Convincing Customers
In a highly saturated market, presenting a competitive point of difference, such as offering consumers the best value for their money, is crucial. While it’s easy to be of the belief that your product is far better than your competitors’, being able to explain to potential customers the reason that they are paying top dollar for your service may prove difficult.
“Don’t just price up a job, chuck your price in the ring and hope for the best. That’s not the right way to do it,” says Small Fish’ Jon Dale.
Dale refers to the common perception that people think, “oh, yeh the same stuff, only cheaper.”
However, Dale argues, “it might be cheaper, but generally speaking (particularly in your industry), if somebody’s considerably cheaper than you, something’s different along the way. They’re going to use cheaper materials and components.”
Often, emphasising the value you offer is in response to another business undercutting you or providing a similar service at a much lower price.
While customers typically look for the cheapest price, according to Dale, it’s obvious that you’re taking short cuts if you charge too little.
“You compromise quality,” he says. “ [The customers] bought cheap and sh*tty cabinets rather than good quality ones, and in the end, the customers are going to pay for that. [Cheaper competitors] cut corners on the job when they’re trying to work to a price.”
While lower prices might be one way to attract business, when you ultimately provide a poor product, customers aren’t likely to return.
Further, “undercutting means lower margins for the electrical contractor…if you’ve got low margins and not much cash around, it’s very easy for you to go under,” Dale continues.
Dale argues the ownership is on you to educate potential customers on what a good product should cost and that they get what they pay for. Not only will the competitor who is undercutting your business skip steps, there’s also the risk that they may go under and not complete the job — it’s your responsibility to point out that small — margin tradies are unreliable and your project is at risk.
This is all part of your marketing and sales strategy – showing the value you offer, the attention to detail in your work and the risk of going with your competitors.
Looking to start your own business? Head to Qualify Me! to see how a tradesman coach like Dale can give you the keys to success.
Whether it’s a yearly performance check-up or touching base after a big job, reviewing your employee’s work is crucial to maintaining a high standard and helping them grow in the role.
And while the pressure is on your employee to demonstrate their competency, it’s also your responsibility to come prepared with important questions which will gauge their progress.
Before giving feedback, according to Small Fish’ Jon Dale, it’s important to get an understanding of how your employee feels in the job.
“Prepare questions in advance, send them to your employee and ask them to provide their answers in time for the review meeting,” says Dale.
“You [should] also spend some time answering the same question - how do you think they’re performing? In the review, you can both review their view and your view of how they’re doing.”
Dale suggests a list of questions for your review, that can help identify the employee’s needs, their own self-evaluation of their performance, as well as where they see themselves in the short and long term.
Dale suggests the following as a starting point for your discussion points:
“How do you think you’re going, generally, in your job?”
“What things do you think you do well?”
“What things don’t you think you do well or what could you get better at?”
“What do you need to work on to get better at them?”
“How could we help you get better at those things?”
“What training or support do you think you need to help you do your job better?”
“What are your hopes or ambitions for your job or career here?”
“What do you need to work on to help you realise those ambitions or progress your career?”
“How can we help you with that?”
“What feedback could you give me about my role here? What could I do better/how could we make it easier for you to do your job well?”
When you compare your employee’s self-reflection and your own views, “you get to see if you agree - if their self-assessment is honest or insightful or they don’t know what they’re doing well and not,” Dale continues.
“If they get it, you’ll agree, if not, you’ll have to correct their view, won’t you? Or agree to differ to come to some compromise or change your view.”
In your meeting, you can also note all the work they’ve done well, while putting in a plan to see them progress. Typically, your first conduct review will be a check-in, while your proceeding catch ups should be an opportunity to compare their work year on year.
Another important consideration is coming to an agreement on what needs to be done better and how your employee can improve the outlook of their career trajectory. Writing this down on paper gives you a reference point for your next catch up to see whether any challenges are being taken in their stride.
While feedback is important, Dale suggests steering away from a scoring system. “It’s likely to cause ill-feeling and negative comparison. We don’t give a score in our business,” he says. “If you feel the need, consider a - good, okay, need improvement scoring system.”
Finally, Dale reminds us that this isn’t an opportunity to point out flaws in your employee’s work.
“It should be a pleasant experience.” However, “If it’s not, if the employee is a poor performer and not trying to improve, you have to consider performance management, which is something else.”
Looking to start your own business? Head to Qualify Me! to see how a tradesman coach like Dale can give you the keys to success.
The following information is general in nature. Please consult with a financial professional before making any important investment decisions.
While securing your finances remains an important consideration, there’s a different element of your future that’s come into the fray: ethical interests. No longer are we only interested in strong returns and attractive bank balances, we also want to do our part to protect the world and meet our social obligations.
In the current climate, our social and environmental needs are just as important as the financial reward when it comes to choosing our super fund. In recent years, more and more superannuation funds have popped up promising to deliver strong results while also ensuring that their money is funding ethical projects and steering away from potentially environmentally damaging outcomes.
What are the main ethical superannuation funds?
If you’re looking for a fund that focuses on not just your own future but the future of others and generations to come, it’s easy to find one that’s as kind with your wallet as they are on the planet. According to Money Magazine and a study conducted by the Responsible Investment Association of Australia (RIAA), these are the top 14 responsible investment superannuations:
- Australian Ethical
- AustralianSuper
- Crescent Wealth
- CareSuper
- Cbus
- Christian Super
- First State Super
- Future Fund
- Future Super
- HESTA
- Local Government Super
- NZ Super Fund
- Unisuper
- VicSuper
- Vision Super
Considerations included environment, governance and ethical factors. But most interestingly, responsible investments outperformed the average return of the total pool of superannuations used in the study.
RIAA’s number one choice, Australian Ethical has three main pillars:
- Planet: “Every decision is made with empathy and compassion for the planet and all those that inhabit it.”
- People: “Environmental and social concerns need to be given equal weight to financial outcomes.”
- Animals: “We do not invest in anything that is unnecessarily harmful to animals.”
Australian Ethical’s key objectives are typical of responsible superannuation funds, focusing on the planet and the people.
Pros of ethical investing
Whether you’re choosing a super fund that invests in ethical projects or your own investment choices are made with social issues in mind, you can rest easy knowing your money is going to a greener and sustainable future.
While it’s a great feeling knowing your investments aren’t doing more harm than good, your money is also going towards driving social change. For example, your funds might go towards an up and coming company that is working on sustainable energy. Not only can you profit from this company, you can also contribute to fighting climate change.
Cons of ethical investing
Although your money is working more responsibly and you have the future in mind, your returns might not be as attractive as picking other funds or investments. By sticking to ethical and responsible companies, you limit yourself to the projects available.
Some top-tier companies on the ASX might also not have the best track record when it comes to sustainability and social issues, so you’ll miss out on any large returns that they may achieve.
Finally, if you choose to invest directly in ASX companies rather than through a managed fund, you’ll also find yourself spending a little more time researching the company’s strategy and whether they meet the criteria for your ethical standards.
Making responsible investments is the easy part – choosing between attractive returns and doing your bit for the planet is the hard part.
Looking to learn more about key business decisions? Head to Qualify Me! to see how you can progress your career and grow your company.
FIFO Worker : As the mining sector continues to prove a gold mine for jobs and companies desperate for willing workers, it’s no surprise that flying in and flying out is becoming more popular with young professionals. We met with Darren Janson who recently changed careers from offering digital marketing for home inspectors and SEO for home inspectors to a FIFO role in WA so we can get real-world information for you.
With natural resources a plenty in rural areas, FIFO – fly-in-fly-out, as it’s better known – is providing the opportunity for job seekers in many industries (that you can get employed using fast RPL qualifications if you have experience) to work in remote areas without the need to relocate.
What is FIFO work?
FIFO or otherwise “Fly-in-fly-out” is the term used to describe someone who flies to a job site to complete work (usually over the course of a week or two) before flying home when the job is done.
Typically, the role is reserved for people who have to complete jobs in rural towns or when they are not within driving distance. DIDO (drive-in-drive-out) operates similarly but instead workers commute via car or bus – trips generally take around half a day.
While they work away from home, usually their accommodation, meals and some recreational activities are covered by their employer. The pay is also significant to make up for the inconveniences.
FIFO workers also work long hours – usually 12-hour shifts – and seven days a week on site with very little downtime. The most common roster arrangements are 14 days on, 14 days off and 7 days on 7 days off.
Despite the benefits, plenty of FIFO workers struggle with their mental health due to the long periods of time spent away from family and friends. It’s harder to make social engagements and attend important milestones for your kids. With locations in rural areas, workers also have to deal with extreme conditions.
As such, state governments have implemented support programs to help workers who may be at risk.
What are the fastest growing FIFO jobs?
With the increase in construction comes a boom in supporting industries and jobs. We have seen a massive surge in demand for roles such as building and pest inspections Perth, Brisbane Arborists, Physiotherapists (FIFO work tends to be quite hard on the mind and body; this is where physio's come in) and many more.
How do you get into FIFO work with no experience?
Although mining opportunities are the most common form of FIFO work, a lot of other industries are prepared to fly you in and out. From cleaners to kitchen staff, there is a huge variety of options available.
For many workers with no experience, jobs are available in roles that demand long hours and which are physically laborious. Entry level jobs include driving machinery and carrying heavy equipment. Although some employers don’t expect experience, if you work in the mines, you’re still required to do an induction cause in mining so you understand the safety protocols.
Consider some of the transferable skills you may have. Job sites still need other staff apart from those working the mines, especially in the hospitality sector. Once you manage to pick up FIFO work, it’s much easier to move around and up the job ladder.
Where is the most FIFO work in Australia?
There are approximately 60,000 FIFO workers in Australia and this is fuelled by the large resource sector in the country. With a strong demand for our exports, many mining companies require a huge workforce in remote areas.
In the country, because most FIFO work is done in the mines, the biggest opportunities are in Western Australia. While there are many jobs in Perth, you can also find work on the other side of the country. Islands like the Whitsundays have a huge demand for FIFO workers, especially in the hospitality sector. Luxurious resorts are always on the lookout for kitchen staff who can fly in, fly out.
Looking for a career change? Qualify Me! can help you get recognised for your experience so far using RPL which means no time off work and no classroom study. Simply use your existing industry experience to get your qualification and begin to enjoy increased earnings, be able to apply for your industry ticket/licence and start your own business. So really, what are you waiting for? Simply start your free 60 second skills assessment now to see what you're really work.
Construction: There is a lot of noise out there of the building boom and many statistics to show that Sydney dwellers especially are building and renovating at a rate not seen previously. For those of you like me that like their details, check out the attachment showing builds per suburb over the last few years. From one side, this of course is great news as it means there's heaps of work to keep those in the construction industry busy; but there's always the grim side, where do you find tradies to help you find your skilled tradies done?!
So it makes sense, if you don't already hold a licence in your trade then it's definitely the right time to pick one up! RPL & Skills Recognitions has never been easier. If you have the experience, then your're probably fit for the qualification needed for your Trade Licences.
Skills shortage
So where exactly is the skills shortage? We dug deep to find out. Here's a summary of our findings including a short list of the most common job roles in the construction industry and their associated shortages. Again for those that prefer details, I've attached a report from the Department of Employment for each skill.
Occupation |
Rating |
Bricklayer |
Shortage |
Stonemason |
Shortage |
Carpenters and Joiners |
Shortage |
Floor Finisher |
Recruitment difficulty |
Painting Trades Worker |
Shortage |
Glazier |
Regional shortage |
Fibrous Plasterer |
Shortage |
Solid Plasterer |
Shortage |
Roof Tiler |
Shortage |
Wall and Floor Tiler |
Shortage |
Plumbers |
Shortage |
Cabinetmaker |
Recruitment difficulty |
General findings and issues in the construction industry
- Stronger building activity in the last couple of years led to an increase in demand for construction trades workers in NSW, but new supply to these trades from apprenticeship completions fell. Hence trade shortages are now more prevalent.
- The Department of Employment Survey of Employers who have Recently Advertised (SERA) found that the proportion of construction trades worker vacancies filled in 2013 was 51 per cent. This was below the success rate of 66 per cent in 2012.
- The average number of applicants per vacancy fell from 9.1 to 5.0 over this period while the average number of suitable applicants per vacancy fell from 1.3 to 0.7.
- In 2012, four of the twelve construction trade occupations assessed by this department were in shortage in NSW or nationally. This increased to 10 in 2013.
- Although the proportion of vacancies filled for bricklayers (58 per cent) was above the average for the construction trades as a whole, shortages of bricklayers were nonetheless evident in Sydney and regional NSW.
- Unfilled metropolitan vacancies were distributed across various areas of Sydney including the Eastern Suburbs, the Sutherland Shire, the Hills District, and western and north-western Sydney.
- Unfilled and hard-to-fill regional vacancies were located in a number of different areas of NSW including the Hunter, the Central Tablelands and southern NSW.
- Shortages of carpenters and joiners were evident in the main specialisations of the occupation including carpentry, joinery, and carpentry and joinery.
- Unfilled and hard-to-fill vacancies were distributed across various skills sets such as carpentry, formwork carpentry, shopfitting, the installation of bathrooms and kitchens, and detail joinery.
- For formwork carpenters, positions requiring experience in class one formwork (which produces high-quality, sometimes decorative, finishes) proved particularly difficult to fill.
- For joiners, positions requiring detail joinery for customised shopfitting or doors, stairs and window frames also proved difficult to fill. A number of employers commented that most qualified applicants for such positions showed a preference for site work over workshop work.
Chart: Proportion of vacancies filled, average number of suitable applicants per vacancy, Construction Trades, NSW, 2008-2013
- Painting trades worker has also moved into shortage over the past year.
- The proportion of vacancies filled declined from 76 per cent in 2012 to 56 per cent in 2013.
- Shortages were evident in most areas of Sydney and various regional locations including the New England, Mid North Coast and Hunter regions (although all surveyed Newcastle vacancies were filled).
- Unfilled vacancies were distributed across a number of industry sectors including residential, health and rail projects.
- Employers were almost equally divided between those seeking direct employees and those seeking sub-contractors. In general, vacancies requiring painters with their own ABN and insurance were more difficult to fill.
- For fibrous plasterer, 46 per cent of vacancies were filled in 2013 compared with 100 per cent in the 2012 sample.
- The proportion of vacancies filled was similar for Sydney and regional NSW.
- There were shortages across various suburbs of Sydney and in the Mid North Coast, Hunter and north-western NSW regions.
- Unfilled vacancies involved new building, renovations and repair work and included positions requiring experience in the sheeting, framing, fixing and setting of plasterboard, and the fixing of cornices and decorative pieces.
- Employers seeking wall and floor tilers had the least success of those in the construction trades under review.
- Thirty-five per cent of vacancies were filled in 2013, with an average of one suitable applicant for every two vacancies.
- Unfilled metropolitan vacancies were located in various suburbs of Sydney and aspects of wall and floor tiling including residential repair and maintenance, general tiling, and specialist tiling such as bathrooms and wet areas.
- Unfilled regional vacancies were located in various parts of the state such as the Hunter, Orana and Central Western regions.
- Shortages of plumbers are evident in Sydney and regional NSW.
- The proportion of plumbing vacancies filled declined from 76 per cent in 2012 to 48 per cent in 2013.
- In Sydney, unfilled and hard-to-fill vacancies were distributed across a wide range of suburbs and industry sectors including maintenance and new construction work in the residential, commercial and industrial sectors.
- In regional NSW, there were unfilled and hard-to-fill vacancies in a number of locations including the Hunter, the Illawarra and the Riverina.
- Metropolitan shortages were evident for general plumbers and plumbers specialising in particular areas such as draining/relining, roofing and guttering, and metal roofing.
- In regional NSW, shortages were most evident in specialised areas such as roof plumbing and draining for large civil projects.
- Employers seeking cabinetmakers had the most success in filling vacancies among the trades under review.
- About 73 per cent of vacancies were filled within the survey period. This compares with a success rate of 21 per cent in 2012.
- A minority of Sydney employers were unable to fill vacancies or had difficulty in doing so. Recruitment difficulties were most evident for positions requiring high quality work for custom furnishings or shop fittings.
- Due to a lack of quality applicants, a number of employers engaged cabinetmakers with only limited trade skills (for example, those lacking the ability to work independently from plans) and were compelled to rearrange their work processes accordingly.
- Some employers in regional towns were also unable to fill their vacancies. In a small number of cases, advertisements did not attract any qualified cabinetmakers.
- While advertisements for construction trades workers attracted an average of five applicants each, an average of less than one applicant per vacancy was considered suitable by employers.
- A large majority of employers advertising for carpenters, painters, plumbers and cabinetmakers were seeking workers with formal trade qualifications in the relevant trade. For fibrous plasterer and wall and floor tiler, around half of advertisers were seeking formally qualified workers. The majority of employers seeking bricklayers, however, preferred to assess applicants on the basis of their experience and a work trial.
- The most common reasons cited by employers for the unsuitability of applicants were that they were not qualified, they were considered to have a poor attitude or reliability or they had inadequate skills.
- Other frequently cited reasons for the unsuitability of applicants were that they failed a trial, lacked experience or did not hold a licence or insurance when that was a requirement.
- Demand for construction trades workers benefited from improved building activity in 2013.
- The value of building work done in NSW increased by 11.3 per cent in the year to September 2013 after having fallen by 11.4 per cent the previous year.
- Residential building increased by 12.4 per cent in the year to September 2013 while non-residential building grew by 9.7 per cent.
- Labour Force Survey data suggests a modest increase in employment of construction trades workers over the year to November 2013.
- Vacancies for construction trades workers increased by 5.1 per cent over the same period.
- New supply of construction trades workers, including cabinetmakers, from apprenticeship completions fell in 2012-13 to be seven per cent below the average for the previous five years
- Census data indicates that the average effective supply to these trades from overseas immigration was about 570 persons per annum from 2006 to 2011.
- Data for visas granted to construction trades workers under temporary business entry and the skilled migration stream indicates an increase in immigration levels since 2011.
- Census and apprenticeship completions data imply a wastage rate from the construction trades of 4.7 per cent per annum from 2006 to 2011. This was similar to the rate for the trades as a whole.
- The training rate for the construction trades is 3.6 per cent a year, which compares with 3.5 per cent for all trades.
For more information on the shortage in construction trades, check out the following links:
- bricklayer and stonemason
- cabinetmaker
- carpenter and joiner
- fibrous plaster
- floor finisher
- glazier
- painting trade worker
- plumber
- roof tiler
- solid plasterer
- wall and floor tiler
Electrical Trade Test: Let me be a little frank here. If you're not familiar with the Australian standards and regulations (AS/NZ 3000) and the way we wire down under then you're not going to have much luck at VTT's trade test. But there is hope...
What does the Trade Test entail?...
Trade Tests for the electrical industry trades will take place at a TAFE NSW College determined by the VTT. The test is supervised by a TAFE NSW technical expert and is usually conducted in one day taking approximately 5 to 6 hours to complete. The Trade Test is in two parts (Part A – Knowledge Test and Part B – Practical Skills Test). Details of each part have been described below to assist you to prepare for the test. You should familiarise yourself with knowledge requirements and the practical skill requirements of your selected trade.
PART A: Electrical Knowledge Test
The electrical knowledge test is designed to provide evidence that you can apply basic electrical trade knowledge to circuits and equipment to a level that meets acceptable requirements of electrical industry trades. The electrical knowledge test covers core knowledge requirements across the three electrical trades outlined in this document. The test includes:
Knowledge Task |
Detail |
Basic dc circuits –analysis,
connection and measurement.
|
- Single and multiple path dc series and parallel circuits:
calculations of current, voltage and resistance and meter connections / readings.
|
Basic single and three
phase circuits – analysis and measurement.
|
- Single phase ac circuits: calculations of voltage, current and ac
power
- Phasor relationships & analysis: current & voltage in ac resistive, inductive, capacitive circuits
- Three phase supply: line and phase voltage measurement and socket outlet polarity.
|
Transformer connections,
analysis and measurement.
|
- Star (Wye) and Delta connections of single phase transformers
to a three phase supply
- Transformer turns, voltage and current ratios;
- Single phase transformer winding connections.
|
Basic circuits for electrical
machines and controls.
|
- Basic dc motor connections and analysis
- Basic single phase and three phase ac motor connections
- Basic three phase ac motor starter circuit connections (main and control circuits).
|
Electromagnetic effects in
ac circuit components.
|
- Adverse effects of electromagnetic induction
- Inductors and inductance
- Magnetic poles of machines and solenoids.
|
Electrical equipment
testing and connection.
|
- Mandatory testing of electrical equipment including continuity,
earth and insulation resistance
- Using appropriate electrical test equipment and range selection.
|
PART B: Electrical Practical Skills Test
Practical Task |
Detail |
Cable preparation and
jointing techniques.
|
- Preparation of cables to fit lug types (essential to ensure lug is mechanically sound and electrically safe)
- Soldered termination of stranded cables.
|
Flexible cable termination
and polarity.
|
- Preparation of flexible cable to fit plug and socket to specifications
- Terminations mechanically sound, electrically safe and polarity in accordance with standards.
|
Selection and connection
of circuit protection devices – single phase.
|
- Selection of suitable circuit protection devices for single phase circuits in a domestic installation
- Connection of circuit protection devices at a distribution board
- MEN system.
|
Installation of low voltage
enclosed wiring system –
cables installed in conduit.
|
- Select and wire appropriate cable type and cable size for an enclosed wiring system connecting LV single and three phase socket outlets
- Selection and preparation of metallic and non-metallic conduit types and accessories including conduit bending, setting and support
- Use of appropriate mandatory testing procedures and test equipment to ensure the safety and integrity of the cables, conduits and socket outlets prior to connection to the supply.
|
Installation of low voltage
un-enclosed wiring system
– cables installed on a flat surface.
|
- Selection and wire appropriate cable type and cable size for an un-enclosed wiring system connecting LV single phase mixed power and lighting circuit (correct connection and polarity)
- Correct cable preparation, termination and installation support of cables and accessories
- Use of appropriate mandatory testing procedures and test equipment to ensure the safety and integrity of the cables and accessories prior to connection to the supply.
|
Isolation, disconnection,
testing and reversal of a three phase induction motor.
|
- Correct isolation, disconnection and connection (including connections required to reverse direction)
- Select appropriate test equipment and apply electrical tests to ensure safety and correct motor operation.
|
Electrical testing of
equipment and circuits to verify safety compliance and operational integrity.
|
- Selection of appropriate test equipment, meter range selection and testing procedures to test:
- Continuity, polarity and insulation resistance
- Continuity and insulation resistance of Class I and
- Class II equipment
- Single phase power and lighting circuit installation prior to connecting to supply.
|
Not sure how to prepare for it?
There's plenty of material out there that you can get your hands on to help. Google "capstone material or exam" to see similar questions etc. We also recommend with STS the following publications:
- Jenneson & Harper, 2010, Electrical Principles for the Electrical Trades, 6th Ed, McGraw Hill
- Hampson & Hanssen, 2008, Electrical Trade Principles : a Practical Approach, 2nd Ed, Pearson
- Pethebridge & Neeson, 2010, Electrical Wiring Practice, 7th Ed, Volumes 1 & 2, McGraw Hill
Let us know if you need a hand - we'd be happy to help best we can.
Recognition of skills or prior learning in the electrical trade has definitely become more and more stringent, but as long as you are well prepared and have the right experience and skills you will be sweet. For migrants, it's definitely getting harder to get an electrician's licence - even if you do have the relevant qualifications and plenty of overseas experience. That's why our program for overseas electricians not only up-skills you with the AS/NZ 3000 standards and regulations, but ensures you are ready for a trade test. Some of our trainers have even sat on the VTT board or the like and will therefore make sure you are up to scratch before you finish up with us.
Anyway, whichever way you decide to go, best of luck with your licence!
Trades Recognition Australia : Trades Recognition Australia (TRA) is a skills assessment service provider specialising in assessments for people with trade skills gained overseas or in Australia, for the purpose of migration and skills recognition. Electricians that are not Australian citizens will need to attain a Trade Recognition Certificate from TRA in order to be eligible to join one of our courses and finalise their qualification requirements for a licence.
To be granted an Australian Recognised Trade Certificate (ARTC), you must be able to demonstrate that you:
- are an Australian permanent resident or citizen, hold a New Zealand Passport, or hold a visa that allows you to temporarily reside and work in your trade in Australia
- reside in Australia
- have sufficient English language skills to perform the work of the trade safely in Australia
- have sufficient training and experience to meet the requirements of the Criteria and Guidelines and the Tradespersons' Rights Regulation Act 1946 (the Act).
- have completed the requirements of the Offshore Technical Skills Record (OTSR) if one has been issued to you
- have undertaken all steps in the assessment process including, where applicable, a technical interview, trade test or other action requested by a LC
- are currently capable of performing the work of your trade in Australia.
Once you have your TRC visit a your local Qualify Me! office and they will put you in the right direction to get qualified fast!