Category: Labour hire

If Your Recruitment Ads Aren’t Delivering Like They Used To… Here’s What’s Really Going On

Posted on by Tara Brown

If your recruitment ads are generating fewer applications, lower quality candidates or slower response times, you are not alone.

Across manufacturing, transport, waste and FMCG, employers are feeling the pressure of a tightening candidate market. Labour hire pipelines that once delivered quickly are now taking longer. Recruitment strategies that worked five years ago are no longer enough.

The blue collar talent shortage is real. But the reasons behind it are more complex than simply “not enough people”.

Understanding what has shifted in the labour hire and recruitment landscape is the first step to staying ahead.

 

The Blue Collar Candidate Market Has Shifted

According to the Australian Bureau of Statistics, job vacancies remain elevated across key blue collar industries compared to pre pandemic levels. The National Skills Commission continues to identify persistent shortages in drivers, machine operators, technicians and trades.

Several structural factors are influencing the recruitment market:

• An ageing workforce in traditional trades and heavy industry
• Ongoing infrastructure and construction demand competing for similar candidates
• Post pandemic migration fluctuations
• Increased compliance and licensing requirements

This has reshaped the labour hire environment. The available candidate pool is smaller, more selective and more aware of its value.

Recruitment is no longer just about advertising. It is about access, relationships and timing.

 

The Modern Candidate Is More Informed

Today’s blue collar candidate is no longer passively waiting for a job opportunity. The market has shifted, and candidates are making deliberate, informed decisions about where they choose to work.

Wage transparency, online reviews and digital job platforms have increased visibility across the employment landscape. Candidates now compare pay rates, site culture, safety standards and shift stability before committing to a role.

At the same time, Safe Work Australia and the Fair Work Ombudsman continue to reinforce employer obligations under Work Health and Safety legislation and the Fair Work Act. As awareness grows, candidates better understand their rights and expect compliant, safe and well managed workplaces.

When those expectations are not met, they do not hesitate to move on.

In a tight labour hire market, this means retention is just as critical as recruitment, and in many cases, even more important.

 

Why Manufacturing, Transport and Waste Are Feeling It Hardest

For manufacturing and FMCG, production deadlines are unforgiving. Workforce gaps disrupt output and impact supply chains.

In transport and logistics, driver shortages, licensing requirements and fatigue management obligations narrow the available candidate pool further.

In waste and environmental services, high risk environments demand experienced, safety focused workers.

When recruitment becomes reactive, hidden costs rise:

• Increased overtime and fatigue exposure
• Supervisor overload
• Productivity loss from constant retraining
• Greater safety risk
• Compliance exposure

The issue is not just shortage. It is volatility and competition.

Is It a Talent Shortage or a Strategy Gap?

In many cases, the issue is not an absolute lack of candidates but rather the absence of a structured workforce strategy. When recruitment is reactive, gaps widen. When it is planned, risks reduce.

Strong labour hire partnerships focus on proactive pipeline building, ongoing candidate engagement and workforce forecasting well before peak demand places pressure on operations. They also prioritise matching candidates to site culture and maintaining clear compliance frameworks that protect both client and worker.

A recruitment partner operating nationally has the advantage of seeing trends before they affect individual sites. They understand regional labour market differences, evolving licensing requirements and shifts within specific industries.

In Queensland, Victoria and South Australia, labour hire licensing schemes impose strict compliance obligations. Employers must work with licensed providers who understand state based regulation and Work Health and Safety requirements to avoid exposure.

This is where experience becomes a competitive advantage.

What High Performing Employers Are Doing Differently

Organisations that are successfully navigating the blue collar shortage tend to share several consistent behaviours. Rather than waiting until rosters are already under pressure, they engage their labour hire partner early and take the time to review onboarding processes and supervisor capability. At the same time, they invest in training and structured upskilling pathways to reduce turnover and strengthen internal capability.

Importantly, they treat candidate experience as a performance lever rather than an afterthought. When a candidate feels supported, respected and safe, retention naturally improves. As retention strengthens, workforce stability increases, productivity lifts and in a tight recruitment market, that advantage compounds quickly.

The Future of Labour Hire and Recruitment

Demographic shifts, continued infrastructure investment and increasing compliance complexity mean the blue collar talent shortage is unlikely to resolve in the near term. As a result, organisations that treat recruitment as a strategic function rather than an emergency response will consistently outperform their competitors.

Labour hire is no longer a transactional solution to fill gaps. It has become a critical component of workforce resilience and operational stability. While speed will always matter in recruitment, long term success depends far more on insight, structured planning and the strength of your candidate pipeline.

Why Labourpower Understands This Market

With over 24 years operating nationally across manufacturing, transport, waste and FMCG, Labourpower has seen multiple workforce cycles.

We understand candidate behaviour shifts, we monitor industry movement, we maintain active labour hire pipelines and build relationships before demand spikes.

Our recruitment model integrates compliance awareness, candidate care and national oversight with local execution.

In a short candidate market, that depth of knowledge protects your operations.

If your recruitment ads are no longer delivering and your roster is feeling the strain, it is time to shift from reactive hiring to structured workforce strategy.

Call our Sales Manager, Max Chepas on 0481 707 541, today to discuss how Labourpower can strengthen your candidate pipeline, secure reliable labour hire support and stabilise your recruitment outcomes in a tighter market.

Do not wait for peak demand to expose the gaps.

Build a workforce strategy designed for resilience, not reaction.

 

16/02/2026

 

 

2026 Labourhire and National Workforce Planning

Posted on by Tara Brown

The 2026 Reality for Labourhire and National Workforce Planning

Labourhire has always been about flexibility. In 2026, it is also about reliability and intelligence.

National clients are navigating tighter margins, skills shortages, compliance pressure and higher expectations from their own customers. They are managing complex workforce requirements across multiple locations, often with different award conditions, safety frameworks and operational rhythms.

What they want from a labourhire partner is simple, but not easy:

• Faster response times
• Clear visibility of their workforce
• Better communication across every site

When these are missing, the risks escalate quickly.

 

Speed Matters in Labourhire, But Accuracy Matters More

Speed remains critical. Production lines cannot stop. Transport routes cannot be delayed. Waste collection and FMCG supply chains depend on continuity.

However, national clients in 2026 are not just asking how fast roles can be filled. They are asking how confidently.

The expectation is that labourhire providers can:

• Mobilise at scale
• Maintain consistent onboarding standards
• Deploy job-ready workers quickly
• Respond to last-minute changes without disruption

Speed without process creates risk. Speed supported by systems, experience and national coverage creates confidence.

The most valued national suppliers are those who can move fast while maintaining quality, safety and compliance across every site.

 

Workforce Visibility Is No Longer Optional

One of the strongest emerging expectations from national clients is visibility.

In 2026, decision-makers want to know exactly what is happening across their workforce, in real time.

They want clarity on:

• Who is on site
• Who is qualified and inducted
• Attendance and reliability
• Incident reporting and safety compliance
• Performance trends across locations

This is especially important for clients managing large numbers of workers across multiple states.

Without visibility, leaders are forced to rely on reactive reporting. With visibility, they can plan proactively, manage risk and improve outcomes.

Labourhire partners who invest in workforce tracking, reporting and communication tools position themselves as strategic partners rather than transactional providers.

 

Communication Is the Differentiator in Multi-Site Operations

In 2026, communication is no longer a soft skill. It is a commercial advantage.

National clients consistently report that poor communication creates more disruption than labour shortages themselves.

The expectations are clear:

• One point of accountability
• Clear escalation pathways
• Consistent messaging across sites
• Proactive updates, not reactive explanations
• Communication that suits operational environments

For transport, manufacturing and waste clients, communication must work in real time, across shifts and locations.

Labourhire providers who communicate clearly, consistently and commercially stand out in a crowded market.

National Coverage Means Consistency, Not Just Reach

Many providers claim national coverage. In 2026, clients are asking what that really means.

True national coverage is not just having offices in multiple locations. It is the ability to deliver the same standard of service, compliance and workforce quality everywhere.

National clients expect:

• Standardised onboarding and induction
• Consistent safety frameworks
• Aligned compliance processes
• Local knowledge supported by national systems

A national supplier must balance local responsiveness with national governance. This is what enables scale without sacrificing quality.

Casual Employment Still Powers the Workforce

Despite advances in automation and technology, casual employment remains critical to Australia’s industrial workforce.

In 2026, casual workers want clarity, respect and consistency. National clients want reliability, attendance and safety.

The best labourhire models recognise both.

When casual workers are well informed, properly inducted and supported, they perform better. When clients receive consistent delivery and communication, trust grows.

Strong labourhire partnerships align the needs of clients and workers, creating stability in an otherwise flexible workforce.

Emerging Risks National Clients Are Watching Closely

With higher expectations come higher scrutiny.

National clients are increasingly focused on:

• Compliance with Fair Work obligations
• WHS responsibilities across sites
• Data privacy and workforce records
• Chain-of-responsibility risks
• Reputational exposure

Labourhire providers who cannot demonstrate strong governance and transparent processes risk losing national contracts.

Those who can show clear systems, reporting and accountability are seen as low-risk partners.

What This Means for Labourhire in 2026

The labourhire providers winning national clients in 2026 are not just filling jobs. They are enabling operations.

They offer:

• Speed backed by structure
• Visibility through systems and reporting
• Clear communication at every level
• Genuine national coverage
• A partnership mindset

For national clients, this reduces risk, improves performance and supports growth.

For labourhire providers, it builds long-term relationships rather than short-term placements.

The Right National Supplier Changes Everything

In 2026, national clients are not asking for more labourhire providers. They are asking for better ones.

If you are managing a multi-site workforce and relying on casual employment to keep operations moving, the right national supplier can make a measurable difference.

Speed, visibility and communication are no longer nice to have. They are essential.

Ready to Strengthen Your National Workforce?

If you are reviewing your labourhire strategy, scaling across sites, or looking for a partner who understands national operations, now is the time to talk.

Partner with a labourhire provider who delivers national coverage, real-time workforce visibility and communication you can rely on.

Your workforce deserves it. Your operations depend on it.

 

Tara Brown

05/02/2026

 

 

Why Cyber Security Matters in Labourhire Today

Posted on by Tara Brown

Labourhire businesses sit at the centre of Australia’s workforce. Every day, they manage sensitive data linked to jobs, casual employment, payroll, onboarding, licences, and client operations. As the labourhire sector becomes more digital, cyber security is no longer an IT issue alone. It is a workforce issue, a trust issue, and a commercial risk.

From manufacturing and transport to waste, FMCG and logistics, labourhire providers handle thousands of candidate records and client systems. A single cyber breach can disrupt operations, delay wages, expose personal information, and damage long-standing partnerships. Cyber security for labourhire is about protecting people, protecting jobs, and protecting the continuity of the workforce.

This article explores the current cyber threats facing labourhire businesses and outlines practical safeguards that protect candidates, clients, and casual employment arrangements across Australia.

 

The Cyber Threat Landscape Facing Labourhire and the Workforce

1. Phishing Attacks Targeting Casual Employment Data

Phishing remains one of the most common cyber threats across labourhire. Fake emails, texts, or login pages are designed to trick staff or candidates into handing over passwords or personal details. For labourhire businesses, this can mean unauthorised access to workforce systems containing resumes, licences, payroll details, and job placements.

Casual employment models increase this risk due to high volumes of onboarding, frequent system access, and time-critical communication.

2. Payroll and Banking Fraud in Labourhire Jobs

Cyber criminals increasingly target payroll systems. By changing bank details or intercepting payroll processes, attackers can redirect wages, impacting candidates directly and eroding trust in the labourhire provider.

For candidates relying on weekly pay, even one incident can have serious financial and emotional consequences.

3. Ransomware Disrupting Workforce Operations

Ransomware attacks lock businesses out of their systems until a ransom is paid. In labourhire, this can shut down access to timesheets, compliance records, job scheduling, and client reporting. For workforce-intensive industries like transport and manufacturing, downtime can quickly escalate into operational chaos.

4. Data Breaches and Privacy Violations

Labourhire businesses hold large volumes of personal information, including identity documents, right-to-work checks, medical clearances, and licence details. A breach can trigger mandatory reporting obligations, regulatory scrutiny, and reputational damage.

Why Cyber Security Is a Trust Issue in Labourhire

Protecting Candidates and Casual Workers

Candidates trust labourhire providers with their personal information so they can access jobs and maintain employment. Cyber security failures can expose them to identity theft, financial loss, and stress. Strong data protection demonstrates respect for the workforce and reinforces ethical recruitment practices.

Protecting Clients and Workforce Partnerships

Clients expect labourhire partners to operate securely within their supply chain. A cyber incident within a labourhire provider can create downstream risk for manufacturing plants, transport networks, and FMCG operations. Cyber security is now part of commercial due diligence.

Meeting Australian Legal Obligations

Australian labourhire businesses must comply with privacy and data protection laws, including obligations under the Privacy Act and industry-specific requirements. Regulators increasingly expect proactive cyber risk management, not reactive responses.

Authoritative guidance is provided by the Office of the Australian Information Commissioner and the Australian Cyber Security Centre, both of which emphasise prevention, governance, and staff awareness.

 

Practical Cyber Security Safeguards for Labourhire Businesses

1. Secure Workforce Systems and Access Controls

Limit access to candidate and client data based on role. Use strong passwords, multi-factor authentication, and regular access reviews. Casual employment models benefit from automated deactivation of accounts when assignments end.

2. Train Staff and Candidates on Cyber Awareness

Cyber security is a people issue. Regular training helps recruiters, payroll teams, and candidates identify phishing attempts and suspicious activity. Simple awareness campaigns reduce risk significantly across the workforce.

3. Protect Payroll and Financial Processes

Introduce dual approvals for bank detail changes, payroll file encryption, and regular audits. These controls are essential in labourhire environments with high transaction volumes and tight payroll deadlines.

4. Encrypt and Back Up Workforce Data

Encryption protects data if systems are compromised. Secure backups ensure labourhire operations can continue even after a cyber incident. Backups should be tested regularly and stored securely.

5. Have a Cyber Incident Response Plan

Preparation reduces damage. A clear response plan ensures fast action, regulatory compliance, and transparent communication with candidates and clients if an incident occurs.

6. Work with Secure Technology Partners

Choose workforce platforms, payroll systems, and recruitment software that meet Australian cyber security standards. Technology decisions directly impact data protection across jobs and casual employment.

 

Cyber Security as a Competitive Advantage in Labourhire

Strong cyber security is not just about risk reduction. It is a differentiator. Labourhire providers who invest in secure systems, transparent processes, and workforce education demonstrate leadership, professionalism, and long-term thinking.

Clients want partners who protect their operations. Candidates want employers who respect their data. Cyber security supports workforce stability, brand reputation, and sustainable growth.

 

Protect Your Workforce Before Risk Becomes Reality

Cyber threats are not slowing down. Labourhire businesses that act now will protect their candidates, safeguard client relationships, and strengthen workforce resilience.

If you are reviewing your labourhire cyber security practices or want to understand how secure workforce systems protect jobs and casual employment, now is the time to act.

Talk to a labourhire partner who takes cyber security seriously and protects people as well as placements.

 

Tara Brown

21/01/2026

 

 

The Skilled Trade Shortage: What’s Driving Demand in 2026

Posted on by Tara Brown

 

Across Australia, the skilled trade shortage has moved from a looming concern to a critical operational challenge. In 2026, demand for qualified tradespeople continues to outpace supply, placinng pressure on manufacturing, FMCG, transport and logistics, warehousing and waste management operations nationwide.

This shortage is not the result of a single issue. It reflects a combination of ageing workforces, infrastructure investment, evolving compliance requirements and shifting workforce expectations. In response, employers are increasingly relying on workplace learning, flexible learning, online courses and targeted upskilling to maintain productivity and manage risk.

Labourpower works closely with national clients and sees this demand intensifying across regions, particularly for skilled roles that are essential to operational continuity.

 

Why Skilled Trades Are in Short Supply

Skilled trades form the backbone of Australia’s industrial economy. Electricians, fitters, mechanics, maintenance technicians and licensed operators play a critical role in keeping facilities, fleets and infrastructure running.

However, several factors have contributed to ongoing shortages:

  1. A large portion of the skilled workforce is approaching retirement
  2. Apprenticeship completion rates have not kept pace with demand
  3. Competition for skilled labour has intensified across industries
  4. Project-based work and infrastructure investment are absorbing talent

As demand increases, employers are finding it more difficult to secure experienced tradespeople at short notice, particularly across multi-site operations.

 

Manufacturing and Infrastructure Investment Fuel Demand

One of the strongest drivers of skilled trade demand in 2026 is continued investment in manufacturing capability, infrastructure projects and supply chain resilience.

Manufacturing facilities are upgrading equipment, automating processes and expanding capacity. These changes require skilled trades to install, maintain and operate complex systems. At the same time, infrastructure projects are drawing from the same talent pool, increasing competition for labour.

This demand places pressure on employers who rely on skilled trades to meet production targets, safety requirements and maintenance schedules.

 

Compliance and Safety Expectations Are Rising

Skilled trades are subject to increasingly stringent compliance and safety requirements. Licensing, certifications and site-specific credentials are now essential for many roles.

According to Safe Work Australia, inadequate training and competency gaps continue to contribute to workplace incidents. As a result, employers are strengthening their expectations around documented skills and ongoing competency development.

In this environment, experience alone is no longer sufficient. Employers require evidence of capability, and workers must maintain relevant credentials to remain employable.

 

The Role of Workplace Learning in Closing Skills Gaps

With fewer experienced trades available, employers are focusing on developing capability internally. Workplace learning allows organisations to build skills while maintaining productivity.

Rather than relying solely on external recruitment, employers are using structured learning pathways to:

  1. Develop semi-skilled workers into trade-adjacent roles
  2. Support progression within existing teams
  3. Reduce reliance on a limited external talent pool

Workplace learning embedded into daily operations allows skills to be built progressively, supported by supervision and real-world application.

Labourpower supports clients by aligning workforce supply with learning strategies that strengthen capability while meeting Australian standards.

 

Flexible Learning and Online Courses for Skilled Workforces

Traditional classroom training often does not suit skilled trade environments. Shift work, remote sites and production demands require more adaptable learning models.

Flexible learning and online courses enable workers to complete training around operational requirements. This approach allows employers to upskill teams without removing them from critical roles for extended periods.

For skilled trades, flexible learning supports:

  1. Faster onboarding into site-specific requirements
  2. Ongoing compliance with licensing and safety expectations
  3. Continuous skill development as technology evolves

In 2026, learning flexibility is essential to maintaining a skilled workforce.

 

Upskilling as a Workforce Stability Strategy

Upskilling plays a key role in stabilising skilled workforces. When skilled workers feel supported in maintaining and expanding their capability, they are more likely to stay engaged and committed.

Upskilling contributes to:

  1. Improved retention of experienced workers
  2. Safer work practices
  3. Stronger leadership and supervision capability
  4. Reduced downtime caused by skills shortages

For employers, investing in upskilling reduces risk and builds resilience across operations.

 

Why Recruitment Alone Cannot Solve the Trade Shortage

In 2026, the skilled trade shortage cannot be solved through recruitment alone. The limited supply of experienced trades means employers must adopt broader workforce strategies.

National clients are increasingly seeking recruitment partners who:

  1. Understand trade-specific labour markets
  2. Support onboarding and compliance requirements
  3. Provide access to learning and upskilling pathways
  4. Offer scalable workforce solutions across sites

Labourpower positions itself as a workforce partner that understands the full lifecycle of skilled trade supply, from attraction and placement through to capability development.

 

Australian Standards and Responsible Workforce Development

All workforce development initiatives must align with Australian legislation and regulatory frameworks. Employers have obligations under Work Health and Safety legislation to ensure workers are trained, competent and supervised.

Training and learning solutions must also align with nationally recognised standards where applicable. Authoritative guidance is available through:

  1. Safe Work Australia
  2. Fair Work Australia
  3. Australian Skills Quality Authority

Labourpower aligns its workforce and learning practices with these frameworks, supporting compliance and responsible workforce development.

 

What Forward-Thinking Employers Are Doing in 2026

Organisations managing skilled trade shortages effectively are:

  1. Investing in internal capability development
  2. Using flexible learning to maintain skills at scale
  3. Partnering with recruitment providers who understand trade supply challenges
  4. Treating upskilling as a long-term workforce strategy

These employers recognise that skilled labour is not just sourced. It is built.

 

Partner With Labourpower to Navigate the Skilled Trade Shortage

The skilled trade shortage is expected to continue in 2026 and beyond. Manufacturing, logistics and industrial operations must adapt to remain competitive and compliant.

Labourpower supports national clients with workforce solutions that combine skilled labour supply, workplace learning, flexible learning, online courses and targeted upskilling. This integrated approach helps businesses manage demand, reduce risk and build sustainable capability.

If your organisation is facing skilled trade shortages or planning for future demand, speak with Labourpower about how we can support your workforce strategy.

THERE IS STILL TIME FOR YOU TO HIRE A HOLIDAY TEMP

Posted on by Nicki Davies

 

When most people think of temporary staff over the festive period, they think of retail sales, but retail isn’t the only industry impacted by the summer rush. Temporary work spikes over the holiday period can happen in almost all industries and injecting your workforce with some casual staff over this time might be the right solution to keep your workplace productive. So how do you know if you need a holiday temp?

4 SIGNS YOU NEED A HOLIDAY TEMP OR CASUAL STAFF                                                                                                                                                                                         
  1. Overtime is up and morale is low

This time of year can be a stressful time for most people, so if you require a lot of overtime hours over this period it’s important to keep an eye on your staff and see how they’re handling it. If the amount of overtime is affecting staff morale, it’s time to bring in some temporary or casual workers. Helping permanent staff find balance in their work and personal lives – especially during seasonal spikes can lead to a loyal and committed workforce.

  1. Deadlines are looming

While things quieten down for some workplaces over the holidays, there are plenty of businesses where everything ramps up. Maybe the deadlines are the result of the usual spike in demand at this time of year, or maybe you’ve just got a few more clients or projects piling up. Either way, if you’ve got a bunch of deadlines to meet and no idea how to meet them, bringing in some casual labour or a skilled temp professional can help.

  1. Annual leave requests are piling up

It’s easy to get shorthanded over the holidays, most people like to take a little time off to be with their families at this time of year and many of us have to travel to do that. With so many people requesting leave you might find yourself wondering how you’ll be able to cover everything that needs to get done. If this sounds like you then, a temp or casual staff member can help. Not just with filling the gaps, but with easing the pressure on your remaining workers.

  1. Work is suffering

When even your top talent is struggling to produce their usual high standard, it’s a sign that work is being rushed because people are overworked. You know the staff – the ones who always deliver and take pride in their work. So, if you notice things getting overlooked, mistakes being made, or a shift in quality, it’s time to recruit some help.

Does your business need some help recruiting temp talent or casual workers this holiday? Labourpower can provide you with quality staff at short notice to help you deal with the ebbs and flows of the festive season.

To find out more, get in touch with our friendly team today.

 

 

RECRUITMENT SPECIALISTS LABOURPOWER AND RRC AUSTRALIA ANNOUNCE EXCITING NEW PARTNERSHIP

Posted on by thien

Labourpower and RRC Australia (RRCA) have announced a new partnership that will see the two market leaders extend recruitment specialist capabilities around the country.

Labourpower, the 2018 National Recruitment Company of the Year* is known for its best practice labour hire solutions in the Industrial, Warehousing and Distribution, Transport and Logistics, FMCG and Manufacturing space, while RRCA specialises in Road, Rail and Construction industries including contracts with Transport for NSW, John Holland, Pacific National and ARTC.
The two companies are excited to join forces to rollout out this initiative that will drive specialist recruitment services for clients in key industry sectors as well as create new opportunities for job seekers in metropolitan and regional areas.

RRC Australia Director, Zac Webber says he is looking forward to RRCA broadening its solutions to businesses and job seekers across Australia.

“We have built a niche market through our rigorous recruitment process that results in reliable, quality staff for a range of specialist roles. From locomotive operators and other rail staff to personnel for rail infrastructure, earthworks, roadwork, subdivision and bridges, as well as skilled construction labour across commercial and residential industry sectors,” he said.

“Working with Labourpower, we have access to a wider pool of skills and talent when providing staffing solutions for large scale road, rail and construction projects through to minor works in rail and civil construction. We also get to introduce Labourpower’s best practice tools and technology to deliver increased cost savings and further improve our level of service.”

Labourpower Managing Director, Luke Webber agrees that adding RRC Australia to the Labourpower Group is a natural fit that makes good business sense.

“With our company’s rapid growth over recent years, we are continually looking for new and innovative ways to add value to our clients, including businesses and job seekers across Australia. Adding RRC Australia to the Labourpower family allows us to achieve increased flexibility in our solutions,” he said.

“We share a commitment to continuous improvement and a strong focus on workplace health and safety. Both companies will continue to provide the personal approach clients have come to rely on us for, along with a strengthened ability to adapt our processes to meet any business need.”

Under this new partnership arrangement, RRC Australia will sit under the Labourpower umbrella that also includes LP Recruitment Services, LP Consulting and LP Training Services. RRCA will continue to operate with its own distinctive logo, branding and social media presence to ensure tailored specialist solutions and services relevant to the road, rail and construction industries.

ABOUT LABOURPOWER
Labourpower is one of Australia’s leading labour hire agencies specialising in the recruitment and placement of quality permanent, temporary and contract staff. With a reputation for their commitment to making a difference in the world of recruiting, Labourpower has been providing successful labour hire solutions since 2002 for clients in key industry sectors that extends past to include training, human resource consulting, payroll services and other cost saving strategies and initiatives.
*Labourpower was recently announced as National Recruitment Company of the Year at the 2018 RI Awards.
ABOUT RRCA
RRCA is a leading recruitment specialist for the road, rail and construction industries, providing staffing solutions for a wide range of positions at all levels.
• Road
• Rail
• Construction
RRC Australia is a division of the Labourpower Recruitment Group.