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APRIL 2026
CAIRNS Regional Jobs Committee
RJC's work with industry to identify workforce challenges and skills shortages and plan for our future workforce.
From the Acting Chair
Anita Veivers - Acting Chair
As we move further into the year, the Committee continues to build momentum, with two meetings now held and a clear focus taking shape as we start to work on our Action Plan. I am pleased to be stepping into the role of Acting Chair and to be working alongside a committed and engaged group of committee members.
It’s been encouraging to see our new members settling into their roles and contributing their time, knowledge and energy to the work of the RJC. There is a strong commitment across the Committee to engage with industry and support practical initiatives that respond to local workforce needs.
Over the coming months, this will be reflected in a number of upcoming activities, including partnering to present a School-Based Apprenticeship and Traineeship Professional Development Day in May, along with industry engagement opportunities for Health and Social Services Sector as well as a look at the evolution of our Workforce in FNQ on June 10.
We look forward to continuing our work and strengthening our connections with industry, government, training providers and the broader community.
UPCOMING EVENTS
Chief Data Scientist Hari Hara Priya Kannan from The Demographics Group and regular columnist for the Australian, will present a global–national–local analysis of how demographic change is shaping the Far North economy.
The luncheon will explore global population and labour trends, Australia’s workforce outlook, and FNQ’s local economic conditions, with a focus on population growth, ageing, migration, and workforce shortages across key industries including tourism, hospitality, agriculture, and maritime services.
It will also highlight the critical role of migrant communities in supporting regional economies and what these shifts mean for long-term business and workforce planning.
Book now to better understand the demographic trends shaping FNQ’s future and how to prepare your business for a changing workforce.
A School-based Apprenticeship and Traineeship (SAT) Professional Development Day is an initiative designed to recognise and celebrate school-based apprentices and trainees, while also equipping them with practical skills to strengthen their success in the workplace.
Focusing on practical, youth-centred support, including guidance on workplace expectations, managing challenges and understanding available supports.
If you are a Career Advisor or VET coordinator, register your interest to attend (limit one per school) here: rjc@cairnschamber.com.au
If you are an employer, PLEASE release your student to attend this event - it is aimed to help them stay in their apprenticeship and complete your training and increase workforce participation in our region.
Join us for a free event designed to support businesses in the Allied Health, Community, and Social Services sector. Hear from industry experts Dr. Alina Khalid and Carissa McCallister, alongside key government and workforce partners, as they share practical insights on funding opportunities, workforce support, recruitment, and succession planning.
This session will explore new approaches to attracting and retaining staff while connecting you with training providers and industry peers. If you’re working both in and on your business and facing challenges filling roles, this is a valuable opportunity to gain practical solutions and build meaningful connections across the sectors.
The workforce is changing rapidly, with shifting expectations, demographics and generational change.
This forum will help employers understand these changes and respond in practical ways.
Featuring keynote speaker Sophie Renton from McCrindle, along with insights from local employers and targeted sessions on attraction, retention, and training, this event is focused on delivering clear, actionable strategies that you can implement immediately and affordably, plus valuable connections to support businesses moving forward.
Perfect for Business Owners, Managers and HR.
SKLILLING QUEENSLANDERS FOR WORK
Are you a Queensland employer needing qualified and skilled staff for your workforce? Incentives are available for employers who recruit Queensland job seekers as part of our Skilling Queenslanders for Work initiative.
Employers also have the opportunity to support and participate in local Skilling Queenslanders for Work training projects designed to equip job seekers with the skills, qualifications and experience needed to enter and stay in the workforce.
For an overview of the Skilling Queenslanders for Work initiative, read the Skilling Queenslanders for Work fact Sheet
Are you a Queenslander aged 15 years or older, no longer at school and need help to secure a job? Skilling Queenslanders for Work training projects help job seekers gain the skills, qualifications and experience they need to enter and stay in the workforce. It's free to participate – there are no hidden costs. There are a range of programs. Click HERE to find and opportunity where you live.
GROUP TRAINING could GROW your workforce
For many small and medium-sized businesses (SMEs), hiring and training new staff, especially apprentices and trainees, can feel like a big commitment. Between compliance requirements, admin, and the risk of making the wrong hire, it’s easy to see why some businesses hesitate. That’s where a Group Training Organisation (GTO) can make a real difference.
What exactly is a GTO?
A GTO employs apprentices and trainees on your behalf and places them within your business. Instead of taking on the full responsibility of employment, you become a host employer, providing the day-to-day work experience while the GTO manages the rest.
This includes recruitment, payroll, superannuation, insurance, training arrangements, and ongoing support.
Why SMEs are turning to GTOs?
1. Less admin, less risk
Hiring apprentices comes with regulatory and administrative responsibilities. A GTO takes care of compliance, paperwork, and HR processes—freeing up your time to focus on running your business.
2. Easier hiring process
GTOs handle recruitment and candidate screening, matching apprentices to your business needs. If things don’t work out, they can step in and find a replacement—reducing the risk of a bad hire.
3. Built-in flexibility
Workload fluctuates, especially in smaller businesses. GTO arrangements can offer flexibility in how long you host an apprentice, helping you scale your workforce up or down as needed.
4. Ongoing support and mentoring
GTOs don’t just place apprentices—they support them. With regular check-ins, mentoring, and performance monitoring, they help ensure apprentices stay on track and productive.
5. Cost control and access to incentives
While there is a service fee, GTOs can help you access government incentives and reduce hidden costs like recruitment mistakes or internal HR overhead.
6. A pipeline of skilled workers
Partnering with a GTO allows SMEs to invest in future talent without the full burden of managing training programs internally. It’s a practical way to build a skilled, loyal workforce over time.
The bottom line?
Think of a GTO as an outsourced workforce partner, handling the complexities of employment and training, while you focus on growing your business. For SMEs looking to take on apprentices without the usual headaches, a GTO can be a smart, low-risk way to get started. A key takeaway: GTOs make it possible for businesses that might not otherwise hire apprentices to still participate in training.
Interested in exploring whether a GTO is right for your business? Understanding the costs, incentives, and local providers can help you make an informed decision.
SPOTLIGHT: A Career in Welding
Welding offers a wide range of career options, from entry-level roles like fabricators, to specialised welders, boiler maker to maintenance or more specialised fields such as structural, pipe, or shipyard welding. With additional skills and certifications, welders can move into higher-paying industries like mining, oil and gas, or aerospace, or pursue advanced roles such as underwater welding, welding inspection, or supervision.
There are also less physically demanding paths over time, including teaching, project planning, or running a business. In places like Australia, demand is strong in construction, infrastructure, and mining, and while entry-level jobs are accessible, higher earnings come with specialisation and experience.
Across Queensland, women are welding, engineering, designing, and leading in one of the state’s most vital industries. They’re boilermakers, mechanical fitters, laboratory technicians, and business development managers and they’re changing the face of manufacturing. Listen to Samantha's story by clicking on her photo above.
Manufacturing Skills Queensland (MSQ)
will provide a 50% subsidy support for welding training programs across Queensland in 2026. Delivered by Weld Australia, this initiative addresses the critical shortage of certified welders and welding supervisors, especially in regional manufacturing centres supporting defence, energy, infrastructure, and advanced manufacturing supply chains.
REAL Problem. REAL Solution. REAL Impact
Cairns Adventure Group: Building a Smarter Workforce
Like many in the tourism sector, Cairns Adventure Group (CAG) has long faced a persistent workforce challenge: frontline customer service roles are expensive to train and difficult to sustain at the right scale. Seasonal demand—especially during peak periods like school holidays, creates constant pressure to scale staffing up and down. This cycle often leads to increased costs, inconsistent service quality, and added strain on full-time team members.
The Challenge
CAG needed a more sustainable and flexible approach to staffing, one that could maintain service standards while reducing the financial and operational burden of traditional workforce models.
The Solution
In response, CAG introduced the Junior Pilot Program, an innovative initiative designed to build a flexible, technology-supported workforce of junior employees.
Rather than hiring individuals ad hoc, juniors were recruited and onboarded as a cohort. This approach created a supportive environment for first-time workers, helping to ease nerves and build confidence. These junior team members were then strategically deployed during peak demand periods, aligning workforce capacity with seasonal needs.
This model allowed CAG to:
- Stabilise rosters for full-time adult staff
- Maintain consistent service quality
- Reduce the need for constant workforce scaling
The Impact
The results have been significant and measurable:
- Faster onboarding and training processes
- Reduced staffing and wage costs
- Improved roster resilience during peak periods
- Greater workplace diversity
- A strengthened pipeline of future tourism talent
Importantly, expectations around employment were clearly communicated, ensuring junior staff understood their seasonal roles and could return for future peak periods, creating continuity and reliability.
Voices from the Program
Feedback from both parents and participants highlights the broader impact of the initiative:
“This was a great experience for my child. Learning about the customer service role and working with other employees was very beneficial, making my child more confident in the workplace.” – Parent
“I really enjoyed getting to work with new people and experiencing a new workplace.” – Junior team member
Looking Ahead
Beyond immediate operational benefits, the Junior Pilot Program is helping to introduce young people to the tourism industry early, building skills, confidence, and interest in future careers. It’s a practical, scalable solution that not only addresses today’s workforce challenges but also invests in tomorrow’s talent.
Pictured below: Silas Wadey (Junior), and Trish Wadey (Business Improvement Manager, Cairns Adventure Group).
Grants, Tenders & Support
Would you like to submit an article or good news story to feature in the next edition? Get in touch by emailing rjc@cairnschamber.com.au
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