With the WA state election set for Saturday, 8 March 2025, infrastructure investment remains a key focus. With billions of dollars being allocated to major projects across the state, voters are paying close attention to how these developments will shape the economy, job market, and liveability in their communities. From the $7.2 billion Westport project to the Tonkin Highway Extension and the $1.8 billion New Women and Babies Hospital , WA’s government is making significant commitments to future-proof the state. But these investments also come with questions: How will they be delivered? Who will benefit? And what role does the upcoming election play in shaping their progress? Infrastructure and the Election Agenda Infrastructure is always a key political battleground, and this election is no different. The current WA government, led by Premier Roger Cook and the Labor Party, has positioned itself as a strong advocate for major projects, securing federal funding and pushing forward on transport, energy, and healthcare initiatives. Labor has consistently emphasised infrastructure as a driver of economic growth, job creation, and long-term state development. However, opposition candidates and critics argue that while these projects sound promising, their execution, cost management, and long-term benefits must be carefully scrutinised. Take the Westport project , for example. The government has announced plans to fully transition port operations from Fremantle to Kwinana by the late 2030s, with environmental approvals and business cases now moving forward. While this will create significant economic opportunities, opponents question the feasibility of the timeline and the impact on local businesses and freight operators. Similarly, the Tonkin Highway Extension , a project receiving over $1 billion in combined federal and state funding, is being championed as a solution to congestion and better regional connectivity. With construction expected to support 4,400 jobs, the project is a clear vote-winner for those prioritising employment and transport infrastructure. But critics point to rising costs and potential delays as concerns that need to be addressed. Labor’s focus on infrastructure has been a key pillar of its economic strategy, helping to drive employment and investment across the state. The opposition, led by the Liberal Party, has raised concerns about debt levels and efficiency in project delivery, arguing for stronger accountability measures. Other Major Projects Driving WA’s Infrastructure Boom Beyond these headline projects, a range of other major infrastructure developments have been awarded, further highlighting the sheer scale of work coming up in WA. Some key projects include: Lumsden Point General Cargo Facility – A significant step in boosting WA’s port capacity, supporting trade and logistics. King Rocks Wind Farm – Strengthening WA’s renewable energy sector and creating long-term jobs in clean energy. Metronet Rail Projects – Ongoing expansions to Perth’s rail network, enhancing public transport connectivity. Albany Ring Road – A major road project aimed at improving freight efficiency and safety in WA’s southwest. Various Hospital Upgrades – Including expansions and refurbishments to key healthcare facilities across the state. With these projects and more in the pipeline, WA’s construction and engineering workforce will be in high demand for years to come. The Jobs Boom and Fetch Recruitment’s Role For Perth’s workforce, these projects represent a wave of new employment opportunities, particularly in construction, engineering, and project management. Fetch Recruitment, a leader in WA’s recruitment space, is at the forefront of placing skilled professionals into roles that will drive these developments forward. As contracts are awarded for key projects like the Lumsden Point General Cargo Facility and the Warradarge Wind Farm expansion , demand for skilled trades, site supervisors, civil engineers, and project managers continues to grow. Whether it’s in mining, transport infrastructure, or renewables, Fetch Recruitment is actively connecting top talent with these industry-changing projects. What’s Next? As voters head to the polls, infrastructure promises will play a significant role in shaping their decisions. Will the current government’s investment strategy win them another term, or will concerns over cost blowouts and project delays sway public opinion? One thing is certain—regardless of the election outcome, WA’s infrastructure pipeline is set to transform the state for decades to come. And for job seekers looking to be part of this transformation, Fetch is here to help navigate the opportunities ahead.  Looking for your next role in construction, engineering, or project management? Get in touch with us today and be part of WA’s infrastructure future.

​Australia’s construction industry enters 2025 with a sense of cautious optimism. Despite challenges such as high inflation, rising costs, and a cash rate of 4.35% that have slowed growth, there are signs of resilience. Government investment continues to provide stability, with early-stage project activity showing positive movement throughout 2024. This steady momentum lays a more stable foundation as the sector navigates the complexities of the new year. ​ As the industry adapts to ongoing shifts, key trends are emerging that will define the landscape in 2025. From addressing the housing crisis to navigating skills shortages and embracing new technologies, the construction sector is preparing for significant change. Here are the critical trends and predictions to watch in 2025: ​ 1. Residential Construction Faces New Challenges Residential construction continues to play a central role in Australia's construction sector, but it faces gro wing uncertainty. The First Home Guarantee Scheme helped 34% more first-time homebuyers in the 2023-24 financial year compared to the previous year, yet this surge has not translated into a nationwide increase in building approvals. For example, Queensland and South Australia have seen increases in building approvals, but New South Wales and Victoria have experienced declines. Recent data indicates a worrying trend, with residential building approvals falling 3.6% in November 2024, and private sector houses down by 1.7%. Despite the ongoing demand for new homes, the total number of homes approved in November was only 15,000 - far below the 21,000 needed monthly to meet the National Housing Accord's target of 1.2 million new homes by 2029. As the construction industry grapples with these numbers, it raises the question: Can the industry meet the housing crisis head-on, or is it facing a permanent gap between demand and supply? Key stat: Residential construction remains a dominant force but is facing a significant slowdown in approvals. Insight: To stay ahead of these shifts, clients should adapt by revisiting project timelines and ensuring a proactive approach to navigating approval delays. What innovative strategies are you using to accelerate approvals or overcome regional building hurdles? Share your thoughts below. 2. Skills Shortages and the Shift Toward Renewables The ongoing skills shortage remains one of the greatest challenges for the construction industry. Thousands more will also need to be trained in other trades, with the nation’s 277,872 building industry workforce needing to surge to 361,175 to sustain the construction volumes necessary for the boom. As the sector shifts from traditional transport infrastructure projects to the emerging renewables and clean water sectors, the demand for specialised skills has never been more pressing. This transition is not just about volume; it’s about a change in the type of expertise required. The shift from transport infrastructure to projects like desalination plants and renewable energy installations (wind and solar) is creating a gap in skills. While overseas workers have been key in fulfilling skilled roles since COVID-19, many of the professionals brought in have focused on transport infrastructure, and their expertise is not easily transferable to the renewable energy sector. Key Stat: The transition from transport to renewable projects is expected to place additional strain on recruitment efforts in 2025, especially in niche roles. Insight: To stay ahead of the curve, clients should look to invest in cross-training programs and target international talent with renewable energy expertise. Upskilling local workers and recruiting for niche roles will help fill gaps and maintain project momentum. 3. Social Infrastructure Growth: Hospitals and Schools While transport infrastructure projects slow down, the social infrastructure sector remains robust. Government investment in healthcare, education, and other public services ensures continued opportunities in this area. Key Stat: Government spending on social infrastructure projects is projected to increase by 15% in the next 5 years, driven by ageing populations and the need for more sustainable healthcare and education facilities. Insight: Construction firms should focus on growing expertise in the social infrastructure space, with a particular emphasis on healthcare and education projects. By aligning with government priorities, businesses can access a steady stream of projects. 4. Easing Construction Costs After years of rising material and labour costs, the construction industry is beginning to stabilise. Supply chain disruptions are easing, and inflationary pressures are subsiding, offering relief to developers and contractors. However, labour shortages may still maintain upward pressure on wages. Key Stat: Material costs are expected to stabilise by 2025, providing more predictability for project budgets. Insight: As material costs level out, developers can better manage budgets and focus resources on innovation and technology adoption. This includes investing in construction tech, automation, and advanced materials, which can reduce waste, enhance efficiency, and maintain profitability. With more predictable costs, businesses can also offer more competitive pricing, reducing risk and attracting new projects. Key Strategy: To address labour shortages, companies should invest in employee development, workplace flexibility, and automation solutions to boost productivity without compromising quality. Conclusion: Building for the Future in 2025 As we approach 2025, the built environment is evolving rapidly, with new challenges and opportunities emerging at a fast pace. The skills shortage remains a critical issue, especially as the industry transitions toward more sustainable infrastructure. However, the key to navigating these challenges lies in adaptability—whether through cross-training workers, embracing technology, or focusing on commercial projects. ​ At Fetch Recruitment, we are dedicated to supporting our clients as they navigate these shifts in the industry. We work closely with businesses to provide the right talent for every stage of a project, ensuring that construction firms are well-equipped to tackle the challenges of the future. ​ How is your business preparing for these shifts in 2025? Let’s start a conversation and explore how we can help you build a future-proof workforce.

​At Fetch Recruitment, we’re always inspired by lessons from those who have achieved greatness. During our recent client golf day, our Director, Dan, had the chance to ask Richmond legend Trent Cotchin about his key ingredients for success. Trent’s response highlighted four timeless pillars that guided him through a remarkable career, from leading his team to three AFL premierships to applying them in his everyday professional life. ​ Purpose-driven Success stems from understanding the bigger picture behind daily actions. In recruitment, this means focusing not just on filling roles but on shaping careers and building lasting relationships with clients and candidates. A strong sense of purpose drives us to provide opportunities that positively impact the lives of others. If you're unsure how to define or align your purpose with your goals, Daniel Musto and Brendan Redwood bring extensive experience working with high-performing organisations and would be happy to share their insights. Takeaway: Define your purpose. Connecting everyday actions to meaningful goals creates sustainable motivation. ​ Values-driven Values are more than just statements; they are the foundation for decision-making and culture-building. Whether it’s transparency, respect, or excellence, consistently living by these values builds trust and credibility. Takeaway: Stay true to your values. They’re the foundation for strong relationships and meaningful impact. ​ Performance-based Success isn’t about being perfect – it’s about striving for improvement. Trent emphasised the importance of setting clear goals, tracking progress, and learning from setbacks - lessons we take to heart in our work. Takeaway: Embrace measurable goals. Celebrate progress and use challenges as stepping stones. ​ Vulnerability Trent pointed out that in male-dominated industries, vulnerability is rarely celebrated or encouraged. However, he believes this narrative is shifting, and we agree. At Fetch Recruitment, we see vulnerability as a strength. Being open about challenges, acknowledging when we don’t have all the answers, and fostering trust creates stronger, more meaningful connections. Takeaway: Authenticity matters. A transparent, human approach strengthens relationships and drives success. ​ Bringing it together These pillars are a reminder that success isn’t just about results – it’s about the mindset and approach that drive those outcomes. At Fetch Recruitment, we’re committed to: Aligning our actions with purpose Leading with integrity and authenticity Striving for continuous improvement Creating meaningful connections with our clients and candidates Success is an ongoing journey, built on values, collaboration, and the pursuit of growth.  If you'd like to connect with Daniel or Brendan, feel free to reach out to them at daniel.musto@fetchrecruit.com.au or brendan.redwood@fetchrecruit.com.au .

​We’re excited to announce that Fetch Recruitment has acquired Who Group Trades & Labour, a Melbourne-based labour hire business. This strategic move strengthens our ability to serve both clients and candidates while opening doors to new opportunities. Key benefits of the acquisition: Broader reach: Entry into the events industry, offering new opportunities for clients and candidates. Improved services: Better positioned to support clients and candidates in the construction, civil, and events sectors. Positive outcomes: Aligning with our mission to deliver exceptional services, expand our presence, and create opportunities for growth and success for our team, clients, and candidates. Team expansion: With five new team members joining our Melbourne office, Fetch Recruitment is now operating across Melbourne, Perth, the UK, and servicing Queensland. Greater capacity: A 20% increase in our contract workforce to meet growing demand. Brendan Redwood, Managing Director of Fetch Recruitment, shares his perspective: “This acquisition is an exciting step for Fetch Recruitment. It allows us to provide better support to our clients and candidates, explore new industries, and create opportunities for growth across the board. We’re delighted to welcome the Who Group team and look forward to achieving great things together.”  We’re looking forward to the future and continuing to support our clients and candidates with even greater reach and expertise.

​At Fetch Recruitment, we're proud to partner with Willing . While they've built their name on construction excellence since 1969, it's their practical approach to diversity that catches our eye. In an industry where women make up just 2% of Australia's construction workforce , Willing’s in house team is over 56% female - proof that the construction sector is changing. It's a simple strategy: hire the best people, create a workplace where everyone can contribute, and watch the business grow. This approach hasn't just helped Willing attract great talent; it's helped them deliver better results for their clients. Creating an inclusive workplace Willing has built an environment that meets the needs of a wide range of people, making their spaces, technology, and communication tools accessible and welcoming for all. Their key initiatives include: Flexible work arrangements Recognising the importance of work-life balance, Willing offers flexible schedules, remote work options, and part-time arrangements to support their employees' varied lifestyles and responsibilities. This flexibility is particularly helpful for team members with family commitments, allowing them to work in a way that suits them best. Comprehensive benefits Willing's benefits package includes mental health resources, such as MATES in Construction, and parental leave options. By supporting their employees' overall well-being, Willing fosters a positive and productive work environment. Sponsorships and training In the past, through their hospitality ventures Bar Vino and Willing Coffee, Willing has provided sponsorships and development opportunities to retain outstanding team members. Accessibility enhancements Ensuring that physical spaces, technology, and communication tools are accessible to all employees makes the workplace welcoming and usable by everyone. Building diverse partnerships Willing's commitment to diversity extends beyond its internal team. They actively partner with diverse consultants and organisations to bring their projects to life. A prime example is their collaboration with Veronique Willing, who brings her expertise as an interior stylist to enhance project aesthetics. Their partnership with Sana Living, a leading NDIS housing provider, reflects shared values in creating inclusive spaces. From architects to sales consultants, Willing's network of partners spans different ages, nationalities, and genders, bringing varied perspectives to each project. The Willing team is actively involved in industry initiatives, with team members belonging to the National Association of Women in Construction (NAWIC), supporting the advancement of women in the sector. A diverse team driving success Willing's success is built on the unique strengths of their diverse team. By actively hiring individuals from a variety of backgrounds, genders, and skill sets across their Property, Build, and Hospitality divisions, Willing values the diverse perspectives each team member brings. As Tim Willing, Founder of Willing explains, "Diversity often leads to award-winning results for our projects because it brings together a range of perspectives, ideas, and expertise that enhance creativity and problem-solving. In property and design, diversity allows teams to create spaces that cater to various lifestyles, preferences, and needs, resulting in more inclusive and functional environments." ​ The powerful impact of diversity Willing's focus on diversity has brought real benefits, from greater team engagement to stronger innovation and talent acquisition. They have found that a focus on work-life balance drives creativity and a collaborative culture, as Tim notes, "Well-rested employees are generally better at decision-making and contribute to a positive, collaborative culture, creating a win-win situation for both the company and the individual." ​ Looking ahead: Strengthening diversity and inclusion Willing is committed to further improving diversity and inclusion in the years ahead, with a particular focus on encouraging female team members to grow within the construction industry. By building on these core values, they are creating a workplace that appeals to top talent, positioning themselves as an employer of choice. ​ Success story: Courtney Simms, Senior Contract Administrator Courtney showcases how diverse talent shapes our construction industry. With an impressive 19-year journey in construction, Courtney has grown from her early days in general administration to become a key leader in contract administration, particularly in commencing the construction of West Residences. Her path shows the importance of nurturing talent and creating growth opportunities for all. Starting in administration and tenders, Courtney built her expertise over 15 years to master complex contract administration. Her portfolio spans multi-unit developments, apartments, and aged care facilities - each project adding to her deep industry knowledge. "Courtney's growth within the industry proves that success in construction isn't about fitting a certain mould - it's about skill, dedication, and attention to detail," says Dayne Willing, Construction Director of Willing Build. "Her expertise in managing head contracts and preparing sub-contractor packages has been crucial to our success." ​ Why we're proud to partner with Willing At Fetch Recruitment, we value our partnership with Willing not only for their commitment to quality craftsmanship but also for their proactive approach to fostering diversity and inclusion. Their dedication to a supportive, inclusive workplace shows how a focus on diversity can be a powerful driver of business success. We're excited to work alongside Willing, connecting them with talented individuals who share their vision and values. ​ The future of Australian construction It's encouraging to see businesses like Willing making diversity and inclusion a real priority. With Australia's construction sector facing ongoing skills shortages and growing project demands, bringing in talent from all backgrounds isn't just good practice – it's essential for the industry's future. By breaking down traditional barriers and creating genuine opportunities for diverse talent, companies like Willing are helping build a stronger, more innovative construction sector that's ready to meet tomorrow's challenges.

As Brisbane gears up to host the 2032 Olympic and Paralympic Games, the city is experiencing an unprecedented construction boom. This surge is driving billions in investment and transforming the landscape, making Brisbane a thriving hub for development. According to recent reports, the economic impact of the Olympics is projected to reach $275 billion by 2041 , signalling a bright future for the city​. ​ Key Infrastructure Projects Major projects are already underway, with the Olympics serving as a catalyst for Brisbane's transformation. The city is seeing substantial investment in transport infrastructure, including the development of the Cross River Rail and the Brisbane Metro . These projects are designed to enhance connectivity across the region, making the city more accessible for the influx of visitors, workers, and new residents expected over the next decade. Additionally, plans for athlete villages, new sporting arenas, and other Olympic-related infrastructure are contributing to the construction boom. These developments are not just focused on the Olympics but are designed to leave a lasting legacy, positioning Brisbane as a global city long after the games conclude. ​ Population Growth and Migration to Brisbane Brisbane's booming economy and rapidly developing infrastructure are attracting people from across Australia and the world. With the city’s population projected to soar, thousands are expected to move to Brisbane in search of new opportunities in construction, hospitality, and other sectors tied to the Olympics. The city’s population is forecasted to reach 3.6 million by 2041 , making it one of Australia’s fastest-growing urban areas​. This population surge is further fuelling demand for housing, which has led to a substantial increase in residential construction projects. New apartment complexes, housing estates, and commercial developments are rising to accommodate Brisbane’s growing population, creating ample opportunities for construction professionals and skilled workers alike. ​ Opportunities in Construction For those in the construction industry, Brisbane’s boom offers a wealth of job opportunities. The demand for labour is increasing as the city continues to expand its infrastructure. Whether you're a tradesperson, project manager, or engineer, now is the time to consider making the move to Brisbane. With an extensive pipeline of projects lined up well into the next decade, the city promises long-term opportunities for those looking to build their careers in construction. ​ Looking Ahead As Brisbane prepares for the 2032 Olympics, the city is poised to undergo one of the most significant transformations in its history. The combination of Olympic-driven infrastructure projects, population growth, and government investments is setting the stage for a promising future. The construction boom is not just about creating a world-class city for the games; it’s about building a sustainable, thriving metropolis for the future. With new opportunities on the horizon, Brisbane is quickly becoming the place to be for professionals in construction, engineering, and urban development. ​ Melbourne's Regret: The Cost of Withdrawing from the Commonwealth Games While Brisbane’s future looks promising with the upcoming Olympics, Melbourne's recent decision to withdraw from hosting the Commonwealth Games presents a unique opportunity for business development in the construction sector. In 2024, the Victorian government announced its withdrawal from the games, citing spiralling costs and concerns over the financial implications for taxpayers. The decision ultimately amounted to a staggering $596 million in costs related to planning and preparations already made for the event, which has raised questions about the state's capacity to support large-scale projects in the near future. This shift not only positions Brisbane as the focal point for large-scale infrastructure projects but also raises questions about the potential for Brisbane to become a hub for innovation and growth in urban development. As Brisbane capitalises on the Olympic-driven construction boom, Melbourne may find itself at a crossroads. The absence of the Commonwealth Games means fewer immediate opportunities for construction in Victoria, which could hinder the region's economic growth. However, this also creates a chance for Melbourne to reassess its strategies and strengthen its existing projects while looking to retain and attract businesses in other sectors. The competition between these two cities is heating up. As businesses and construction firms eye the opportunities in Brisbane, they may need to adapt their approaches to stand out in a market that is rapidly evolving.  The question remains: how can Melbourne leverage its existing strengths to not only retain its talent but also create new opportunities in the face of Brisbane's booming construction landscape? With the rising momentum in Brisbane, Melbourne could soon be left regretting its choice, facing a challenging road ahead while watching its rival city thrive. ​ Our Managing Director, Brendan Redwood, shares his thoughts on the industry's future: “Victoria’s at a tipping point - if the government doesn’t start rolling out more projects, we’re going to lose some of our best construction and engineering talent to Queensland and Western Australia. It’s already happening, clients are shifting their teams, and candidates are chasing the work in other states where big projects are taking off. Industry leaders are worried, especially with huge housing and energy targets on the horizon. The government needs to act fast, or we’ll struggle to keep our top talent and hit those critical goals.”

​Asking for a pay rise can be a nerve-wracking experience, but it’s an essential conversation if you believe your contributions deserve recognition. Whether you’re a seasoned professional or relatively new to your role, knowing how to navigate this discussion can be a game changer for your career. If this is uncharted territory for you, consider following these four steps before requesting a pay increase. ​ 1. Do your homework Before you schedule a meeting with your manager, it’s crucial to prepare your reasoning: Evaluate your own performance: List your achievements, contributions, and any additional responsibilities you’ve taken on since your last review or raise. Research comparable salaries: Salary guides are a great tool to help you understand current industry trends and provide a market average for you to benchmark your salary against. Our 2024/2025 Fetch Salary Guide can help you with this. Review promotional criteria: Know the progression steps and ensure you have met the requirements. Career reviews: If you have had any recent career reviews, understand the goals and/or targets and highlight how these have been achieved. ​ 2. Timing is key Choosing the right moment to ask for a raise can significantly impact the outcome: Annual reviews: If your company has a regular performance review cycle, this can be the best time to bring up salary discussions. After a major achievement: If you’ve recently completed a big project or exceeded your targets, it can be an opportune time to discuss a raise. Consider the company's financial position: When the company’s financial health is poor, employees should avoid asking for a raise. ​ 3. Prepare your case You need to be ready to present a strong case, list your evidence and have a professional conversation: Request a meeting: Send a polite email requesting a time in advance to discuss your role and compensation in a private setting. Present your case clearly: Highlight your achievements, show your growth and have solid data to support your claim. Be specific about what you want: Know the exact percentage or amount you’re asking for and be prepared to explain why you believe it’s justified. Be open to feedback: Your boss may not immediately agree to your request. Be ready to listen to their perspective and discuss what steps you can take to earn the raise in the future. ​ 4. Follow up After the meeting, it’s important to follow up: Send a thank-you note: Regardless of the outcome, send a thank-you email to express appreciation for the discussion. Act on feedback: If your raise was denied, work on any feedback you received and agree on date for another pay review in three-six months’ time. Have a contingency plan: Ask your manager if they can offer additional benefits, such as paying for additional study or membership of a professional body or providing you with extra annual leave. ​ Final thoughts Frame your request by highlighting your contributions to the company and how you've positively impacted its goals. Use research to justify your proposed salary range, showing flexibility by suggesting a range rather than a fixed amount. This approach can make your request more appealing and demonstrate your value beyond just the monetary aspect. When asking for a salary increase, it's important not to focus solely on the financial aspect. Consider the overall value of your employment package are you receiving additional benefits such as flexibility, training, transport costs…etc. And ask for these if a pay rise isn’t available.

​Australia's construction industry continues to grow with major infrastructure projects underway. However, the shortage of skilled workers poses a significant challenge to the completion of these projects. The demand for skilled workers has never been greater and if you are interested in becoming a sparky, a chippie, a brickie, a plumber, or any other trades profession, here are some reasons as to why you should kickstart your career in a trade-based industry: ​ 1. High Demand There has and always will be a constant demand for skilled tradies. With the ongoing urgent need for new construction, maintenance, and repair, trades people are indispensable. Unlike many jobs that can be outsourced or replaced by technology, trades require hands-on, skilled labour that can't be automated. ​ 2. Excellent Earning Potential Many trades offer excellent earning potential. Skilled tradespeople often earn a good wage right out of training, and with the proper trade qualification, the more you learn, the more skills you develop, the higher you can earn. Getting a license, for a specific trade, be it a welder, electrician, etc, increases your ability to earn as well. ​ 3. Get paid to train Becoming a tradesperson often requires less time and financial investment. Many trades offer apprenticeship programs where you can earn while you learn, this allows you to gain practical experience – a win, win! ​ 4. Hands-On and Rewarding Work For those who enjoy working with their hands and seeing tangible results from their efforts, a career in the trades can be incredibly satisfying. Tradies often get to see the immediate impact of their work, whether it's fixing a complex electrical problem, crafting a beautiful piece of furniture, or ensuring a building is safe and functional. ​ 5. Independence and Flexibility Many tradespeople enjoy a high degree of independence in their work. Whether you’re working for a company or running your own business, the nature of the job often allows for flexibility in terms of hours and projects. This can lead to a better work-life balance and the ability to take on projects that genuinely interest you. ​ 6. Job Satisfaction & Growth You’ll have a real sense of satisfaction completing projects and see the impact your work has on the community. As you gain experience, you can take on more complex projects, learn new skills, and even move into supervisory or management roles. Choosing to work in trades is not just a career choice; it's a decision to be a part of a profession that is vital, respected, and rewarding. Head of our Trades and Labour division Louis Thomas shares; “I’ve personally witnessed some great success stories in the trade sector, it's truly an industry that individuals can progress very quickly if they have the right attitude and desire to learn. It’s a space where there are incredible opportunities and offers a huge variety in day-to-day duties. It’s not unheard of for apprentices that have just recently qualified to land 6 figure salaries, especially in the industrial maintenance and mining sectors. What I love most about construction companies is that they will always look to promote within – and often we see apprentices that have worked their way right through to project and construction managers all while staying with the same company”. If you’re looking for a stable, fulfilling, and lucrative career path, consider the trades—you might just find that it’s the perfect fit for you. Click here to see all our live jobs.

​In 2023, the global mining market experienced a 6.1% growth, reaching over US$2145 billion, and it's projected to escalate to over US$2775 billion by 2027 . Global demand and world industrial production have provided sustained support to the mining and resources sector and the Western Australian economy over the past two decades. Over the next decade, world GDP growth is expected to average 3.3% per annum. A report by KPMG shows the overall production outlook for the Western Australian resources sector is positive. Modest growth in production is expected, supported by the increase in capacity and growth in global industrial activity. ​ A mine of opportunity The Australian mining sector as a whole contributed close to 14% of Australia’s GDP in FY23 with a record $460 billion in earnings for Australian exports of resources and energy commodities in FY23. This was fuelled by the continuing Russian and Ukrainian conflict driving commodity prices. Iron ore and gold projects strongly support our state’s mining industry which continues to be the major resources contributor to our national GDP. We expect this activity and investment to increase over FY24 despite continued global market uncertainty. ​ Money in the mines Mining job salaries in Australia are among the highest in the world. Salaries in the industry vary based on location, job type, mineral type, experience, and education. According to the ABS data, wages continue to grow steadily – and sometimes even soar by as much as 20-25% a year for high demand occupations as employers try to address skill shortages. If you would like Fetch to provide you salary benchmarking for any specific roles you are hiring for, please reach out to Lianne Adlington - State Manager. ​ Women in mining Mining is, undoubtedly, still a male-dominated industry. The Australian Government’s Workplace Gender Equality Agency says, in Australia, women currently make up 16% of the mining workforce . Analysts at McKinsey report 13% of women are at the C-suite level . This is incredibly low in comparison to the infrastructure industry, which has 22% women making up the workforce. Australian employers have a critical role to play in addressing gender segregation and promoting gender balance in the workforce. Fetch Recruitment believes employers can attract both women to their workforces by de-biasing and de-gendering processes for recruitment, retention, promotion, and pay as well as thinking innovatively about opportunities for training and upskilling. Workplace cultures that are supportive of gender neutral flexible working arrangements and all employees with caring responsibilities are also key. Fetch has been provided information on progress being made that has been to encourage more women into the space, and to advance opportunities for women, such as Laing O’Rourke have female site internships in place and many companies like Aurecon providing parental leave form day 1, which is important to any female looking to leave a current employer. A report on Women in Mining highlights in 2012, the percentage of women on boards of the top-500 listed companies globally was a mere 4.9% yet by January 1, 2022, that figure had risen to 17.6%, representing a 13% increase over the decade. Organisations with at least one woman on their board consistently outperformed those with none. This finding is backed up by ten years of research, which has shown that higher female board representation is associated with higher profitability, higher return on capital invested and better environmental, social and governance (ESG) disclosures and performance scores. By creating diverse and inclusive workplaces, and affording opportunities to enable people to maximise their talents, we will deliver strong economic growth. ​ Mind the [skills] gap Mining companies are experiencing a talent squeeze. A report from McKinsey & Co reveals that 86% of mining executives find it harder to recruit and retain the talent they need versus three years ago. Not surprisingly, the highest demand is for highly skilled professionals within the industry. Yet many of the most sought-after workers do not see the industry as attractive. 70% of 15- to 30-year-olds said they probably or definitely would not consider a career in mining. From fetch’s internal data these skilled professionals in the highest demand now are Mining professionals such as Civil, Mechanical, Geotechnical, Process and Underground Mining engineers in the white-collar sector. Followed by HD Fitters, Electricians/Auto Electricians, Process Technicians and Good Excavator/All Round Operators in the blue-collar sector. Solutions for addressing talent shortages: Treating talent as a strategic pillar Understanding employee preference and needs Investing in skills development Promoting industry values Reach out to our team to see how we can help. ​ Exploring typical roster cycles Rosters are important to the Mining industry when it comes to recruitment as most employees are after an even time roster to have work life balance and spend equal time with families. In 2023, the most common roster types offered to FIFO mine workers were: 8/6 roster (8 days on/6 days off). Often called the “lifestyle roster”. 7/7 roster (7 days on/7 days off) 14/7 roster (14 days on/7 days off). This roster is more common in the mineral exploration industry (e.g. drillers, drillers offsiders, and exploration geologists), where projects sites are more remote and isolated, and access to accommodation and transport is more limited. 5/2 roster (5 days on/2 days off). Some technical services professionals (e.g. mine planning/scheduling engineers and mine geologists) work a Monday to Friday week and choose to fly home for the weekend. It should be noted that these workers would typically have accommodation provided to them in a mining camp or residential area, so it can be considered a pseudo-FIFO roster. The scheduling of FIFO working hours can be significantly influenced by conditions in the labour market. During periods of labour shortage, companies might offer more attractive roster cycles to attract and retain talent. On the other hand, during periods of labour surplus, companies might adopt roster cycles that enhance operational efficiency, potentially leading to longer ‘on’ periods. In essence, FIFO working hours are a careful balancing act, taking into account operational demands, regulatory requirements, and a commitment to ensuring the well-being of employees. Understanding these influencing factors can help both existing and prospective FIFO workers to navigate and advocate for favourable roster arrangements. ​ Life on the mines As the race to attract and retain the best talent intensifies, companies are increasingly prioritising workplace wellness to distinguish themselves. Mineral Resources are leading the way in acknowledging the importance of accommodating employee preferences, providing modern facilities at their four mine site accommodation villages. This focus on improving employee wellness by investing in better infrastructure for camps sets mining companies apart, making them more favourable to work for and increases talent attraction and retention. Specifically, we know the site 'Onslow' attracts a high volume of applicants due to the known premium standard of the camp. ​ Motivations of mining jobseekers  Fetch recruits across both white- and blue-collar mining sectors and have found very little differences in motivators between the sectors when an employee is considering a new role. With the Mining industry heavily contract driven, the main consideration for an employee is length of contract and timeline left on the project they are working on, this is then closely followed up by the roster they are working on. The other 2 top considerations would be salary and development opportunities. If you are seeing anything different to what we are reporting please do let us know we would love to hear your opinions.