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Demolition Labourer Job Description

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Demolition Labourer Job Description

We are recruiting for a Demolition Labourer to safely tear down old or unsound building structures. As a Demolition Labourer your responsibilities include loading and unloading debris and waste onto and off trucks, refilling excavated holes and ditches, as well as building and dismantling scaffolding and temporary structures. You should also establish exclusion zones around job sites to ensure the safety of bystanders and passers-by.

To succeed as a Demolition Labourer, you should be able to safely operate hand and power tools as well as heavy machinery. Suitable candidates should be able to effectively communicate with the demolition team and perform all duties in accordance with demolition safety regulations.

Demolition Labourer Responsibilities

  • Proven demolition or construction experience.
  • A state-issued blaster’s license is preferred.
  • The ability to safely use hand and power tools, heavy machinery, and explosives.
  • The ability to work as part of a team.
  • The ability to stand for extended periods.
  • Good physical stamina.
  • Strong mechanical skills.
  • Effective communication skills.
  • Detail-oriented.

Demolition Labourer Requirements

  • Use hand or power tools, heavy machinery and explosives to down old or unsound building structures.
  • Direct cars away from demolition job sites.
  • Signal heavy equipment operators to ensure that heavy machinery and equipment are correctly positioned.
  • Perform maintenance on all tools, machinery, and equipment to ensure that they are in good working order.
  • Assess building structures to identify their structural components and determine the most efficient methods to perform demolitions.
  • Examine job site surroundings to determine whether the use of explosives may be too dangerous.
  • Strip building structures of any valuable or reusable materials, such as pipes, radiators, and steel beams.
  • Remove debris, rubble, and hazardous materials from job sites.
  • Proven demolition or construction experience.
  • A state-issued blaster’s license is preferred.
  • The ability to safely use hand and power tools, heavy machinery, and explosives.
  • The ability to work as part of a team.
  • The ability to stand for extended periods.
  • Good physical stamina.
  • Strong mechanical skills.
  • Effective communication skills.
  • Detail-oriented.

Personalising Your Demolition 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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