that information once more, yes, both agencies find people work BUT they have different clients and priorities. Due to this, they both have different ways of operating.

Skilled VS Unskilled:

Now that you know what both agencies do, it is time to understand what type of job seekers they look for. When it comes to looking for a new job you are either unskilled or skilled. Skilled means you have experience, certifications and/or tickets to work in a particular role. Examples of these types of roles are an accountant, chef, construction worker or tradie. Unskilled means you have not got qualifications in the role you are wanting to get into. This could be because you are straight out of high school, changing industries or new to the region.

So when it comes to what agency seeks what:

A Recruitment Agency typically looks for skilled workers to suit the role available.

An Employment Agency will help any job seeker, but unskilled workers are more likely to be able to gain a role through them.

So overall, if you are seeking a position you have experience and skills for, a Recruitment Agency is your best bet. If you are looking to change careers or have no experience at all, Employment Agencies could be the way to go.

Funding:

A huge misunderstanding people have around Recruitment Agencies is that they only register people to meet KPI's so they can get funding from the government.

Recruitment Agencies are not government funded, the majority are privately owned. This means they do not receive any incentives from the government by registering a certain amount of people. Their financial model purely depends on finding their clients workers.

So next time you think a Recruitment Agency is just trying to pool in a bunch of job seekers, it is probably because they have a big order coming up.

So there you have it, those are the main differences between Employment Agencies and Recruitment Agencies. You must remember that there can be blurred lines between which one is which. Most Recruitment Agencies supply to specific industries, much like Capture Recruitment does, but Employment Agencies don't.

We at Capture Recruitment supply our services to businesses and job seekers in Transport and Logistics, Storage and Distribution, Trades and Construction, Manufacturing and Production as well as some white-collar industries.

If you are a Job Seeker looking to find a new job, visit our Job Vacancies

board: https://www.capturerecruitment.com.au/advancedsearch.aspx?search=1

If you are looking to hire employees in your business, please visit our Employers pages for more information or call us on (03) 9369 4459

I hope this article has helped you understand where you should head to find work, I wish you all the best in your future job search.

How To Access Your Income Statements (Payment Summaries/group Certificates)

Sat, 15 Jun 2019 09:42:38 GMT

This End of Financial Year, employees will no longer be issued Payment Summaries (or Group Certificates) due to new ATO procedures.

Single Touch Payroll requires employers to report earnings weekly to the Australian Taxation Office. As such, employees now have to use their myGov online account to access their Income Statements (formerly known as Payment Summaries/Group Certificates).

To do this you need to create or log in to your myGov account.

To log in OR create your myGov account, please click on this link: https://my.gov.au/LoginServices/main/login?execution=e1s1

If you are having trouble setting up your account, please refer to this video for more information and guidance: https://www.youtube.com/watch?v=Cldy_brqh50

Once you have logged in, you will see your year to date tax and superannuation by accessing the Australian Taxation Office (ATO) online services. This will look like the following:

You can view this information at any time throughout the financial year.

To complete your tax return, please wait until your income statement is identified as "Tax Ready" . Your registered tax agent will also have access to your income statement.

*Please note you will not have any information on myGov if you have NOT provided Capture Recruitment with your Tax File Number (TFN). If you have NOT provided us with your TFN, please contact our office today to do so on (03) 9369 4459.*

Capture Recruitment will finalise all data with the ATO by 31st July. Once all data is finalised, a message from Capture Recruitment will be sent out to all employees.

Please see below for links for further information from the Australian Taxation Department:

https://www.ato.gov.au/uploadedFiles/Content/MEI/downloads/information%20for%20employees.pdf

https://www.ato.gov.au/Business/Single-Touch-Payroll/Single-Touch-Payroll-for-employees/Setting-up-your-myGov-account/

It is not compulsory to have a myGov account.

If you wish to receive a copy of your Income Statement another way you will need to contact the ATO.

The ATO can be contacted on 13 28 61 .

If you have any queries regarding the above please do not hesitate to contact our payroll department on 9369-4459.

Job Interview Preparation Guide

Wed, 08 May 2019 11:10:44 GMT

Preparing for a job interview is almost as important as the interview itself. Why, you ask? The two most common emotions to have before an interview is stress and anxiety. Maybe you're lucky enough to be one of the few who are excited and energised before going into an interview, but for those who aren't, this is the guide for you.

In the guide, there are six major steps that will lead you through the process you should take before you go to the interview. Follow these steps and feel more confident for your next interview!

So now that you're prepared for the interview, you also need to know how to act when you're in the interview! Click HERE to find our "Job Interview Guide."

If you found this guide helpful, why not help your friends aswell? Click the Facebook symbol below to share it with your friends and family to help them ace the interview preperation!

Job Interview Guide

Wed, 08 May 2019 09:52:51 GMT

Job Interviews, they're stressful but an important step in the process of getting a job. Everybody has to endure a job interview once in their life but for some, it is a more common task. Having an outstanding resume is one thing but acing the interview is the ultimate test. Unfortunately, a lot of people crack under the pressure in the interview, some even forget every good quality they have that relates to the role once they're asked.

To help you prepare for an interview and have your best qualities ready to fire when asked for, we have made you the ultimate job interview guide. With six easy steps to use that will impress your interviewer and get you one step closer to landing that job.

If you haven't seen our guide to preparing for a job interview before this, click HERE to check it out.

If you found this guide helpful, why not help your friends aswell? Click the Facebook symbol below to share it with your friends and family to help them ace the interview preperation!

What’s Happening Up North At Capture

Wed, 10 Apr 2019 11:18:50 GMT

Nearly two months ago we opened our Northern Branch, the first expansion of Capture Recruitment.

With the growth of both our clients and candidates, the decision to open another office was necessary. Having your business grow is an exciting time as you are seeing the results of all your hard work and dedication. It can be a stressful time full of decision making and budgets, but it is all worth it in the end.

So, two months since the opening of our Tullamarine Branch we have seen our business, employees, clients and candidates grow! For anyone wondering what has been happening up North for Capture Recruitment, let me fill you in.

Employees: New Staff, New Titles

Opening a new office means one of two things you either have to move some employees or you need to hire more. Lucky for us, we had an experienced Operations Consultant who took charge of the Northern branch and we built a team around her.

That consultant is Amy Wass .

Amy started her journey with Capture Recruitment at the beginning of 2018. Having over 12 years of recruitment experience, her drive and hunger to grow Capture Recruitment lead to her becoming the Branch Manager of the Northern Office. As she is situated in the area, she knows the businesses and is already starting to get more clients on board. As our business prides itself on finding that organisational match , Amy pushes our point of difference to the North.

Our second member to join is our newest Operations Consultant, Bojan. Having a background in Trades and Construction he has hands-on experience in a selection of the industries we service. His story so far is similar to mine, just a tradie trying to make it in the recruitment world. Amy has taken Bojan under her trustworthy wings and so far, we have seen expectational work from him.

Lastly, the newest colleague to join the Capture team is Grace. Stepping into the Receptionist Recruitment Administrator role, Grace will be the face that welcomes you to the Northern Office. Her competitive nature means she will not only fit in with our hard-working team, but she strives for the best results. With Capture, she will learn and grow as we are giving her the opportunity to do a Business Administrative Traineeship.

An Office that Capture’s Your Attention

An important detail of the new office is how it looks. What clients and candidates see the first time they walk in is like the first impression of your business as a whole. Our signage and branding is displayed on both the outside and the inside letting people know that we have arrived at Tullamarine.

These pictures are from when we first opened but it is a perfect canvas for you to imagine what we have done to the office.

With the branch growing the style changes will keep happening to ensure comfort for all of our employees, candidates and clients.

The only little hiccup we have had is a signage error on our front door… but for now, think of this as the representation of our Northern Branch.

Teamwork Makes the Dream Work

As a recruitment agency, we know employment. We live and breathe resume’s, interviewing and searching for the perfect candidate. Believe it or not, this comes in handy when we are sourcing for our internal employees. The team we have put together for the North have been smashing goals for the past two months.

In these months, we have:

Hit a record number of employees at one of our biggest clients.
Reached record candidate hours per week (a KPI us recruitment agencies use) overall as a business AND as a Branch.
Increased our number of new clients with those numbers continuing to rise.
Gained and trained brand-new internal employees.

The Future of Capture

All I can say is that the Capture Team is thriving, and the future looks great. A lesson anyone can learn from our growth is “Don’t Be Afraid of the New”. Some decisions can look big, especially for a small business but in the end, taking leaps could lead to greatness.

If you are looking for staff and you’re based in the Northern Suburbs, now is your time to contact us. Our amazing team are here to help take the stress of hiring off your hands.

Call us today on 8001 8050 or visit our Website www.capturerecruitment.com.au to get started with Capture today.

I’m sure I will be updating you about a lot of Capture achievements this year so thank you for reading and being a part of our journey.

What You Need To Know Before Getting Your Forklift Licence

Sun, 10 Feb 2019 09:06:56 GMT

How to Avoid Injury and Death When Operating a Forklift

The forklift is a common piece of equipment used within the logistics and transportation industries. Their purpose is to carry heavy objects over distances to lower injuries and boost productivity in the workplace. Since their invention in 1906, they have proven to be an important piece of machinery with a variety of types used to this day.

Being able to operate a forklift is a great skill to have when looking for work in Australia. It is an in-demand job and worksites are sourcing forklift drivers with the right licence, skills and experience. For anyone who is already in the industry, obtaining a forklift licence is a great way of upskilling and a chance to gain more experience.

Although the forklift has proven to be useful, to operate one in Australia you must hold a high-risk licence. This is due to the forklift causing more deaths and injuries in a workplace than any other piece of equipment. Its mobility and weight means it is a hazard for any workers or pedestrians working with or around it. Due to this, there are several risk management procedures and requirements that need to take place before handling a forklift. These procedures include creating a risk management plan and enforcing it, but it all starts with obtaining the proper licencing.

LF and LO Licence

There are several different types of forklifts and you must hold a licence to operate all of them. Within Australia, a forklift licence is regarded as a "high risk" licence due to the danger of operating them. Within Australia, there are two types of licences that you can obtain, these are "LO" and "LF". Although there is only one letter separating them on paper, there are significant differences between the two.

An LF licence is the basic ticket that allows a person to operate any forklift truck excluding loading-shifting order pickers. An LO licence allows you to only operate the order picker also known as a turret truck or very narrow aisle truck (VNA). When looking for work, it is a bonus to have both licences as it gives you more opportunities.

Forklift Management Plans

To ensure you, your staff and anyone who comes into close proximity of the forklift is safe, a forklift management plan must be formulated. To do this, there are many steps and producers that need to be addressed. The first is knowing the risks. Every employee within a worksite, including managers, contractors and general workers, have a responsibility to identify risks and hazards in the workplace. This includes forklift hazards as well as all hazards on a worksite.

When forming a Forklift Management Plan, you must:

Distinguish all of the hazards in the workplace that are associated with forklifts.
Assess what risks the forklift could have on people’s health and safety, this includes workers and anyone within the vicinity of the forklift.
Identify ways to control the risks that will have a positive impact on everyone's health and safety.
When identifying the risks, you must consult your employees, contractors and OH&S officers or representatives to get their feedback and input of hazards.
Once the forklift management plan is completed, all employees, managers and contractors must be briefed.

When Risks and Hazards cannot be Eliminated

Due to the wide range of risks that can occur when using a forklift, there is a chance that it is impossible to eliminate some of them completely. If this is the case, the OHS Regulations 2017 outlines that the risk must be reduced by utilising the following methods:

Introducing systems to avoid or reduce the risk.
Substituting hazardous equipment or the risk with something of lower risk.
Isolate the risk from people completely.
Using engineering controls.

If the risk is still apparent, the workplace must enforce administrative controls such as:

Training
Instruction and supervision
Personal Protective Equipment (PPE)

Recall, Review, Repeat

Operating a forklift is a major risk, that is why there are many tickets and producers that the Australian Government has introduced to keep us safe at work. The forklift management plans should be reviewed regularly to ensure all workers are safe.

If you are looking to obtain your forklift licence, ensure that the worksite you are working at is following the laws of safely operating a forklift. This will protect you and anyone in close proximity.

I hope that you now have an understanding of what is involved in forklift safety, but if you would like to learn more about this topic, please visit the WorkSafe website .

Casual Conversion Clause

Tue, 22 Jan 2019 11:36:47 GMT

CASUAL CONVERSION – NAVIGATING AWARD OBLIGATIONS

From October 1 2018, new obligations in relation to casual employees commenced that will see the amendment of 85 Modern Awards. This relates to the entitlement of casual employees engaged on a regular and systematic basis for a period of 12 months to request conversion to full-time or part-time employment. This Guidance Note provides information and direction around the changes and the process. For any questions or advise related please contact your Capture Recruitment office.

1. Differentiating between Modern Award obligations

It is critical that members note that the obligations detailed in this memo are specifically directed to Modern Awards which will have the model casual conversion clause inserted as a result of the Casual Employment Decision of the Fair Work Commission.

This will not impact on any employee who is Award-free or covered by an enterprise agreement.

There is no change to employers’ obligations under the Modern Awards which already contained a casual conversion clause.

1.1.Awards with new obligations

The 85 Awards which will include the model casual conversion clause commencing from 1 October 2018 are:

Aboriginal Community Controlled Health Services Award 2010 [MA000115]
Aged Care Award 2010 [MA000018]
Air Pilots Award 2010 [MA000046]
Aircraft Cabin Crew Award 2010 [MA000047]
Airline Operations-Ground Staff Award 2010 [MA000048]
Airport Employees Award 2010 [MA000049]
Aluminium Industry Award 2010 [MA000060]
Ambulance and Patient Transport Industry Award 2010 [MA000098]
Amusement, Events and Recreation Award 2010 [MA000080]
Animal Care and Veterinary Services Award 2010 [MA000118]
Aquaculture Industry Award 2010 [MA000114]
Architects Award 2010 [MA000079]
Banking, Finance and Insurance Award 2010 [MA000019]
Book Industry Award 2010 [MA000078]
Broadcasting, Recorded Entertainment and Cinemas Award 2010 [MA000091]
Business Equipment Award 2010 [MA000021]
Car Parking Award 2010 [MA000095]
Cemetery Industry Award 2010 [MA000070]
Children’s Services Award 2010 [MA000120]
Cleaning Services Award 2010 [MA000022]
Clerks - Private Sector Award 2010 [MA000002]
Coal Export T erminals Award 2010 [MA000045]
Commercial Sales Award 2010 [MA000083]
Contract Call Centres Award 2010 [MA000023]
Corrections and Detention (Private Sector) Award 2010 [MA000110]
Dredging Industry Award 2010 [MA000085]
Dry Cleaning and Laundry Industry Award 2010 [MA000096]
Educational Services (Schools) General Staff Award 2010 [MA000076]
Education Services (Teachers) Award 2010 [MA000077]
Electrical Power Industry Award 2010 [MA000088]
Fast Food Industry Award 2010 [MA000003]
Fitness Industry Award 2010 [MA000094]
Funeral Industry Award 2010 [MA000105]
Gardening and Landscaping Services Award 2010 [MA000101]
Gas Industry Award 2010 [MA000061]
General Retail Industry Award 2010 [MA000004]
Hair and Beauty Industry Award 2010 [MA000005]

Health Professionals and Support Services Award 2010 [MA000027]
Horticulture Award 2010 [MA000028]
Hydrocarbons Field Geologists Award 2010 [MA000064]
Hydrocarbons Industry (Upstream) Award 2010 [MA000062]
Journalists Published Media Award 2010 [MA000067]
Labour Market Assistance Industry Award 2010 [MA000099]
Legal Services Award 2010 [MA000116]
Live Performance Award 2010 [MA000081]
Marine Tourism and Charter Vessels Award 2010 [MA000093]
Marine Towage Award 2010 [MA000050]
Market and Social Research Award 2010 [MA000030]
Meat Industry Award 2010 [MA000059]
Medical Practitioners Award 2010 [MA000031]
Mining Industry Award 2010 [MA000011]
Miscellaneous Award 2010 [MA000104]
Nursery Award 2010 [MA000033]
Nurses Award 2010 [MA000034]
Oil Refining and Manufacturing Award 2010 [MA000072]
Passenger Vehicle Transportation Award 2010 [MA000063]
Pastoral Award 2010 [MA000035]
Pest Control Industry Award 2010 [MA000097]
Pharmaceutical Industry Award 2010 [MA000069]
Port Authorities Award 2010 [MA000051]
Ports, Harbours and Enclosed Water Vessels Award 2010 [MA000052]
Poultry Processing Award 2010 [MA000074]
Professional Diving Industry (Industrial) Award 2010 [MA000108]
Professional Diving Industry (Recreational) Award 2010 [MA000109]
Professional Employees Award 2010 [MA000065]
Racing Clubs Events Award 2010 [MA000013]
Racing Industry Ground Maintenance Award 2010 [MA000014]
Rail Industry Award 2010 [MA000015]
Real Estate Industry Award 2010 [MA000106]
Restaurant Industry Award 2010 [MA000119]
Road Transport (Long Distance Operations) Award 2010 [MA000039]
Salt Industry Award 2010 [MA000107]
Seafood Processing Award 2010 [MA000068]
Security Services Industry Award 2010 [MA000016]
Silviculture Award 2010 [MA000040]
Social, Community, Home Care and Disability Services Industry Award 2010 [MA000100]
Sporting Organisations Award 2010 [MA000082]
State Government Agencies Award 2010 [MA000121]
Stevedoring Industry Award 2010 [MA000053]
Storage Services and Wholesale Award 2010 [MA000084]
Supported Employment Services Award 2010 [MA000103]
Surveying Award 2010 [MA000066]
Telecommunications Services Award 2010 [MA000041]
Travelling Shows Award 2010 [MA000102]
Water Industry Award 2010 [MA000113]
Wool Storage, Sampling and Testing Award 2010 [MA000044]

1.2. Awards with existing obligations

Awards which already contained casual conversion clauses are:

Alpine Resorts Award 2010 [MA000092]
Building and Construction General On-site Award 2010 [MA000020]
Cement and Lime Award 2010 [MA000055]
Concrete Products Award 2010 [MA000056]
Electrical, Electronic and Communications Contracting Award 2010 [MA000025]
Food, Beverage and Tobacco Manufacturing Award 2010 [MA000073]
Graphic Arts, Printing and Publishing Award 2010 [MA000026]
Joinery and Building Trades Award 2010 [MA000029]
Manufacturing and Associated Industries and Occupations Award 2010 [MA000010]

Mobile Crane Hiring Award 2010 [MA000032]
Plumbing and Fire Sprinklers Award 2010 [MA000036]
Quarrying Award 2010 [MA000037]
Road Transport and Distribution Award 2010 [MA000038]
Sugar Industry Award 2010 [MA000087]
Textile, Clothing, Footwear and Associated Industries Award 2010 [MA000017]
Timber Industry Award 2010 [MA000071]
Transport (Cash in Transit) Award 2010 [MA000042]
Vehicle Manufacturing, Repair, Services and Retail Award 2010 [MA000089]
Wine Industry Award 2010 [MA000090]

The awards listed above are not subject to the notification and reasonable refusal provisions set out in this Guidance Note.

2. Notification requirements

When the model casual conversion clause is introduced into the 85 Awards from 1 October 2018, employers will be subject to notification obligations.

Existing employees

All casual employees, whether engaged on a regular basis or otherwise, must be provided with a copy of the provisions of the Award casual conversion clause prior to 1 January 2019.

New employees

All new casual employees must be provided with a copy of the provisions of the Award casual conversion clause within the first 12 months of employment.

3. Entitlement to request conversion

Only casual employees who are ‘regular’ have the right to request that their employment be converted to full-time or part-time employment. ‘Regular’ means that the employee has worked a pattern of hours on an ongoing basis over the preceding period of 12 months which, without significant adjustment, the employee could continue to perform as a full-time or part-time employee under the applicable Award.

This 12 month period must be unbroken (i.e. a single period), but is not confined to the first 12 months of a casual’s employment: a request for conversion can follow any 12 month period of regularity (i.e. on a rolling 12 month basis).

A casual employee who has worked equivalent full-time hours over the preceding 12 months (an average of 38 hours per week) can request conversion to full-time employment, while a casual employee who has worked less than equivalent full-time hours over the preceding 12 months can request conversion to part-time employment.

For an employee to request conversion to permanent employment, they must put their request to their employer in writing.

4. Refusal of request

An employer can refuse a casual employee’s request for conversion to permanent employment on reasonable grounds, following consultation with the employee.

Reasonable grounds for refusal must be based on facts which are known or reasonably foreseeable, and include:

• It would require a significant adjustment to hours of work;

• It is known or reasonably foreseeable that the regular casual employee’s position will cease to exist within the next 12 months;

• It is known or reasonably foreseeable that the hours of work which the regular casual employee is required to perform will be significantly reduced in the next 12 months; or

• It is known or reasonably foreseeable that there will be a significant change in the days and/or times at which the employee’s hours of work are required to be performed in the next 12 months which cannot be accommodated within the days and/or hours during which the employee is available to work.

Where the employer refuses a request to convert, the reasons for refusal must be given to the casual employee in writing within 21 days of the request being made.

5. Dealing with requests for conversion

Where a casual employee has made a request to convert to permanent employment, we recommend that you engage in the following steps:

Confirm that the request has been made in compliance with the Award’s terms
Is it in writing?
Has it been provided to the employer? (i.e. rather than the host client)
Establish whether the employee has the entitlement to request conversion
Are they covered by an applicable Modern Award?
Have they been engaged for at least 12 months?
Are they a regular casual employee?

d. Have they requested conversion to the correct employment status: full-time or part-time, depending on their hours of work in the preceding 12 months?

Provide an immediate response to the employee to acknowledge the request
In this response, explain the impact of conversion on the employee and their employment, including a reduction in pay, a commitment to set hours, the inability to match working hours to availability
Ask the employee to confirm that they wish to pursue this request
Consider the request and seek advice on your capacity to refuse the request

a) Will agreeing to the request require a significant adjustment of the employee’s hours of work?
b) Is the relevant client contract up for renewal/tender/negotiation in the near future?
c) Are there any circumstances in which a reduction in hours or the loss of the assignment/role can reasonably be foreseen in the near future?

5. If you consult about the possible refusal and the grounds for doing so are considering refusing the request, meet/correspond with the employee to

6. Provide the employee with a written response to their request within 21 days of receiving the request

a. This correspondence will confirm whether the request is granted or refused (and if refused, the reasons for such refusal)

7. If the request is approved, ensure that you and the employee record in writing:

Whether the employee will convert to full-time or part-time employment; and
If part-time employment, the agreed hours of work in accordance with the Award’s requirements (if any)

6. Maintaining records

Employers should ensure that they keep a record of how and when they notified each casual employee of the conversion clause (for example, a copy of the email correspondence) so that they have evidence of compliance with the notification obligation.

Records should also be kept of any requests for conversion, including any responses or correspondence given during the process.

If a casual employee converts to permanent employment, employers should implement a new part-time or full-time contract for the employee to recognise the new nature of the employment relationship.

7. Resolving disputes

If an employer refuses a casual employee’s request for conversion, and the employee wishes to contest this decision, the matter will be subject to the dispute resolution process outlined in the applicable Award.

Under that procedure, either the employee or employer may refer the matter to the Fair Work Commission if the dispute is unable to be resolved at the workplace level.

8. Dealing with questions

It is likely that as a result of these changes to the Awards, some employees will have questions about their entitlements, or what conversion entails. RCSA recommends:

Employers should familiarise themselves with this memo and the terms of the model clause so they are prepared to answer questions about eligibility and process;
Issuing this memo out to all supervisors and/or managers who may be approached by their teams with questions, while encouraging more complex queries to be directed to your HR team (or equivalent);
Identifying key conversion risk/benefit areas, particularly for large clients/long-term projects where there is a likelihood of conversion requests being made, so that you are prepared to deal with any requests when they arise;
Preparing a list of implications of conversion to permanent employment, so that you are in a position to discuss this with the employees.

Information sourced from RCSA. For more information please contact your Capture Recruitment office.

Can Posting This On Social Media Really Get You A Job?!

Thu, 10 Jan 2019 11:42:56 GMT

Social media has become as addicting as coffee. It is now easier than ever to connect with people all around the globe. Your social media is your online identity meaning anyone in the world can get to know you within a matter of minutes. Just like celebrities use the sites to market themselves to their fans, us regular people can utilise it in the same way. Think of it as a first impression for anyone who sees your profile before meeting you in person.

Surveys conducted by ' CareerBuilder ' in 2018 showed that 70% of employers look at candidate’s social media before hiring. It has become a more common tool used when recruiting employees. Instead of just seeing the information that is on your resume, it gives them an idea of the actual person you are. Which, for some people, could be a bit concerning.

Many articles have outlined that you should not do so many things on your social media accounts. These include posting offensive content, criminal behaviour and inappropriate photos. It is about time that we start to look at social media as an amazing tool that can help you better your employment chances. There are so many key points recruiters look for when digging through your profiles if you're looking for full-time, part-time and casual work. If you know what these are, the better your chances are of impressing them. So, I present to you, a list of how you can improve your employment chances through social media.

Know Your Industry:

No matter what industry you are in, all recruiters look for specific skill sets when hiring an employee. For some industries, a skill set could be the ability to successfully run a specific social media account. For example, the Fashion Industry may look at a potential candidates Instagram or Pinterest where the Journalism Industry may look at someone’s twitter. For those of us working in other roles that don't require that much creativity, employers tend to look at two platforms. Facebook and LinkedIn.

For those who don't know, LinkedIn is a social networking tool made to connect the business community. In simple terms, it is a tool to connect you with potential employers, which is why everyone should have an account. It is a great alternative to show off your work history instead of using a resume. Alongside SEEK and Indeed, it has also become a great resource to search for a job. If you do not have a LinkedIn account I do recommend making one as this is a social media almost every industry looks at.

Boast About Your Achievements:

What is the point of having a social media account if you can't flaunt your achievements? This is exactly the right place where you should be loud and proud of your accomplishments. Not just so you can rub it in your old school rivals face, but because it is what employers are looking for. The same survey conducted by CareerBuilder found that 37% of employers look for your qualifications and 26% are looking for any awards you have received when going through your social media. These achievements could include a wide variety of things. If you have graduated from a course, got a promotion or even if it was being the employee of the month. The best way to create a post about your accomplishments is to recognise your achievements in a way that does not put anyone else down. For example, a great way to share that you received a promotion at work would be to write:

'What a great feeling it is to have all of your hard work recognised. I can proudly say that I am now the ' Insert New Job Title Here' of 'Insert Company Name Here '!

You can also attach a photo of you at your desk, with the boss or just looking accomplished. This type of post will show how professional you are and how well you communicate. Which is great as the same survey showed insight that a whopping 50% of employers are searching for a professional online persona. This type of post also shows a great sense of sportsmanship and leadership as it does not bring anyone who didn't receive the promotion into it. Who would have known just one simple post could show so much to a potential employer?!

Industry Related Posts:

Sharing posts about topics such as 'funny animal fails' are common on social media. In regard to a job search, sharing these posts should not do any harm (unless it is violent or inappropriate). What it will do is show an employer your sense of humour which hopefully fits in with the company’s culture. Although these funny posts may make your friends laugh, a great habit we should all start getting into is sharing ones about the industry you work in. The survey showed that 34% of businesses look for industry related posts on your social media. Not only does doing this showcase your passion for the industry but also proves that you have some knowledge of it. For anyone wanting a career change, this may be a handy little trick to do to bump up your chances of getting a job in a new industry.

Interact with the Company’s Social Media:

Before an interview, you always want to know a bit of knowledge about the business. A great way to do this is to go through their website and social media accounts. Here you will find out what type of business they are, their culture, brand and what is happening with them right now. Going and liking/following all their accounts may be what put’s you over the line and win you that job. The survey says that 22% of employers look to see if you have interacted with their social media accounts. Try posting some positive comments, reactions, shares and tags to let them know you are already invested in their business.

Lastly, but most importantly, some employers are looking for a very specific thing. The survey states that 22% of employers are looking for a reason NOT to hire you . To give them absolutely NO reason NOT to hire you, try combining these tips with the ones in articles about 'What Not to Do on Social Media’. If you follow these guides, you should have your social media accounts spick and span for your employers to rummage through. Hopefully, at the end of their stalk, you'll be the perfect candidate.

Are Australian Businesses Reducing Their Working Week?

Tue, 20 Nov 2018 11:59:55 GMT

Working full time has become the new smashed avo on toast. For a lot of us Australians, including single-income households and people living by themselves, full-time work has become one of the only stable ways to support yourself. Over the past decade, the cost of living in Australia has risen dramatically, resulting in a demand for more working hours. This has essentially turned Australia into a land of workaholics and stress heads. Studies have been conducted worldwide on how a shorter working week can improve productivity and reduce employee stress levels. Results proved to be successful (depending on the industry and conditions), making it a thought that a shorter week could be the future of Australian work life. Is this movement of shorter work weeks what Australians really want?

Let's face it, most of us would love to never work a day in our lives and with the talk of less working hours, it is one step closer to this dream. Statistics show that Australia is moving to become a country of part-time workers. Future predictions state that by 2050 40% of our jobs will be performed by robots leading to a decrease in full-time roles. Technology pushing people out of work is a sad reality that we have to face.

Is it really though?

Within the past 10 years, there have been hundreds of new jobs created. Most of the roles are for those people who are savvier with technology and those who are willing to learn. These include Social Media Managers, Uber Drivers, App Developers, Drone Pilots and the list goes on. The one thing the majority of these jobs have in common is their ability to be flexible.

These new roles are pushing for people to become self-employed workers and/or 'flexible workers'. To put it into simpler terms, it means that their working hours are determined by them. Studies performed in 2015 show that 51% of Uber drivers are working from 1 to 15 hours per week. This could be due to them balancing working and studying, working two jobs or trying to work around their family situations. It shows that the need for these flexible working hours is rising and proves that the way Australians work is changing.

So how many people are wanting something other than full-time work?

Well, the statistics show that in 2018 Australia's unemployment rate dropped to 5% equalling 665,800 unemployed people. Out of that 5%, 216,100 people are looking for part-time work and the individuals hunting for full-time work decreased 38,000 people to 449,700.

Yes, the demand for full-time work outweighs part-time significantly, however, statistics show a 23% increase in businesses hiring part-time employees. This attests that it is not only employees who are looking for part-time work but the need for these part-time workers is growing. The growth is forecasted to continue to slowly increase proving it will most likely be the way of the future.

What does this mean for full-time workers?

The studies conducted around shorter working weeks and days have found that the standard 38-hour working week is not as productive as it use to be. People are now surrounded by distractions that are easy to access thanks to the invention of the internet. Believe it or not, the average worker is only productive 2 hours and 58 minutes within an 8-hour working day. The brain wants to shut off and have a break for at least 15 minutes after every hour of work.

This is why the experiments have been conducted.

In summary, there have been 2 widely known experiments on reducing the work week. One of these was conducted in New Zealand whom shortened their work week to 4 days, and the other was in Sweden who shortened their working hours to 6 a day, 5 days a week. So what did they learn out of these experiments?

There were many positives and similarities within the results of both experiments. Reports showed that the employees had more creativity, were working more collaboratively and started arriving to work on time. The main highlights of the experiments were the following:

Stress levels of the New Zealand (NZ) participants dropped by 7%.
78% of the NZ participants reported a better work-life balance, that is a rise of 24%.
50% of the Swedish (SE) participants had more energy after their shift.
The number of sick days in the SE experiment fell by 4.7%.
The productivity of the SE participants increased by 85%.

These outcomes prove that a shorter working week or day can greatly improve the employees' life and their work environment. Individuals are able to spend more time doing what they want rather than feeling like they are always at work. It can enhance relationships at home meaning their happiness levels will rise inside and outside of work. The lesser hours may also lead to the need for more employees resulting in the unemployment rate dropping.

So why has this not been implemented?

Although the experiments show a spike in productivity and employee happiness, the catch comes with the businesses. In the experiments, the employers were paying their workers for a full week of work even though they were in for a less amount of time. This could be a costly change for some businesses, especially small businesses. But, there are many ways that companies can change their structure of hours to stimulate the productivity they want. Several other companies around the world have implemented shorter working weeks by doing the following:

The New Zealand experiment conducted the 4-day working week paying their employees for a full 5 days.
The Swedish experiment conducted 6-hour days paying employees for the full 8 hours.
The state of Utah in the USA brought on working 4 days a week at 10 hours a day. This did not last long for most businesses, but the Mayor's office still uses this structure.
An Indian based company named 'Reusser Design' implemented 4-day weeks at 11 and a half hours with a rotating roster for Fridays. This meaning every few weeks an employee will work a 5-day week.
In 2016, Amazon employees started working 30-hour weeks for 75% of their salary.

In the end, the decision is ultimately up to the business and the if the industry they work in allows it. Studies conclude that some employees are transitioning to needing and/or wanting a shorter week. In the future, this may be the norm and could have a major effect on how Australians view work. Do you believe that a shorter work week is a good idea? Tell us your thoughts in the comments.

References:

https://www.siliconrepublic.com/careers/working-week-time-productivity

https://www.irishtimes.com/life-and-style/health-family/trial-of-four-day-working-week-an-unmitigated-success-for-employees-health-1.3571274

https://www.theguardian.com/commentisfree/2018/sep/11/four-day-working-week-tuc-proposals-workers-rights

https://ride.guru/lounge/p/how-much-do-uber-drivers-work-how-many-hours-do-they-drive

https://ride.guru/lounge/p/how-much-do-uber-drivers-work-how-many-hours-do-they-drivehttps://www.brookings.edu/opinions/time-for-a-shorter-work-week/

https://onlinemasters.ohio.edu/blog/benefits-of-a-shorter-work-week/

https://www.theaustralian.com.au/business/bettercities/job-growth-in-australia-points-to-future-prosperity/news-story/4e6b4a314798e41a602254513f03aaf2?nk=db840f6f3397dfa3c22c3ba9b242a31e-1542237317

https://www.news.com.au/finance/work/careers/technology-is-not-just-taking-jobs-its-also-creating-new-ones/news-story/af0d1e5f0a06dcb3684c00e01ed101bf

https://theconversation.com/three-charts-on-how-part-time-work-is-growing-more-slowly-but-more-men-are-doing-it-79352

https://yourstory.com/2017/07/shorter-hours-more-productivity/

https://www.cnbc.com/2018/07/19/new-zealand-experiment-finds-4-day-work-week-a-success.html

https://www.bbc.com/news/business-38843341

https://www.businessinsider.com.au/employee-productivity-experiments-companies-shortening-the-workweek-2018-7?r=US&IR=T

https://www.theguardian.com/careers/2016/oct/13/will-jobs-exist-in-2050

What Recruitment Agencies Should Provide

Mon, 18 Jun 2018 05:00:51 GMT

So, you’re looking for staff but are unsure how to recruit them, well you’ve come to the right place! That may have sounded like the start of a cheesy infomercial, but I can guarantee you it is a problem that many businesses like yourself encounter.

Looking for employees to grow your business is a lengthy process that can prove to be a challenge. A common factor that contributes to its difficulty is the lack of time a company has to invest in recruiting more employees. That is why they created the good old ‘Recruitment Agency’, to bring a bit more ease back into your work life. If you are reading this article my guess is that you’re trying to find a convincing argument to tell you to contact that recruitment agency. Unfortunately, in this article I am not going to tell you if you should or should not use a recruitment agency to find your staff, I am here to give you a short summary on what a good recruitment agency should provide.

No matter what your business is, whether it be accounting, manufacturing, hospitality etc. the recruitment agency you choose to use should have knowledge of your industry. By giving them a brief description of the position you would like to fill, they should instantly know what tools the candidate will use as well as what skills and characteristics they need to do the job. This knowledge all comes from a recruiter’s past experience in the industry. If they have this experience, the agency should also have the ability to critique the criteria you give them. A great agency should be able to tell you if the pay rate or hours you’re asking for is appropriate. If it is not, you will experience a high difficulty finding suitable candidates. Remember you know the job, they know the people, so don’t be afraid or put off if they offer a bit of critique.

The recruitment agency you choose should be contactable when your business needs workers. This may be 24/7 for industries that have night, morning or weekend shifts. Though, this could be different if you are hiring full-time staff and not casuals. Most agencies will have a 24/7 service, but it is something to look out for when searching for an agency to use. Good communication between you and your agency is essential to hiring the right candidate.

Lastly, the point of hiring a service is to outsource a task and bring a bit more ease to your life. Find yourself a recruitment agency who will do this for you. If you’re wary beforehand, sort through the internet and find those handy reviews. Google and Facebook reviews are helpful, you can also stalk look at their LinkedIn pages to see how much experience their employees have.

And those there are a few of my recommendations on what you should look for in a recruitment agency. Remember, a ‘good’ recruitment agency all depends on what service you are looking to get out of it. Good Luck!

How To Get An Apprenticeship: Advice From Apprentices

Mon, 09 Apr 2018 04:56:56 GMT

In high school, teenagers have to choose their career path before entering year 11 and 12. For young 16-year-olds, this is a major decision to make. Most choose the most common path of 'VCE' but a minority choose what they call 'VCAL'.

'VCAL' is the pathway for those wanting to pursue a trade. These may range from hairdressing to plumbing. A major stress for 'VCAL' students is finding an apprenticeship. My sister recently decided to move to 'VCAL' as she would like to be a carpenter (that's right, girl power!) Due to this, I have recently discovered how hard it is to get an apprenticeship. So I turned to some of my friends who have/are doing an apprenticeship to get their advice on finding one!

Here is their advice for anyone looking to do an apprenticeship:

1: Know What Industry You Want to Work In.

This includes what specific trade you would like to do, as well as if you want to work in a commercial or domestic environment. These are two very different things. With both, you learn somewhat of the same skills but on very different scales. Look into your trade and find out the major differences in working domestically and commercially. This may also help you decide if the trade you want to do is really for you.

2: Look at All Options.

When sourcing an apprenticeship, start with who you know and who they know. Getting an apprenticeship with someone you know and trust can make your life easier and a bit more stress-free. If there is no one you know in the trade you would like to do, turn to 'SEEK' or 'Indeed'. You'd be surprised how many apprenticeships are advertised on those sites. Another option is 'Group Training Companies'. The advice given is that they are great in terms of getting you an apprenticeship but the quality might not be the best. This being said, it could be a different experience for you. Lastly, Union apprenticeships have their advantages, they have better pay rates most times and are more consistent and secure.

3: Resume and Confidence.

There are hundreds of people fighting for an apprenticeship, so make sure you sell yourself. When stepping into an apprenticeship you will most likely have very little experience in the trade. So with your resume, you need to highlight your ability to work hard and be a fast learner. The next step (when you land that interview because your resume was amazing) is to have confidence and sell yourself in the interview. The best advice my apprenticeship friend gave was to practice with your peers beforehand. Make sure you sell yourself and show them you're willing and able to learn.

This is just a bit of advice given from people who have gone through the process themselves. This guidance not only works for students, but anyone wanting to do an apprenticeship. I hope this article has helped some people with the process of finding an apprenticeship.

How To Lay Out Your Resume And Cover Letter To Land You That Job!

Tue, 06 Mar 2018 04:43:10 GMT

Resumes and cover letters are the backbones of finding employment. Updating your resume is KEY to your success. Most people have the perception that one resume for every job they apply for is the right thing. I'm here to teach you the wrongs and rights of resume's and cover letters.

When should you use both a cover letter and a resume?

Cover letters are essential when you are applying for a full time, permanent role. Within your cover letter, you should introduce yourself and relate your skills to the job you're applying for. End it with a simple 'I look forward to meeting you for an interview.' For casual positions, it is not essential for you to submit a cover letter. Why you ask? The recruiter may have heaps of applications to screen meaning they will skip over huge chunks of unnecessary writing. In saying this, if the job application requires both, you should definitely submit both.

What should be in your resume to catch the recruiter’s attention?

A common mistake made by many people is using the same resume for every job they apply for. I am here to tell you that this method will not get you far.

Recruiters will put out an ad explaining what they 'want', in your resume you should be saying 'I have'. To do this go through the ad and pick out the key words and skills they want. Then go through your resume and pick out those same words and skills. Make those skills clear on your resume to the recruiter. Move them to the top and get rid of all the unnecessary text and words, as they most likely will skip over them anyway.

Still unsure of how to do this? Here is a great example of how to lay out your past jobs and skills in your resume:

Company Name (Start Date - Finish Date)

Your Job Title

Skill
Skill
Skill
Skill
Skill
Skill

This way it is clear to the recruiter exactly what type of industry you have worked in, what experience you have within that industry and what skills you have.

Also remember that if the job is not close to your location, it lessens your chance of landing the job.

If you do these simple steps before submitting your resume or cover letter, you will attract the attention of the recruiter. Happy job hunting!

How To Make Your Workplace A Premiership Winning Team!

Tue, 09 Jan 2018 05:08:56 GMT

September has arrived and for all of us sports fans out there, it is the most exciting time of the year. It is in this month that teams prove how strong they really are. Over the past 3 years in AFL we have seen unexpected teams like The Bulldogs and Richmond rise to the occasion and show the world what a great sporting team is. It makes you wonder what got them to the point of winning when for so many years they were stuck in a rut of constant loses. Somewhere along their journey, they have formed a club who can not only play the game but work as a cohesive team. For all of us managers, business owners or team leaders out there, analysing what these teams have done can better our workplaces.

"How?" you ask. Well, there are a lot of similarities between a sports team and a workplace. This is something I have observed working in the recruitment industry, you have to understand what makes a team click.

The first is setting goals. For all competitive sports teams, their goal is to win the big game at the end of the season. To do this, they not only have to be in agreeance about their end goal but HOW they are going to get there. Each team has their strategies and tactics and so should every workplace. Knowing that your team has the same goals is the first step. Next is ensuring everyone knows how they are going to reach those goals. For example, you may conduct a SWOT analysis on your business and employees and create your strategies and tactics from there.

The second is knowing how to hire someone with great skills that will suit your business environment. Every player that gets into the AFL has amazing skills. It's ensuring they have the right characteristics that will fit in with the already established team that makes the difference. This is what most businesses get so wrong. They hire people who tick all the boxes skill wise but they have a completely different style of working to the rest of the staff. This causes conflict inside the team diminishing any hope of winning the premiership.

The last element is having a good coach. As a boss, manager, coach or team leader, it is your role to set your team in the right direction. Making the goals, the tactics, strategies and knowing your staff's strengths is the mould for making a great team. Your team look up to you to guide them, so be the leader they need.

And those are my few tips from a Recruitment Consultant, Business Owner and Sports Fan perspective. Hope they can help make a premiership side out of your workplace.

Five Ways To Impress At A Job Interview

Mon, 21 Sep 2015 04:36:09 GMT

Get the edge over the other applicants with these 5 simple tips. These tips are:

1. Turn up on time

Nothing says ‘I don’t care’ as much as turning up to an interview late. Don’t do it. Plan to get to your interview well before it begins.

Head over to the nearest cafe or sit in your car if you’re extra early. Drop into the bathroom to check your hair, makeup, and outfit after your trip. And get to reception 5-10 minutes early in case you need to sign in.

A little known secret: It always pays to be super charming to the receptionist. Ask one to find out why ;)

2. Dress to impress

You may be a tradie, a CEO, or a personal trainer. Whatever your role, it’s safest to dress up for an interview. Wear a suit.

You usually won’t know the interviewer. Research by Princeton University has found that people judge another person in the first 10th of a second when meeting them ( https://psych.princeton.edu/psychology/research/todorov/pdf/Willis&Todorov-PsychScience.pdf ).

Make every second count.

3. Have your examples ready

Many interviews are based on behavioural skills and technical skills. This means you will be asked to describe what you did in a real-life situation. For instance, ‘tell us an example of a time you provided exceptional customer service’. Or ‘a time you solved a difficult problem’. ‘Disagreed with a team member’.

Look at the skills mentioned in the job description. Create a list of examples that show how you gained those skills. Write your answers down and practice them. The STAR method is a simple way to structure your answers to explain the Situation, Task, Action, and Result.

Preparing your examples is like preparing for a presentation. You’ll still be nervous. But you’ll know your stuff. And are more likely to give a better interview.

4. Do your research

There’s nothing worse than interviewing someone who doesn’t know anything about the organisation they’re applying for. How can you genuinely want to work there if you don’t know anything about them? It will show pretty quickly.

But if you landed the interview, chances are you did your research. A few ways to prep for your big day:

Look over your application
Dig a little more on their website’s About page
Look at their social media channels
Check out their customer reviews
Learn about their competition
Make a few calls to people you know who work there – or ask for a referral.

Find out what systems they use, their work culture, or problems in the organisation. Tell them in the interview how you can help. Help them see how you could fit in. Make it easy for them to see you working with them.

5. Follow up

So you’ve spent all that time with your job application, and landed an interview. Why don’t they have the common decency to call back to let you know whether you got the job. Or not.

Recruiters see hundreds of resumes, tens of interviews, and don’t call everyone back all the time. You may wonder why... But there’s no reason why you can’t follow up after your interview. Send the recruiter an email. Make a phone call. Snail mail a thank you card – check out these 20 job interview thank you note tips by Business News Daily.

If you’re in the running for the job, it’s the little things that can make all the difference.

People naturally do things for people they like.

And that includes giving them jobs.

Fitter And Turner Job Outlook

Mon, 10 Aug 2015 04:22:03 GMT

A Metal Fitter and Turner generally works in an industrial environment setting up machining tools and production machinery. They can also operate machining tools, machines that shape metal stock and castings, and fit and assemble fabricated metal parts into products.

Other job titles include:

Fitter
Fitter and Turner
Fitter-Welder
Metal Machinist (First Class)
Textile, Clothing and Footwear Mechanic
Metal Fitters and Machinists

Job Prospects

The occupation of Fitter and Turner is very large (123,800 in November 2014). (1) This suggests multiple opportunities in most regions throughout the greater metropolitan area of Melbourne. It is also worth noting that this occupation has an above average proportion of full-time jobs at 95.0% (2) when compared to other occupations.

For Fitters and Turners working full-time, average weekly hours are 42.8 (compared to 40.9 for all occupations), and earnings are above average.(3)

The most common level of educational attainment for Metal Fitters and Machinists is Certificate III/IV (74.7%).(4)

Metal Fitters and Machinists are mainly employed in Manufacturing, Mining and Other Services.

Knowledge and Skills Required

The following are general knowledge and skill requirements for the position of Fitter and Turner.

Being able to determine causes of machine operating errors and deciding what to do about it.
Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
Repairing machines or systems using the needed tools.
Watching gauges, dials, or other indicators to make sure a machine is working properly.
Controlling operations of equipment or systems.
Conducting tests and inspections of products, services, or processes to evaluate quality or performance.
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Determining the kind of tools and equipment needed to do a job.
Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

Training

In Victoria a number of training courses exist for the occupation of Fitter and Turner. These include:

Bachelor of Design Technology
Certificate II in Engineering Studies
Certificate III in Automotive Manufacturing Technical Operations - Bus, Truck and Trailer
Certificate III in Engineering - Mechanical Trade
Certificate III in Engineering - Production Systems
Certificate III in Engineering - Technical
Certificate IV in Engineering - Computer Numerical Control (CNC)
Certificate IV in Engineering - Fluid Power
Certificate IV in Engineering - Maintenance
Certificate IV in Engineering
Certificate IV in Engineering Drafting
Diploma of Engineering - Advanced Trade
Diploma of Engineering - Technical
Graduate Certificate in Tool Design for Plastics
Hydraulics, Pneumatics and Fluid Power (Training Program)

How Capture Recruitment Can Help

Staff at Capture Recruitment can help in one of two ways:

finding a Fitter and Turner job with one of our many clients
assist in advancing career through accredited courses.

If you would like help, contact us .

Storeperson Job Outlook

Mon, 03 Aug 2015 11:38:37 GMT

A Storeperson usually works in an environment where they receive, handle and despatch goods in stores and warehouses. Candidates in this area usually have an education or training level of Year 10 or 11.

Job Prospects

Employment opportunities for this occupation grew strongly between 2004 and 2014: 76,700 to 120,300 (1). Consequently, the outlook for the occupation of Storepersons to 2019 is expected to be moderate at 131,000 people, but offset by a large number of job openings - greater than 50,000 per year. This will be due to workers leaving their occupation for other employment opportunities, or leaving the workforce altogether.

The occupation group of storeperson is very large (120,300 in 2014) when compared to other groups (2). This suggests multiple opportunities in most regions throughout the greater metropolitan area of Melbourne. It is also worth noting that this occupation has an above average proportion of full-time jobs at 77.9% (3) when compared to other occupations.

Knowledge and Skills Required

The following are general knowledge and skill requirements for the position of Storeperson. Some work places may require further specialised knowledge i.e.

understanding of a specific electronic warehouse management system, or how to operate a forklift.

Be able to communicate with others to convey information effectively. Includes reading, writing and speaking
Be capable of active listening, taking time to understand any points being made, and asking questions as appropriate
Monitor and assess your performance to ensure corrective action or continues improvement in the job place is achieved
Sound judgment and decision making skills to consider potential actions and outcomes and choose the most appropriate.

Training

In Victoria a number of training courses exist for the occupation of Storeperson. These include:

Certificate I in Warehousing Operations
Certificate II in Warehousing Operations
Certificate III in Warehousing Operations
Certificate IV in Warehousing Operations
Manual Handling (Training Program)
Secure Cargo (TLI Unit)
Shift Materials Safely Using Manual Handling Methods (TLI Unit)

How Capture Recruitment Can Help

Staff at Capture Recruitment can help in one of two ways:

finding a storeperson job with one of our many clients
assist in advancing career through accredited courses such a Certificate 3 in Warehouse Operations.

If you would like help, contact us .

Are You Looking For A Job? Australian Labour Market Update.

Wed, 15 Jul 2015 11:31:33 GMT

According to the latest government forecasts, the national rate of employment growth is likely to remain low over the coming month and the unemployment rate expected to nudge over the 2014-15 average. In Victoria the unemployment rate fell slightly from 6.4% to 6.2%

Even though this doesn’t sound very positive, employment growth and opportunities have increased in certain sectors. From February 2014 to February 2015, the biggest increases in trend employment growth occurred in:

Professional, Scientific and Technical Services (+71,700)
Accommodation and Food Services (+53,000)
Construction (+46,300)
Arts and Recreation services (+41,500).

Occupations that grew in line with the sectors mentioned above include:

Manager (+66,000)
Professionals (+112,100)
Technical and Trade Workers (+38,600)
Community and Personal Service Workers (+40,400)
Clerical and Administrative Workers (+19,300).

Occupations that saw a fall in trend employment growth included:

Sales Workers (-7,800)
Machinery Operators and Drivers (-8,500)
Labourers (-6,100). ^

^ Employment for Building and Plumbing Labourers to November 2018 is expected to grow moderately as the number of job openings is expected to be above average as new job openings occur and people leave their occupation.

So what does this mean for you if you are looking for a job?

Whatever your industry, there are always jobs out there so:

Make sure your job applications are on the mark every time
Quality over quantity: research and apply for the few jobs you really want instead of applying for everything
Consider getting in touch with a reputable Employment/Recruitment Agency: they get opportunities you may miss
Get as much feedback as you can from every stage of the application process: job applications get easier with practice.

If you would like help to find a job, contact us .

Busyness To Effectiveness Workshop

Tue, 14 Jul 2015 11:17:32 GMT

Join Capture Recruitment and WWES Business Coach Stuart Harrison for an afternoon of 'effectiveness' to achieve your business and professional goals in the new financial year.

Discover how to turn your daily 'busyness' into 'effectiveness' by learning how to avoid procrastination that leads to stress, burnout and lost opportunity.

The afternoon will provide you with easy to use tools and strategies to help you manage your priorities, time and energy levels; giving you more time to invest in your business and your people.

In this workshop you will:

Learn how to develop your mindset for more effectiveness and less procrastination
Understand the beliefs that drive our actions, behaviours and goal attainment
Gain clarity around the barriers that prevent effectiveness
Implement an effective time management plan to achieve your business and professional goals

Places are strictly limited – Don’t miss this opportunity to transform your busyness into effectiveness!

Event Details

When: Tuesday 4th August 2015
Time: 1:00pm - 4:00pm (afternoon tea provided)
Location: Western Wellness Centre
102 / 22 - 30 Wallace Ave, Point Cook 3030
Located in the same complex as Capture Recruitment)

Event Registration

Workshop now passed.

Certificate 3 Or Apprenticeship Subsidy

Thu, 07 May 2015 11:07:35 GMT

If you are yet to complete a Certificate 3 or apprenticeship, then you may be eligible for FREE government subsidised training.

Capture Recruitment can now assist you in advancing your career through accredited courses currently available.

To register your interest, or for further information on how we can assist, please contact our office on 9369 4459 and ask for one of our qualified consultants.

Certificates

Wharehousing

Course Title: Certificate 3 - Warehouse Operation
Course Length: Part-time 12 weeks or Full-time 5 weeks

Construction

Course Title: Certificate 3 - Civil Construction
Course Length: Part-time 18 weeks or Full-time 11 weeks

Arboriculture

Course Title: Certificate 2 - Arboriculture
Course Length: Full-time 5 weeks

Sunshine Rotary Club Annual Golf Charity Day

Thu, 26 Mar 2015 10:51:08 GMT

Write about something you know. If you don’t know much about a specific topic that will interest your readers, invite an expert to write about it.

Capture Recruitment sponsors the Sunshine Rotary Club’s Annual Charity Golf Day for the 5th consecutive year!

If you are a golfer, you don’t want to miss this.

On Friday 1st May 2015 at the Sunshine Golf Club will see the annual 4 Man Ambrose tee off at 12.30pm.

There will be a number of prizes awarded at the end of play followed by dinner at the Clubhouse. This year we have Merv Hughes as our guest speaker. Straight from the African Jungle for “I’m A Celebrity – Get Me Out Of Here”, Merv will regale us with tales from his adventures, as well as many a story from his career as one of Australia’s cricket legends.

Even if you are not a golfer, please join us for dinner. A night not to be missed!

This year the Sunshine Rotary Club Charities are both club projects.

DIK – Donations In Kind is a major recycling operation, run by volunteers, that gives suitable goods to people in need, for free.

Donations accepted are clothing, computers, books, stationery, etc.

WERN is Western Emergency Relief Network which provides the collection and distribution of emergency relief, in particular furniture, through member welfare agencies.

If you are able to support the Sunshine Rotary Club Charity in any way, please contact
Tony on 0401 732 269.

capturerecruitment

2026 Hiring Trends in Melbourne You Need to Know About

1. Skills shortages are no longer seasonal

2. Reliability and attendance now outweigh job titles

3. Flexibility is expected, not a bonus

4. Faster hiring wins talent

5. Local knowledge is a competitive advantage

6. Employer brand is influencing blue collar hiring

7. Retention is the new recruitment strategy

What this means for hiring in Melbourne in 2026

Hiring Challenges in the Warehousing & Logistics Sector: Why It’s Tough and What to Do About It

The Key Hiring Challenges Facing Warehousing & Logistics

1. Labour Shortages — Especially for Skilled Roles

2. High Turnover and Workforce Instability

3. Competition for Talent

4. Seasonal Demand & Fluctuating Volumes

5. Attracting & Positioning the Role Properly

6. Safety, Compliance & Candidate Screening

Strategies to Overcome These Hiring Challenges (Australia-Focused)

Build a Talent Pipeline & Upskilling Program

Improve Employer Branding & Positioning

Offer Competitive & Flexible Compensation Packages

Streamline Hiring & Candidate Experience

Use Mixed Staffing Models

Invest Heavily in Safety & Screening

Leverage Recruitment Partners & Niche Agencies

Localising to Your Region

Need Help Finding the Right People? ﻿

Forklift Driver Job Outlook

Job Prospects

Knowledge and Skills Required

Training

How Capture Recruitment Can Help

How Do I Find the Right Person to Hire?

The two elements of hiring:

Step 1, Part 1: Defining the role

Step 1, Part 2: Defining the candidate

Defining the role and candidate checklist:

The Steps of Hiring:

Step 1: Define the role and create a position description.

Step 2: Create and post a job advertisement.

Step 3: Screen Resumes

Step 4: Phone Screening/Interview

Step 5: Interview

Step 6: Reference Checks

Step 7: Medical Checks

Step 8: Trial

Step 9: The Hire

The Difference Between Hard Skills and Soft Skills

Hard Skills:

Soft Skills:

Preparing for your interview:

How to Write a Cover Letter for a Job You Have No Experience in!

Section one:

Section two:

Section three:

Lastly,

Preparing for a Video Call Job Interview is This Easy!

5 WAYS TO IMPROVE YOUR RESUME

List Relevant Qualifications

Tailor Your Resume to the Job

"Jobs Available Near Me"

Resume References

What To Expect When Hiring During Covid-19

1. An influx of applications

2. Inexperienced applicants

3. Over experienced applicants

4. An abundance of calls and emails

5 Ways To Stay Productive During Covid-19

Here are five ways you can be productive during the COVID-19 pandemic

Self Learning New Skills

Create a new resume and/or a portfolio

Socialise

Rejuvenation

How To Keep Your Workplace Clean During The Coronavirus Outbreak

Implement a Hygiene Policy

What you can include in a Hygiene Policy

Basic Hygiene:

Clean Bathrooms:

Clean Kitchens:

Need Help Finding the Right People?