Attracting young people into the crane industry is one of the biggest challenges facing crane hire companies across Australia. With demand for skilled operators far outweighing supply, the industry can’t just rely on competing for the same limited pool of workers.
Boom Logistics is addressing this issue head-on by engaging with students early before they’ve decided on their career paths. Regional Manager Dave Barfield and General Manager Rod Welfare explain how Boom Logistics is building the workforce of the future.
Meeting students where they are
Boom Logistics recently sent a crane and delegation to the Boddington Careers Expo in Western Australia which was attended by many schools in the south west region. The expo attracts different industries, providing students with opportunities to consider career paths after high school.
“We took a crane and a crew to the expo to promote the crane industry and the career opportunities at Boom Logistics. We took the opportunity to showcase interactive games for the Year 11 and 12 students, grant access to the crane to look around, and an opportunity to ask questions to our supervisor and operator who provided examples of how they progressed into the crane industry,” said Dave.
“We also attended the Resource Technology Showcase (RTS) in Perth earlier in August where younger students who are starting to make subject and career decisions were exposed to the industry and what is on offer.
“Our aim is to promote all aspects of the business starting with ‘ground up’ training for those with no experience. We demonstrate the different entrance pathways or ‘tickets’ that can be obtained and what they mean including forklift, RWB and riggers ticket and then moving onto a heavy rigid licence, and eventually a C1 crane ticket.”
Building pathways and mentorship
Dave is currently working with a trainee who came through The Crane Industry Council of Australia (CICA) Traineeship Program.
“Our current trainee is a terrific young man who is eager to learn. We are moving him around the business, so he is exposed to different people and situations. Everyone is willing to share their knowledge due to the demand for more qualified operators.
“It’s in everyone’s interest, including the existing operators, to bring new people in and train them properly so they understand the importance of looking after the gear and how to conduct themselves safely in a high-risk industry. Back in the day you had to be a rigger for five years and have 10 years’ experience in the industry before you could sit on a crane seat. They were very different times,” said Dave.
A smarter approach than competing for staff
Dave also acknowledged a common challenge: the disruption caused by companies recruiting within the industry as a substitute for developing new talent.
“Boom Logistics is committed to upskilling, which improves our retention. As there are more jobs available than there is skilled labour, there are lots of opportunities out there creating a very competitive market. We continue to put our best foot forward and focus on our people by investing in them which is rewarded with loyalty and a determination to stay within the business,” said Dave.
Tailoring recruitment across regions
Rod confirms the approach on the East Coast is similar to Western Australia with Boom Logistics remaining involved with career expos and CICA events encouraging young individuals to look at the opportunities available in the crane industry.
“Our focus is on school leavers but also the seven to 12 year olds, to get them interested in the industry early,” he said. “Our recruitment is based around offering traineeships such as the Cert III in Queensland. Our approach is not a ‘one-size-fits-all’ solution, we have developed local insights and tailored our programs to suit different demographics in regional areas.
“In Central Queensland for instance, we have an Indigenous Mentorship Framework, which is successful in attracting and maintaining our indigenous engagement targets. Our Women in Leadership training provided by CICA has also been successful.
“The conversations the team have with young individuals at these employment expos highlight the pathways to a career with Boom Logistics. I’m a good example of this, having started with Boom as a Rigger back in 2006 and now I’m the East Coast General Manager,” said Rod.
Training, retention, and local engagement
Training and development instill a sense of loyalty in these youth and a continued commitment to upskilling encourages them to stay with the business long-term.
“It is important for us to demonstrate how pathways through training and development can help young individuals reach senior positions within the company. Boom Logistics boasts a national footprint, allowing our people to go anywhere they want.
“Local engagement is where we find good success. Our depot managers and regional managers go out to schools, attend local golf days, support local football teams and engage with people on their terms. This enables them to demonstrate what we do.
“We had a careers day at Whitehaven, in Blackwater, where children aged six through 10 years old came through the cranes and were very excited by what was being showcased,” said Rod.
Growing the workforce of the future
Rod acknowledged that competing for workers remains a widespread challenge in the crane industry.
“Focusing purely on financial motivation is an industry-wide challenge. We’re taking a different approach by encouraging ongoing training, growing the talent base and keeping them with us long term,” he said.
“We maintain a strong rate of retention to support this. We are a safe, diverse, and compliant workplace and people can make good financial and career progression at Boom Logistics.”