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Concrete Labourer Job Description

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Concrete Labourer Job Description

We are recruiting for a Concrete Labourer to be responsible for designing and building forms, pouring concrete, then spreading and smoothing it using trowels or other tools. You may also be required to apply stains to finish the concrete, adding small stones for decoration, and concluding the process by applying waterproofing and sealants.

To succeed as a Concrete Labourer, you should be up to date with the latest technology involving concrete work, possess the knowledge and skill of a specialist in the field, and maintain a high standard of work.

Concrete Labourer Responsibilities

  • 3-year apprenticeship under journeymen workers.
  • Ability to perform hard tasks with your hands.
  • Ability to kneel, bend and lift heavy materials.
  • Ability to measure accurately and read specifications.

Concrete Labourer Requirements

  • Design and building forms.
  • Set up the forms.
  • Pour concrete.
  • Use wire mesh to reinforce the concrete.
  • Spread and smoot concrete.
  • Mould expansion joints and edges.
  • Use stains or colours to add the finishing touch.
  • Add small stones or other materials for decoration.
  • Apply waterproofing and sealant to protect the concrete work.
  • Monitor the material to ensure it hardens to a durable finish.
  • 3-year apprenticeship under journeymen workers.
  • Ability to perform hard tasks with your hands.
  • Ability to kneel, bend and lift heavy materials.
  • Ability to measure accurately and read specifications.

Personalising Your Concrete Labourer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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