Hairdressers jobs in Mount Gambier

OneFortyOne (Jubilee Highway sawmill and Green Triangle plantations), Timberlink Australia (Tarpeena sawmill), Kimberly-Clark Australia (Millicent Mill) and Limestone Coast Local Health Network (Mount Gambier and Districts Health Service) are among the largest employers in Mount Gambier. Most hairdressers here, though, are hired by small and mid-sized businesses rather than by the names everyone recognises — which is why so many local vacancies never reach a big job board.

The qualification is national, not local: AQF Certificate III including at least two years of on-the-job training, or AQF Certificate IV (ANZSCO Skill Level 3, per ABS ANZSCO 2022)

In most Australian jurisdictions hairdressing is not a licensed occupation, meaning no individual occupational licence is required to practise. Some states have historically maintained registration requirements, and salon premises are commonly subject to local council public health rules covering hygiene and skin penetration procedures. Because the position differs by jurisdiction, confirm with your state or territory regulator and local council.

Hairdressers are ANZSCO unit group 3911, within minor group 391 Hairdressers. The unit group is classified at ANZSCO Skill Level 3, corresponding to an AQF Certificate III including at least two years of on-the-job training, or an AQF Certificate IV. This code is commonly required for skilled migration and workforce reporting.

The ANZSCO task list for unit group 3911 expressly includes shaving and trimming beards and moustaches, alongside cutting, colouring and styling. It also covers styling hair into dreadlocks and braids and adding hair extensions. Barbering is often pursued as a distinct specialisation with its own training, but ANZSCO classifies the tasks within the hairdressers unit group.

ANZSCO requires an AQF Certificate III including at least two years of on-the-job training, or an AQF Certificate IV. Australian hairdressing apprenticeships are commonly nominally around three years, with competency-based progression allowing earlier completion where skills are demonstrated. Confirm the nominal term with your state training authority or apprenticeship network provider.

Mobile and home-based operators are generally subject to the same public health and hygiene obligations as salons, and local councils may impose registration, premises or infection control requirements. Home-based businesses can also face local planning rules about operating from a residence. Check both your local council and your state or territory health department before starting.

Colouring, straightening and permanent waving with chemical solutions are listed within the core ANZSCO tasks for hairdressers, so they are covered by mainstream hairdressing training rather than a separate licence. Individual product manufacturers often require their own certification for specific chemical systems. Salons may also set internal competency sign-offs before allowing staff to perform advanced chemical services.

You are competing for the same people as OneFortyOne (Jubilee Highway sawmill and Green Triangle plantations), Timberlink Australia (Tarpeena sawmill), Kimberly-Clark Australia (Millicent Mill), who can usually offer more structured conditions than a small business can. What small employers win on is the things large ones can't move quickly on — starting date, variety of work, and a straight answer about pay. Advertising where candidates are already looking for that specific trade in Mount Gambier, rather than on a national board where the listing is one of thousands, is the cheaper half of the problem.

Usually yes. The qualification is national — AQF Certificate III including at least two years of on-the-job training, or AQF Certificate IV (ANZSCO Skill Level 3, per ABS ANZSCO 2022) — and apprenticeships are administered through your state training authority with support from an Australian Apprenticeship Support provider. The employer obligations are the part worth understanding before you commit: a training contract, a nominated supervisor, and release for off-the-job training. Finding the right person is the separate problem, and Valont People can run that part — role design, advertising, screening and shortlisting — if you would rather not.