Need to Hire a Labourer? A Step-by-Step Guide for Site Managers
By the Unite Recruit Team. With over 20 combined years of experience in New Zealand's construction staffing industry, we help site managers build reliable teams every day.
9 min read
September 25, 2025
By the Unite Recruit Team. With over 20 combined years of experience in New Zealand's construction staffing industry, we help site managers build reliable teams every day.
Your project deadline is getting closer and your budget is getting tighter. The last thing you need is to be short-handed on site. But a worker just quit, and now you have a gap in your crew that is slowing everyone else down. You need to find and hire a labourer who is reliable and can get to work right away. But finding the right person takes time you do not have.
This guide is here to help you. We will give you a clear, step-by-step process for finding a great labourer for your team. We will cover everything from defining the role to creating a job description that attracts the right people. This is the same process we use to find reliable staff for major construction jobs across New Zealand.
Step 1: Define the Exact Role You Need to Fill
The first step is to get very clear on what you need. The term "labourer" can mean many different things. And defining the role properly at the start will save you a huge amount of time and money.
It ensures you do not overpay for someone to do a simple job. And it ensures you do not hire someone who lacks the basic skills you need for a more complex task. You need to decide if you are looking for a general labourer or a skilled labourer.
General Labourer vs. Skilled Labourer: What is the Difference?
A general labourer is the backbone of a productive construction site. Their main job is to support your skilled tradespeople and keep the project moving forward. You can expect a good general labourer to handle tasks like cleaning the site, moving materials like timber or plasterboard, digging trenches, and spotting for machinery.
They need to be physically fit and excellent at following instructions from the site foreman. They are essential for any project, from a new build in Wellington to a commercial fit-out in Auckland.
A skilled labourer brings more to the table. They have some practical experience and can handle more responsibility with less supervision. You should expect a skilled labourer to be comfortable using basic hand and power tools like drills and saws.
They might have experience with specific tasks like preparing an area for concrete pouring or assisting with scaffolding. Hiring a skilled labourer is a great investment when you need an extra pair of hands that can do more than just lift and carry.
Creating a Simple Job Description
Once you know the type of labourer you need, you should write a simple job description. This does not need to be a formal document. But it should be a clear list of your expectations.
It will help you explain the role clearly to potential candidates or to a construction staffing agency. A good, clear job description is the foundation for a successful hire.
Your job description should include:
Key Responsibilities
List the main tasks. Examples include "Assisting our team of carpenters," "Unloading daily material deliveries," or "Maintaining a clean and safe site at all times."
Required Attitude
Describe the person you want. You can include things like "Must be punctual and reliable," "Good communication skills and able to follow directions," or "A positive, team-first attitude is essential."
Physical Requirement
Be direct about the physical demands of the job. You can state things like "You must be able to lift 20kg safely" or "This role requires working outdoors in all weather conditions."
Any Specific Experience
Note any "nice to have" skills. This could be "Experience working on a large civil construction site" or "A current SiteSafe passport is a bonus."
Step 2: Understand Your Hiring Options
Now that you know exactly who you are looking for, you need to decide how you will find them. There are two main paths you can take to hire a labourer. The first is the Do-It-Yourself (DIY) approach. And the second is using a professional recruitment agency.
We believe in being transparent, so we will walk you through the pros and cons of each. This way you can make the best decision for your specific project.
The DIY Approach
The DIY approach involves posting your job ad on public platforms. You might use sites like TradeMe Jobs or Seek. Or you might post in local community Facebook groups in places like Napier or Wellington.
The main benefit of this approach is that the upfront cost can be low. You can post an ad for free on some platforms. And this seems like a good way to save money at first glance.
But the real cost of the DIY approach is your time. You will likely get dozens of applications. And you will have to sort through all of them yourself. You will find that many applicants do not have the right skills or attitude. You will spend hours calling people, only to find they are not a good fit.
The Agency Approach: Using a Construction Staffing Agency
The second option is to partner with a specialized construction staffing agency. This is the professional and efficient solution for busy site managers. A good agency acts as your expert hiring partner.
They take the entire burden of finding and screening candidates off your shoulders. This allows you to stay focused on managing your site and hitting your deadlines.
A huge advantage of using an agency is speed. At Unite Recruit, we have a large network of vetted and reliable labourers who are ready for immediate start jobs. When you call us with a need, we do not start our search from zero.
We already know good people in your area, whether it is for construction jobs Auckland or a project further south. We can often have a worker on your site within 24 to 48 hours. This speed is critical for minimizing downtime and keeping your project on track.
Reliability is everything in the construction industry. And this is where a good agency proves its worth. We handle the entire screening process for you. We check references to confirm a candidate's work history and attitude.
We sit down with every person to assess their communication skills and their understanding of what makes a good team player. We filter out all the time-wasters so you only meet with serious, motivated individuals. This process dramatically reduces the risk of no-shows and ensures you get reliable staff.
Step 3: The Vetting Process
Knowing how to spot a great labourer is a skill that we have developed over many years in this industry. It goes beyond just looking at a CV. A great labourer has a specific set of qualities that make them a valuable asset to any team. And learning to identify these qualities will help you build a stronger, more productive crew.
The Three Essential Qualities of a Reliable Labourer
You can teach someone how to use a tool. But you cannot easily teach attitude. We have found that the best labourers share three essential qualities.
Attitude
A great attitude is the number one thing to look for. This means finding someone who is genuinely willing to learn and work hard. They listen carefully to instructions and are not afraid to ask questions if they are unsure about a task. They are proactive and will look for the next job to do without needing to be told.
Punctuality
In the construction world, time is money. A labourer who shows up ten minutes late can throw off the entire team's schedule for the morning. You need someone who understands that turning up on time, every single day, is non-negotiable. Punctuality is a sign of professionalism and respect for the job.
Safety Awareness
A safe site is a productive site. A great labourer is someone who always puts safety first. They respect all site rules, wear their PPE correctly, and look out for their teammates. They are not afraid to speak up if they see a potential hazard. This awareness is crucial for preventing accidents and keeping everyone safe.
Red Flags to Watch For
It is just as important to know what to avoid. You should watch out for a few red flags during your conversation. These warning signs can help you avoid a bad hire.
Vague Answers
A candidate who cannot give specific examples about their past work might be hiding something or exaggerating their experience.
Complaining About Past Employers
Someone who constantly blames past bosses or colleagues for problems often has a poor attitude and will bring that negativity to your site.
A Poor Attitude Towards Safety
If a person dismisses safety as "just a bunch of rules" or seems careless, they are a major risk to your project and your team.
Lack of Punctuality for the Interview
Someone who is late for the interview will almost certainly be late for work. It is a basic sign of disrespect for your time.
Step 4: Onboarding Your New Labourer for Success
Your work is not done once you hire a labourer. The first day on the job is critical for setting them up for success. A good onboarding process ensures your new worker understands the site, their role, and your safety expectations.
It makes them feel like part of the team right away. And it helps them become a productive member of your crew much faster. A little time spent on a proper induction will pay for itself many times over.
Day One Essentials
A simple checklist can make sure you cover all the important points. It ensures every new worker gets the same, consistent information when they start. This process is key to maintaining a safe and efficient worksite.
Your induction checklist should include:
Site Layout and Key Areas
You should walk them around the site. And you should point out the important locations. Show them where the toilets and break areas are. And make sure they know exactly where to find the first aid station and fire extinguishers.
Introduction to the Team
You should introduce the new labourer to their site foreman. And it is a good idea to introduce them to the other members of the immediate crew they will be working with. This simple step helps them feel welcome and builds team chemistry.
Review of Key Safety Rules
You must go over your site-specific safety rules. This includes your policies on mobile phone use, designated walkways, and any specific hazards on the current job. You should also explain your emergency procedures so they know exactly what to do if an alarm sounds.
Confirmation of PPE
You need to confirm that their Personal Protective Equipment (PPE) is correct and fits properly. This includes their hard hat, steel-capped boots, and high-visibility vest. And you should provide any additional PPE required for their specific tasks, like gloves or safety glasses.
