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Renewable Energy: A new job market in Papua New Guinea

It was reported on The PNG Business News website that Newcrest Mining LTD and the newly established National Energy Authority had signed a Memorandum of Understanding (MoU) identify, develop, implement and finance potential renewable projects in Papua New Guinea (“Newcrest Mining and National Energy Authority Sign Agreement for Renewable Energy in PNG” — News — PNG Business News).

Per the link above to news article, National Energy Authority (NEA) Managing Director, Mr. Ronald Meketa, mentioned that, “As the custodian of the National Energy Policy 2017-2027 target to provide electricity to 70 per cent of households in the country by 2030 by harnessing renewable energy sources, the MoU sets out the framework for closer cooperation and partnership with the Newcrest Mining Limited to deliver strategically placed development of renewable energy projects throughout the country.”

Image 1: National Energy Authority Managing Director, Mr Ronald Meketa (left) presenting the signed MoU with a representative from Newcrest Mining LTD during the Petroleum & Energy Summit in Port Moresby, September 13th 2023.

SO WHAT IS RENEWABLE ENERGY?

According to our research, Renewable energy is energy that is derived from natural processes that are replenished on a human timescale. Unlike fossil fuels, which are finite and release greenhouse gases when burned, renewable energy sources are considered sustainable because they produce little to no direct emissions and can be continually replenished. Some common sources of renewable energy include:

  1. Solar Energy: This is harnessed from the sun’s radiation. Solar panels, or photovoltaic cells, convert sunlight into electricity, while solar thermal systems use sunlight to heat a fluid that can be used for heating or to generate electricity.
  2. Wind Energy: Wind turbines capture the kinetic energy of the wind and convert it into electricity. Wind power is a rapidly growing source of renewable energy.
  3. Hydropower (Hydroelectric Power): This energy is generated from the movement of water, typically in dams or river turbines. It is one of the oldest and most widely used forms of renewable energy.
  4. Biomass: Biomass energy is produced from organic materials, such as wood, crop residues, and municipal solid waste. It can be burned directly for heat or converted into biofuels like ethanol and biodiesel.
  5. Geothermal Energy: Geothermal energy is derived from the heat of the Earth’s interior. It is used for both electricity generation and direct heating applications.
  6. Ocean Energy: This category includes various technologies that capture energy from the movement of tides and waves, as well as the temperature difference between the ocean’s surface and depths.

Renewable energy sources are considered environmentally friendly because they have a much lower carbon footprint compared to fossil fuels. They contribute to reducing greenhouse gas emissions and combating climate change. Additionally, renewable energy sources are considered inexhaustible on human timescales, as they are not depleted when used.

The development and adoption of renewable energy technologies have gained significant momentum in recent years as a means to address climate change, reduce air pollution, and decrease reliance on finite fossil fuel resources (Source: Chat GPT).

We’ve heard of projects such as PNG Biomas, and organizations like Fortesque Future. All can be classed under the Renewal Energy Sector.

NOW, WHAT JOB OPPORTUNITIES CAN BE CREATED FROM THE RENEWABLE ENERGY SECTOR?

The renewable energy sector offers a wide range of job opportunities across various fields. These jobs are essential for the development, implementation, and maintenance of renewable energy technologies. Here’s a detailed list of job opportunities in the renewable energy industry:

  1. Solar Energy:
  • Solar Panel Installer: Installs and maintains solar panels on residential and commercial buildings.
  • Solar System Designer: Designs customized solar power systems for clients.
  • Solar Sales and Marketing: Involves selling solar products and services, as well as marketing and educating the public about solar energy benefits.
  • Solar Project Manager: Manages the planning, development, and execution of solar energy projects.
  • Solar Technician: Performs maintenance and repairs on solar energy systems.

2. Wind Energy:

  • Wind Turbine Technician: Installs, maintains, and repairs wind turbines.
  • Wind Farm Manager: Manages the day-to-day operations and maintenance of wind farms.
  • Wind Resource Analyst: Evaluates wind data to determine the feasibility of wind energy projects.
  • Wind Energy Sales and Marketing: Promotes wind energy products and services to potential clients.
  • Wind Energy Project Developer: Identifies suitable locations for wind energy projects and oversees their development.

3. Hydropower:

  • Hydroelectric Plant Operator: Operates and maintains hydropower facilities.
  • Hydropower Engineer: Designs and manages hydropower projects.
  • Hydrologist: Studies water resources to assess the potential for hydropower generation.
  • Hydropower Project Manager: Manages the development and construction of hydropower projects.
  • Environmental Specialist: Ensures hydropower projects comply with environmental regulations.

4. Biomass and Bioenergy:

  • Biomass Plant Operator: Operates and maintains biomass power plants.
  • Biofuel Production Technician: Works in the production of biofuels from biomass sources.
  • Biomass Resource Analyst: Assesses the availability and sustainability of biomass feedstocks.
  • Bioenergy Researcher: Conducts research to improve bioenergy technologies and processes.
  • Biogas Technician: Manages the production and utilization of biogas from organic materials.
  • PNG Biomass is an organization that can be said to be in this specific energy sector.

5. Geothermal Energy:

  • Geothermal Plant Operator: Operates and maintains geothermal power plants.
  • Geothermal Reservoir Engineer: Manages the extraction of geothermal resources and reservoirs.
  • Geothermal Drilling Technician: Specializes in drilling geothermal wells.
  • Geothermal Project Developer: Identifies suitable locations and develops geothermal energy projects.
  • Geothermal Technician: Performs maintenance and repairs on geothermal systems.
  • Our understanding is that Newcrest are making headway in terms of Geothermal Energy in PNG, probably one of the reasons they have signed this MoU with the NEA.

6. Ocean Energy:

  • Ocean Energy Engineer: Designs and develops technologies to harness energy from ocean waves and tides.
  • Ocean Energy Site Manager: Oversees the installation and maintenance of ocean energy systems.
  • Marine Biologist: Conducts research on the environmental impact of ocean energy projects.
  • Ocean Energy Project Financing and Policy Analyst: Works on financial and regulatory aspects of ocean energy projects.
  • Ocean Energy Installation Diver/Technician: Specializes in underwater installation and maintenance of ocean energy systems.

7. Renewable Energy Consultancy:

  • Renewable Energy Consultant: Provides expert advice on renewable energy technologies, feasibility, and project planning.
  • Energy Efficiency Analyst: Focuses on improving energy efficiency in various sectors.

8. Manufacturing and Supply Chain:

  • Renewable Energy Equipment Manufacturer: Produces components and systems for renewable energy technologies.
  • Supply Chain Manager: Manages the logistics and distribution of renewable energy equipment and materials.

9. Research and Development:

  • Renewable Energy Research Scientist: Conducts research to advance renewable energy technologies.
  • Renewable Energy Lab Technician: Assists in the testing and development of renewable energy systems.

10. Regulatory and Policy Roles:

  • Renewable Energy Policy Analyst: Works on shaping and implementing government policies related to renewable energy, such would be employed at organizations like the National Energy Authority (Website: nea.gov.pg)
  • Environmental Compliance Specialist: Ensures renewable energy projects adhere to environmental regulations.

The renewable energy sector is continually evolving and expanding, offering a diverse range of job opportunities for individuals with a wide variety of skills and backgrounds globally. And as PNG continues to invest in cleaner energy sources, the demand for these jobs is expected to grow further. Forming such organizations as the National Energy Authority and making key partnerships with organizations like Newcrest Mining LTD means that PNG is serious in taking the next step towards sustainable, clean energy sources apart from what PNG Power is currently providing our nation.

Thanks for reading and as always do share our blog with your respective networks, drop a comment here or on our social media site, subscribe to our blog to receive auto updates on new blogs, follow us on LinkedIn and Facebook and let us know your thoughts there also. Until next time………..#WokEmWok #ThePNGRecruiter

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Job Opportunities to come from The Wonye Dobel Project Phase II in Mt. Hagen (Steamships + Tininga Group of Companies Partnership)

An artists’ impression of the new Steamships/Tininga Wonye Dobel development in Mt Hagen Credit: Steamships, Business Advantage PNG.

The PNG Business News reported on 29th September 2023 that Steamships and Tininga Group of Companies have signed an agreement to continue with Phase II of the Wonye Dobel Project in Mt Hagen, PNG’s 3rd largest city in the Western Highlands Province ( “Wonye Dobel Project Phase II Underway ” — News — PNG Business News ).

According to the news article mentioned, The Wonye Dobel Joint Venture will house a Bank South Pacific (already housed), and future developments such as supermarkets, restaurants, homeware, and retail stores as well as government and financial agencies. The project is currently being managed by Steamships Property Division, Pacific Palms Property.

Thus, from the above-mentioned developments, here are some of the types of jobs that could be created from the mentioned developments:

  1. Retail Jobs:
  • Store Managers: Responsible for overseeing the day-to-day operations of retail stores.
  • Sales Associates: These individuals assist customers, handle transactions, and maintain the store’s appearance.
  • Visual Merchandisers: They are responsible for creating appealing displays to attract customers.
  • Stock Clerks: Responsible for receiving, unpacking, and organizing merchandise.

2. Restaurant and Hospitality Jobs:

  • Cooks and Chefs: Prepare food and manage the kitchen.
  • Servers and Waitstaff: Take orders and serve customers in restaurants.
  • Bartenders: Prepare and serve beverages.
  • Restaurant Managers: Oversee restaurant operations.

3. Supermarket Jobs:

  • Cashiers: Handle customer transactions at the checkout.
  • Stockers: Restock shelves and maintain inventory.
  • Store Managers: Responsible for overall supermarket operations.

4. Government and Financial Agencies:

  • Jobs for Government Departments: This can include administrative roles, clerical positions, and public service jobs, such as government agents, inspectors, and regulatory officers, etc. with any Government Department offices that will be situated there.
  • Financial Jobs: Banks and financial agencies will create positions like bank tellers, financial advisors, loan officers, and branch managers.

5. Property Management and Maintenance:

  • Property Managers: Oversee the maintenance and management of the property.
  • Maintenance Technicians: Handle repairs and upkeep of the facilities.

6. Security and Safety Personnel:

  • Security Guards: Provide security services to protect the property and its occupants.
  • Safety Inspectors: Ensure compliance with safety regulations.

7. Construction Jobs (during the development phase):

  • Construction Workers: Involved in building the infrastructure.
  • Project Managers: Oversee the construction process.

8. Marketing and Advertising:

  • Marketing Managers: Develop and implement marketing strategies to promote businesses within the development.
  • Graphic Designers: Create promotional materials.
  • Advertising Executives: Plan and execute advertising campaigns.

9. Administrative and Support Roles:

  • Receptionists: Greet visitors and provide administrative support.
  • Accountants and Bookkeepers: Manage financial records for businesses.
  • Human Resource Personnel: to attend HR related issues to business operating within the location

10. Homeware and Retail Stores:

  • Homeware Store Employees: Including sales staff and managers.
  • Retail Store Employees: Such as cashier, stock clerks, and supervisors, etc.

11. Transport and Logistics:

  • Delivery Drivers: Responsible for transporting goods to and from the development.
  • Logistics Officers and Managers: Manager the logistics aspect of the project

12. IT and Technology Support:

  • IT Professionals: Manage and support the technology infrastructure of businesses operating in the development.

Image 2, from left to right: Patrick Duckworth, Managing Director, Tininga Group of Companies and Steamships MD Rupert Bray (“Wonye Dobel Project Phase II Underway ” — News — PNG Business News)

These are just some examples, and there could be many more specific roles depending on the scale and nature of the businesses that become part of the Wonye Dobel Joint Venture. The development has the potential to contribute significantly to the local job market and the overall economy.

Phase II of the Project was signed on September 29th, 2023, per the article stated by PNG Business News, so we estimate it to be completed before the end of next year, meaning vacancies should be advertised around or leading towards the end of next year. Constructions will be underway soon so we suggest Mt. Hageners to enquire with Pacific Palms Properties, Steamships or Tininga to find out how you can apply for construction roles there.

There’s been some serious business developments occurring in Mt. Hagen lately, starting off with the new Brian Bell Mt. Hagen Plaza opening last year and the new Vodafone Office opening, which probably has prompted Steamships to get into the fray of investment in Hagen as well. Expect more business to head into our Highlands region for investment purposes, we’ll keep you posted on any related job opportunities related to them.

Do subscribe for our latest blog updates, add us on LinkedIn or Facebook and drop a comment below to let me know your thoughts on this blog. Thanks for reading……#WokEmWok #ThePNGRecruiter

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3 possible reasons why the Labour Mobility Scheme/Pacific Australia Labour Mobility Scheme has a low number of PNG participants.

Post Courier have reported on the 26th of September 2023 that “PNG has the lowest participation of people in engaged in the Labour Mobility Scheme (LMS) in Australia and New Zealand to other smaller Pacific Island Countries” (Lower participation of PNG in the labour mobility scheme – Post Courier).

This news is a shock to us at The PNG Recruiter as with the ever-prevalent issue of unemployment in the country, we would have thought that PNG would have the biggest number of participants in the PALM scheme/LMS. We’ll do our best to get to the bottom of this but from the top of our heads, some factors we think are causing this that come to mind now would be the below:

1. High levels of Illiteracy in PNG amounts to slow time understanding requirements and completing relevant docs to take part in the schemes by participants, whom many of are from rural/remote areas with little or no education qualifications and school dropouts.

2. The long turnaround times it takes for NID’s, Passports and Visas to be completed to take part in these schemes.

3. Not enough awareness and marketing of the LMS/ PALM Schemes across the country to attract participants.

Theories 1 & 2 mentioned from us above can seriously demotivate a participant or future participants in the LMS / PALM Scheme. And we can attest to this from years of working in the recruitment industry.

Do comment below on what other reason’s you think is contributing to PNG’s low participation numbers in the LMS/ PALM Schemes.

Thanks to Post Courier for reporting this surprising news. #WokEmWok #ThePNGRecruiter #PALM #LaborMobilityScheme #PapuaNewGuinea

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Walk-In Interviews: Insights for Businesses, Applicants, and Preparation Alternatives

I saw that Ela Motors recently posted on their Social Media Platforms that they’re holding “Walk-in” interviews this Saturday, the 29th of September 2023, at the Lamana Hotel, Port Moresby from 9am – 4pm (Refer to advert taken from Ela Motors LinkedIn page below, https://www.linkedin.com/posts/ela-motors-papua-new-guinea_announcement-activity-7109811584763379712-ZtuU?utm_source=share&utm_medium=member_desktop).

Image 1: Advert for Ela Motors Walk-In Interviews posted this week on their LinkedIn profile

This year, we’ve seen quit a few organizations conduct “Walk-Interviews”, and the significant one that comes to mind is The Stanley Hotel Walk-In Interviews that took place on the 4th of February, 2023, in Port Moresby which sparked widespread debate on the high number of interviewees who turned up and were made to stand for hours to attend the interview (Click on the link here to read up further on this event: Desperate for jobs – Post Courier).

SO WHY WALK-IN INTERVIEWS?

Organizations conduct walk-in interviews for various reasons, depending on their specific needs and circumstances. Some common reasons include the following listed below:

  1. Immediate Hiring Needs: Walk-in interviews are often used when a company has urgent or immediate hiring requirements. This can be due to unexpected vacancies, sudden increases in workload, or project deadlines that need additional manpower.
  2. Faster Recruitment Process: Walk-in interviews streamline the recruitment process by allowing companies to meet and assess candidates in a shorter timeframe. This can help organizations fill positions quickly, reducing the time and resources spent on traditional recruitment processes.
  3. Cost Efficiency: Walk-in interviews can be cost-effective as they often involve minimal advertising and recruitment expenses. Companies can quickly assemble a pool of potential candidates without the need for extensive pre-screening and advertising campaigns.
  4. Access to a Diverse Talent Pool: Walk-in interviews can attract a wide range of candidates, including those who may not have applied through traditional job postings. This can help organizations discover talent with unique skills and backgrounds.
  5. Seasonal or Temporary Staffing: Some businesses, such as retail stores, restaurants, and event management companies, rely on seasonal or temporary staff during peak periods. Walk-in interviews are an efficient way to recruit temporary or part-time workers for these occasions.
  6. On-Site Assessments: In industries where specific skills or qualifications are crucial, walk-in interviews allow employers to assess candidates’ capabilities firsthand. This is particularly relevant in fields like healthcare, IT, and skilled trades.
  7. High Turnover Positions: For positions with high turnover rates, such as call center agents or entry-level positions, walk-in interviews can help maintain a constant flow of potential hires to keep operations running smoothly.
  8. Geographic Expansion: When a company is expanding into new geographic regions, it may conduct walk-in interviews to quickly establish a local workforce and adapt to market demands.
  9. Networking Opportunities: Hosting walk-in interviews can provide companies with opportunities to network with potential candidates, industry professionals, and competitors, which can lead to future partnerships or collaborations.
  10. Diversity and Inclusion Initiatives: Organizations may use walk-in interviews as part of their diversity and inclusion efforts by actively seeking candidates from underrepresented groups or marginalized communities.
  11. Public Relations and Branding: Conducting walk-in interviews can generate positive publicity for a company, showcasing its commitment to job creation and community engagement.
  12. Market Research: Some companies use walk-in interviews as a way to gather information about the job market, such as salary expectations, jobseeker preferences, or trends in the industry.

Overall, walk-in interviews are a flexible and efficient recruitment method that can serve different purposes depending on the organization’s goals and requirements. They offer companies the ability to quickly assess and hire candidates while addressing various staffing needs.

Image 2: Walk-In Interviewees crowding to get in the Stanley Hotel, taken from Story by Mr.Donald Nangoi, Post Courier Feb 6th, 2023 (Desperate for jobs – Post Courier)

AND WHY DON’T MOST PEOPLE LIKE WALK-IN INTERVIEWS?

While walk-in interviews can be beneficial for employers in certain situations, many job seekers tend to have negative perceptions of them for several reasons:

  1. Time Constraints: Walk-in interviews can be time-consuming and inconvenient, especially for individuals who have other commitments or jobs. It may be difficult to allocate enough time for an unplanned interview.
  2. Limited Information: Candidates may not have a clear understanding of the job or company they’re interviewing for during a walk-in interview, as there’s often minimal information provided in advance.
  3. Perceived Lack of Seriousness: Some job seekers may view walk-in interviews as less formal or less serious than scheduled interviews, leading to concerns about the quality and professionalism of the hiring process.
  4. Fear of Discrimination: Candidates may worry that walk-in interviews could lead to biased decisions, as there may be limited time for structured, fair assessments. This concern is especially valid for individuals from marginalized or underrepresented groups.
  5. Unpredictable Timing: Since walk-in interviews don’t follow a set schedule, candidates may be unsure about when to arrive at the hiring location, potentially leading to long wait times or missed opportunities.
  6. Uncertain Outcome: Candidates may question the likelihood of success in a walk-in interview, as they may not know how many positions are available or what the competition is like.
  7. Lack of Follow-Up: In some cases, candidates who participate in walk-in interviews may not receive timely feedback or updates on their application status, leaving them uncertain about the outcome.
  8. Difficulty in Showcasing Skills: Walk-in interviews may not provide candidates with the opportunity to showcase their skills and qualifications adequately, especially if they’re caught off guard.
  9. Limited Negotiation Time: Candidates may have less time to negotiate terms and conditions, such as salary, benefits, or work hours, during a walk-in interview.
  10. Inconvenient Locations: The physical location of the walk-in interview may be inconvenient or inaccessible for some candidates, making it difficult for them to participate.
  11. Security and safety risks: there is a high probability for safety and security risks to occur to applicants should there be a lack of measures be taken by the potential employer. Standing long hours in the PNG heat too is not an ideal plan too for applicants but most will make do due to the ever-imposing issue of unemployment in PNG.

It’s important to note that not all job seekers dislike walk-in interviews, and some individuals may find them to be a convenient way to explore job opportunities quickly. However, these concerns highlight why many people prefer scheduled interviews and a more structured hiring process, which allows for better preparation and a more predictable experience.

SO, WHAT ARE SOME ALTERNATIVE RECRUITMENT METHODS BUSINESSES CAN CHOOSE, APART FROM WALK-IN INTERVIEWS?

Businesses have several effective alternatives to walk-in interviews to streamline their hiring process and attract qualified candidates. Here are some popular alternatives:

  1. Scheduled Interviews: Scheduled interviews are the most common alternative to walk-in interviews. Companies can advertise job openings in advance, collect resumes and applications, and then schedule interviews with selected candidates at a specific time and date. This approach provides candidates with ample time to prepare and allows for a more structured and focused interview process.
  2. Online Application Portals: Implementing an online application portal on the company’s website or through job search platforms can simplify the application process for candidates. This allows businesses to collect resumes and applications electronically and review them at their convenience. Candidates can also schedule interviews online.
  3. Recruitment Agencies: Companies can partner with recruitment agencies or headhunters to help identify and screen qualified candidates. These agencies specialize in finding suitable candidates for specific roles, which can save businesses time and effort in the hiring process.
  4. Employee Referrals: Encouraging current employees to refer candidates for open positions can be a cost-effective and reliable method of recruitment. Employee referrals often result in hires who are a good fit for the company culture and who come recommended by trusted colleagues.
  5. Internship Programs: Developing internship programs can be an effective way to identify potential future employees. Interns can gain experience within the company, and businesses can evaluate their performance for potential full-time positions.
  6. Job Fairs: Participating in job fairs and career expos allows companies to meet potential candidates in a more organized and structured setting. These events often attract job seekers actively looking for opportunities.
  7. Networking Events: Hosting or attending industry-specific networking events can help companies connect with potential candidates and build relationships within their field. This can lead to referrals and direct contacts with qualified individuals.
  8. Social Media and Online Job Boards: Utilizing social media platforms and online job boards like LinkedIn, Indeed, or Glassdoor can help companies reach a wide audience of job seekers. Posting job listings and engaging with potential candidates through these platforms can be highly effective.
  9. Applicant Tracking Systems (ATS): Implementing an ATS software can streamline the application and candidate tracking process. These systems help manage resumes, applications, and candidate communications, making it easier to identify and contact qualified candidates.
  10. Temporary Staffing Agencies: Businesses can partner with temporary staffing agencies to hire temporary or contract workers for specific projects or peak periods, providing flexibility in staffing without the need for traditional hiring processes.
  11. Video Interviews: Conducting initial interviews via video conferencing tools like Zoom or Skype can save time and resources by allowing companies to assess candidates remotely before scheduling in-person interviews.
  12. Assessment Tests: Administering skills or personality assessments can help companies evaluate candidates’ suitability for a role more objectively. These tests can be part of the pre-screening process before conducting interviews, and can be done online via a 3rd party site that specializes in creating Assessment Tests according to the business needs and environment it’s in.

The choice of which alternative to use depends on the specific needs of the organization, the nature of the job, the available resources, and the desired candidate experience. Businesses often use a combination of these methods to optimize their recruitment efforts.

SO WHAT’S THE BEST WAY FOR AN APPLICANT TO PREPARE FOR A WALK-IN INTERVIEW?

Preparing for a walk-in interview can be challenging. However, applicants can still take steps to increase their chances of success. Here are some tips on how to prepare for a walk-in interview:

  1. Research the Company in Advance:
  • If you have a general idea of the types of companies that conduct walk-in interviews in your area, research those companies in advance. Familiarize yourself with their products, services, culture, and values.
  1. Prepare Your Elevator Pitch:
  • Craft a brief and compelling elevator pitch that introduces yourself, highlights your skills and experience, and explains why you’re interested in working for the company. Be ready to deliver it confidently.
  1. Update Your Resume:
  • Have an up-to-date resume ready to provide to the interviewer. Ensure it highlights your relevant qualifications and experiences.
  1. Dress Professionally:
  • Dress appropriately for the industry and company you’re applying to. When in doubt, it’s usually better to be slightly overdressed than underdressed.
  1. Gather Required Documentation:
  • Bring any necessary documentation with you, such as identification, work permits, certifications, and references. Having these on hand can expedite the application process.
  1. Practice Common Interview Questions:
  • Familiarize yourself with common interview questions and prepare concise, thoughtful answers. Focus on questions related to your qualifications, strengths, weaknesses, and career goals.
  1. Prepare Questions to Ask:
  • Prepare a few questions to ask the interviewer. This demonstrates your interest in the position and the company. Questions could be related to job responsibilities, company culture, or opportunities for growth.
  1. Be Flexible with Your Schedule:
  • Since walk-in interviews can be unpredictable, be as flexible as possible with your schedule. Try to allocate several hours for the interview in case there are long wait times.
  1. Practice Good Etiquette:
  • Be courteous and professional to everyone you encounter during the interview process, from the receptionist to the interviewer. First impressions matter.
  1. Stay Calm and Confident:
    • While it’s natural to feel nervous, try to stay calm and composed. Confidence in your skills and qualifications can make a positive impression.
  2. Prepare for Behavioral Questions:
    • Be ready to answer behavioral questions that assess your past experiences and how you’ve handled various situations. Use the STAR method (Situation, Task, Action, Result) to structure your responses.
  3. Bring a Pen and Notepad:
    • Having a pen and notepad with you can be useful for taking notes, jotting down key information, or noting any follow-up steps discussed during the interview.
  4. Arrive Early:
    • Even for walk-in interviews, arrive at the hiring location early. Being punctual is important and demonstrates your commitment.
  5. Stay Positive:
    • Maintain a positive attitude throughout the process, regardless of the outcome. If the company doesn’t have immediate openings, your positive attitude and professionalism may leave a lasting impression for future opportunities.
  6. Follow Up:
    • After the interview, consider sending a brief thank-you email to the interviewer to express your appreciation for the opportunity and reiterate your interest in the position.

Remember that while walk-in interviews can be challenging due to the lack of preparation time, they can also be an opportunity to showcase your adaptability and readiness for spontaneous situations. Approach the interview with confidence and a willingness to make the most of the opportunity.

Let me know your thoughts on this blog and subscribe to The PNG Recruiter to stay up to date with the latest blogs. Until next time….#WokEmWok #ThePNGRecruiter

Image 3: Another image captured from a different angle of the chaos that occurred at the Stanley Hotel Walk-In Interviews held early this year, February 2023 in Port Moresby. Source: fiji_index on X: “RT @Nat_Whiting: A hotel in Port Moresby advertised open walk in interviews today for a range of positions. Thousands of people have lined…” / X (twitter.com)

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Reunlocking Agriculture’s Employment Potential in PNG: Reasons, Barriers, and Future Prospects

WHY AGRICULTURE?

According to Wikipedia, “Agriculture in Papua New Guinea has more than a 7,000-year-old history and developed out of pre-agricultural plant/food collecting and cultivation traditions of local hunter-gatherers. Currently, around 85% of Papua New Guinea’s population lives from semi-subsistence agriculture. 86% of all food energy consumed in Papua New Guinea is locally sourced.

Papua New Guinea produces and exports agricultural, timber, and fish products. Agriculture in 2017 accounted for 22.1% of the GDP and supported more than 80% of the population. Cash crops ranked by value are coffee, oil, cocoa, copra, tea, rubber, and sugar. The timber industry was not active in 1998 due to low world prices but rebounded in 1999. About 40% of the country is covered with timber-rich trees, and a domestic woodworking industry has been slow to develop. 99% of fishing exports are either tuna or tuna byproduct. Papua New Guinea has the largest yam market in Asia” (Agriculture in Papua New Guinea – Wikipedia).

So, to get straight to the point: Agriculture is part and partial of being a Papua New Guinean and it contributes to a substantial amount of our country’s revenue. But it’s sadly not being seen as a solution to reducing the unemployment rate in the country, by means of massive participation and involvement by the new generation who are continuously facing this issue. It is heavily underestimated.

Image 2: Fish Processing somwhere in PNG

Image 2: Fish Processing somewhere in PNG

Agriculture should be a significant solution to unemployment in Papua New Guinea for several reasons:

  1. Abundant Natural Resources: Papua New Guinea has rich and diverse natural resources, including fertile soil, a favorable climate, and vast tracts of arable land. These resources provide a strong foundation for agricultural development, which can create numerous job opportunities.
  2. Labor-Intensive: Agriculture is inherently labor-intensive, requiring a significant workforce for tasks such as planting, harvesting, and tending to crops and livestock. This can absorb a substantial portion of the labor force and reduce unemployment rates.
  3. Rural Employment: A large portion of the population in Papua New Guinea lives in rural areas, where agriculture is often the primary livelihood. Expanding agricultural activities can offer employment opportunities to those living in these regions, reducing rural-to-urban migration and easing the burden on urban centers.
  4. Diversification: Encouraging a diverse range of agricultural activities, including crop cultivation, livestock farming, aquaculture, and agroforestry, can create various job roles for people with different skills and interests.
  5. Value Chain Development: Developing the entire agricultural value chain, from production to processing and marketing, can generate additional employment opportunities in areas such as food processing, transportation, and marketing.
  6. Export Potential: Papua New Guinea has the potential to export agricultural products, particularly to neighboring countries in the Asia-Pacific region. Expanding exports can lead to job creation, as it often requires increased production and processing capacity.
  7. Smallholder Agriculture: Supporting smallholder farmers by providing them with access to training, resources, and markets can empower rural communities and generate employment for a large number of people.
  8. Sustainable Practices: Promoting sustainable agricultural practices can lead to long-term employment opportunities in areas such as organic farming, agroecology, and environmental conservation.
  9. Youth Engagement: Encouraging young people to pursue careers in agriculture by providing training and incentives can address youth unemployment and help revitalize the sector with fresh ideas and innovation.
  10. Economic Growth: A thriving agricultural sector can contribute significantly to economic growth, which, in turn, can create jobs in related sectors such as services, construction, and infrastructure development.

Image 3: Tea grower somewhere in PNG

BARRIERS

But unfortunately, several factors have also been detrimental to the growth and investment in agriculture in Papua New Guinea, which I believe has caused a lack of interest in the next generation to take it on to get out of unemployment:

  1. Land Tenure Issues: Complex and insecure land tenure systems can hinder investment in agriculture. Disputes over land ownership, lack of clear land titles, and customary land practices can deter investors and make it difficult for farmers to access land for cultivation.
  2. Infrastructure Deficiencies: Inadequate transportation infrastructure, including roads, bridges, and ports, can increase the cost of transporting agricultural products to markets, reducing the competitiveness of local produce.
  3. Limited Access to Finance: Many small-scale farmers and agricultural businesses in Papua New Guinea have limited access to credit and financial services, which can impede their ability to invest in modern farming equipment, technology, and inputs.
  4. Low Agricultural Productivity: Low productivity due to outdated farming practices, limited access to modern farming techniques, and insufficient agricultural extension services can reduce the attractiveness of agriculture as an investment.
  5. Climate Change Vulnerability: Papua New Guinea is highly vulnerable to climate change, with increased frequency of extreme weather events, which can lead to crop failures and loss of livestock, posing a significant threat to agricultural investments.
  6. Pest and Disease Outbreaks: The agricultural sector is susceptible to outbreaks of pests and diseases that can devastate crops and livestock. Inadequate pest and disease management can discourage investment.
  7. Market Access Challenges: Limited access to markets, both domestic and international, can hinder the growth of agriculture. Issues such as transportation bottlenecks, inconsistent quality standards, and market information gaps can affect market participation.
  8. Lack of Post-Harvest Infrastructure: Insufficient post-harvest handling and storage facilities can result in high post-harvest losses, reducing the profitability of agriculture and discouraging investment in value addition.
  9. Policy and Regulatory Barriers: Inconsistent and unclear policies, regulations, and taxation can create uncertainty for investors in the agricultural sector. Streamlining and clarifying these aspects of the business environment is essential for attracting investment.
  10. Limited Access to Technology: Limited access to modern agricultural technologies and practices, including mechanization, irrigation, and improved seed varieties, can constrain productivity and competitiveness.
  11. Rural Poverty and Limited Education: High levels of rural poverty and limited access to education in rural areas can hinder the development of a skilled agricultural workforce and reduce the capacity for innovation in the sector.
  12. Political Instability: Political instability and governance challenges can create an uncertain business environment, making it difficult for investors to commit to long-term agricultural projects.
  13. Land Degradation: Unsustainable land use practices, such as deforestation and soil erosion, can lead to land degradation, reducing the long-term viability of agriculture.

Addressing these challenges requires a multi-faceted approach, including policy reforms, infrastructure development, access to finance, education and training, climate resilience strategies, and efforts to improve market access and post-harvest handling. By addressing these factors, Papua New Guinea can create a more conducive environment for agricultural growth and investment, and ultimately, a sustainable environment for self-employment which can lessen the effects of unemployment in PNG. (Source, ChatGPT (openai.com))

FUTURE PROSPECTS

With the recent visit by our Prime Minister of PNG to Israel, we hope that the strengthened ties between our nations can enhance agriculture in PNG (“OUTCOMES FROM PM MARAPE’S FIRST OFFICIAL VISIT TO THE STATE OF ISRAEL” — News — PNG Business News). The promotion of Agriculture as a viable solution to unemployment needs to be taken on seriously by all relevant stakeholders in charge to boost interest in our younger generation to seriously look into taking on agribusiness in PNG, not just at the farming level but throughout the entire supply chain, policy creation, environmental sustainability, etc. I believe that is the key to building interest in the sector once again, as the sector requires specialized knowledge to create a streamlined process that connects our farmers with the world food market. Hopefully the ties with the Israelis or any other foreign investors and help build that and encourage the next generation to look into what’s currently available in PNG to take agribusiness on an informal form of employment or entrepreneurship and also look forward to the advances in agriculture that the Israelis can offer PNG.

Thanks for reading, leave a comment, share this blog and until next time… #WokEmWok #ThePNGRecruiter

Image 4: PNG PM Marape meeting Israeli PM Benjamin Netanyahu in Sep 2023

(NOTE: All images taken from 3rd party sources on the internet)

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Reasons to anticipate Kumul Petroleum’s Fabrication Facility and Construction Industry Training Academy in 2024

Image 1: Stakeholders from Santos, ExxonMobil and KPHL officially opening construction for the facility and academy..

Kumul Petroleum Holdings LTD will be opening its Steel, Mechanical and Piping (SMP) Facility in 2024.

As reported in THE PNG BUSINESS NEWS Magazine (“Kumul Petroleum Fabrication Facility Ground-Breaking” — News — PNG Business News) , “Managing Director for Kumul Petroleum Holdings LTD, Mr. Wapu Sonk, explained at the opening ceremony of start of construction of the facility, that in preparation for forthcoming LNG and mining developments in the country, Kumul Petroleum is establishing a world-class heavy SMP (Steel, Mechanical & Piping) Module fabrication facility, capable of manufacturing many of the infrastructure components required by such large-scale projects.

Mr Sonk said; “We are pleased to be initiating this industrial plant, since it is important that through this facility the country can demonstrate the real ability to maximize national content in major resource developments – through fabrication of core infrastructure components and training of competent Papua New Guinean tradesmen.”

It’s clear to see that there’ll be lots of job opportunities for our Trades work force coming up once the Facility is up and running, allow them to be trained also in an academy that will co-exist with the Facility. More was stated on this by Luke Liria, the current Corporate Affairs Executive General Manager of Kumul Petroleum Holdings LTD at the recent CANCONEX 2023 event in Lae: “A training facility will be established adjacent to the fabrication facility to train and upskill Papua New Guineans who will be required in large numbers in forthcoming LNG and other major developments in the country.” (“Contributing to Nation Building” — News — PNG Business News)

Industrial piping system, factory pipes
Industrial piping system, factory pipes by U.S. Army is licensed under CC-CC0 1.0 (Image 2: an example of the SMP Piping that will be produced at the SMP Facility to be established out at Motukea, Central Province, Papua New Guinea)

So based on the information provided in the article about Kumul Petroleum’s Fabrication Facility in Papua New Guinea, several job opportunities can be created such as the following listed below:

  1. Construction Jobs: The construction of the fabrication facility itself will require a significant workforce, including laborers, heavy equipment operators, carpenters, and other skilled tradespeople. This includes both the initial phase of early works and subsequent construction activities.
  2. Engineering and Design Roles: The engineering, procurement, and construction (EPC) phase will involve engineers, architects, designers, and project managers who will oversee the facility’s construction and development.
  3. Manufacturing and Production Jobs: Once the fabrication facility is operational, it will require workers for manufacturing large-scale infrastructure components, such as steel, mechanical, electrical modular, and piping packages. This includes welders, fabricators, machine operators, and quality control inspectors.
  4. Maintenance and Facility Management: Ongoing maintenance and management of the facility will create opportunities for technicians, maintenance personnel, and facility managers.
  5. Supply Chain and Logistics: Managing the procurement and distribution of materials for construction and production will require logistics and supply chain professionals.
  6. Training and Education: The establishment of the Kumul Construction Industry Training Academy will create opportunities for educators, trainers, and administrative staff involved in training local talent.
  7. Support and Administrative Roles: Like any large-scale project, administrative and support roles will be necessary, including office personnel, clerks, and administrative assistants.
  8. Local Content and National Employment Initiatives: The project aims to maximize national content, so there will likely be opportunities for local hires, including skilled and unskilled laborers.
  9. Offshore Sector: The facility’s focus on modules for central processing platforms and wellhead platforms for the offshore sector will generate jobs for workers with specialized skills in offshore engineering and fabrication.
  10. Business Development and Sales: As the facility expands its operations and services, there may be opportunities in business development and sales roles to secure contracts and partnerships with other industries in the Asia-Pacific region.
  11. Environmental and Safety Roles: Ensuring compliance with environmental regulations and safety standards will require environmental specialists, safety officers, and compliance experts.
  12. Consulting and Advisory Services: Companies providing consulting and advisory services related to the petroleum, mining, and renewable energy industries may find opportunities to work with Kumul Petroleum.
  13. Marketing and Communications: Marketing and communication professionals may be needed to promote the facility’s services and capabilities.
  14. Community Relations and Social Responsibility: Establishing positive relationships with the local community and addressing social responsibility concerns may lead to community relations and social responsibility positions.
  15. Technology and IT Roles: Managing the facility’s technology infrastructure and software systems will require IT professionals.
  16. HR and Recruitment: Given the plan to employ a significant number of Papua New Guineans, human resources professionals will play a crucial role in recruitment, training, and development.
  17. Legal and Regulatory Compliance: Legal experts and compliance officers may be needed to ensure that the facility complies with all applicable laws and regulations.

Image 3: a great example of spin-off business/benefits would be the Komo Airport in Hela Province, which in this image, has a large Industrial plane, likely carrying heavy equipment and landing to transport to Santos or ExxonMobil sites. The Airport is used by other airlines, speeding up development in the province.

Also, in terms of businesses not directly connected to the facility, the creation and operation of Kumul Petroleum’s fabrication facility in Papua New Guinea can have indirect benefits for various businesses and industries in the region. Here are some businesses not directly associated with the facility that could benefit from its creation and production:

  1. Local Suppliers and Manufacturers: Local businesses that supply materials, equipment, and services needed for the facility’s construction and ongoing operations can see increased demand for their products. This includes suppliers of steel, machinery, tools, safety equipment, and more.
  2. Transportation and Logistics Companies: Companies involved in transportation and logistics will benefit from moving raw materials to the facility during construction and delivering finished products to customers once production starts.
  3. Hospitality and Accommodation: With an increase in workers and contractors in the area during the construction and operation phases, hotels, restaurants, and other hospitality businesses may experience higher occupancy rates and increased patronage.
  4. Retail and Consumer Goods: A growing workforce and increased economic activity in the region can lead to higher retail sales and demand for consumer goods.
  5. Healthcare Providers: The influx of workers may lead to increased demand for healthcare services, including hospitals, clinics, and medical professionals.
  6. Education and Training Centers: The establishment of the Kumul Construction Industry Training Academy suggests a need for educational institutions and training centers to provide relevant courses and programs to support the local workforce.
  7. Real Estate and Housing: The demand for housing in the vicinity of the facility may increase as workers seek accommodation in the area.
  8. Financial Services: Banks and financial institutions may experience increased business activity as a result of loans, mortgages, and financial services required by individuals and businesses involved in the project.
  9. Security and Safety Services: Security companies and safety service providers may see increased demand for their services to ensure the safety and security of the facility and its workforce.
  10. Environmental and Sustainability Services: Given the focus on environmental compliance and sustainability, businesses specializing in environmental assessments, renewable energy solutions, and sustainability consulting may find opportunities to work with the facility.
  11. Consulting and Advisory Firms: Consulting firms that specialize in areas such as project management, legal compliance, regulatory affairs, and business strategy may be engaged to support the facility’s operations.
  12. Research and Development: Companies engaged in research and development, particularly in the fields of energy, engineering, and fabrication, may find collaboration opportunities with the facility to improve processes and products.
  13. Marketing and Advertising Agencies: As the facility seeks to expand its reach and customer base, marketing and advertising agencies may be hired to promote its services and capabilities.
  14. Waste Management and Recycling: Companies involved in waste management and recycling can provide services for handling waste generated during construction and production, promoting sustainability.
  15. Community Development and Social Services: Organizations focused on community development and social services may benefit from corporate social responsibility initiatives associated with the facility.

The establishment of a large-scale fabrication facility can have a ripple effect on the local economy in with the surrounding villages and Port Moresby, creating opportunities for businesses across various sectors and providing a boost to the overall economic development of the region. But more importantly, creating more jobs for Papua New Guineans

Overall, the construction and operation of Kumul Petroleum’s fabrication facility has the potential to create a wide range of job and business opportunities, both directly and indirectly, contributing to much needed economic growth and local workforce development in Papua New Guinea.

And we’ll be sure to notify you of any updates relating to this exciting new project.

Leave a comment, subscribe to our blog to keep updated on latest blog posts and thanks for reading. Until next time….#wokemwok #ThePNGRecruiter

Image 4: A practice SMP Pipe Training facility over at the Kumul Petroleum Acadamy, Idubada, Port Moresby, Papua New Guinea.

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What Air Niugini’s massive fleet upgrade means for Jobs in PNG

Papua New Guinea’s National Flag Carrier, Air Niugini, is set for a much-needed face-lift, as it’s Acting CEO, Mr. Gary Seddon, announced that the airline service will be upgrading their fleet plan to improve its efficiency, reliability and add on new international routes, before the end of 2024 through to 2028 (Massive fleet upgrade to transform Papua New Guinea’s Air Niugini – Business Advantage PNG)

Image 1: The Boeing’s 787 Dreamliner, due for delivery to Air Niugini in 2026. The aircraft is seen here on a test flight. Credit: Business Advantage PNG, Boeing

From this article, there are 11 specific factors mentioned that can create mass number of job opportunities to arise from Air Niugini’s fleet upgrade:

  1. Aircraft Replacement and Upgrade: The plan to replace a significant portion of the existing fleet with new, more fuel-efficient aircraft models like the Boeing 787 Dreamliner, Airbus A220s, or Embraer E2190/195s will create opportunities for various roles related to the integration, maintenance, and operation of these new aircraft.
  2. Expansion of Routes: The introduction of new aircraft and more fuel-efficient models will enable Air Niugini to add new international routes. This expansion will require additional pilots, flight crew, cabin crew, ground staff, and operational personnel to manage the increased number of flights and destinations.
  3. Increased Flight Frequency: The airline’s focus on expanding the domestic network and increasing the frequency of flights will create demand for additional pilots, cabin crew, and ground crew to support the higher number of flights.
  4. Aircraft Maintenance and Repair: The transition to a new fleet and the addition of new aircraft models will lead to an increased demand for aircraft maintenance and repair technicians to ensure the safe and reliable operation of the planes.
  5. Logistics and Supply Chain Management: Managing the procurement, supply, and distribution of spare parts, components, and equipment for the new fleet will require skilled professionals in logistics and supply chain management.
  6. Training and Skill Development: Introducing new aircraft types and technologies will necessitate training programs for existing and new staff members, creating opportunities for trainers and educators in aviation.
  7. Operational Optimization: As Air Niugini evolves into a more robust regional and global player, there will be a need for aviation management and operations experts to optimize efficiency, safety, and compliance.
  8. Marketing and Sales Expansion: The airline’s growth and new route offerings will require marketing and sales professionals to promote these services and attract passengers.
  9. Environmental and Sustainability Initiatives: The emphasis on fuel efficiency, reduced carbon emissions, and sustainability will lead to opportunities for experts in environmental and sustainability initiatives within the aviation sector.
  10. Customer Service Enhancement: With increased passenger volume, there will be a need for additional customer service representatives to handle reservations, inquiries, and assistance at various touchpoints.
  11. Administrative Support: The significant transformation of the airline’s fleet and operations will necessitate administrative roles to manage documentation, contracts, compliance, and other administrative tasks.

Image 2: Staff of Air Niugini

These factors collectively contribute to the emergence of various job opportunities across different sectors of the aviation industry and related fields, driven by Air Niugini’s fleet upgrade and expansion plans.

Below are some of the job opportunities that will be created caused by the fleet upgrade:

From the news article about Air Niugini’s fleet upgrade, the following job opportunities can be created:

  1. Aircraft Maintenance and Repair Technicians: With the plan to replace a significant portion of the existing fleet, there will be a demand for skilled technicians who can maintain and repair the new aircraft, ensuring their safe and efficient operation.
  2. Pilots and Flight Crew: The addition of new aircraft types and expansion of routes will require a larger pool of pilots and flight crew to operate these planes and manage the increased flight frequency.
  3. Cabin Crew and In-Flight Services: As the airline expands its operations and introduces new aircraft, there will be a need for more cabin crew members to provide in-flight services and ensure passenger safety and comfort.
  4. Ground Crew and Airport Staff: The increased number of flights and aircraft will require additional ground crew and airport staff to handle tasks such as baggage handling, aircraft servicing, and passenger assistance.
  5. Aircraft Engineers: Introducing new aircraft models to the fleet may require specialized aircraft engineers to oversee the integration, modifications, and maintenance of these aircraft.
  6. Aircraft Design and Manufacturing Engineers: If the airline decides to replace its existing Fokker aircraft with new models like the Airbus A220s or Embraer E2190/195s, there will be opportunities for engineers involved in aircraft design, manufacturing, and certification.
  7. Logistics and Supply Chain Personnel: Managing the transition to a new fleet and ensuring a smooth supply of spare parts and components for maintenance will require personnel skilled in logistics and supply chain management.
  8. Aviation Management and Operations: With the airline’s expansion plans and transition to a more modern fleet, there will be a need for aviation professionals to manage and optimize operations, safety, and regulatory compliance.
  9. Sales and Marketing Professionals: As Air Niugini aims to become a regional and global player, there will be opportunities for sales and marketing professionals to promote the new routes and attract passengers.
  10. Training and Development Specialists: Introducing new aircraft types and technologies will require training programs for existing staff to ensure they are proficient in operating and maintaining the new equipment.
  11. Environmental and Sustainability Experts: With a focus on fuel efficiency, reduced carbon emissions, and sustainability, there could be roles for experts in environmental initiatives within the aviation industry.
  12. IT and Technology Specialists: Modern aircraft come with advanced avionics and communication systems. Hiring IT and technology specialists can help manage and maintain these systems.
  13. Customer Service Representatives: With an increase in passenger volume due to expanded operations, the demand for customer service representatives at various touchpoints, including reservation centers and airports, may rise.
  14. Administrative and Support Roles: As the airline undergoes a significant transformation, administrative roles will be needed to manage various aspects of the transition, including documentation, contracts, and compliance.

These are just a few examples of potential job opportunities that can arise from Air Niugini’s fleet upgrade and expansion plans. The growth and development of the airline can lead to a wide range of employment prospects across various sectors of the aviation industry and related fields.

In regard to business in related fields, several businesses not directly associated with Air Niugini will also benefit from the airline’s fleet upgrade in Papua New Guinea. These businesses can experience indirect positive impacts due to increased tourism, economic growth, and improved connectivity. Some of the businesses that may benefit include:

  1. Hotels and Accommodation: As Air Niugini expands its international and domestic routes, there may be a boost in tourism and business travel. This can lead to increased demand for hotels, resorts, and other accommodation options near airports and popular destinations.
  2. Restaurants and Dining Establishments: More tourists and travelers mean increased business for restaurants, cafes, and dining establishments in the areas served by Air Niugini. These businesses can benefit from the influx of passengers and crew.
  3. Tourism and Tour Operators: Improved connectivity can lead to an uptick in tourism activities. Tour operators, travel agencies, and tourism-related businesses can benefit from the increased flow of tourists to Papua New Guinea.
  4. Transportation Services: Taxi services, car rental companies, and transportation providers that serve airports and travel hubs may experience increased demand as passenger numbers grow.
  5. Retail and Shopping: Airports often have retail stores and duty-free shops. With more passengers traveling, there could be increased sales for businesses operating in these locations.
  6. Travel Insurance Providers: As travel becomes more accessible and the number of travelers increases, travel insurance providers may see a rise in policy sales.
  7. Local Artisans and Souvenir Shops: Tourists often purchase locally-made souvenirs and crafts. This can benefit local artisans and souvenir shops near popular tourist destinations.
  8. Agricultural and Food Suppliers: Restaurants and airlines require a steady supply of food and beverages. Local food suppliers and agricultural businesses may see increased demand.
  9. Transport and Logistics Companies: Companies involved in transporting goods and supplies to and from airports may experience growth due to increased airline activity.
  10. Advertising and Marketing Agencies: The airline’s expansion may lead to increased competition in the travel industry. As a result, advertising and marketing agencies may find more business from airlines and related travel companies seeking to attract passengers.
  11. Real Estate and Property Developers: The growth of tourism and business travel can stimulate real estate development, particularly near airports and tourist destinations.
  12. Financial Services: Banks and financial institutions may see increased transactions related to travel, currency exchange, and financial services for tourists and business travelers.
  13. Language Translation Services: Increased international travel can lead to greater demand for language translation and interpretation services, especially for communication with tourists from diverse backgrounds.
  14. Medical Services: The expansion of air travel can also lead to an increased need for medical services, including hospitals, clinics, and emergency medical services to cater to the health needs of travelers.
  15. Security Services: With an increase in passenger traffic, security companies may see growth in contracts related to airport security and safety.

Image 3: Local and International Cuisine served by Air Niugini Staffs at an event

While these businesses may not be directly owned or operated by Air Niugini, they can benefit from the airline’s fleet upgrade by tapping into the economic opportunities that come with increased travel, tourism, and connectivity in the region: A definite win/win situation for all Papua New Guinea job seekers and businesses.

Thus, if you have a qualification or experience in any of these opportunities listed above, I urge you to monitor the newspapers, news on tv, social media platforms, jobs boards, etc. for news updates on Air Niugini’s recruitment drive. This will affect every province in PNG and country where Air Niugini flies to.

But as your trusted PNG Recruiter, we’ll definitely give you the heads up as soon as we see anything relating to Air Niugini Recruitment.

Let me know your thoughts by commenting on this blog or anywhere you see this blog posted. Until next time, #WokEmWok #ThePNGRecruiter

Image 4: One of the many airplanes soon to be replaced by Air Niugini

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3 ways the reopening of the Porgera Gold Mine will affect PNG’s labour market and 3 ways organizations can manage the effects positively

On July 19th, 2023, The National Newspaper reported that Barrick Gold Corporation and the Papua New Guinea Government expect the Porgera Gold Mine to reopen in September, according to the Chief Executive Officer of Barrick, Mark Bristow (Mine reopening date set – The National).

It’s the 2nd largest mine in Papua New Guinea to the Ok Tedi Mine and can harvest 500,000 ounces of gold annually. In addition, the mine employed a workforce of over to 3,500, before it was shut down by the PNG Government 2020 (https://www.pngbusinessnews.com/articles/2022/3/marape-urges-porgera-mine-operator-to-reinstate-over-3500-former-employees).

I know for a fact that a huge number of this workforce have been employed elsewhere in other mining organizations and relevant industries, as I’ve had a hand in recruiting this displaced workforce from Porgera into other mines and industries. But when the mine reopens in September 2023, it will create a chain of events that will affect all industries in Papua New Guinea, particularly it’s labour workforce in 3 major ways which I will discuss further below:

  1. It will attract talent from around the country and region to join Porgera

The reopening of the Porgera Gold Mine will create a “vacuum” effect in the PNG jobs market where it will suck in all relevant talent required for the mine’s operations to continue well relating to key departments there such as geological exploration, engineering, metallurgy, environmental management, support services and other related fields. It has the capacity to suck in talent from around the region as well from Australia, New Zealand and Southeast Asia, even former Porgera employees who are now employed elsewhere, which won’t be surprising as ex PJV employees will not take too much time and money to be work ready.

2. Industries will lose manpower to “New Porgera”, creating large number of vacancies

A massive number of vacancies will be greater caused by the vacume effect of Porgera Mine’s reopening in businesses and industries that share the same talent pools as Porgera Mine requires. The onus will be on those organizations whether they seek similar talent to replace those heading to Porgera or employ recent graduates or apprentices and upskill them on the job, promote those in lower positions up to high level ones left vacant, etc., thus causing massive manpower movements internally in various organizations and externally in other industries in the PNG workforce that are indirectly or directly related to the manpower requirements of Porgera.

3. Potentially delays in production in competing mines and related industries

There will definitely be delays in production or production levels not being at what levels they’re accustomed to being at due to well experienced workforce going off to Porgera who can manage the various machinery and possess the knowledge and experience to manage vital processes at their respective organizations. They will have to manage production levels well enough until competent replacements are found. Human Resource and Recruitment Departments will be in overdrive, trying their best to close those vacancies to get competent personnel onboard to get production going at the usual levels again and profits up like before.

Final thoughts and recommendations

Regardless of what industry your organization is in, it will be affected one way or another once Porgera restarts. They will have to start planning to manage the effects of the mine reopening in September 16th 2023.

And for organizations that have Ex-Porgera employees in their ranks, don’t be surprised if they are leaving an organization to return back there because I can guarantee that a policy of Porgera will be to give 1st priority to Ex-Porgera employees or seek out Ex-Porgera employees and bring back to the mine, as they’ll already have the knowledge and experience to carry on from where they left off, less cost in upskilling and increase with production /profit levels. Thus, that will be something all organization must take into account and prepare for.

But apart from the above mentioned, organizations can see it as a positive and use it to their advantage. Some measures that can be taken to mitigate the effects of the Mining restart would be the following listed below:

  1. Promote existing permanent staff to high level roles left vacant by employees. This will be a great way to rewarding the hardworking, committed staff of the organization. This will get those staff motivated to give their best every day in the workplace and great Public Relations for the firm.
  2. Make permanent all short-term employees to fill vacancies in left vacant. I know there are a lot of organizations that have contract employees who are on on-call basis or just working on short term projects until the project ends. They are a readily available supply of talent that know the internal operations of the organization and will also have no problem becoming permanent employees there.
  3. Make permanent those who are in the organization from your Graduate Development Program once they’ve completed the program. They’ll know already the company’s expectations and culture, there won’t be any issues with slotting in permanently into the vacancies.

All in all, the reopening of the mine will cause various effects, though a plus for our country’s economy, it sure will affect PNG’s talent stocks. Organizations will need to adapt quickly and plan ahead or they’ll be hit hard by it’s effects.

If you like what you read or have a difference in opinion, leave a comment below. We’d love to hear from you. Until then, wok seif. #ThePNGRecruiter #WokEmWok

***NOTE*** ALL IMAGES USED WERE TAKEN FROM THE PORGERA JOINT VENTURE WEBSITE. IMAGE GALLERY (PorgeraJV – Company page – Porgera Gold Mine Papua New Guinea)

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3 ways the Queensland Maroons have showed how an Organization should operate

It’s the 21st of June and I’ve just watched my Queensland Maroons thrash the New South Wales Blues 32 – 6 in game 2 to win the State of Origin series for 2023, after winning game 1 last month in typical Queenslander, never-say-die fashion.

Leading up to the match, a couple of things I picked up from their preparations leading up to the game, as reported via various Australian media outlets, which I feel are great examples of how any organization should aim to operate like, whether in sports or in a corporate setting to achieve desired results:

1. Working towards one goal

It was reported that Queensland Maroons legend and current coach, Billy Slater, brought in a motto that team adopted in Maroon’s camp, to unite all the players and staff to achieve success. Using the African word, “Ubuntu”, as a team Mantra, which means ‘I am because we are” in the Zulu language of South Africa, has united the team across the board, to the point where regardless of where the player’s and staff’s respective NRL clubs are on the ladder or whatever in-house issues their clubs have or personal issues outside of camp the players are facing, they are focused on one vison, one mantra where the team can focus their mindset and efforts on to meet the expected results. Read this article to confirm: https://wwos.nine.com.au/nrl/state-of-origin-2023-queensland-maroons-reveal-meaningful-team-motto-ahead-of-game-two-exclusive/046cfddd-f555-4190-b365-2ae2150cb76a

2. Harnessing a winning culture from past to present

One of the great things I love about the Queensland Maroons is how they make sure they continue to harness a winning culture, by connecting the past players and victories to the jerseys they wear. Like when a new player wears a jersey, they remember the past players who wore that jersey number and recall from their childhood what they did on tv in that jersey number. And they can’t ever forget as their statues, films, posters, images are all are everywhere, coming towards the series. That would create a sense of passion and responsibility in the players, to match the feats past players achieved when they wore that jersey number.

It’s embedded further when majority of the coaching staff are former players who’ve been part of great victories from the past, especially from the era of the 8 series winning streak by the Mighty Maroons from 2006 – 2013. From from Head Coach Billy Slater, to his assistants in Cameron Smith, Jonathan Thurston, Josh Hannay, Greg Inglis, Nate Myles….to get insight from players from a time that bred success for so many years, that would be more then enough to instill a sense of pride and, purpose and passion to go above in beyond in the arena to perform at their best.

The same can be said for in the corporate arena: leaders in organizations must set the standard they expect from their organization by being an example of their own and the organisation’s expectations 1st before the organization can achieve the expected results. Doing this on a consistent basis will allow for the breeding of a winning culture in the workplace to flourish, allowing for new employees entering the organization to buy into it’s vision and goals, motivating existing employees to continue to work well too to maintain or build positive results. Find below a link to a YouTube video on the 2022 Queensland Maroons Coaching Staff and why their organization is special:

3. Creating a competent pool of talent

The Maroons “next man up” mentality has worked well for them so far, as when players initially selected in the side for game one miss out on game two due to injuries or suspensions in their club games. Fresh players are willing and motivated to come in and contribute to the team to win. Some have even been mentored during pre-season camps called “Emerging Maroons” camps and entered camps as reserves who take part in everything the starting squad does, but don’t actually play as they are on standby should anyone in the starting squad fall injured before the game.

In doing such programs, the Maroons are able to nurture talent before it gets into senior positions, which would ne the starting side. When spots are available after older players retire, “the next man up” mentality kicks in to play, allowing for fresh, motivated talent to enter the vacant spot and carry what needs to be done for the organisation.

Therefore, in my opinion, the key to managing competent and motivated talent pool in the workplace is to maintain and develop a positive environment for existing and new employees on a continues basis. Just like in the above examples, there are various ways of accomplishing this. A few examples in the workplace would be through bonuses, incentives, employee benefits, team bonding sessions, workplace trainings, performance appraisals, issuing pay rises that reward good performances in the workplace, etc. Graduate Development Programs (GDP) would be on par, in my opinion with the Maroon’s own “Emerging Maroons” camps so exposing potential young talents to various important functions of the business can mold and shape graduates to be better prepared for the any permanent vacancies in the organization or elsewhere.

The above are only my ideas and opinions, but if you’d like to discuss further, do leave a comment or message me. Cheers to another series win!

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The need for an ICT- informed Blue Collar Workforce

a man and woman doing carpentry
Photo by Tima Miroshnichenko on Pexels.com

From my 8 years of experience as a recruiter, I’ve always used LinkedIn to search for top candidates that suit vacancies for my clients. Whether for White- or blue-collar roles, Linkedin has always been a handy space for me to search, find and connect with potential candidates, build my network there or share opinions with others in my network regarding any work relevant topics, even learning new skills, information and techniques. It’s an effective social media site for professionals to seek employment opportunities, leads for businesses, learning new information, etc. The benefits and potential for all is immense…

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The most common roles that I get requests from clients in my career are for Blue collar job vacancies. Examples would be for Heavy Equipment Fitters, Mechanical Fitters, Boilermakers, Welders, Heavy Equipment Operators, Carpenters, Electricians, Auto Mechanics, Auto Electricians, etc.

But there’s one main issue I always face when searching blue collar workers there: they are not many Blue Collar talent on LinkedIn.

So what does the term blue collar mean? When I asked @Chat GPT, it’s answer was this: “The term “blue collar” typically refers to a type of job or work that involves manual labor and is typically performed by individuals who may wear durable work clothing, often colored blue, as part of their uniforms. Blue-collar jobs are often associated with industries such as manufacturing, construction, maintenance, transportation, and other physically demanding occupations.”

And those that are on the social media platform aren’t using it as well as it’s meant to be used. Examples would be not listing all their former employers on their profiles, not putting their email/mobile phone numbers on their profile for recruiters to use to contact them, not putting information like machinery, tools used on the job, etc. This makes it difficult for me or any other recruiter to gauge their experience or contact them to have a conversation regarding the vacancy on hand.

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The Blue collar workforce here in Papua New Guinea who aren’t knowledgeable in utilizing social media to market themselves effectively to potential employers makes it difficult for recruiters to find them to communicate job opportunities. Recruiters are now using the latest in information systems & communication to source qualified blue collar workers, like social media, cloud technology, Sophisticated Application Tracking Software’s, Video Calling Software, AI, etc, but the majority of them aren’t informed about how to utilize them to their advantage as a tool to maximize gaining employment opportunities.

Blue collar workforce in PNG must inform themselves as much as they can on how they can use current trends in Information Communication & Technology. There really is no excuse at all for them to not know how to anymore. If we can put so much thought and effort into creating videos on Tiktok or scrolling on Facebook or Instagram , we should have knowledge on how to create an email address via Gmail, actively apply for jobs via Job Sites like PNGWorkforce.com or PNGJobSeek.com, or research contact details of potential employers via their websites, etc.

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And I know the excuse of having to pay to access these tools can cost you money but I believe if we can spend so much on betel nut, cigarettes’ and alcohol, there shouldn’t be an issue with spending money on data to access tools, knowledge and information regarding job seeking.

So if your a Tradesman or woman, Blue Collar worker , or know anyone who works in this field of work and is having issues with getting a job, share this blog with them to let them know that no one is going to teach you how to use the Information Communication Technology to your advantage to obtain that dream job. Em stap long han blong u!

And if you need advice, feel free to message me.

Until next time, thanks for reading.

#ThePNGRecruiter

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