staging-constructive-net-au

2026 Salary Guide

Tue, 17 Feb 2026 00:04:56 GMT

civil construction & consulting engineering

The construction and engineering market enters 2026 with strong project investment, sustained demand for skilled professionals, and increasing competition for talent.

Ongoing skill shortages, evolving workforce expectations, and heightened focus on flexibility and remuneration are reshaping how both professionals and employers make decisions. In a market where informed choices carry real impact, access to accurate, current salary data is essential.

The 2026 Construction & Engineering Salary Guide has been developed to bring clarity to this evolving landscape. Informed by data from 671 industry professionals across Australia, and supported by real-time recruitment insights, the guide provides a trusted and accurate snapshot of construction and engineering salary benchmarks, workforce trends, and hiring sentiment across NSW and the broader Australian market.

A market defined by Movement, Expectation and Choice

While parts of the workforce remain stable, a significant proportion of professionals are either open to new opportunities or have moved roles within the past 12 months. This creates a highly competitive hiring environment where accurate salary benchmarking and a compelling value proposition matter more than ever.

Beyond remuneration, priorities such as flexibility, career development, and broader benefits continue to influence decision-making across both civil construction and consulting engineering.

The 2026 guide explores these trends at a high level, helping employers and jobseekers understand what is driving behaviour across the market.

Why download the 2026 Salary Guide?

For jobseekers, understanding your market value is critical. The guide enables you to assess your position against current engineering salary benchmarks and approach career decisions with clarity and confidence.

For employers, accurate salary benchmarking reduces hiring friction, strengthens workforce planning, and ensures remuneration strategies remain competitive in 2026.

In a competitive talent landscape, evidence-based salary insight is a strategic advantage.

Download the 2026 Construction & Engineering Salary Guide

2026 salary guide

Civil construction & consulting engineering salary insights for employers and jobseekers.

Download the 2026 Salary Guide.

Whether you’re hiring, negotiating, budgeting, or planning your next move within civil construction or consulting engineering, the 2026 Salary Guide is an essential reference tool.

Download the guide now to stay competitive, make confident salary decisions, and truly know your worth. We hope that you find it a valuable reference tool over the next 12 months.

All salary figures presented in the guide are indicative only and should be used as a general reference. Data is drawn from our independently conducted salary survey of industry professionals across NSW and Australia.

If you’d like a detailed discussion around current market conditions, salary expectations, or hiring strategy, our Constructive recruitment consultants would be happy to chat. Please contact us at info@constructive.au

A Practical Guide to Goal Setting for 2026

Tue, 13 Jan 2026 22:21:03 GMT

creating focus and direction

Happy New Year! We hope everyone had a refreshing break and enjoyed quality time with family and friends. As we kick off 2026, we wanted to share a few thoughts and practical tips on goal setting to help you start the year with clarity and intention.

This time of year naturally invites reflection. Many of us look back on what we achieved last year, what went well, and what we might want to do differently moving forward. If you’re planning your year ahead - or simply looking for a sense of direction and motivation - setting goals can be a powerful place to start.

Why is it important to set goals for yourself?

● Goals help you set your intentions.

They give shape to what you want your year to stand for. Goals set the emotional and personal direction first, which then helps you understand the practical steps and numbers required to get there. Importantly, goal setting isn’t just about whether you achieve the outcome - it’s about having something to aim for in the first place.

For example, if you set a goal to run 5km but stop at 3km because you’re feeling tired, that isn’t a failure. The goal changed, but the value lies in having the goal. It guided your effort, created momentum, and moved you forward further than if you hadn’t set one at all.

● Goals turn values into commitments.

They take what matters to you and translate it into choices and actions. When you set goals, you’re making a conscious decision to prioritise certain things over others, and that clarity makes decision-making easier throughout the year.

● Focus shapes your daily activities.

Taking time to plan your day is one of the most effective ways to stay focused. Whether it’s during your morning coffee or when you sit down at your desk, spending just 10 minutes writing down three key priorities for the day can save you significant time and mental energy later on. A little planning upfront creates momentum and reduces distractions.

● Consistency compounds identity.

What you do repeatedly becomes who you are. Small, consistent actions, shape habits, and habits shape identity. Creating simple structure in your day helps reinforce the kind of person (and professional) you want to become.

● Well-set goals create alignment.

They align ambition with effort and connect your short-term actions to long-term aspirations. When your goals are clear, your energy is better directed, and progress feels more intentional rather than reactive.

A simple goal setting template

To help turn reflection into action, we’ve put together a simple goal-setting template you can use to plan your year. The aim isn’t to create a long list of things you have to achieve, but to give you a clear framework to think about what matters most and how you want to show up in 2026.

When using the template, try to focus on:

● Clarity over quantity – a few meaningful goals are more powerful than many vague ones.

● Process as well as outcomes – what habits or actions will move you in the right direction?

● Flexibility – goals can evolve as the year unfolds, and that’s okay.

As you move into 2026, remember that goal setting doesn’t have to be perfect or overly complex. Start small, stay flexible, and focus on direction over perfection. Having a goal (even an evolving one) is often the most powerful step you can take.

At Constructive, we specialise in connecting top talent with Australia’s leading construction, engineering, and civil infrastructure companies.

We take pride in delivering a tailored, people-first approach that ensures the right cultural and professional fit every time. Our team combines market expertise with a genuine understanding of what drives success, whether you’re hiring for long-term growth or project-based delivery.

Contact us today at info@constructive.au to discover how we can help you hire with confidence - or find the next step in your career.

We hope you have a productive and successful 2026!

Closing the Year With Intention

Wed, 17 Dec 2025 04:23:44 GMT

a reflection on rest, wellbeing, and a thank you from constructive

As the year ends, many of us are slowing down - or at least trying to. For some, the end of year period brings a full shutdown. For others, it’s simply a quieter pause between projects, emails, and decisions that never really stop. Either way, this time of year offers something rare in construction and engineering: a chance to take a breath.

At Constructive, we see the human side of the industry every day. We speak with people balancing demanding roles alongside family life, fatigue, and big career decisions. We work with employers who care deeply about their teams and understand that sustainable performance doesn’t come from constant pressure, but from people who feel supported, rested, and valued.

That’s why this end of year break matters.

Work in construction and engineering is demanding by nature. The pace is fast, expectations are high, and the consequences of mistakes can be serious. Long days, ongoing problem-solving, and the pressure to keep projects moving often become the norm rather than the exception. Over time, that constant push adds up.

When there’s little space to properly switch off, fatigue becomes normalised. Stress quietly builds in the background. Concentration slips. Decision-making becomes harder. Safety, performance, and wellbeing are all affected - sometimes without anyone realising it’s happening.

Burnout rarely arrives all at once. It’s usually the result of prolonged stress without enough time to recover. In industries where focus and accountability are critical, the impact doesn’t stop with the individual. Teams feel it. Projects feel it. Workplaces feel it.

Taking genuine time to rest, when the opportunity is there, isn’t about disengaging or being unproductive. It’s about maintaining the energy, clarity, and resilience needed to do the work well. In construction and engineering, looking after yourself is part of looking after the job.

With that in mind, here are a few practical ways to make the most of the break.

1. Prioritise Mental Health

Mental health is just as important as physical safety on site. Use this time to step back from constant problem-solving and decision-making. Simple actions such as getting adequate sleep, spending time outdoors, or practicing mindfulness can significantly reduce stress levels.

If the year has been particularly challenging, this may also be a good moment to check in with a professional or access support services. Many employers in construction and engineering now offer Employee Assistance Programs, and using them is a sign of strength, not weakness.

2. Reconnect With Family, Friends, and Community

Civil construction roles often demand time away from loved ones. Long site hours, FIFO arrangements, or project deadlines can take their toll. The end of year break is a chance to reconnect with the people who support you outside of work.

Strong social connections are proven to improve mental health, resilience, and overall wellbeing. Whether it’s sharing meals, catching up with friends, or simply being present, these moments help restore energy and perspective.

At Constructive, community is a core value. We believe strong professionals are supported by strong networks—both inside and outside the workplace.

3. Reflect Without Pressure

Reflection doesn’t mean criticising yourself or setting unrealistic goals. Instead, consider what worked well this year and what you learned. Perhaps you developed new skills, navigated a challenging project, or took a step forward in your construction or engineering career.

For jobseekers, this reflection can help clarify what you want from your next role or what you want to achieve in 2026. For employers, it may highlight opportunities to better support your teams in the year ahead.

Looking Ahead Without Burning Out

It’s tempting to use the break to plan aggressively for the new year—new roles, new hires, new projects. While some forward thinking is healthy, it’s important not to replace rest with pressure.

Research shows that employees who return from leave feeling genuinely rested are more productive, engaged, and motivated. Sometimes, the most productive thing you can do is rest.

Our focus has always extended beyond simply matching skills to roles. Whether we’re supporting jobseekers navigating career changes or employers building sustainable teams, we understand that people bring their whole selves to work.

Construction and engineering professionals are more than CVs and qualifications. They are parents, partners, friends, mentors, and community members. When wellbeing is supported, careers thrive.

As we close out the year, we encourage everyone in our network—clients, candidates, and partners—to use this time in a way that truly serves them. Rest well and return ready, not rushed.

The construction and engineering industries will continue to evolve, presenting new challenges and opportunities. The strongest foundations, both in projects and in people, are built with care, balance, and long-term thinking.

Thank you from the Constructive Team…

From all of us at Constructive, thank you for being part of our community this year. We look forward to continuing to support you with your hiring or career needs in the civil construction and consulting engineering industries, helping you not just find roles, but build sustainable, fulfilling careers.

Wishing you a safe, restorative, and meaningful break, and a strong start to the year ahead.

The Constructive Team

Civil Construction & Engineering Recruitment in Australia:

Wed, 19 Nov 2025 22:28:50 GMT

why now is the best time to find civil construction and engineering jobs & staff

As we head towards the end of 2025, it’s common to hear people say, “We’ll look at hiring in the new year,” or “I’ll start applying after Christmas.”

Between project deadlines, end-of-year celebrations, and the looming Christmas break, hiring often gets pushed to the “new year” to-do list.

The truth is, the months leading up to Christmas are one of the best times of year to hire or find a new role, especially in the construction, engineering, and infrastructure industries.

While it might feel like the year is winding down, the smartest companies and jobseekers are actually gearing up, keeping their momentum strong to start 2026 ahead of the game. At Constructive , we’ve seen time and again that keeping momentum through the end of the year sets both businesses and candidates up for a stronger start to the new one.

Whether you’re an employer wanting to plan ahead for 2026 or a jobseeker ready for your next challenge, now is the perfect time and here's why:

For employers: Hiring Before Christmas Means a Stronger Start to 2026

Many organisations in construction, engineering, and civil infrastructure take a “pause” on recruitment at the end of the year, but that’s exactly what makes this period such an opportunity for proactive employers.

1. Beat the New Year rush | January is traditionally one of the most competitive hiring periods of the year. By starting your recruitment process now, you’ll avoid the noise of the new year rush and secure top-tier talent before everyone else begins competing for the same candidates. Skilled construction and engineering candidates are actively seeking roles now and those who act early have their pick of the best.

2. Early Onboarding | Onboarding new employees before the business closes for the holiday, allows you to complete the onboarding process, paperwork, and equipment setup while business operations are quieter and projects are nearing completion. While this time of year is still a crucial time for businesses, come January/February, the candidate will be prepared and comfortably settled into the role and culture, ready to contribute to new projects in the new year.

3. Team Networking | When new employees start in November or December, they can join your end-of-year events and get to know the team and culture in a relaxed setting outside of work. This is invaluable for team bonding and helps the new employee settle in and feel less nervous or anxious to start in January.

Partnering with us means you don’t have to manage the process alone. We handle everything from sourcing top candidates to conducting interviews, reference checks, and assisting with onboarding, so your team can focus on finishing the year strong.

For Jobseekers: Now’s the time to secure your next career move

If you’re considering a career change, don’t wait until January to start looking. The perception that “no one hires before Christmas” is one of the biggest myths in recruitment and missing this window could mean missing out on great roles.

Here’s why now is the ideal time to explore civil construction and engineering jobs across Australia:

1 . Less Competition, More Opportunity | Many jobseekers hit pause on their job search in November and December, giving you a huge advantage. While many jobseekers focus on winding down for the year, wrapping up projects, taking annual leave, you could use this opportunity to apply, interview, and prepare yourself for a smoother start in the new year.

2. Employers are hiring for January starts | We are still working with a lot of fantastic, well-established contractors and consultancies in both civil construction and engineering across Australia, who are looking to expand their teams ahead of the new year. They have exciting projects ahead, and fewer applications means more visibility for you.

3. Start Fresh, Not Stressed | Securing a role before Christmas allows you to finish your current job, do handovers, and enjoy the holidays with peace of mind, and start the new year with clarity and confidence.

4. Get to Know the Team | Meet your new team, attend social events, and understand the workplace culture before things get busy in the new year.

Partnering with a leading job recruitment agency like Constructive gives you access to exclusive engineering and civil construction jobs - roles that aren’t always advertised publicly. Our consultants understand the market and can help match you with the right company, culture, and career path.

Momentum Matters

We understand the challenges employers face when hiring late in the year and the hesitation jobseekers feel about changing roles before Christmas. However, maintaining momenum now means starting 2026 with confidence.

At Constructive, we specialise in connecting top talent with Australia’s leading construction, engineering, and civil infrastructure companies.

Contact us today at info@constructive.au to discover how we can help you hire with confidence - or find the next step in your career.

Thinking About Relocating for a Job?

Mon, 03 Nov 2025 04:49:28 GMT

here are 5 things to consider...

Relocating for work can be an exciting opportunity and an important step forward in your construction and engineering career. It can open the door to new projects, environments, and experiences that help you grow both personally and professionally. However, while a new job in a different city or state might sound appealing, it’s crucial to take the time to understand what relocation really means and whether it’s the right move for you.

At Constructive , we regularly work with jobseekers who are open to relocating for engineering and construction jobs across Australia. Yet, we often find that many candidates underestimate how significantly relocation can impact on their lifestyle, family, and finances. It’s not uncommon for someone to go through the recruitment process, receive an offer, and then decide to decline simply because they weren’t fully prepared for such a big change.

To help you avoid that situation, we’ve outlined 5 key things to consider before you even begin the recruitment process.

1. Family & Relationships: Is everyone ready for the move?

When it comes to relocating for a construction or engineering job, your family’s input is absolutely crucial. While this might seem like an obvious factor to consider, it’s surprising how often people only start thinking about it after receiving a job offer.

● Partner’s Career: Will your partner be able to find work in the new location?

● Children: How will a move affect their education, routines, and social life?

● Support Network: Are you prepared to live away from friends or extended family?

If a permanent move feels too disruptive, consider FIFO (fly-in fly-out) or DIDO (drive-in drive-out) options. These arrangements can offer career flexibility while allowing your family to stay settled. Though, they come with challenges like time away from home and lifestyle balance. If you are considering FIFO as an option, you can read our blog on wellbeing tips for FIFO workers in the construction and engineering sectors.

2. Financial Considerations: What’s the real cost of relocation?

Before you relocate for a role, make sure the financial side stacks up and is not going to add any additional pressure or stress.

● Relocation package: Does your employer cover moving costs, temporary housing, or return flights?

● Cost of living: Is your new city more expensive than where you live now?

● Travel costs: If you plan to visit family frequently, factor in flights, fuel, and accommodation.

A reasonable relocation package for construction or engineering professionals should help offset disruption and costs. Don’t hesitate to negotiate - your Constructive recruitment specialist can help ensure your offer is fair and realistic on your behalf.

3. Career Progression: Will this move advance your goals?

Relocating can be a great opportunity to build your career in the engineering and construction sectors, but it should make sense in the bigger picture - and this looks different for everyone. Some questions you may ask yourself are:

● Will this role expose me to larger or more complex projects?

● Does the company offer pathways for growth, training, or leadership development?

● Will this experience strengthen my position in the construction and engineering recruitment market long-term?

Sometimes, relocation is less about immediate benefits and more about long-term career positioning, gaining experience on projects that few others can access locally.

4. Lifestyle and Sustainability: Can you see yourself living there?

Relocating for a job isn’t just about changing your role, but it’s about changing how and where you live day to day. The lifestyle shift can be one of the biggest adjustments, especially if you’re moving from a metro area to a regional or remote location.

Before committing, think about what your life outside of work will look like:

● Community and culture: Does the area offer the kind of community you want to be part of? Some regional towns thrive on close-knit networks and outdoor living, while others might feel isolating if you’re used to a faster pace.

● Access to essentials: Check out local healthcare services, schools, transport links, and shopping options.

● Social life and downtime: What do weekends look like? Will you have access to sports, beaches, or cultural activities that keep you balanced and happy?

It’s easy to get swept up in a great career opportunity, but if the lifestyle doesn’t fit, the move won’t feel sustainable. The right relocation should enhance both your career growth and your quality of life, not force you to choose between them.

5. FIFO vs. Permanent Relocation

Not everyone wants or needs to move permanently. FIFO jobs in construction and engineering can be an excellent alternative offering exposure to major projects without uprooting your family. With different roster options such as 2:1 (2 weeks on, 1 week off), FIFO is beneficial in terms of flexibility, and maintaining a better work-life balance. However, FIFO life can be demanding, with long swings, time away from home, and balancing your work life and your personal life can still present you with challenges.

If you are unsure which option is more suitable for you, please do not hesitate to contact your Constructive recruitment specialist to discuss whether FIFO or relocation better suits your career goals and needs.

To summarise...

Relocating for work in construction or engineering sectors can open incredible doors, from career advancement to lifestyle changes. But it’s a decision that requires careful planning. Think about your family, finances, and long-term ambitions before you commit.

It’s important to make your decision about relocation first so you can approach your job search with confidence and clarity. Making your decision first, not only saves you time and us time, but enables you to genuinely commit and explore your options.

At Constructive, we help professionals in engineering and construction jobs across Australia navigate the relocation process with confidence. Whether you’re moving for a major infrastructure project or considering a FIFO arrangement, our team can guide you through the practical and personal factors to ensure your move is the best decision for you, both professionally and personally.

We hope you have found this blog post helpful in your job search. If you are seeking a career move within the Civil Construction or Consulting Engineering sectors, and wish to discuss your options, please contact us and we would love to help you find the right opportunity for you.

Good Luck!

What Employers Really Mean When They Say...

Wed, 15 Oct 2025 03:13:25 GMT

you're not the right fit

You’ve heard it before...

You performed well in the interview, felt confident about your answers, and then — the email lands:

“You’re not the right fit for this role.”

It’s vague. It’s frustrating. And it can leave you second guessing what went wrong and you start asking yourself, "What does "not the right fit" even mean?"

At Constructive , we will always aim to provide valuable feedback. We believe in integrity, quality, and community , which means being upfront, explaining what’s really going on, and helping you move forward.

That said, communication from companies isn’t always as clear or effective as we’d hope, and that can be frustrating for us and for you. Sometimes, when we deal with HR or internal hiring teams, information doesn’t flow precisely enough from the line managers, and we don’t always receive the full picture. When we do receive the full picture, we’ll always share it openly and provide as much support and advice as possible to help you secure the right opportunity in the future.

Here’s what “not the right fit” usually means and what you can do about it.

1. The Role Changed Behind the Scenes

Sometimes the client changes what they’re looking for halfway through the process. The responsibilities shift, the seniority changes, or a budget gets cut and suddenly, the ideal candidate looks different.

That’s not about you being wrong for the job. It’s about the job no longer being what was described.

Ask your recruiter after the process whether the feedback suggests the role changed along the way. If we’ve been told the role evolved or priorities shifted, we’ll share that context, so you’re not left wondering.

2. Another Candidate Was Just a Closer Match

Sometimes, a company chooses someone who can “hit the ground running”. They can start tomorrow, or they’ve worked in an identical setup before.

You might have been an equal (or even better) match on paper, but urgency wins.

If we have full visibility of why another candidate was chosen, we’ll explain what made the difference and use that insight to position you better next time.

3. Culture Fit Isn't About Personality - It's About Alignment

“Fit” is usually about how a business operates - its pace, decision making style, and expectations - not whether you’d get along personally with the team.

If we’re given detailed feedback, we’ll interpret and share it so you understand how working styles align, not just surface-level ‘fit.’

The goal isn’t to change who you are, but to understand where you’ll perform your best.

4. Timing and Circumstances Can Play a Role

Sometimes, the timing just isn’t right. Budgets freeze, priorities shift, or internal hires appear at the last minute.

It’s frustrating, but it’s not personal.

Ensure you keep your recruiter updated every few weeks with any changes to your career goals or circumstances.

5. Your Skills Are Great - But the Company Needs Something Different

This one’s common. You’re too experienced for what the role offers; the salary, scope, or progression just don’t match where you’re at. Instead of explaining that, they hide behind “not the right fit.”

Here’s the truth:

It’s not an insult - it’s risk management. Companies are cautious about retention, not capability.

Ask your recruiter to put you forward for roles that challenge you. If we are told your experience outpaces the brief, we’ll tell you and find one that’s worth your time.

6. The Hiring Team Couldn't Agree

Here’s the one no one talks about: sometimes you didn’t do anything wrong. The interviewers simply couldn’t agree on what they wanted. One wanted energy, another wanted experience. Someone else preferred an internal referral.

And when there’s disagreement, “not the right fit” becomes the catch-all excuse.

Ask your recruiter privately for insight. If we’re aware of internal differences on the client side, we’ll tell you - not all recruiters will, but we believe honesty builds trust.

7. You're Closer Than You Think

How you handle rejection can define your next opportunity. A simple, professional response to your recruiter such as, “Thanks for letting me know. I really appreciated the opportunity. Please keep me in mind for similar roles”, goes a long way.

It signals self-awareness and maturity, both traits hiring managers remember.

Final Thoughts

When recruiters say, “You’re not the right fit,” here’s what they often really mean:

The brief changed.
The timing didn’t align.
The company’s internal picture wasn’t clear.
Or it just wasn’t this one.

But it doesn’t mean you’re not right in general.

At Constructive, we’re here to translate feedback honestly, when possible, and guide you through the grey areas, and connect you with roles where you can excel.

Our recruitment philosophy is simple:

Deliver quality in every placement.
Act with integrity even when the message is hard.
Build a community where candidates and companies grow together.

Because finding the right fit isn’t just about a job. It’s about belonging, and that’s what we’re here to help you achieve.

Good Luck!

AI, Engineering & The Trades

Tue, 07 Oct 2025 00:17:10 GMT

opportunity for australia's infrastructure employers

AI has many people anxiously wondering: what jobs will survive?

In Australia, the conversation is often dominated by white-collar roles, but the trade, civil, engineering, and infrastructure sectors have a different story to tell.

These sectors are poised for sustained growth. A McKinsey study (2023) projects strong demand for infrastructure and construction globally, and here in Australia there’s already a persistent shortfall of skilled workers. Meanwhile, Jobs and Skills Australia’s (JSA) Generative AI Capacity Study confirms that AI is more likely to augment human work than replace it.

In this article, we’ll look at why construction and infrastructure jobs are relatively resilient, how they’ll evolve in the years ahead, and what employers can do now to stay competitive.

Key Points

● AI will augment more than replace. JSA’s Generative AI study finds AI’s impact is largely augmented, not wholesale automation of jobs. Construction and site-based trades sit at the lower-exposure end relative to many white-collar roles.

● Demand remains real. Australia’s five-year Major Public Infrastructure Pipeline is $213 billion , with persistent skills shortages across engineers, trades/labour, and project management.

● STEM demand is rising. McKinsey projects a 23% increase in STEM job demand by 2030.

● Bottom line for employers: AI should be treated as a force multiplier. The winners will modernise training, embed digital skills, and plan for hard-to-fill roles.

Strong Demand fundamentals: Why the Outlook Stays Positive

If there’s one thing we know from years of recruiting in construction and engineering, it’s this: demand has never really gone away. And looking ahead, it’s only getting stronger. Even with AI changing how some work is done, the fundamentals of Australia’s infrastructure sector remain solid, and the numbers back it up.

● Australia reportedly needs 197,000 infrastructure workers to meet demand (2025) across civil, mechanical, trade, and engineering roles.

● The infrastructure pipeline in Australia is large, with a $213 billion public works forecast (2023–28) in Australia’s Major Public Infrastructure Pipeline.

● The construction industry globally has stubbornly low productivity growth, and one route is to deploy technology with the human workforce, not instead of it.

● In forecasts, most “construction trade workers” are expected to see moderate demand rather than dramatic declines or booms. Around 95% of assessed trade occupations are rated “moderate” future demand in JSA assessments. That paints a clear picture: while office jobs are being reshaped at speed, construction and trade roles continue to offer stability.

Thus, while trade roles won’t be untouched, they are positioned further down the curve of disruption compared to office-based professions. This can be seen in the chart below.

Chart: ABC News Source: Job and Skills Australia

Will We See More People Choosing the Trades?

It’s a fair question: if AI is expected to disrupt many white-collar jobs, will more people start considering a career in the trades? The signs suggest we could.

As automation and AI put pressure on roles in administration, finance, and accounting, young people and jobseekers alike are looking for more secure pathways. Trade and site-based roles, from carpenters and electricians through to plant operators and welders, remain relatively resilient because they require hands-on problem solving in unpredictable environments. These are skills that AI cannot easily replicate.

At the same time, the industry’s image is shifting. Construction sites are no longer just about hard hats and heavy lifting; they now involve digital models, drones, AI-assisted machinery, and predictive safety tools. That blend of physical skill and new technology is making trades more attractive to a generation of workers who want both job security and exposure to innovation.

For employers, this presents an opportunity. If you can position trade careers as modern, stable, and tech-enabled, you’re more likely to attract candidates who might otherwise have pursued office-based roles. Investing in strong apprenticeship pathways and clear progression into supervisory or technical leadership roles will be key to turning this interest into long-term careers.

And it’s not just the trades...engineering and civil construction roles are also set to benefit, because while AI can handle data and patterns, it can’t replicate the judgment, leadership, and real-world decision-making these roles require.

Why Construction and Engineering Jobs Will Keep Growing in the AI Era

A recent Jobs and Skills Australia (JSA) study confirms that construction roles are among the least exposed to automation. Instead of replacement, AI is far more likely to act as an assistant: helping project managers generate baseline schedules, supporting heavy equipment operators with guidance systems, or flagging potential defects for inspectors.

Meanwhile, a McKinsey study predicts a 12% increase in demand for construction workers by 2030 , and a 23% increase in STEM jobs globally over the same period. This suggests that, far from shrinking, opportunities in construction and engineering will grow, precisely because these are jobs that cannot easily be coded away.

In other words, while many white-collar roles face disruption, site-based, technical and engineering careers are emerging as more resilient and even more attractive pathways. For employers, this is both a challenge and a chance: the demand is there, but competition for skilled workers will intensify.

What Employers Can Do to Make the Most of the Opportunity

AI isn’t going to take away the need for skilled workers in construction and infrastructure, but it is going to change what skills matter most, and how employers compete for talent.

1. Position Construction and Engineering Jobs as Smart Career Choices

Young jobseekers are already questioning the security of admin or finance careers. By contrast, construction and engineering roles are growing and harder to replace with tech.

Practical step: When hiring, emphasise the why: the industry’s stability, clear career pathways, and the fact that workers are using cutting-edge tools like drones, BIM, and AI-enabled machinery. It helps candidates see these as future-proof careers, not just jobs.

2. Modernise Apprenticeships

Apprenticeships remain the backbone for trades, but they need to evolve. A first-year apprentice today is more tech-savvy than ever, and they want to see how that fits into their training.

Practical step: Partner with TAFEs or training providers to include modules on digital site tools, machine guidance, or drone surveying. This modernises traditional trade training and attracts a new generation who see the value of combining hands-on skills with tech.

3. Keep Experienced Workers Learning

The best workers don’t stop learning once they’re qualified, and that goes for both tradespeople and engineering professionals. AI tools are already reshaping how estimators, civil designers, and project managers do their jobs.

Practical step: For engineers , offer professional development in areas like digital twin technology, AI-assisted scheduling, or advanced project analytics. For tradespeople , provide short, job-friendly courses on predictive maintenance, digital safety reporting, or using AI-enabled equipment. This shows you’re investing across your whole workforce.

4. Keep Humans in Charge

AI can draft a program or spot a defect, but at the end of the day, someone with a license has to sign it off. That’s not changing anytime soon.

Practical step: Make it clear to your teams and your clients: AI is there to support, not to replace. Having a “human-in-the-loop” approach reassures workers, and it builds trust with regulators and stakeholders.

5. Bringing Talent to Where It’s Needed Most

A lot of pipeline growth is up north in Queensland, the NT, and in renewables. The challenge isn’t just finding the workers; it’s convincing them to move.

Practical step: Roles like project engineers, project managers, and estimators are in especially high demand in these regions, alongside tradespeople such as carpenters and electricians . Offer relocation support, flexible rosters, or housing assistance to make the move worthwhile. Employers who think about mobility now will have an edge as projects heat up.

6. Use Data to Stay Ahead of Infrastructure Workforce Needs

Labour shortages aren’t a surprise anymore and the data is there if you’re looking. Infrastructure Australia and JSA already publish where the gaps are emerging.

Practical step: Treat workforce planning like project planning. Forecast demand for engineers, project managers, and trades two to three years out. Building pipelines early keeps you ahead of the curve.

The Bottom Line

AI is going to change how work gets done, but in construction, engineering, and trades, it won’t replace the need for people. Whether it’s tradespeople on the tools or engineers and project managers overseeing complex builds, people will remain at the heart of Australia’s infrastructure future. The difference is they’ll be working with new tools, not competing against them.

For employers, the message is clear: don’t wait for disruption to happen. Use this moment to modernise your apprenticeships, upskill your engineers, and make your business a place where workers can build a long-term future.

Australia’s infrastructure pipeline is strong, demand for skilled people isn’t slowing down, and AI (used well) is a chance to get more done with the teams you already have. The future of this industry will still be built by people. AI will just help them build it better.

I hope you have found this blog insightful. For a closer look at what this means for individuals, you might also like our blog Will AI Take My Job? where we explore skills that AI cannot replace in engineering.

As a specialist recruitment agency in the civil construction and enginering sectors, Constructive represents a strong network of talented candidates across Australia.

If you are currently looking to hire tal ent, please contact us at info@constructive.au

Permanent vs Contract in Construction & Engineering

Wed, 24 Sep 2025 00:49:09 GMT

which is right for you?

In the construction and engineering sectors, one of the most common questions is whether to choose or offer a contract role or a permanent position. Both options are widely available across the industry, and each comes with its own advantages and challenges.

For jobseekers , the decision often comes down to lifestyle, financial goals, and long-term career progression. For employers , it’s about building the right workforce strategy, deciding when to bring in contractors for flexibility and specialist skills vs investing in permanent hires for stability and knowledge retention.

In this blog, we’ve put together 7 key questions to help candidates decide between permanent and contract jobs and to help employers determine when contract or permanent employees are the best fit for their business.

1. What are your priorities?

For Jobseekers:

Before comparing roles, ask yourself what matters most to you right now:

• Job security

• Flexibility (hours, location, breaks)

• Long-term career progression and mentorship

• Ability to relocate or travel

• Type of projects you want to work on

• Steady income

• Higher short-term pay

Understanding your priorities is the first step in deciding which type of role is right for you. Whether you’re looking at engineering jobs or civil construction jobs, these priorities will shape your choice

For Employers:

As an employer, your priorities may be slightly different:

• Do you need long-term staff you can train and promote internally?

• Or do you need specialist expertise for a short-term project?

• Is it more important to control overheads or to secure in-house capability?

Knowing your business priorities will help you decide whether a permanent hire or a contractor will deliver the best value.

2. What’s Your Comfort Zone? Security or Risk?

For Jobseekers:

When it comes to job security, a permanent role generally feels safer. Even if projects slow down, you’re still on the payroll, and benefits like redundancy pay or notice periods may apply. With a contract job, your income is tied to the life of the project. That said, many contractors reduce this risk by building strong reputations and networks, or by working with specialist built environment and infrastructure recruitment agencies that can connect them to new opportunities as contracts come to an end.

For Employers:

Permanent hires give you stability and allow you to develop internal capability over the long term. However, contractors provide flexibility - you can scale your workforce up or down depending on project demand. Employers who rely solely on permanent staff may struggle during peaks, while those who use contractors too heavily may face gaps in knowledge retention. The right balance often depends on your pipeline of projects.

3. What Matters to You? Flexibility or Long-Term progression?

For Jobseekers:

Contract roles are attractive if you value flexibility. You can choose projects, set availability boundaries, and build in breaks for travel, family, or personal goals.

Permanent roles are better suited if you want structured career progression. In the civil construction and engineering sector, permanent employees are often given access to structured training, mentorship, and promotion pathways, as many consultancies prefer to develop talent internally.

For Employers:

Contractors deliver immediate expertise but may not stay long enough to justify investment in training. Permanent staff, however, are worth developing as they bring continuity, adopt company culture, and are more likely to grow into leadership positions.

4. Are you looking to deepen or broaden your skills and experience?

For Jobseekers:

Contract roles in engineering demand specialist expertise from day one, sharpening your depth of knowledge in specific areas. Permanent jobs, by contrast, expose you to a wider mix of responsibilities. Employers are also more likely to fund professional development, certifications, and mentorship for permanent staff.

So, ask yourself: Do you want to deepen your expertise in one niche, or broaden your skills across multiple areas?

For Employers:

Hiring contractors gives you immediate access to highly skilled professionals who already have specialist knowledge. But if your goal is to build a pipeline of leaders, investing in permanent hires gives you the chance to shape their growth, train them in-house, and retain knowledge over time. If building long-term leadership is your priority, permanent hires may be the better fit. Learn how to set them up for success in our blog on onboarding new employees.

5. What are your long-term life (or business) goals?

For Jobseekers:

If you’re planning to buy a house, apply for a loan, or start a family, a permanent role offers stability and financial predictability. Paid leave and parental benefits provide added peace of mind.

If variety and freedom matter more, contract work may be the better fit. Contracting can also be a strategic option when relocating. For example, we’ve placed candidates living in New Zealand into contract roles with Australian companies, and once they moved, they transitioned into permanent positions. Contracting can be a stepping stone to long-term stability.

For Employers:

Think about your business pipeline. If you have consistent long-term projects, permanent hires make sense. If your workload fluctuates or involves short-term specialist needs, contractors may be a smarter choice. Many companies successfully blend both: using permanent staff for stability, while bringing in contractors to manage peaks.

6. Are you making your decision based on today’s market?

For Jobseekers:

During periods of strong growth, demand for contractors rises because projects are plentiful. When the market slows, permanent jobs offer more protection. Also consider your skill set — specialist engineers and technical experts often find it easier to secure back-to-back contracts regardless of market conditions.

For Employers:

During growth periods, contractors help you scale fast without committing to long-term overheads. When projects slow, permanent hires ensure continuity and knowledge retention. Monitoring market conditions helps you decide whether to lean more on contract talent or invest in permanent employees.

7. Do you value higher short-term pay or long-term benefits more?

For Jobseekers:

Contractors typically earn higher daily or hourly rates but must cover their own tax, insurance, and downtime. Permanent employees may earn less upfront, but receive paid leave, employer-funded training, and superannuation/pension contributions that build security over time.

For Employers:

Contractors may cost more on a daily basis, but you only pay for the duration of the project. Permanent staff represent a longer-term investment — lower immediate cost, but ongoing salary and benefits obligations. The right choice depends on whether you prioritise short-term project delivery or sustainable workforce growth.

Which is right for you?

Neither option is “better” — it’s about what works for your personal situation or business needs.

• For jobseekers: Think about your lifestyle, financial goals, and appetite for risk.

• For employers: Consider your project pipeline, skill shortages, and long-term workforce strategy.

Looking for your next role or next hire in civil construction or engineering?

Contact our team of specialist recruitment experts! We would be happy to help you choose the right career choice for you!

FAQs: Permanent vs Contract in Construction and Engineering

Is it better to be a contractor or permanent employee in construction & engineering?

It depends. Contractors have more flexibility and earn more short-term but with less security, while permanent employees enjoy stability and benefits.

Do contractors earn more than permanent employees in engineering?

Yes, contractors usually receive higher daily rates, but permanent staff gain paid leave, training, and long-term security.

What are the risks of contract jobs in construction?

The main risks are job insecurity, lack of benefits, and managing your own finances. However, networking and specialist skills can reduce this risk.

When should I hire contractors vs permanent staff?

Contractors are ideal for specialist skills and project peaks. Permanent staff are best for building continuity and leadership.

Do contractors cost more?

Day-to-day, yes — but you only pay for the duration of the project. Permanent hires are less expensive long-term, but carry ongoing overheads.

What Employer Branding Really Tells Jobseekers

Wed, 03 Sep 2025 02:41:35 GMT

(guess what...it's not the careers page)

Employer branding has become one of the most discussed topics in recruitment over the last decade. Companies invest significant time and money into creating career sites, producing glossy videos, and promoting their culture online. But for jobseekers, these polished campaigns are only a small part of the story.

Today, candidates have more information at their own disposal than ever before. With access to review platforms, LinkedIn, and industry networks, they have multiple ways to build a picture of what it’s like to work somewhere. A career decision is a major life choice, and most jobseekers won’t rely solely on the information a company provides about itself. They want to know if the lived experience matches the message.

This shift means that employer branding is no longer just a marketing exercise. It’s about alignment. If the image a business has doesn’t match what people experience inside, candidates will see through it quickly. For employers , the challenge is not just to “sell” a workplace, but to ensure that the story being told is real and consistent. For jobseekers , the challenge is to interpret the signals correctly and make decisions based on the most reliable information available.

This blog explores where candidates look for those signals, the gaps they often find, and how employers can approach culture and branding with more honesty.

What is employer branding?

Employer branding is the way a business is perceived as a place to work. It’s the reputation a company builds through its values, culture, and how it treats employees. Unlike consumer branding, which focuses on customers, employer branding focuses on attracting and retaining talent. It shows up in everything from job ads and interview processes to employee reviews and word of mouth. A strong employer brand isn’t just about polished marketing, but reflects the real, day-to-day experience of working in the business.

Beyond the Careers Page

A careers page is often the first stop for a candidate. It provides the official line: company values, employee stories, and role description. But most jobseekers know that this content is curated. To make a real decision, they go deeper.

1. Employee Reviews

Platforms like Seek, Indeed and Glassdoor provide anonymous reviews from current and former employees. Jobseekers don’t treat these as the absolute truth, but they do look for patterns. A handful of great reviews might be dismissed as staged, and a series of highly negative reviews might be taken with caution. But if multiple reviews mention the same issues, such as lack of career growth or poor communication, candidates assume there’s substance behind them.

2. LinkedIn Profiles

Candidates often scan LinkedIn to check how long people typically stay at the company. Short tenures across multiple employees can raise a red flag, while visible promotions show there’s a scope for growth.

3. Social Media

Company pages on platforms like LinkedIn, Facebook and Instagram, might show carefully planned content, but jobseekers often value the unpolished posts more. A photo of the team celebrating a milestone or an employee sharing a casual update can give more insight than a professional campaign. Silence can be telling too: if staff rarely engage with company posts, it may reflect a lack of pride or connection.

4. Word of Mouth

Informal conversations can carry the most weight. In industries where networks are tight, like the engineering and construction industries, one negative story about a company’s culture can spread quickly. Jobseekers often ask friends or ex-colleagues for their views, and a personal recommendation - or warning - can outweigh anything found online.

5. Job Ads

Even the wording of a job description communicates culture. Phrases like “must be resilient” often signal long hours or a high-pressure environment. On the other hand, ads that clearly outline responsibilities, benefits, and career pathways show respect for candidates’ time and transparency in expectations.

Together, these sources build a picture that is far harder for companies to control than a career site.

The Gap between Branding & Reality

The biggest risk for employers is the disconnect between what they promote and what employees actually experience. This gap can arise for several reasons:

A company may genuinely aspire to certain values but haven’t embedded them yet.
Leadership may present a modern image externally while maintaining outdated practices internally.
Marketing may focus on perks - like free lunches or gym discounts - while employees leave because of poor management.

Jobseekers notice these inconsistencies. For example, a company that talks about “career growth” but where LinkedIn shows most staff leaving within 8 months sends a clear signal. A business that promotes flexibility but whose leaders regularly post about late-night work creates doubts about work-life balance.

The impact goes beyond attraction. When new hires join based on an inaccurate image and find the reality different, turnover increases, and the employer’s reputation worsens further. Authenticity is therefore not just a moral position but a practical necessity.

The Candidate’s Perspective

From a jobseeker’s point of view, the decision-making process revolves around one core question: what will it actually feel like to work here?

They use several lenses to answer this:

Turnover: High turnover suggests instability or dissatisfaction. Long tenure among staff suggests stronger engagement.
Flexibility: Candidates want to know whether flexible working is genuine or just a headline policy. They look for evidence in how managers and employees talk about their work.
Growth: Jobseekers pay attention to promotions, skill development, and progression. If employees leave to progress elsewhere, that says a lot about internal opportunities.
Leadership Style: How leaders communicate publicly gives a sense of their management approach. Do they share recognition, or only promote themselves? Do they communicate in clear, respectful ways?

For many candidates, these factors outweigh salary and benefits. Culture, trust, and the sense of being supported matter more in the long term.

How Jobseekers Try to Spot Company Culture

All the signals’ jobseekers check - reviews, LinkedIn, social posts, and word of mouth - ultimately come back to one question: what is the company’s culture really like? For candidates, culture is the deciding factor that sits behind salary, perks, and even job titles. According to a recent study, 77% of people consider a company’s culture before applying for a job there, and 56% said company culture is more important than salary.

Therefore, employers should be aware of the ways candidates actively test for culture during the hiring process. Here’s what they do:

They ask specific questions in interviews
Jobseekers rarely settle for “What’s the culture like?” Instead, they ask for examples: “How does flexible work actually play out week to week?” These questions require concrete answers.
They judge the recruitment process itself
The way you treat candidates becomes a reflection of how you treat employees. If interviewers run late, communication is unclear, or feedback is inconsistent, candidates assume that’s the culture.

T hey study employee behaviour online
Candidates pay attention to whether employees engage with company content, share milestones, or talk positively about their work. Silence or disengagement can speak just as loudly as criticism.
They compare stated values with reality
If a business highlights collaboration but reviews mention isolation in the workplace, the inconsistency stands out. Alignment between what you say and what employees say is key.

For employers, this means culture isn’t something you can simply declare. It’s constantly being assessed from the outside. Candidates are looking for proof, and they piece together evidence from every interaction and source available.

Building Employer Brands that Hold Up

For companies, the strongest employer brand comes from alignment. It’s not about creating a perfect image but ensuring that what is promoted externally matches reality internally.

Practical steps include:

Encouraging employees to share authentic experiences : Do not share scripted testimonials. Real voices carry more weight than polished videos.

Aligning HR, leadership, and marketing: This ensures all messaging reflects the actual employee experience.
Being transparent about challenges : Acknowledging areas under improvement builds trust more than pretending everything is perfect.
Celebrating progress : Sharing stories of employees who have grown, projects that have succeeded, or policies that genuinely support staff demonstrate culture in action.

Companies that focus on authenticity are more likely to attract and retain staff who are a genuine match for their culture.

Employer branding today is defined less by what companies say and more by what jobseekers discover. Reviews, networks, LinkedIn profiles, and day-to-day behaviours all add up to a picture that candidates trust more than any words on a website or campaigns.

For employers, the challenge isn’t to create the perfect message but instead to ensure that the message matches reality. That means recognising how candidates are already testing for culture and being prepared to show proof.

The most effective employer brands hold up under scrutiny. They’re lived every day, reinforced by employee voices, and consistent across touchpoints.

If you want to understand how your employer brand is really landing with candidates, don’t just look at your website or your careers page. Ask your employees. Or ask us! We hear what jobseekers are saying every day, and we can help you close the gap between the brand you promote, and the culture people experience.

We hope you found this blog post helpful and good luck!

Transitioning from Recruiter to Leader

Thu, 28 Aug 2025 00:20:24 GMT

skills to develop for new leaders

As an experienced recruiter of almost 30 years I have had the privilege of building and managing teams across Australia, I've witnessed firsthand the challenges that many talented recruiters take as they transition into leadership roles. I have seen the highest billing recruiters struggle badly when trying to make the change and sometimes only to turn back to a pure billing role when they found the journey too hard.

It is a path that is massively rewarding but also challenging, and nothing brings me more satisfaction than seeing those who I have contributed to their career and development, to go on to build their own successful recruitment companies or to be leading teams in other businesses. I believe there must be over 30 consultants that I have managed this transition with who are now business owners. This journey from recruiter to manager is a significant one, and it's essential to understand the shift in mindset and skills required to succeed.

"Recruiting" to "Leading"

The first and most crucial step in this transition is the shift in your role and the challenges of managing your time and new priorities. As a recruiter, your focus is on your individual performance—your billings, your placements, and your pipeline of jobs. You control your own results!

As a leader, your focus must move from "recruiting" to "leading."

Your success is no longer purely in your control…. You now are the result of the collective performance of your team.

You must always remember though, that your success can and is still in your control, but you now must channel your energy through your team.

Empowering: Your job is to enable your team to achieve their goals, not to do the work for them.
Delegating: Trust your team members to take action and undertake their roles. Learning to let go is one of the hardest skills to develop.
Mentoring: Your role is now to coach, mentor, and guide your team members, helping them grow their skills and their long term careers.

Challenges I have witnessed over the years … The transition to leadership is not without its challenges.

1. The "High Billing" Manager: This is the manager who still tries to be the top of the leaderboard. Leading through billing is important and demonstrates to the team what is required, but trying to out bill your team can also send the wrong message. As a manager you need to create a collaborative environment. Your job is to encourage them, not overshadow them.

2 . Micromanagement: After years of being in control of your own work, it's tempting to want to control every aspect of your team's work. Micromanagement, is an absolute killer for a leader and one of the most regular complaints that I ever received from employees. It prevents your team members from developing their own problem-solving skills. Trust your team and provide support, don’t be watching over their shoulder!

3. Poor Communication: As a leader, your communication skills need to be sharper than ever. Failing to provide clear direction, constructive feedback, and regular updates can lead to uncertainty and disengagement. Be proactive in your communication, listen lots in fact far more than you should be speaking, and ensure your team understands the "why" behind your ideas.

4. Avoiding Difficult Conversations: I was guilty of this early in my leadership roles. A core part of management is having tough conversations, whether it's addressing underperformance, mediating conflicts, or delivering negative feedback. Many new managers shy away from these moments. However, avoiding them can cause bigger problems down the line. Learn to handle these conversations with empathy, honesty, and professionalism.

Core skills to develop for New Leaders… To navigate this transition successfully, you will need to develop a new set of skills.

Emotional Intelligence: Understanding and managing your own emotions, and recognising them in others, is crucial. This allows you to build rapport, handle conflicts effectively, and lead with empathy.

Coaching and Mentoring: A great leader is a great coach. Learn how to ask great questions, provide constructive feedback, and guide your team members to find their own solutions. This is the skill that will help you develop the next generation of leaders. It is where your journey would actually have started. Think about the best mentors you had over your career and try to learn from them.

Strategic Thinking: As a leader, you need to understand the company's broader goals and align your team's efforts to contribute to that strategy. This involves planning for the long-term, anticipating challenges, and identifying opportunities for growth.

Performance Management: You'll need to set clear expectations, track progress, and provide both recognition for success and support for improvement. This includes conducting regular one-on-one meetings and performance reviews.

Resilience and Adaptability: As ever in recruitment nothing is ever easy or straightforward. You need to be resilient in the face of setbacks and adaptable enough to pivot your team's strategy when necessary. It is okay to be wrong at times and being honest and owning up to that can be empowering for everyone.

The move from a top-billing recruiter to a successful leader is one of the most fulfilling career transitions you can make. It's a journey that requires self-awareness, a commitment to personal growth, and a genuine desire to see others succeed. For me, there is no greater reward than watching a former team member take the skills and confidence they developed and use them to build their own legacy.

If you are a recruiter contemplating this move, I encourage you to embrace the challenge, focus on developing some of these essential leadership skills, and prepare to start a new and exciting chapter in your career. I am always open to a conversation or to provide support to any upcoming leaders of our industry.

Good Luck!

Will AI Take My Job?

Tue, 26 Aug 2025 02:33:59 GMT

skills AI cannot replace in engineering

“Will AI take my job?” It’s the question on everyone’s mind, and for good reason. From drafting designs to running simulations, artificial intelligence is reshaping engineering faster than many expected.

When computer-aided design software emerged, many feared it would make engineers and drafters obsolete. The question on everyone’s mind was simple: “Will this software replace me?” What actually happened was very different. Rather than replacing professionals, CAD transformed how engineers and drafters worked, making designs faster, more accurate, and more sophisticated. Today, it’s hard to imagine anyone in a consultancy returning to drawing boards and pencils. Looking ahead, AI is likely to follow a similar path. It won’t erase the need for engineers but will become a tool they can’t imagine working without.

What AI does well

Industry leaders such as Jacobs, AECOM, WSP, and Arcadis are at the forefront of this shift, using AI to streamline processes and expand what’s possible in engineering.

AI thrives where there’s repetition, data, and rules. In engineering, that can mean:

Simulation and Performance Analysis
Predictive Maintenance and Asset Management
Design automation and Optimisation
Document Analysis

These tools free up huge amounts of time and reduce human error. But they don’t replace the thinking that engineers bring to complex, unpredictable problems.

The irreplaceable skills: problem solving & leadership

1. Problem Solving

Engineering has never been about just applying formulas. It’s about solving real-world challenges. AI can present options, but it takes human judgment to weigh trade-offs: safety vs. cost, sustainability vs. speed, innovation vs. practicality.

For example, AI might generate dozens of structural models for a bridge, but it can’t decide which one best balances environmental impact, local community needs, and long-term resilience. That requires human context and creativity.

2. Leadership

At its core, engineering is a people-driven profession. Projects succeed or fail not just on technical accuracy but on collaboration, negotiation, and decision-making.

AI can’t walk on a site with contractors, lead a project team under pressure, or inspire confidence in stakeholders. Leadership, which involves communicating vision, managing risk, and guiding teams through uncertainty, is an inherently human skill that remains at the heart of engineering.

The Moral Dilemma

Engineering has always carried inherent risks. From design to construction and long after a project is complete, the safety of people depends on the soundness of engineering decisions. Unlike many other professions, when something goes wrong in engineering, the consequences can be catastrophic—buildings collapse, bridges fail, lives are lost.

That is why engineers go through years of rigorous study, training, and professional development before they are trusted to sign off on designs. Their accountability is not just technical but also ethical: they are bound by professional codes of conduct and legal responsibilities to protect the public.

If we hand these decisions over to AI, the question becomes: who bears responsibility when things go wrong? Is it the software developer, the company deploying the AI, or the AI itself? AI cannot be held legally or morally accountable. This gap raises the ethical dilemma; can society entrust life and death decisions to a system that cannot be blamed, punished, or held responsible?

This is one of the strongest arguments for why human engineers will always remain essential. No matter how advanced AI becomes, the moral responsibility for safeguarding lives must rest with people, not machines

So, will AI take my job?

No. Engineers who combine technical expertise with problem-solving and leadership will remain in high demand. In fact, AI may elevate these skills by taking care of routine tasks, giving engineers more space to focus on strategic thinking and human leadership.

Additionally, the use of AI in the engineering industry raises governance and ethical concerns, including transparency, data privacy, security, liability, and professional responsibility. As a result, AI is unlikely to ever reach a point where it can completely replace engineering careers.

What engineers can do now

Double down on soft skills: Communication, critical thinking, and stakeholder management are becoming more valuable than ever.
Stay tech-savvy: Learn how to use AI as a tool, not a threat. Engineers who can guide AI’s output will outpace those who ignore it.
Think bigger picture: Shift from task-based execution to system-level problem solving. For example, in utilities, this means not just fixing one pump, but analysing how water flow, demand, and energy use interact across the entire network. Employers are looking for professionals who can connect dots, not just deliver calculations.

Things are moving faster than ever before, and it can feel overwhelming trying to keep up. Ultimately, rest assured that engineering is an outstanding career path.

Engineers form part of the backbone of our society. As the job evolves and changes it will be interesting to see what the role of an Engineer looks like in the coming years, all we know is that it will continue to be an important one.

If you’re exploring new career opportunities in the Built Environment and Infrastructure sectors - across engineering, construction, project management, and design - contact us or reach out to our specialist recruitment consultants today!

Top Wellbeing Tips for FIFO Workers in Construction & Infrastructure

Tue, 05 Aug 2025 23:28:57 GMT

wellbeing tips for fifo workers in construction and infrastructure across australia.

Australia is entering a new phase of growth across construction and infrastructure. While oil, gas, and mining continue to drive demand for skilled workers, we’re also seeing a sharp increase in renewable energy projects, regional infrastructure upgrades, and major undertakings like Inland Rail. These developments are creating a wave of new opportunities, many of which are located far from major cities.

As a result, FIFO (fly-in fly-out) work is no longer limited to traditional mining sites. It’s becoming increasingly common across renewable power, rail, and civil infrastructure projects. And while these roles offer exciting prospects and competitive salaries, they also come with unique wellbeing challenges, from long shifts to time away from family and reduced access to everyday comforts.

Supporting the health and resilience of FIFO workers is more important than ever. In this post, we share practical tips to help you stay physically and mentally well while working away from home.

1. Prioritise Sleep and Recovery

Fatigue is one of the most common health risks in FIFO jobs, especially for those working night shifts or rotating rosters. Adequate sleep directly affects your safety, concentration, and performance on site — whether you're working in civil construction, mining operations, or renewable energy projects.

To support quality rest:

● Stick to a consistent sleep routine wherever possible

● Use blackout blinds or sleep masks to block daylight

● Avoid screens before bed and minimise caffeine late in the day

● Try earplugs or white noise apps to reduce ambient site noise

Managing your rest and recovery is crucial for long-term performance in remote and high-pressure environments.

2. Stay Connected with Home

Time away from family and friends is one of the biggest challenges FIFO workers face, particularly during long shifts or isolated project locations. Maintaining regular communication with your family and friends can reduce stress and improve emotional wellbeing.

● Schedule regular video calls, voice messages, or check-ins

● Use apps that allow for shared calendars

● Keep photos or small reminders of home in your accommodation

Strong personal connections can boost morale and help you feel grounded, no matter where the job takes you.

3. Build A Supportive On-Site Network

Creating meaningful relationships on site is just as important as staying in touch with home. Getting to know your colleagues and building a sense of team can make a significant difference to your day-to-day experience.

● Join in with team activities or social events during downtime

● Check in with coworkers regularly, especially new starters or those struggling

● Don’t hesitate to seek out or offer support

A solid on-site network improves job satisfaction, and contributes to a safer, more connected workplace culture.

4. Maintain Healthy Habits

It’s easy to let healthy habits slide when working long shifts in remote locations, but small daily actions can make a big impact.

● Choose balanced meals from the site kitchen where possible

● Stay hydrated throughout your shift — bring a refillable water bottle

● Aim for short bursts of exercise, even if it’s a quick walk or stretch

A strong routine keeps your body and mind ready to handle the demands of high-performance site work.

5. Look After Your Mental Health

Mental health is a critical part of workplace safety and long-term success in FIFO jobs. Extended time away, isolation, and shift fatigue can all take a toll. Recognising the early signs of burnout or low mood is the first step toward support.

● Access on-site mental health resources or EAP services

● Talk to your supervisor or a trusted coworker if you’re struggling

● Take regular breaks and use downtime to reset

● Stay open about your mental wellbeing — there’s strength in reaching out

If you're working with a recruitment partner like Constructive, remember we’re here to support your success.

6. Make the Most of Your Time Off

One of the key benefits of FIFO work is having extended breaks between rosters. Use this time intentionally, whether it’s planning a trip with family, catching up on rest, or doing activities you enjoy. Time off is your opportunity to reset, recharge, and reconnect with the people and things that matter most.

FIFO work continues to offer rewarding opportunities across Australia’s growing infrastructure, energy, and construction sectors. By prioritising your wellbeing, building strong connections, and using the resources around you, you can make the most of your time on site and come home healthy, safe, and proud of what you’ve achieved.

Looking for FIFO job opportunities in Australia?

Get in touch with our team to explore current roles in construction, infrastructure, and renewable energy.

The 3pm Slump

Mon, 28 Jul 2025 00:30:00 GMT

why it happens and how to beat it naturally

A mini-series: Recharge, Connect, Energise – Mastering Workplace Wellbeing in 3 Steps

We’ve all been there. It’s mid-afternoon, your to-do list is far from finished, but your brain feels foggy, your body is sluggish, and you find yourself reaching for a sugary snack or an extra shot of caffeine just to make it through. Welcome to the 3pm slump - a common workplace phenomenon that’s as real as it is frustrating.

At Constructive , we believe wellbeing isn’t just about big picture initiatives, it’s also in the everyday moments. And learning how to ride the wave of the afternoon dip is key to staying productive, present, and energised throughout your workday.

So, what causes the 3pm slump, and more importantly, how can you naturally beat it?

The Science Behind the Slump

The 3pm slump is more than just a post-lunch crash. It’s a natural drop in energy that happens due to our circadian rhythm, our body’s internal clock. Around mid-afternoon, our alertness levels dip, which can lead to fatigue, brain fog, and a noticeable drop in motivation.

Some common triggers include:

Blood sugar dips after a carbohydrate-heavy lunch
Dehydration or not drinking enough water during the day
Prolonged screen time or mental fatigue
Lack of movement, causing poor circulation and reduced oxygen to the brain
Limited exposure to natural light, which impacts your body’s energy signals

The key takeaway? This slump is natural but it doesn’t have to derail your day.

How We Beat the Slump at Constructive (And How You Can Too!)

At Constructive, we’ve discovered that small, intentional habits can have a big impact on afternoon energy. While every workplace is different, many of our favourite practices are easy to adapt, whether you’re in a traditional office, working remotely, or managing a hybrid team.

Here are some of our go to afternoon rituals, plus ideas for how you can try them too:

1. Tea Time

At around 3pm, someone’s usually on their way to the kitchen to make tea. It’s become a gentle signal to pause and reset. Whether it’s peppermint, green tea, or something calming, this simple act provides a natural energy lift without relying on more coffee.

Try this: Create your own afternoon ritual. Set a recurring calendar reminder for a short tea break.

2. Snacks!

This one goes without saying! We love sugary snacks in the afternoon. You’ll often find a packet of Tim Tams or Biscoff making the rounds.

3. Music

We often turn up upbeat music in the office during that low-energy stretch. A good playlist can reframe the mood and help re-energise the whole team.

Try this: Curate an afternoon playlist with your team, or use music as your own personal pick me up if you’re working solo. Just five minutes of your favourite track can reset your focus.

4. Natural Lighting

Natural light has a powerful effect on energy and mood. We make a conscious effort to open the blinds and let the daylight in, especially during the afternoon. If the sun’s out, even better! It helps regulate your circadian rhythm and sends the body a clear “wake up” signal.

Try this: Whether at home or in the office, position your workspace near a window if you can. If natural light is limited, consider a daylight lamp to help simulate the same energising effect.

5. Stand Up

Having standing desks has made it easier to switch from sitting to standing, especially in the afternoon. A simple posture change helps get the blood flowing and breaks up long periods of stillness.

Try this: Even if you don’t have a standing desk, try standing during phone calls, stretching your legs between tasks, or using a countertop as a temporary desk for part of the day.

Other ways you can feel more energised:

Stay hydrated
Eat protein-rich snacks
Stretch
Step outside

You’re Not Lazy, You’re Human

Here’s the truth: the 3pm slump isn’t a sign of laziness or lack of willpower, it’s part of being human. Rather than fight it or feel guilty about it, the smarter approach is to work with your body. Build small habits into your afternoon that help restore your energy, clarity, and momentum.

We’ve learned that creating space for these natural resets helps us not only get through the day, but enjoy it more, too.

Workplace wellbeing isn’t about overhauling your entire routine. It’s about tuning in, making small changes, and showing yourself a bit of kindness throughout the day.

So the next time 3pm rolls around and your energy takes a dip, try reaching for tea, turning up the music, opening a window or simply getting up to stretch. It just might be the recharge your body needs.

And that brings us to the end of our wellbeing mini-series!

We hope you have enjoyed and have found some new ways to improve your wellbeing. If you haven’t already, be sure to check out Part 1 and Part 2.

Workplace Friendships

Mon, 21 Jul 2025 00:30:00 GMT

the secret ingredient to lasting wellbeing

A mini-series: Recharge, Connect, Energise – Mastering Workplace Wellbeing in 3 Steps

When you think of workplace wellbeing, what comes to mind? Mental health support? Flexible hours? A good coffee machine, maybe? All important, but one of th e most powerful drivers of happiness at work is often hiding in plain sight: friendship.

Research shows that having meaningful social connections at work isn’t just a “nice to have”, it’s a core component of wellbeing, performance, and long-term job satisfaction. As Dr. Tracy Brower points out, workplace friendships are not only beneficial, they’re essential. They support our sense of belonging, improve engagement, and even help us be more creative.

At Constructive , we’ve always believed that strong teams are built on genuine relationships. Whether we’re grabbing coffee, enjoying a team lunch, going for a lunchtime walk, or chatting about non-work stuff in the office, we prioritise connection because we know it makes us better, both as people and professionals.

Why Workplace Friendships Matter More Than You Think

It’s easy to underestimate the power of a good chat with a colleague, but friendship at work serves a deeper purpose than just passing the time. According to Brower, meaningful connections at work satisfy our fundamental need for belonging, a feeling that has a direct impact on our mental health, motivation, and productivity.

When we feel like we’re part of something bigger, when we know someone has our back, it’s easier to bring our full selves to work. We take more creative risks, recover faster from stress, and feel more emotionally secure. And it turns out, people who have strong friendships at work are also:

More engaged
Less likely to burn out
More loyal to their company
More satisfied with their lives overall

In fact, research shows that employees with a “best friend” at work are seven times more likely to be engaged in their roles. That’s a statistic employers can’t afford to ignore.

How We Encourage Friendship at Constructive

At Constructive, we’ve found that small, consistent actions are what create the strongest bonds. Here’s what that looks like for us:

Team lunches: We sometimes have lunch with our colleagues, whether that is inside the office, sitting around our dining table or outside the office at our favourite Thai place. Shared lunches give us time to connect beyond the daily to-do list.

Coffee catch-ups: Morning walks to grab a coffee aren't just about caffeine! They’re about creating space to talk, laugh, and connect. These quick breaks often spark the best conversations.

Lunchtime walks: Sometimes the best way to clear your head is to step outside with a colleague. Walk-and-talks help us decompress and check in with each other.

Non-work chats in the office: We make a point of encouraging conversations that aren’t always about deadlines or meetings - as long as they aren’t too distracting of course! From weekend plans to music recs, it’s these relaxed chats that build trust.

These simple practices have helped create a culture where friendships can flourish, and that’s made a tangible difference in how our team feels, works, and shows up for each other.

The Ripple Effect: From Culture to Creativity

Friendship also fuels creativity and collaboration. When people trust one another, they’re more willing to share ideas, challenge assumptions, and explore new solutions without fear of judgment.

Friendships also help smooth over moments of tension. We’re more empathetic, more patient, and more willing to resolve conflict when we genuinely care about our colleagues. And when times get tough, those bonds are the buffer we all need.

For employers, that means workplace friendships don’t just benefit the individual, they elevate the entire team.

How You Can Start Building Stronger Friendships at Work

You don’t need a company-wide program to build better relationships. Here are a few small actions you can take:

Reach out: Invite a colleague for a walk, a coffee, or a chat at lunch.

Be open: Share something personal and create space for others to do the same.

Celebrate others: A quick message to recognise a win or say “well done” goes a long way.

Create space: Encourage non-work chat in meetings or break areas.

You never know when a casual chat could turn into a meaningful connection.

Workplace friendships aren’t a distraction! They’re a productivity tool, a support system, and a wellbeing booster rolled into one. When people feel connected, they show up more fully. They care more. They stay longer. And they thrive.

At Constructive, we’ve found that prioritising connection isn’t just good for culture, it’s good for business. Friendship really is the secret ingredient to lasting wellbeing.

Quiet Time Isn't Lazy Time

Mon, 14 Jul 2025 00:30:00 GMT

embracing rest as a productivity tool

A mini-series: Recharge, Connect, Energise – Mastering Workplace Wellbeing in 3 Steps

In a world that glorifies busy schedules and constant output, the idea of pausing can feel unproductive or, worse, lazy. Overtime, we’ve been conditioned to believe that slowing down means falling behind. But here’s the reality: rest isn’t a luxury or a sign of laziness. It’s a productivity tool. One that, when used intentionally, can help you work smarter, not just harder.

Whether you’re a professional managing deadlines, a business owner spinning multiple plates, or someone simply trying to balance life’s many demands - quiet time can be the edge you didn’t know you needed.

Why Quiet Time Deserves a Place on Your To-Do List

We live in a state of constant stimulation: notifications pinging, meetings stacked back-to-back, endless to-do lists. Amid all this noise, our brains rarely get a moment to process, let alone recharge. This is where quiet time becomes essential.

Quiet time is not about doing nothing. It’s about stepping away from the chaos to reset, reflect, and re-align. Research has shown that downtime improves memory retention, boosts creativity, and enhances problem-solving skills. It even lowers cortisol levels, reducing stress and improving emotional resilience.

If you've ever had a brilliant idea in the shower or while walking the dog, that’s not a coincidence. It’s your brain thriving in a quiet moment, free from pressure and distraction.

How Rest Supports Better Work

Let’s reframe rest not as the opposite of productivity, but as a key part of it. Here's what happens when you build quiet time into your routine:

1. Your Focus Gets Sharper

After long stretches of focused work, mental fatigue sets in. You may find yourself rereading the same sentence or forgetting what someone just said in a meeting. Rest helps reset your attention span so you can return to tasks with fresh eyes and clearer thinking

2. Your Decisions Improve

When you’re constantly rushing, decisions are made reactively. Quiet time allows space for strategic thinking. You can weigh options more thoughtfully and make choices based on clarity, not urgency.

3.Your Creativity Reignites

Many of the world’s most creative minds credited their best ideas to moments of solitude. It’s in these gaps of stillness that new perspectives emerge and connections form.

4. You Work with More Purpose

Quiet time creates room for reflection. What’s working? What’s not? Where do you want to go next? These questions are hard to answer when you're constantly moving. But with stillness, direction becomes clearer.

Simple Ways to Embrace Quiet Time (Even on a Busy Schedule)

You don’t need a silent retreat or hours of meditation to get the benefits. Here are small, manageable ways to incorporate quiet time into your daily routine:

1. Block Time for It

If it’s not in the calendar, it won’t happen. Try scheduling 15–30 minutes daily for uninterrupted, quiet space. No tasks. No scrolling. Go for a walk, read a book, or simply sit and relax. The goal is to do something (or nothing) that doesn’t feel like a chore.

2. Create a Morning Buffer

Resist diving into emails first thing. Instead, start your day with calm - whether that’s stretching, reading, or simply sipping your coffee without distraction. If you usually rush out the door, consider waking up a little earlier to create this space. A mindful morning sets the tone for everything that follows.

3. Use the Power of Micro-Breaks

Between meetings or big tasks, step outside for 5 minutes. These mini-pauses prevent overwhelm and improve focus throughout the day.

4. Practice a Digital Detox

Even short breaks from screens can make a big difference. Try a no-phone lunch break or keep devices out of reach for the first and last 30 minutes of your day.

5. Reflect Regularly

Use quiet time to check in with yourself. What are you feeling? What needs your attention?

In a world where we’re encouraged to go faster, work longer, and do more - it takes courage to slow down. But quiet time isn’t lazy. It’s strategic. It’s where clarity lives. And it’s what allows us to show up fully - not just for our work, but for ourselves and the people around us.

So next time you find yourself with a moment of stillness, don’t rush to fill it. Embrace it. You might be surprised at what comes when you finally give yourself permission to pause.

The Values That Build Constructive

Mon, 07 Jul 2025 00:30:02 GMT

part 3: community

When we set out to define our core values at Constructive, we started with people. The people we work with, the people we support, and the people we grow alongside every day. And when we looked closely, one thing was clear: community is at the heart of everything we do.

This post is the final blog in our three-part series exploring the values that guide us: Integrity, Quality, and Community. In Part 1, we shared how integrity underpins our trust-driven approach. In Part 2, we explored how quality is embedded in every step of our process. Now, in Part 3, we turn our attention to community, the value that binds it all together.

At Constructive, community is essential. We believe that meaningful success doesn’t happen in isolation. It’s built through collaboration, shared goals, and the connections we create along the way. Whether it’s the internal culture we foster, the industries we support, or the long-term partnerships we build with clients and candidates - community is what keeps us moving forward together.

What Community Means to Us

At Constructive, community isn't just a concept; it's at the very core of how we operate. When we reflect on what community truly means to us, it quickly becomes clear that it’s essential to long-term success, for individuals, for businesses, and for entire industries.

As the saying goes, it takes a village to raise a child, and we firmly believe it takes a strong community to grow a business . This sentiment resonates deeply with us. We understand that our achievements are intertwined with the success of our clients, our candidates, our team, and the broader construction and engineering sectors we serve across Australia.

For us, fostering community means embracing collaboration, shared success, and ensuring people have a great time together along the way. It’s about creating an environment where everyone feels connected, supported, and valued. We believe that when we work together and celebrate our collective wins, we build something truly meaningful and sustainable.

What Community Looks Like at Constructive

Our commitment to community isn’t just an abstract idea; it’s actively integral to our work, our culture, and our relationships.

We actively encourage open communication between clients and candidates to create transparent, trusting relationships. We believe that a strong community is built on honest dialogue and mutual understanding. By fostering this openness, we ensure smoother processes and better outcomes for everyone involved.

Inclusivity is also at the heart of our community ethos. We’re inclusive in how we treat our staff, their families, our clients, our candidates, and everyone we work with. We strive to create a welcoming and supportive environment where diverse perspectives are valued and respected.

Furthermore, we are open-minded and considerate toward all who come into contact with our business, whether they’re job seekers, hiring managers, or industry partners. We understand that every interaction is an opportunity to build a stronger connection and contribute positively to our community.

Our sense of community extends to every part of what we do:

Our internal team culture and daily collaboration: We foster a supportive and collaborative environment within our own team, recognising that our collective strength lies in our individual contributions and our ability to work together effectively.
The construction and engineering industries we serve and support: We see ourselves as active participants in these vital sectors, dedicated to contributing to their growth and success through the talent we connect them with.
Our network of future franchisees who will represent our values in different locations: We will see our franchisees not just as business partners, but as integral members of the wider Constructive community, extending our reach and impact while upholding our core principles.
The recruitment partnerships we build through trust and long-term thinking: We’re not just focused on filling roles; we’re invested in building lasting relationships with both clients and candidates, based on mutual respect and a shared vision for long-term success.
The social events and work functions where we take time to connect, celebrate, and enjoy each other’s company: Whether it's a team lunch overlooking the beach here in Manly, an industry event, or a casual after-work gathering, we prioritise opportunities to connect on a personal level and strengthen our bonds.

Community: Bringing Our Values Together

Our focus on community isn’t separate from our other values; it’s deeply interconnected. Integrity builds the trust that is essential for any thriving community. When we act with honesty and transparency, we create a safe and reliable space for collaboration and connection. Our commitment to Quality ensures that our contributions to the community are meaningful and lasting. By delivering excellence in our work, we provide genuine value to our clients, candidates, and the industries we support.

These three values – Integrity, Quality, and Community – are the principles that guide every decision we make and every action we take at Constructive. They define how we operate, both as individuals and as a business, driving us to build not just successful placements, but a stronger, more connected future for everyone we work with.

Considering a career move or need help with your recruiting needs? Contact us today! Constructive would love to help you!

The Values That Build Constructive

Mon, 30 Jun 2025 00:30:00 GMT

part 2: quality

In recruitment, the pressure to move fast can often lead to shortcuts. But at Constructive, we’ve made a deliberate choice to prioritise quality over speed, every time.

For us, quality isn’t a final check before a placement goes out the door. It’s the thread that runs through everything we do. It’s in how we communicate, how we prepare, how we follow through, and how we represent people’s future s. Because when you’re dealing with careers, businesses, and livelihoods, doing it right matters.

This is the second blog in our three-part series on the values that shape Constructive: Integrity, Quality, and Community. These values are the backbone of our culture and the standard we hold ourselves to every day.

In Part 1, we explored how integrity underpins trust. Now, in Part 2, we’re unpacking how our commitment to quality sets us apart, not just in outcomes, but in the care we bring to the process.

What Quality Means to Us

For us, "Quality is in every detail." This means a relentless dedication to excellence in every single interaction and outcome. We believe that every step of the recruitment journey, from the initial contact to the final placement, deserves attention and a commitment to doing things right.

Another core belief is that "We don't cut corners, ever." True quality isn’t about speed or volume; it’s about precision and thoroughness. We screen candidates, thoroughly understand client needs, and ensure every detail is handled with care. This commitment to detail means we invest deeply in thorough research and delivery for our clients, our candidates, and even for our own team’s ongoing development.

Ultimately, at Constructive , "It's how we work, every day." Quality isn't a destination we occasionally aim for; it’s simply our consistent approach. It’s a mindset that drives continuous improvement and a constant pursuit of the best possible results, ensuring our processes and outcomes consistently meet a high standard.

What Quality Looks Like at Constructive

So, how does this commitment to quality manifest in our daily work?

It’s present throughout the entire process, from the first screening call to onboarding. Every touchpoint is designed to be as effective, efficient, and thoughtful as possible. We’ve thoughtfully crafted our approach because we believe in delivering a high quality service.

Our dedication to quality is evident in our operational framework. Our systems and processes are second to none in the industry , which has helped plug many of the gaps seen in recruitment. We've proactively identified and addressed pain points to ensure a smoother, more successful journey for everyone involved. For example, when we present candidates, we use detailed cover pages to provide context and add value to submissions. This goes beyond a simple resume, giving our clients a deeper understanding of why a candidate is the right fit.

Consistency is another hallmark of our quality commitment. We maintain consistency across all roles, clients, and consultants. This means you can expect the same high standard of service and attention to detail, no matter the specific search or who you're working with on our team.

Our interview process is where our quality truly shines. Our interviews are in-depth, structured, and designed to uncover true alignment, not just surface-level fit. We go beyond technical skills to understand motivations, cultural fit, and long-term potential, ensuring a successful match that benefits both parties. We promise our clients face-to-face interviews every time, never just a phone call.

Finally, our offer process exemplifies our commitment to quality and care. Our offer process is detailed, honest, and respectful to both client and candidate, ensuring expectations are met on all sides. We take the time to facilitate clear communication and address any questions through a face-to-face meeting, making sure everyone feels confident and valued as they move forward.

Why Quality Matters

Delivering quality recruitment experiences is not just something we aim for. It’s something we expect of ourselves, every day. And it doesn’t happen by accident. It’s the result of systems, culture, and shared values working together.

Our commitment to quality is powered by integrity because we believe doing things the right way is the only way. And it feeds directly into our third value, community because long-term partnerships can only grow when we consistently deliver real, lasting value.

Women in Engineering Day

Fri, 27 Jun 2025 00:30:00 GMT

monique elbarbary: building with purpose, leading with perspective

As we wrap up our three-part series celebrating International Women in Engineering Day, we meet Monique Elbarbary , a driven and insightful engineer whose career spans major infrastructure and development projects.

Following Amber Crossley’s deep dive into litigation support and Kellie Hassab’s leadership in land development, Monique brings a different perspective: one shaped by a love for the built environment, a decade on one of Australia’s largest logistics projects, and a belief that empathy has a place in leadership.

From Maps to Master Plans

Monique’s path into engineering began with childhood curiosity. Fascinated by how roads, tunnels, and highways transformed landscapes, she was drawn early to the intersection of math’s, science, structure, and the environment.

“I used to look at bridges and roads and wonder how they were even possible - how you could cut through the bush and just build something that big,” she reflects. That fascination, combined with a natural interest in science and math’s, made engineering a natural fit.

Monique Elbarbary, Development Manager, Project Manager

With both male and female engineers in her family, the idea of a career in engineering was never unfamiliar. But like many students, it wasn’t until university that Monique found her niche. At Western Sydney University, she trialled a range of disciplines before gravitating toward civil and structural engineering, especially timber design. She later completed a master’s degree at UNSW.

A Career Built from the Ground Up

Monique has worn many hats throughout her career, from Project Manager (PM) to Development Manager (DM). Most recently, she worked at CSR where she was responsible for redeveloping large scale pots of land that were previously used for brick making and other factory activities. As a DM, Monique was responsible for the rehabilitation of the land, master planning and ultimately redeveloping the whole area for new use.

But it was one project that stands out: the Moorebank Intermodal Terminal. Monique spent the better part of a decade helping to transform the former defence site, once used for ammunition testing, into a major logistics hub. She led demolition, remediation, rail integration, and warehouse development.

“It was incredible to see it evolve from old defence barracks to an operational terminal. Every time we drive past, I point it out to my husband,” she laughs. “And he’s like, yes, I know you worked on that project.”

Empathy as a Strength, Not a Soft Spot

Throughout her career, Monique has often been one of the few - or only - women in the room. And while that came with its challenges, she credits the support of mentors for helping her grow into leadership.

She highlights her first female manager, the Major Projects Manager as a pivotal influence in her growth. Describing her as “iconic” , Monique says, “She taught me that it’s OK to lead with empathy and still deliver strong outcomes.”

It’s a lesson Monique carries forward, one echoed by other women in this series, that authentic leadership isn’t just valid, it’s essential.

Still a Long Way to Go

While Monique sees encouraging signs of progress, such as more women entering the profession, and more visible female leaders, she’s clear that we’re not there yet.

“Am I still the only woman in the room most days? Yes. But that’s starting to slightly shift. And not just in terms of gender - we’re seeing more diversity overall. Different backgrounds, different experiences. That’s just as important.”

Redefining the Space

Monique believes part of the reason women hesitate to pursue engineering is a misunderstanding of what the profession truly involves. It's often perceived as a "boys' game", highly technical, rigid, and exclusive. But in her experience, women bring a different mindset, one the industry increasingly needs: collaborative thinking, empathy, and a new way of approaching complex challenges.

She emphasises the importance of recognising that these differences aren’t limitations, they are strengths. And for women considering a future in engineering, it’s a powerful reminder: you belong, and you bring value simply by bringing a new perspective into the room.

Advice for the Next Generation

When asked what she would say to a young woman considering a career in engineering, Monique gives the advice her father gave her:

“Just do it. If that’s what you want to do, go for it — and do it well. Your voice and your perspective are needed. You’ll add value.”

She adds: “Don’t ever let statistics dictate how you make decisions. There’s always space for you.”

Monique Elbarbary’s story is a fitting close to this year’s series, a reminder that engineering isn’t just about technical precision. It’s about purpose, leadership, and building a future where more women can lead, build, and thrive on their own terms.

We hope you have enjoyed this series. Thank you so much to the incredible women, Amber, Meghan, Kellie, and Monique for generously sharing their stories, insights, and experiences. Let this not be something we recognise once a year, but a constant reminder of the importance of visibility, inclusion, and diverse voices in engineering, every day.

Women in Engineering Day

Wed, 25 Jun 2025 00:30:00 GMT

kellie hassab: leading with purpose in land development

As we continue our series celebrating International Women in Engineering Day, we turn the spotlight to another inspiring leader in the industry. Following Amber Crossley’s story of navigating litigation support and mentoring the next generation, today we meet Kellie Hassab , Executive Director and NSW Manager at Beveridge Williams . Kellie’s journey reflects a powerful blend of technical skill, people-first leadership, and a commitment to shaping communities through land development and planning.

From Curiosity to Career: A Journey into Surveying

Kellie’s path into engineering was shaped by the influence of her family. Her father taught engineering science and her sister is a civil engineer. But her professional direction truly began to take shape during a chance conversation at a rugby match. Approached by the head of the Surveying Department at the University of Newcastle, she was encouraged to consider a field in need of more female voices.

Kellie Hassab, Executive Director & NSW Manager, Beveridge Williams

Initially studying teaching, Kellie pivoted into a Bachelor of Surveying, drawn by the balance of indoor and outdoor work. But it was only after gaining hands-on experience at a Newcastle-based multidisciplinary firm that she began to feel truly connected to the work.

“My interest was ignited by being curious about how communities were structured and the intricate and often complex processes that shape our built environment,” Kellie reflects.

That curiosity evolved into a broader passion for land, community, and environment, leading her down a multidisciplinary path combining surveying, project management, and town planning. This approach, she explains, allows her to “balance technical delivery with environmental responsibility, while also enjoying meaningful interaction with people, be it staff or clients.”

Driving Change and Building Teams

Today, Kellie leads a team of over 100 professionals at Beveridge Williams. As Executive Director and NSW Manager, she oversees residential estates, infrastructure corridors, and mixed-use developments for government and private clients. Her current focus is on her staff, project strategy, client relationships, and brand growth.

One of her proudest achievements has been guiding the integration of her former company, Trehy Ingold Neate, into Beveridge Williams, along with other subsequent mergers. “It was a complex organisational and cultural merger,” she shares. “It demonstrated the importance of clear leadership, communication and people-first values.”

Through that experience, Kellie says she learned one of the most powerful skills a leader can have: how to truly listen.

Authenticity as a Leadership Strength

Mentorship has played a vital role throughout Kellie’s career. Early on, it was male mentors who helped her build technical confidence and resilience. In more recent years, a network of female leaders has shaped her leadership philosophy : authentic, empowering, and people focused.

“It’s important to be yourself,” she says. “Early in my career, I used to try and hide the fact that I was a woman on construction sites. I thought being caring and softly spoken might be seen as a negative. But now, it’s more about celebrating your diversity and being proud of it”.

This mindset has fuelled Kellie’s commitment to mentoring through BOSSI (Board of Surveying and Spatial Information), Consulting Surveyors NSW, and other industry programs.

Breaking Barriers, Then Lifting Others Up

Kellie’s leadership journey hasn’t come without obstacles. She recalls the early challenges of feeling overlooked and having to fight for visibility and opportunity. “It drove my ambition,” she says. “It shaped my leadership focus on inclusivity and backing yourself.”

That drive led to a major milestone: becoming the first female President of Consulting Surveyors NSW, a role she holds with pride and responsibility.

When asked what helped her build the confidence to back herself, Kellie points to time, maturity and experience. “Mentors helped. So did industry groups like Young Surveyors. These sorts of groups that you can be part of helps with your career progression but also personal development.”

Changing the Industry, One Voice at a Time

Kellie has seen encouraging shifts in the profession. There is a noticeable increase in female participation, especially at the graduate level. There’s also more visibility of women in leadership roles. Kellie states, "Our Surveyor General and President of BOSSI, Narelle Underwood, is a ground breaker. ”

But she’s clear that there’s still work to be done. For example, investing in outreach programs targeting high school and university students, and fostering inclusive cultures where women are supported to lead.

Words for the Next Generation

To the young women considering a future in engineering, Kellie’s advice is:

“ Don’t be intimidated by the statistics - your contribution is needed. Back yourself. Ask questions. Know that leadership can look like you.”

She adds: “Your voice and perspective are what will shape the future of our profession and our community”

Kellie Hassab’s journey reflects the quiet strength and determination of so many women who are not only building careers in engineering but also reshaping the culture around them. Her story is proof that leadership doesn’t have to fit a mold, and that inclusive, values-led voices are making real change.

While there’s still work to be done, the industry is moving in the right direction, thanks to people like Kellie, who continue to lead with authenticity, empathy, and purpose.

Women in Engineering Day

Mon, 23 Jun 2025 00:30:00 GMT

amber crossley’s journey in a changing industry

Today marks the 12th annual International Women in Engineering Day, a global celebration recognising the incredible contributions of women whose expertise and leadership are shaping the industry's future. At Constructive, we're proud to join this recognition by launching a special series, sharing the unique journeys and insights of some inspiring women.

In this first feature, we were lucky enough to interview Amber Crossley and Meaghan Williams. Amber is a Structural Engineer, specialising in litigation support at Izzat Consulting Engineers . Amber shares her journey into engineering, the hurdles she’s faced, and the progress she’s witnessed in a traditionally male-dominated field. Meaghan has a background in construction and currently is the Operations Manager at Izzat Consulting and gave us some valuable insights into Ambers crucial role as well as some of her own experiences.

Bridging the Gender Gap: A Call for Change

Women remain significantly underrepresented in engineering globally. According to Engineers Australia, women comprise just 13% of the engineering workforce , a figure that has only slowly increased over the past two decades despite dedicated efforts. We hope to inspire young women who may question their place in engineering, because there absolutely is one.

From Passion to Profession

Amber’s journey into engineering was sparked by a natural inclination towards numbers, design, and analysing problems, which naturally guided her toward structural engineering. She began her career at Izzat as an undergraduate, gaining hands-on experience during university breaks before joining full-time after graduation.

Early on, however, she realised that the site inspections and design calculations she was assigned did not fully engage her. Instead, her curiosity was captured by forensic engineering and reporting, a specialised discipline that investigates structural failures and defects, often in legal contexts. Working alongside Izzat’s Director and Expert Engineer, Tony Dockrill, Amber now analyses data collected from site, reviews technical documentation, assesses design and construction compliance against codes and standards, then translates the engineering findings into clear, evidence-based reports for use in legal matters.

This demanding specialisation requires not only rigorous attention to detail but also exceptional communication skills, qualities that have earned Amber high praise from her colleagues. Meaghan Williams, commends her as "the most detailed engineer I know." Beyond her technical responsibilities, Amber is a dedicated mentor, actively training her team, sharing her expertise, and fostering a culture of professional growth.

Navigating a Male-Dominated Industry

Meaghan Williams, Operations Manager, Izzat Consulting Engineers

Engineering remains one of the most male-dominated professions, and Amber acknowledges that she has sometimes felt the pressure to prove her competence more than her male peers. Yet she credits her growing confidence in the workplace for enabling her to navigate these challenges with self-assurance.

Crucially, as a working mother, Amber highlights the invaluable support she receives from Izzat. "Izzat has been incredibly supportive," she shares. "As a mum, the flexibility and understanding they offer has allowed me to do my job while managing my family responsibilities.” For Meaghan, providing a supportive and flexible environment for all of their staff is something that she is super passionate about.

Together We Engineer

This years’ theme is “Together we engineer” , emphasising the importance of collaboration and inclusivity. Over Amber’s nearly two-decade career, she has been a direct witness to significant industry shifts. She explains how gender diversity, once a rarely discussed topic, has moved to the forefront of industry conversations. Meaghan added that practical changes, such as the introduction of female amenities on construction sites, alongside the adoption of pink high vis vests, are collectively contributing to a more inclusive and safer workplace environment for women.

“Visibility and support are vital,” Amber emphasises. “Everyone, especially children, need to see women excelling in a variety of roles and industries, including technical, specialist and leadership roles. Flexible working arrangements - for both men and women - is also essential in helping to make engineering a more sustainable career choice for all.”

Empowering the Next Generation

To wrap up our conversation, we asked Amber what advice she would offer to young women considering a future in engineering. Her message was both honest and empowering:

“Know your strengths and be yourself. There might be times when you're the only woman in the room, but your opinion and perspective is important and valuable”.

She adds, “Engineering is a broad and rewarding career. Every project is different and brings new challenges. You get to solve real problems and see the impact of your work come to life. You may not have your career path figured out early on, but sometimes the best roles are the ones you didn’t plan for.”

Amber Crossley’s story is a testament to the evolving landscape of engineering - a field growing more diverse, inclusive, and enriched by the talents of women like her. Our conversation highlighted the need to create excitement amongst the younger generation of females to embark upon a career in Engineering.

Both Amber and Meaghan are excellent ambassadors for women in engineering and highlight the diverse opportunities available across the sector.

Stay tuned for the next posts in our Women in Engineering series, where we will share the journeys and perspectives of two more inspiring women shaping the future of this evolving industry.

The Values That Build Constructive

Mon, 16 Jun 2025 00:30:00 GMT

part 1: integrity

At Constructive, our values aren’t just words on a wall! They guide how we work, how we treat people, and how we make decisions. We believe that strong relationships, lasting partnerships, and meaningful outcomes all start with a clear sense of what we stand for.

This three-part blog series unpacks the values that shape who we are: Integrity, Quality, and Community . These aren’t just guiding principle, they’re reflected in every call we take, every job we fill, and every conversation we have with a client or candidate.

We’re starting with the foundation of it all: Integrity.

In recruitment, trust is everything. Clients trust us to represent their brand and find the right people. Candidates trust us with their career journeys. And internally, we trust one another to collaborate, communicate, and act with respect.

For us, integrity means doing the right thing, even when it’s not the easiest option. It’s about being honest, fair, and consistent in everything we do.

What Does Integrity Mean to Us?

When we asked our team what integrity means personally, a few themes emerged. For many, it boils down to "Honesty between all." It’s about creating an environment where truthfulness isn't just encouraged, it's expected.

Another common sentiment was, "We do what we say we will do." This simple yet profound statement speaks to the heart of reliability and trust. It means following through on commitments, big or small, and ensuring our actions consistently align with our words.

Ultimately, integrity at Constructive also means that "We make decisions that are right, fair and just. " This guides us in every interaction, from internal discussions to external partnerships, ensuring our choices are ethically sound and equitable.

Integrity in Action: How We Practice What We Preach

So, how does this translate into our day-to-day work? We demonstrate integrity through specific practices that shape our client relationships, candidate interactions, and internal culture.

For starters, we're incredibly selective about who we partner with. We only work with clients who align with our values, ensuring a shared commitment to ethical practices and mutual respect. This isn't just good business; it's essential for maintaining our integrity.

Transparency is paramount when it comes to our candidates. We’re transparent about where we’re sending candidates , ensuring they're fully informed and comfortable with every step of the process. And when it comes to talent, we play by the rules: we don’t poach talent from our client companies, no matter the financial incentive. Our long-term relationships are far more valuable than short-term gain.

Presenting job offers honestly is another non-negotiable. We always present job offers honestly to candidates, even if it means a lower commission. Our priority is finding the right fit for both the candidate and the client, not maximising our earnings. Similarly, we never exaggerate a candidate’s experience or qualifications. Authenticity is key, and misrepresenting a candidate does a disservice to everyone involved.

Confidentiality is also a cornerstone of our candidate relationships. We protect the confidentiality of job seekers’ applications and expect h onesty in return. This mutual trust forms the basis of a strong and effective partnership.

Beyond our external interactions, integrity deeply influences our internal dynamics. Integrity also guides how we treat each other internally with respect, fairness, and accountability . This means fostering a workplace where every team member feels valued, heard, and supported, and where we hold ourselves and each other to the highest ethical standards.

The Foundation of Everything

For us, integrity isn't just a value; it's the bedrock upon which everything else at Constructive is built. It’s the essential ingredient that allows us to deliver on our promise of Quality and to cultivate a thriving Community both within our team and with our extended network of clients and candidates. Without integrity, quality would lack trust, and community would lack genuine connection.

AI as Your New Career Coach

Mon, 09 Jun 2025 23:12:37 GMT

part 3: using AI to predict interview questions

Welcome to the final part of our series, AI as Your New Career Coach. So far, we’ve explored how AI tools can help job seekers craft standout resumes and personalised cover letters.

Now, it’s time for the home stretch: preparing for interviews.

Interviews can be nerve-wracking, especially when you’re unsure what to expect or how to structure your answers. But here’s something not enough people are talking about: some employers and hiring managers are using AI too. Many use AI to draft interview questions or summarise job ad key points. That means jobseekers can - and should - do the same.

Here’s how you can use AI to help you prepare for your next job interview:

1. Predict common or role-specific interview questions based on the job ad

One of the smartest ways to prepare for an interview is to anticipate the questions you might be asked - and AI makes that much easier.

By feeding the job description or job title into a tool like ChatGPT, you can generate a list of questions that are relevant to the specific role, industry, and even seniority level. This gives you a clear idea of what topics might come up, so you can start planning how to respond.

Prompt to try:

“Based on this job ad, generate 10 common interview questions for this role: [paste job ad].”

Tip: If you’re applying for a senior role, such as a Project Manager in civil construction or a Principal Structural Engineer in consulting, ask AI to focus on leadership, strategic thinking, or technical decision-making.

Prompt variation:

“What are some senior-level interview questions for a [Job Title] role in [Industry]?”

2. Ask for example answers using the STAR (Situation, Task, Action, Result) method

When it comes to behavioural questions (e.g., “Tell me about a time you had to solve a problem”), structure matters. That’s where the STAR method (Situation, Task, Action, and Result) comes in. AI can help you turn a rough draft or set of bullet points into a polished, well-structured response using STAR.

Prompt to try:

“Here are some bullet points about a project I led. Can you turn this into a STAR-format interview answer?

Situation: [your context]

Task: [your responsibility]

Action: [what you did]

Result: [the outcome]”

Tip: Use industry-specific terms and metrics where possible. For example, if you’re in construction, mention timelines, cost savings, safety compliance, or project scope.

Pro insight:

Once AI creates your STAR answer, ask it to make it sound more confident or succinct.

Prompt variation:

“Can you rewrite this STAR response to sound more confident and suited to a senior-level audience?”

3. Practice responding to questions and ask ChatGPT for feedback on how to improve your answer

Practising out loud is one of the best ways to build confidence before an interview. But what if you had someone to give you feedback on your answers? AI can help with that too.

Once you’ve drafted your responses, read them aloud and ask AI to evaluate them. Some tools can highlight areas that sound repetitive, unclear, or overly formal - and help you rephrase your answers.

This feature is currently available on some tools like ChatGPT. However, you can also still use the regular chat function.

Prompt to try:

“Here’s a draft of how I’d answer this interview question: [paste your answer]. Can you provide feedback on how I could make it clearer, more concise, or more engaging?”

Tip: You can even simulate a mock interview by asking AI to play the role of the interviewer.

AI won’t be in the room with you - but it can help you walk in prepared.

Artificial Intelligence won’t replace your ambition, your work ethic, or your personal story-but it can help you refine how you present those things to employers.

Used wisely, AI tools like ChatGPT or Gemini can save you time, reduce stress, and give you the edge you need in today’s job market. So next time you’re working on a resume, stuck on a cover letter, or preparing for an interview, don’t hesitate to bring your digital career coach into the process.

Because in 2025, being prepared isn’t just about having experience - it’s about knowing how to use every tool available to tell your story well.

AI as Your New Career Coach

Mon, 02 Jun 2025 23:53:38 GMT

part 2: using AI to create a cover letter

Welcome to Part 2 of our series AI as Your New Career Coach. In Part 1 , we explored how to use AI to build a strong, professional resume. If you haven’t read it yet, we recommend checking it out!

Now, let’s move on to the next step: crafting a cover letter.

Anyone who’s written a cover letter from scratch knows the struggle - rewriting the same sentence five times before it finally sounds right. It’s time-consuming, frustrating, and often one of the most dreaded parts of the job application process.

That’s where AI becomes a game changer. With the right prompts, AI tools can take the pressure off by helping you structure, draft, and polish a tailored cover letter- without losing your unique voice.

1. Start with a strong foundation

Instead of starting from scratch, get AI to build a first draft that’s tailored to your industry and experience level. This base letter can serve as your go-to template.

Prompt to try:

“Write a professional cover letter for a [job title] role in the [industry] industry. I have [X years] of experience in [mention skills or areas of expertise]. Keep the tone confident and concise.”

Tip: Save this version to reuse and adapt for multiple roles.

If you are applying for a specific role, you should include the employer name, job description, and key requirements. This allows the AI to customise your cover letter so it aligns with what the employer is actually looking for.

Prompt to try:

“Here is a job ad for a Senior Civil Estimator at XYZ Company: [paste job ad] . Based on this, write a tailored cover letter using my background: 4 years of experience in civil estimating…”

Tip: A generic cover letter won’t get you noticed. So make sure you look for ways to echo the company’s language while still sounding like yourself.

2. Perfect the tone

AI can be a great tool to help you start, but make sure you perfect the tone. You want to come across as professional, but still like you. The goal is to strike a balance between polished and personal, using language you’d naturally use while still meeting the expectations of the industry or employer.

Prompt to try:

“Rewrite this cover letter to sound more [enthusiastic/professional/approachable/confident], while keeping the content the same: [paste your draft]. ”

Tip: Consider the nature of the company and the role. For example, a civil construction firm where project managers and estimators are often on-site may value a clear, confident, and practical tone that reflects strong leadership and decision-making. In contrast, a consulting engineering firm, typically office-based, might expect a more formal, detail-oriented tone that highlights your technical expertise, communication skills, and ability to collaborate across teams.

3. Add a personal touch

Beyond addressing key points in the job ad, it is important to showcase your personality and motivation. This will make the letter memorable. AI will not be able to answer this for you, however, it can assist in expressing your main ideas.

Prompt to try:

“Add a short, personalised closing paragraph to this cover letter that explains why I’m excited to work at [Company Name] and how my values align with their mission. Here are some points to include: I am excited because…”

Tip: Think about what genuinely draws you to the company, i.e., is it their projects, culture, reputation, leadership, or values? Jot down a few reasons, then let AI help you shape them into a concise, engaging paragraph.

AI can help you beat writer’s block, improve your phrasing, and save hours of effort-but your voice still matters most. Use these tools to fast-track the writing process, then take the time to ensure the final version reflects your passion, professionalism, and personality.

The Human Touch Remains Essential!

Even with sophisticated AI tools, the human element remains irreplaceable. You need to verify accuracy, add personal context, and ensure the final document genuinely represents your professional journey.

Remember that hiring managers value authenticity. Use AI to help you present your best professional self, not to create a synthetic version that doesn't align with who you truly are.

Coming up in Part 3, we’ll show you how to use AI to prepare for job interviews. Think tailored practice questions, real-time feedback, and confidence-boosting tips. Stay tuned!

AI as Your New Career Coach

Mon, 26 May 2025 01:13:56 GMT

Part 1: using AI to write resumes

ChatGPT: Give me a recipe for the best Banana Bread

ChatGPT: Plan a 3-day Itinerary for Sydney

ChatGPT: What are 5 gift ideas for my mum?

You've probably used AI tools like ChatGPT or Google’s Gemini to help plan a holiday, write a shopping list, or brainstorm gift ideas. But what if you could use those same tools to land your next job?

Recently, I used AI to help plan a trip, and it got me thinking: most people are using AI for fun or convenience. But there’s untapped potential for career development - especially if you're navigating a competitive job market.

So, I’ve decided to create a short series to show how AI can act as your digital career coach. Think of it as free, 24/7 support for everything from resumes to interviews.

Let’s be clear - AI won’t know your experience as well as you do. It won’t remember that you led a team through a difficult project or that you were the go-to person for solving problems.

But it can help you communicate those things more clearly and professionally.

AI Tools to Try

Before we get into the tips, if you’re new to using AI, here are a few tools worth exploring:

● ChatGPT

● Gemini

● Claude.ai

● Rezi

● Kickresume

The Right Way to Leverage AI for Your Resume

Many jobseekers make the mistake of asking AI to “write my resume” from scratch. This approach rarely produces impressive results because AI tools lack the personal context and nuanced understanding of your unique career journey. Instead, use AI as a collaborative tool to refine and enhance what you already know about yourself.

Here are some better prompts to try:

● “Here’s a job description. Based on this, how can I improve my resume?”

● “Can you rewrite these bullet points to sound more results-focused and professional?”

● “Suggest action verbs for describing project management experience.”

The ATS Barrier

One of the biggest challenges in resume writing today is getting past Applicant Tracking Systems (ATS). These are software programs many employers use to scan resumes and filter candidates based on keywords before a human even looks at your application. If your resume doesn’t include the right terms, it might never reach the hiring manager - even if you’re perfectly qualified.

That’s where AI can really help:

● Keyword Identification: Paste in the job description and ask: “What keywords should I include in my resume to match this role?” This helps you identify the specific terminology that the ATS will be scanning for.

● Strategic Rephrasing: Use it to rephrase your bullet points using more relevant, impactful language. Try this: “Rewrite these bullet points using language from this job ad.” This maintains your authentic experience while incorporating critical keywords.

● Role Alignment: Ask for suggestions to make your experience sound more aligned with what the employer is looking for. Try this: “Does this sound aligned with the role of a [Job Title]?” This helps ensure your experience translates well to the specific position.

Maintaining Your Authentic Professional Voice

While AI is excellent at suggesting improvements, remember that your resume should still sound like you. After getting AI suggestions, take time to review and adjust the language to match your personal style and accurately reflect on your accomplishments.

Beyond Keywords: Using AI for Strategic Positioning

Beyond just identifying keywords, AI can help you position your experience in the most compelling way for each application:

● Changing Industries?

Prompt: “Translate this experience into language relevant to the engineering industry.”

● Employment Gaps?

Prompt: “How can I explain a 6-month employment gap professionally?”

● Highlighting Transferable Skills

Prompt: “How can I frame these skills for a project management role?”

The Human Touch Remains Essential

Even with sophisticated AI tools, the human element remains irreplaceable. AI can suggest improvements, but you need to verify accuracy, add personal context, and ensure the final document genuinely represents your professional journey.

Remember that hiring managers value authenticity. Use AI to help you present your best professional self, not to create a synthetic version that doesn't align with who you truly are.

By using AI strategically as a resume enhancement tool rather than a replacement for your own input, you'll create a more compelling, keyword-rich document that maintains your unique professional voice while maximising your chances of getting past the ATS and into the interview room.

I hope you have learnt something new in this blog post. In the next blog, we’ll explore how you can use AI to help create a tailored, stand out cover letter. Stay tuned!

Mental Health Awareness Week

Sun, 11 May 2025 22:58:49 GMT

daily practices to support wellbeing in the workplace

This week marks the beginning of Mental Health Awareness Week, with the 2025 theme centered around Community.

At Constructive, community isn’t just a core value - it’s something we actively cultivate every day. With research showing that 1 in 5 people will experience mental health challenges each year - and nearly half of us at some point in our lives - it’s a timely reminder of the importance of connection and support in the workplace.

In the spirit of this year’s theme, we’re sharing some simple, practical ways to strengthen community and support mental wellbeing in your daily work life.

1. Start your day with a plan

At Constructive, we like to start the day with a bit of structure, often with a pen and paper. Taking a few minutes to jot down our top priorities helps us stay focused and in control, especially before the inbox fills up.

If you’re looking to build this habit, try starting each morning by writing down three key tasks you want to complete. You might also break your list into “must-do” and “nice-to-do” items to avoid overwhelm. If you prefer digital tools, apps like Notion, or even your phone's notes app can help you stay organised. Whatever method you choose, a simple daily plan can go a long way in supporting mental clarity and reducing stress.

2. Listen to music

We’ve found that playing upbeat music in the background can really lift the mood and improve focus throughout the day. It’s a small habit that adds a lot to our everyday wellbeing.

If you’re working in an office, consider setting up a shared playlist that the team can contribute to. For those working from home, try playing music through a speaker rather than headphones to avoid feeling too distracted. You can even set different playlists for different tasks, something upbeat for admin, and something instrumental for deep focus.

3. Exercise every day

Exercising is a powerful way to lift your energy and support your mental health. The good news? You don’t need a long workout to feel the benefits. We like to make the most of our location with lunchtime runs, ocean swims (one of the perks of working in Manly!), or even a quick walk to reset during the day.

No matter where you work, there are easy ways to include exercise into your day. If your office is near a park, try a nice walk, jog, or even some bodyweight exercises or yoga. Working from home? A 10-minute YouTube workout, Pilates, or stretch session between meetings can do wonders. If you have access to a gym, a short weights or cardio session before or after work - or even during your lunch break - can give you a big energy boost. It doesn’t have to be a full workout - just getting your body moving can make a big difference.

4. Activities with the team

We also make time to connect outside of the office, whether it’s beach volleyball, a casual tennis match, or even a (slightly uncoordinated) game of bowling, we try to organise a team-building activity every month as it’s a great way to have a laugh and strengthen relationships across the business.

If you’re looking to bring your team closer, you can start small with a social coffee break. This is a great way to catch up with the team outside of work. If you’re looking for something more fun, you can go to your local pub after work for some trivia!

Here are some other ideas:

• Mini Golf

• Karaoke

• Escape Rooms

• Paint and Sip (you can even host your own!)

• Board Games

5. Spend your lunchbreak with a colleague

Lunch is the perfect time to connect with others – not about work, but as people. Try inviting someone for a walk or grabbing a bite to eat together. It’s a simple way to build relationships and remind yourself (and others) that work is about more than just the tasks. Investing in your social connections at work can lead to greater job satisfaction, better collaboration, and a stronger sense of belonging.

Mental health isn’t just individual – it’s also deeply social. Take a moment to reflect on how you contribute to your workplace culture and community. Do you make time for meaningful conversations? Do you welcome new team members and help them feel included? A healthy workplace community is built on care, empathy, and connection – and we all have a role to play in that.

We hope you have found this blog helpful. Mental Health Awareness Week is a timely reminder that wellbeing isn't a once-a-year conversation – it's something we can support in small, practical ways, every day. By looking after ourselves and each other, we help build a workplace that’s not only productive but positive, inclusive, and supportive.

Let’s keep showing up for our colleagues, our teams, and our wider community – not just this week but every day.

How to Stand Out in a Competitive Market

Sun, 04 May 2025 23:40:17 GMT

the key is consistency and visibility

Are you looking for a career move?

The industry is saturated with talent, and it is important that you stand out when looking for your next opportunity. So - how do you do this? The key is consistency and visibility.

Employers are looking for more than just technical skills; they want candidates to show initiative, keep developing their abilities, and have a strong professional presence. Whether you’re stepping into a new role or aiming to take a step up in your career, it’s important to make sure you’re seen - and remembered - for the right reasons.

It is crucial to recognise that landing the right opportunity isn’t just about applying - it’s about consistently putting your best self forward and being visible to the right people. A few small but powerful steps can go a long way in helping you stand out and taking control of your next career opportunity.

1. Keep Your Resume Up to Date

When was the last time you updated your resume?

1 month ago? 6 months ago?? 2 years ago???

Your resume is often the first impression you make. So, make sure it reflects your most recent experience, skills, and achievements. However, it goes beyond that. Share some of your hobbies or interests.

As Tom, one of our recruitment consultants says, “Sometimes it’s not just about skills on paper; it’s about the person behind them.”

What you might think is irrelevant could actually be the detail that catches an employer’s attention and opens the door to your next opportunity.

“Are you a black belt in Jiu Jitsu? That's outstanding discipline and focus - exactly the traits that make a difference at work” , Tom adds.

2. Update Your LinkedIn Profile

LinkedIn is one of the most powerful tools for jobseekers. Keep your profile current, highlight key projects, and ask for recommendations from colleagues. Having a strong LinkedIn presence is essential if you’re looking for roles in a competitive market like engineering.

3. Invest in Your Own Learning

The best candidates never stop learning! Whether it’s gaining new certifications, attending industry seminars, or completing online courses, showing a commitment to professional development can set you apart. The truth is, if you aren’t putting in the effort - someone else will.

And don’t forget to add these to your resume and LinkedIn profile!

4. Network with People in Your Industry

We have said this many times before, and we will say this again - connections matter!

Attend industry events, join professional groups, and engage with others in your field to build your credibility. Many opportunities aren’t advertised and are filled through networks. Building those relationships can open so many doors and make all the difference when looking for a new opportunity.

5. Develop Your Personal Brand

Your personal brand is how the industry sees you. Make sure you’re known for your expertise, work ethic, and reliability. Share your successes on social media, contribute to industry discussions, and present yourself professionally online and in-person.

We remind our candidates that although the industry is large, everyone knows someone, somewhere. So, keep that in mind. If something doesn’t work out for you somewhere along the way, manage it professionally so that it does not damage your personal brand.

A strong personal brand can help you be top of mind when employers and recruiters are looking for talent. You can read more about the importance of your personal brand here .

We hope you have found this blog post helpful. Remember, standing out in a competitive job market takes more than just ticking the right boxes - it’s about presenting yourself as a well-rounded, proactive individual. The key?

Consistency and visibility!

Looking for your next career move?

Constructive has over 25 years of experience connecting jobseekers with roles across Australia in the Built Environment and Infrastructure sectors. Let’s help you find your next opportunity - contact us today!

What Top Candidates Are Really Looking For in 2025!

Mon, 28 Apr 2025 05:14:59 GMT

insights and tips for employers

“What would make you consider leaving your current role?”

It’s a question we ask jobseekers every day. Why? Because the job market is always evolving - and as recruiters, it’s our job to understand what professionals want and need from their next career move so that we can help them find the perfect opportunity.

What we’re seeing right now is a significant shift. The market is more competitive than ever - and not just for jobseekers. Employers are in a race to attract and retain top talent in a landscape where priorities have changed, and expectations are higher.

For employers, this means that it is no longer enough to offer a competitive salary package or tick the box on job duties. Today’s most sought-after professionals are looking for something more - alignment, purpose and real opportunities to grow.

So, what exactly do top candidates want in 2025? And how can your business rise to meet those expectations?

Let’s break it down.

1. Purpose and Meaning

More than ever, candidates are seeking roles that feel meaningful. They want to know that their work contributes to something bigger - whether that’s building sustainable communities, advancing infrastructure, or supporting long-term growth.

What you can do:

● Clearly communicate your company’s mission and values.

● Highlight the impact of the role, not just the responsibilities.

● Share real examples of how your team is already making a difference.

2. Flexibility and Trust

Flexible work isn’t a “nice to have” anymore - it seems to be a core expectation now. Candidates want to feel trusted to manage their work and time in a way that suits them and still delivers results. Whilst I understand that this is not always possible or feasible for a business to implement, it is something that can be considered.

What you can do:

● Offer hybrid or flexible work arrangements where possible. We have seen businesses offering a 9-day fortnight which has been very successful in attracting and retaining employees.

● Move towards outcome-focused KPIs.

● Promote flexibility as part of your employer brand.

3. Career Development

Ambitious professionals are thinking ahead. If they don’t see clear pathways for career development, they will look elsewhere - often before you even know they are considering it.

What you can do:

● Offer structured learning and mentorship opportunities.

● Discuss growth plans during the interview process.

● Make internal promotions visible and celebrated.

4. Healthy Workplace Culture

Candidates are prioritising environments where respect, collaboration, and wellbeing are valued. A strong culture is not just for good morale - it can be a major selling point for your business.

What you can do:

● Define your values.

● Create space for feedback, inclusion, and support.

● Share stories from your team that reflect your culture.

5. Speed and Transparency in the Hiring Process

Great candidates are in demand. A slow, unclear recruitment process is one of the fastest ways to lose them.

What can you do:

● Set expectations from the beginning.

● Communicate regularly.

● Provide honest feedback - yes, even if they’re not moving forward.

So, the next time you're sitting across from a potential hire, keep these insights in mind. Today’s candidates are more selective than ever - and if you want them to choose you, you’ll need to show them why it’s the right fit. It’s not just about filling a role - it’s about positioning your business as the place top talent wants to be.

22 Years of Building Better Futures

Wed, 05 Feb 2025 01:53:36 GMT

our rebrand

Today marks a significant milestone for the Constructive brand – 22 years of Building Better Futures.

To celebrate this anniversary, we are excited to announce the launch of our rebrand. As we continue to evolve and develop as a business, we felt it was the perfect time to refresh our brand identity to better reflect our progress and future aspirations.

A Brief History of Constructive

Founded in 2003, the Constructive brand has been dedicated to connecting exceptional talent with leading businesses across the built environment and infrastructure sectors.

Over the years, we’ve built a reputation based on quality, integrity, and a passion for making a lasting impact on the community. As we look back on our journey, it’s clear that the heart of our company – our values – has remained steadfast, even as we have evolved.

Why a Rebrand?

So, why did we decide to rebrand?

Our rebrand reflects our commitment to looking forward as a business, while still honoring the values and principles that have defined the Constructive brand for more than two decades.

What Does Our New Logo Represent?

Our old logo, while functional, didn’t fully convey the energy and impact we bring to our clients and candidates. So, we wanted a new look that would better communicate our values and vision.

The bold, blue ‘C’ for Constructive, paired with a vibrant green arrow. The blue signifies trust, reliability, and professionalism – all key aspects of our work.

The green arrow represents our commitment to making a positive impact and propelling your career forward. This new logo is dynamic, modern, and full of energy.

A New Tagline

In the past, our taglines have been “Building Relationships” in the early 2000’s before transitioning to “Total Talent Solutions” to “Experts. Sourcing Exceptional Talent”, which all reflected different stages of the brands history.

While we continue to focus on building great relationships with jobseekers and clients, and sourcing the best talent in the market, we’ve expanded our perspective.

Our new tagline – “Building Better Futures” – reflects our broader mission. It’s no longer just about filling positions; it’s about shaping long-term success for both the jobseekers we work with, the businesses we work with, our own employees and now with our innovative Franchise structure, our business owners.

What’s Next?

Over the next few weeks, you’ll start to see our new brand identity come to life across our social media platforms and website. We’re excited to share this next chapter with you and to continue our journey of making meaningful connections that positively impact lives and businesses.

Be sure to check out our brand-new website for a deeper dive into who we are and how we can help you.

Stay tuned, and welcome to the new Constructive!

How to Prepare for a Virtual Interview

Tue, 21 Jan 2025 01:09:00 GMT

a jobseekers guide for success

Over the past couple of years, virtual interviews have become the norm, especially since the pandemic made in-person meetings difficult or impossible. At Constructive, conducting virtual interviews over Teams have provided us with the benefit of efficiency and flexibility, allowing us to connect with candidates quickly and with less disruption. But while the shift to virtual interviews has streamlined the process for many, we still experience issues on a regular basis - ones that can sometimes break someone's chances of landing the job.

A technical glitch, poor lighting, or distractions in the background could easily derail an otherwise strong interview performance. Therefore, to help you navigate the virtual interview world successfully, we’ve compiled a list of essential tips to ensure you're prepared and make the best possible impression.

1. Be Prepared

Just like with any interview, preparation is key. Be ready to speak confidently about your experience, skills, and why you’re the right fit for the position. If there are any gaps in your resume, be prepared to address them thoughtfully, explaining the reasons behind them and how they’ve contributed to your growth, whether through personal development, skill-building, or other experiences.

2. Be On Time

Punctuality is just as important in a virtual interview as it is for an in-person one. Aim to log in at least 5-10 minutes before your scheduled interview time. This will give you a moment to address any unforeseen technical difficulties, check your connection, adjust your camera, and settle in before you start.

3. Look Presentable

Although virtual interviews offer the comfort of being at home, it’s important to dress professionally. This doesn’t necessarily mean a full suit, but dress in a way that shows you take the interview seriously and are putting in the effort. Avoid overly casual clothing like T-shirts or anything too distracting. If you are unsure, it is always better to overdress than to underdress!

4. Choose a Quiet, Distraction-Free Space

Select a space where you can focus and avoid distractions. Ideally, this should be a quiet room with minimal background noise. Close any windows and let others in your household know you’re in an interview to avoid interruptions.

5. Check your Technology

Ensure your internet connection is stable and that your device (laptop, desktop, etc.) is fully charged or plugged in - after all nothing kills your chances faster than a dying battery! Test your camera and microphone ahead of time to confirm they’re working. From my experience, using a wired connection is often more reliable than relying on Wi-Fi, so consider that if possible.

6. Think About Your Background

While you don’t need a fancy backdrop, your surroundings should be tidy and professional. Avoid sitting in your bedroom or in front of overly cluttered spaces. A plain wall or a clean, well-lit space works best. Good lighting is also crucial, so try to sit facing a light source (natural light from a window is ideal, but a lamp in front of you can also work well).

Additional Tips for Success:

Maintain Eye Contact: When speaking, try to look directly at the camera instead of your screen. This will make you appear more engaged and confident.

Stay Calm and Be Yourself: Virtual interviews can feel a bit more formal or impersonal than in-person ones, but remember that the interviewer is still a person, and they’re just as eager to get to know you. Stay calm, smile, and engage in a friendly yet professional manner.

Have a Backup Plan: In case something goes wrong with your technology, be prepared with a backup plan. This might include a second device ready to go or having the interviewer’s contact information handy in case you need to switch platforms.

Follow Up: After the interview, be sure to send a thank-you email within 24 hours. This simple gesture shows your appreciation for their time and helps reinforce your interest in the role.

Virtual interviews may have become more common in recent years, but that doesn’t mean they’re any less important. A successful virtual interview requires preparation, attention to detail, and a calm, confident approach. By following these tips, you can ensure that you're putting your best foot forward and making a strong impression.

For more interview advice, be sure to check out our jobseekers’ guide which is available here

Good Luck!

Setting Realistic New Year's Resolutions

Mon, 13 Jan 2025 05:24:00 GMT

how to spark motivation in 2025

As we welcome in the new year, many of us are inspired to set new goals, break old habits, and embrace fresh opportunities. It’s exciting to think about the possibilities, but when it comes to resolutions, it’s easy to get carried away with setting unrealistic goals. While the idea of skydiving or traveling the world may sound thrilling, setting realistic and achievable goals is key to making meaningful progress - especially when it comes to your career!

In this blog, we’ll explore how to set career-focused New Year’s resolutions that align with your goals for professional development and personal growth. Whether you're aiming for a promotion, skill development, or simply better work-life harmony, these tips will help ensure your goals are grounded in reality and set you up for success.

1.Read Motivational Books

A great way to kick-start your professional development is by reading books that not only inspire but also teach you valuable skills. Whether it’s a motivational book that encourages you to think bigger, a self-help guide to improve your productivity, or a professional development book that gives you industry insights, reading can give you a fresh perspective and the knowledge you need to level up in your career.

2. Listen to Podcasts for Growth

Podcasts have become an invaluable resource for learning on the go. Whether you’re commuting or taking a break, listening to podcasts related to your field or personal development can provide continuous learning opportunities. Look for podcasts that feature career advice, industry insights, and expert interviews. They can be a great way to stay updated and motivated while managing a busy schedule.

3. Arrange a Career Review with your Employer

One of the most powerful ways to take control of your career trajectory is by proactively discussing your growth with your employer. Arrange a career review or one-on-one meeting to discuss your performance, goals, and opportunities for advancement. This can help clarify your career path and give you actionable feedback on how to improve. It also shows initiative, which can set you apart when promotion opportunities arise.

4. Attend Events and Network

A great way to develop new skills is through education! There are countless events, workshops and conferences designed to help professionals upskill and connect. No matter your industry, you can find events that not only expand your knowledge but also inspire you to take the next step in your career. Start by browsing LinkedIn events or industry-specific platforms to find opportunities that match your interests. By listening and talking to people within your field, you can stay motivated and build valuable relationships that could open doors to new opportunities or provide you with a fresh perspective.

5. Have Fun and Stay True to Yourself

Lastly, I wanted to add that while setting career goals is important, it’s equally essential to remember that your journey should be enjoyable and authentic. Don’t forget to make room for the things that excite you and bring you joy. Pursuing your passions, whether through hobbies, travel, or simply spending time with loved ones, helps maintain healthy work-life harmony and keeps you energised. Staying true to who you are and aligning your career goals with your values will not only make the process more fulfilling but also ensure you're building a career that truly resonates with you. After all, success isn’t just about climbing the ladder - it’s about creating a life that makes you happy.

I hope you’ve found this blog post helpful! If you're looking for more tips on staying motivated and achieving success in the workplace, be sure to check out our blog on how to Boost Workplace Productivity and Enjoyment.

Wishing you a Happy New Year and a successful, fulfilling year ahead!

Nailing a Great Team Meeting

Thu, 12 Dec 2024 03:28:00 GMT

5 constructive tips

It’s easy to get caught up in the daily grind of tasks and lose sight of the bigger picture - business goals, team alignment, and overall strategy. That’s why regular meetings are so crucial. We have a team meeting every Monday morning, known as the "Monday Morning Meeting" (or Triple M), to reset, align, and set the tone for the week ahead. These meetings are essential for keeping everyone focused on driving the business forward, staying informed about key projects, and understanding what their colleagues are working on.

1. Have a Plan

Allocate time. We think an hour is a perfect amount of time - long enough to cover key updates and tackle any discussion points, but not so long that employees stop paying attention. Don’t waste time! Start and end on schedule. Having a set agenda helps everyone stay on track. If you're running over time, make sure to decide which discussions need to be followed up on offline so the meeting doesn't overrun. A good practice is to share the agenda in advance so that everyone is prepared and knows what to expect.

2. Have a Focus

Instead of letting the conversation go in multiple directions, try focusing on one specific topic for each meeting. This could be a short training session, a session focused on a specific department, or a brainstorming session for new ideas. A clear focus helps direct the discussion and prevents meetings from becoming overly broad or unfocused. A good idea to alternate between strategy-focused meetings (e.g., business growth, planning, etc.) and tactical ones (e.g., weekly project updates, problem-solving).

3. Ensure all Team Members are Involved

A great meeting isn't a monologue - it’s a conversation! Make sure that everyone has a chance to speak, whether it's sharing updates on their work, offering feedback, or participating in brainstorming sessions. Some people may be more introverted, so it's important to make a conscious effort to draw them in. Encourage an inclusive environment where all voices are heard. This will increase engagement, help team members feel valued, and generate new ideas. We like to do this by going around the room asking everyone to take turns giving a quick update or contributing to the discussion.

4. Keep it Positive and Solution Focused

Make sure that discussions stay solution-oriented. If problems do come up, ask for solutions or suggestions on how to move forward. This helps maintain momentum and fosters a culture of problem-solving rather than dwelling on what went wrong.

Starting the meeting with a quick round of “wins” or positive updates can set the right tone and create an upbeat, productive atmosphere. It can help team members feel motivated and excited to start the week!

5. Set Actionable Steps

Lastly, every meeting should end with a clear set of actions. These are the tasks, decisions, and assignments that will move the team forward. Make sure everyone knows what their responsibilities are for the week before leaving the meeting and share it with the rest of the team. This ensures that the conversations translate into progress rather than just talk!

So, what makes a great meeting? A balance of structure, collaboration, and clear action items that drive the business forward - making the Triple M something everyone looks forward to each week!

The Power of Saying "Thank You" This Holiday Season

Mon, 25 Nov 2024 05:42:00 GMT

As we approach Christmas and the end of 2024, it's a perfect time to pause, reflect, and express our gratitude. Whether in our personal lives or in the workplace, it’s crucial to thank those who have made a difference throughout the year. We often get caught up in the chaos of day-to-day life and forget how much of an impact small acts of appreciation can have. In this blog, I want to talk about the power of saying “Thank you” and how a simple gesture can go a long way, especially during the holiday season!

It's easy to get focused on deadlines, targets, and the next big project, but taking a moment to show appreciation for the people who help make your work possible can have a lasting impact. Here are a few ways we like to say ‘Thank you’ to our clients…

1. Christmas Cards

Sending a thoughtful Christmas card can be one of the simplest yet most meaningful ways to say thank you. A personalised message that acknowledges the client’s contribution over the year can go a long way in making them feel valued. It doesn’t have to be elaborate – sometimes, just a few lines can convey a sense of appreciation that is truly powerful!

2. Gifts

This time of year is the perfect time for gift giving and there are so many great gift ideas that you can consider giving your clients to say thank you. Gift hampers are a fantastic way to show your appreciation to clients, colleagues, or business partners. Personalised gifts are also a great option, such as custom pens, engraved notebooks, or monogrammed stationery. These small yet meaningful items show that you’ve taken the time to select something unique to the individual.

3. Take a Moment to Say It in Person

Taking the time to thank someone in person – or even over the phone – can feel incredibly meaningful. A direct “Thank you” for their efforts, whether it's for a specific project, ongoing collaboration, or general support, adds a personal touch that is harder to convey through written communication. This is particularly important in the workplace, where people often feel their hard work is overlooked. When you make the effort to express your gratitude face-to-face or go out of your way to dial their number, it shows that you truly care.

4. Take them out for a Meal

For your best clients, inviting them to a meal can be a gesture that not only expresses appreciation for their business but also strengthens the relationship. Whether it’s a casual coffee, a lunch or even a dinner, this gesture shows that you're willing to invest time and effort into the relationship, making them feel valued and special. It's also a great way to discuss any future opportunities or feedback in a more relaxed setting, turning a simple thank you into a more profound conversation about continued success together.

At the end of the day, the act of saying “Thank you” is a reminder that we don’t take the efforts of others for granted. As businesses prepare to wind down and families come together, take a moment to reflect on the people who have made your year better, easier, or more enjoyable. Let them know how much their contributions have meant to you – whether that’s through a card, a gift, or simply a heartfelt message.

The holiday season is the perfect time to pause and be thankful, not just for the big wins, but for the little things – the people, the moments, and the relationships that have helped make the year successful. And in the process, you might just find that saying “Thank you” has a powerful impact on your own sense of fulfilment as well!

Happy Holidays!

Reframing Failure

Mon, 18 Nov 2024 05:05:00 GMT

falling up

Failure is often viewed negatively, ingrained in us from a young age as something to avoid. Whether it’s failing a subject in school or missing a deadline at work, it can feel like the end of the world. However, failure isn't a reflection of your inability; it's an opportunity to improve and do better. By shifting our perspective and seeing failure as a steppingstone rather than a setback, we can turn these moments into powerful learning experiences.

The word failure sounds awful…it resonates as a completely negative scenario with no real positive outcome. This is not correct at all. A much better way to describe this kind of event and situation is to

“ Fall Up ” which is defined as benefiting in the long run from what seems initially to be a setback.

To turn failure into Falling Up , it is all about mindset, and so we’ve compiled some advice on how to shift your perspective on failure and make it into a positive.

1.Embrace Failure as Feedback

Think of failure as valuable feedback rather than the end. Each time something doesn’t go as planned, it's an opportunity to understand what didn’t work and why. This feedback allows you to adjust your strategy, making your next attempt at whatever you are looking to achieve much stronger and likely for.

2. Focus on What You Can Control

In work settings, not all failures are within your control. Projects or sales can fall through due to external factors, like market conditions or client changes. It’s crucial to identify which elements were in your control and where adjustments can be made. If a sale falls through, focus on improving your negotiation skills or enhancing your communication approach, instead of dwelling on circumstances you couldn’t change. Are there other questions you could have asked or information to discover that might have provided prior warning? It is always important to reflect on these situations and learn from them.

3. Cultivate Resilience

Resilience in the face of failure is a critical skill in the workplace. The ability to bounce back and remain motivated after a setback is essential for success. It also sets a positive example for colleagues, fostering a company culture that views challenges as opportunities for growth. We provided a full blog on this recently!

4. Let your colleagues know when you Fall Up!

Encouraging transparency about failure and setbacks helps to break down the stigma around it. When team members, and especially leaders, openly discuss what went wrong, it creates a culture of shared learning. This openness ensures many of the same mistakes aren’t repeated and also fosters innovation as employees are more willing to push their own boundaries and constraints, ultimately taking greater risks.

5. Reframe “Failure” as “Falling Up”

In reality, most successful outcomes in business come after a series of failures. If we redefine failure as Falling Up , and a key stage of everyone’s development, rather than an end result, we can maintain positivity and momentum. It can improve the success of a business with individuals being happy to get out there and try something new…. And if it doesn’t work...then just learn and improve from it.

Failure is inevitable in any workplace—but how you respond to it can make all the difference.

How to Use Your Time More Effectively

Thu, 14 Nov 2024 00:45:00 GMT

6 Ideas for a productive commute

Commuting to work every day can be exhausting, whether you’re driving or taking public transport. Often, it feels like lost time. But it doesn’t have to be! Instead of scrolling through your phone or zoning out, consider using this time to gain a much better work life harmony.

Here are five ideas to make your work commute productive…

1. Life Admin

Use your commute to tackle that long list of life admin tasks that we all seem to gather! Whether it’s responding to emails, or planning out your week, paying bills, arranging your social life or sorting out your current DIY projects… handling these tasks on the go can free up valuable time later and help you to feel more organised.

2.Connect with Friends & Family

Your daily commute is a great opportunity to nurture relationships with friends and family. If you're in the car, consider making a quick phone call to friends or family to check in. On public transport, maybe message instead - after all, no one wants to be that person loudly chatting in the back of the bus! This small effort can help strengthen relationships and make your commute feel more productive.

3. Listen to a Podcast

Podcasts are a fantastic way to engage your mind while commuting. With countless options available on topics ranging from personal development to true crime, you can find a podcast on just about anything! Spend some time before your commute to choose a few that interest you, and you’ll not only be entertained but also gain valuable knowledge along the way.

4. Plan Your Day

Take a few minutes during your commute to plan your day. Reflect on your goals and prioritise your tasks. Whether you jot them down in a notebook or use a planning app, having a clear outline can enhance your productivity and focus. Set both short-term and long-term goals to keep yourself motivated and on track. This intentional planning will help you arrive at work with a clear mind and improve productivity.

5. Read a Book

Whether you prefer traditional books or audiobooks, your commute is a perfect opportunity for you to pick up those books you have been wanting to read but perhaps your busy work schedule has not allowed you to. Audiobooks are particularly convenient for commuters, as they don’t require you to focus too intently after a long day at work.

6. Meditation

Lastly, use your commute as a time for mindfulness and meditation. This is beneficial to those who may have particularly stressful jobs. Although public transport may not be the ideal place to meditate, even just a few minutes of breathing exercises or just tuning into your surroundings can help centre your thoughts and reduce stress. There are also many apps available that offer short sessions perfect for busy commutes. Embracing this time can lead to improved focus and a more positive mindset throughout the day. When you arrive home you are far more likely to be ready for downtime and relaxing rather than still trying to wind down from your day!

So, whether you live close to work, or far, I hope you consider implementing some of these into your morning or evening commute. By integrating these activities into your travel routine, you can make the most of your time and arrive at work or at home with a relaxed and positive mindset!

How to Optimise Your Lunch Break

Mon, 21 Oct 2024 03:01:40 GMT

a guide for busy professionals

For busy professionals, a lunch break can often feel like just another item on the to-do list, easily overlooked or rushed through. However, with a little planning, your lunch break can become a powerful tool to recharge, refocus, and enhance your overall productivity. Here’s how to make the most of this essential mid-day window.

1. Disconnect from Work

Resist the temptation to work through lunch or check emails while you eat. Your brain needs time to rest and reset. Use this break to fully disengage from work and avoid burnout. Start your lunch break by turning off your work notifications and allowing yourself to mentally switch off for the duration of your break.

2. Step Outside

Use your lunch break as an opportunity to incorporate some physical activity into your day. Whether it's a walk, a short workout, or even some light stretches, moving your body can increase your energy, improve focus, and alleviate any stiffness from sitting at your desk for long periods. Some of our consultants at Constructive go for a run, do a yoga session or if the surf’s good then go for a swim. Even 10 minutes of movement can make a significant difference.

3. Eat Something Nutritious

What you eat during lunch can either fuel your afternoon or drag you down. Aim for a balanced, nutrient-rich meal that provides sustained energy, rather than processed or heavy foods that may lead to an afternoon slump. A mix of proteins, whole grains, healthy fats, and plenty of vegetables will help keep you sharp and productive throughout the day.

Constructive Tip: There is nothing worse than spending half of your lunch break in a long line waiting for your food. To get the most out of your lunch break, you can prepare your meals the night before or if you plan on buying your meal, try planning ahead and pre-ordering. Cutting out on wait times can make a significant difference and help you to optimise your break.

4. Network with Colleagues

If you’re working in an office or have colleagues nearby, your lunch break can be a perfect time for casual networking. It can be difficult whilst in the office to be social with colleagues as everyone is busy working on different tasks so grabbing lunch together can help build stronger workplace relationships, which can lead to better collaboration and a more positive work environment.

5. Plan the Afternoon

A few minutes of planning during your lunch break can save you from the dreaded afternoon lag. Take a moment to review your priorities for the rest of the day and organise your tasks. Knowing what’s coming up next can help you transition smoothly back into work mode after your break.

Making the most of your lunch break doesn’t have to be complicated. A bit of movement, a nutritious meal, and a short mental reset can do wonders for your well-being and productivity. So, treat your lunch break as the vital pause it is, and let it work for you rather than against you.

Benefits of a Good Night Sleep

Mon, 14 Oct 2024 02:52:47 GMT

why quality rest matters

In today’s fast-paced work environment, sleep is often sacrificed to meet tight deadlines and the demands of a busy schedule. However, much like staying hydrated or exercising regularly, getting quality rest is essential for overall well-being—and it has a direct impact on your personal life and your performance at work. Here’s why quality rest matters and how it can significantly improve your quality of life.

1. Enahnced Cognitive Function

During rest, the brain consolidates memories, processes information, and recharges for the next day. A solid 7-9 hours of sleep can boost your attention, creativity, problem-solving abilities, and decision-making skills - all critical to success in the workplace. Whether you’re managing projects, or making important business decisions, a well-rested mind is your most valuable asset.

2. Improved Physical Health

Sleep is vital for physical recovery, especially after a long day at work or physical activities. During sleep, your body repairs muscles, tissues, and cells, helping you stay healthy and energised. Chronic sleep deprivation can increase your risk of illness, which could lead to time off work and decreased productivity.

3. Elevated Mood and Mental Health

A poor night’s sleep can lead to irritability and low energy, making it difficult to stay positive at work. Over time, insufficient sleep can contribute to more serious mental health issues like anxiety and burnout. However, prioritising sleep helps you maintain emotional stability, manage stress more effectively, and approach work challenges with a positive mindset.

4. Increased Productivity and Performance

Good sleep translates to higher productivity and better performance at work or in any activity. When you're well-rested, you’re able to focus for longer periods, think clearly, and handle tasks more efficiently.

5. Enhanced Relationships

Finally, when you sleep well, you are more emotionally available and patient in your interactions with colleagues. A well-rested professional is better equipped to handle complex conversations, resolve conflicts, and build stronger, more trusting relationships.

We hope you have found this blog post helpful. Remember, prioritising rest not only improves your physical and mental well-being but also sets you up for success in all areas of life.

Work Lunches on a Budget

Mon, 30 Sep 2024 02:32:51 GMT

Tasty and Affordable Ideas

If you're looking to save some money while enjoying delicious and healthy meals at work, planning your lunches can make a big difference. Here are 5 budget-friendly options that are not only easy to prepare but also packed with flavour and nutrition.

1. Healthy Chicken Burrito Bowl

A Chicken Burrito Bowl is a simple yet delicious meal that you can easily prepare at home. Fill your bowl with grilled chicken, black beans, brown rice, avocado, salsa, and a bit of cheese. This versatile dish is loaded with protein, fibre, and healthy fats to keep you full and energised throughout the day. Plus, you can make it in bulk for the week!

2.Sweet Potato Salad

Sweet potatoes are affordable and full of vitamins, making them a great base for a nutritious salad. Roast some sweet potatoes and mix them with quinoa, spinach, and chickpeas, then drizzle with a lemon-tahini dressing. This colourful salad is light yet perfect for a midday pick-me-up.

3. Teriyaki Chicken

Teriyaki Chicken is a classic dish that’s both delicious and budget conscious. Marinate chicken in a simple homemade teriyaki sauce made from soy sauce, honey, garlic, and ginger. Serve it with steamed rice and vegetables like broccoli or carrots for a filling and well-balanced meal that you can easily take to work.

4. Tuna Salad Wrap

For a quick and easy lunch, a Tuna Salad Wrap is a great option. Mix canned tuna with some mayo, and add diced celery, onions, and spices to taste. Wrap it up in a tortilla with lettuce and tomatoes for a nutritious and protein-packed meal that won’t break the bank.

5. Pasta Salad

Pasta Salad is another budget-friendly option that’s easy to make in large batches. Use whole grain or regular pasta, and toss it with fresh veggies like cucumbers, cherry tomatoes, and bell peppers. Add a light vinaigrette and some feta or mozzarella cheese for extra flavour. This dish is a great cold option, perfect for those busy workdays when you need something quick and filling.

With a little preparation, these work lunches on a budget will not only save you money but also keep you healthy and satisfied throughout the day. Happy meal prepping!

Learning on the Job

Mon, 30 Sep 2024 02:22:14 GMT

How to Encourage Learning and Development in a Busy Workplace

In business, creating an environment of continuous learning is essential for both employee growth and organisational success. While onboarding provides initial training, learning shouldn’t end there. Ongoing development is key to keeping employees engaged, improving performance, and staying competitive. In this blog, we wanted to provide you with some practical ways to promote learning in a busy workplace.

1. Create a Culture of Continuous Improvement

Encourage employees to take ownership of their development by fostering a culture that values learning. This can be done by promoting knowledge-sharing, celebrating milestones in personal growth, and providing regular feedback. When learning becomes part of the company’s DNA, employees are more likely to actively seek opportunities for development.

2. Leverage Micro-learning

Finding time for training can be challenging, but leveraging micro-learning offers an effective solution. By breaking down training materials into short, digestible segments, employees can complete bite-sized lessons between tasks, making it easier to continue learning without feeling overwhelmed. Dedicating even just an hour a week to training can lead to major business improvements and long-term success.

We have a weekly MMM (Monday Morning Meeting) for instance, in which we provide a 20–30-minute training session to the team each week. We have found this has provided incremental improvements for the whole team and is a great promotion for the whole business on our commitment to learning.

3. Provide Access to Online Learning Platforms

Encourage employees to utilise online learning platforms to develop new skills at their own pace. Whether it’s industry-specific courses, leadership training, or personal development workshops, encouraging employees to spend time on these platforms helps employees grow in ways that benefit both themselves and the organisation. For example, recruitment platforms like JobAdder offer online training which is highly recommended to maximise their value and improve overall performance. Additionally, for those looking to improve personal branding and their professional profile, LinkedIn and SEEK offers valuable tips on these topics. There are many free to use resources online that are there to assist you.

4. Encourage Mentorship and Peer Learning

Mentorship programs and peer learning initiatives allow employees to share knowledge and experiences with one another. Pairing new employees with colleagues who have been working with the company for a longer period can improve hands-on learning and promotes collaboration. Peer-to-peer training is not only effective but also strengthens workplace relationships.

Celebrating vocally and publicly when you witness this in the workplace and a “non-manager” actively supporting team mates is crucial to the success of these initiatives.

5. Set Development Goals

Employees are more likely to stay committed to learning when they have clear, measurable goals. Encourage team members to set development objectives that align with both their personal career ambitions and the company’s needs. This approach acknowledges that everyone learns at a different pace and has unique needs. Regular check-ins and progress reviews can help keep them on track and motivated.

We've recently mentioned this in a separate blog post, but at Constructive, we have a quarterly 10-point plan to remind staff to take initiative in their personal learning and work toward achieving their goals. Various aspects of this plan may be in respect to training.

6. Use Feedback as a Learning Tool

Feedback should be more than just a performance review. Constructive feedback offers learning moments that help employees improve. Encouraging open communication where feedback is welcomed can help turn everyday experiences into valuable lessons.

Including learning and development in a busy workplace isn’t just about finding the time for formal training. It’s about integrating learning into the everyday flow of work and encouraging employees to continually improve. By offering a variety of learning opportunities and creating an environment that values growth, businesses can empower their teams to achieve their best.

We hope you found this blog helpful. For more business insights, be sure to check out our blog on resilience in a sales environment.

How to Stay Hydrated at Work?

Mon, 23 Sep 2024 04:45:58 GMT

Simple Tips for Busy Professionals

Staying hydrated is crucial for maintaining energy, focus, and overall well-being, but it can be easy to overlook during a busy workday. Whether you're sitting at a desk or constantly on the move, ensuring you drink enough water can significantly impact your productivity and health. Here are some tips to help you stay hydrated at work.

1. Start Your Day with Water

Start by drinking a glass of water first thing in the morning. This sets the tone for the day and replenishes your body after a night of rest. Keep a bottle or glass of water near you throughout the morning to continue drinking as you work.

2. Set Hydration Reminders

It's very easy to forget to drink water. Try setting reminders on your phone or computer at regular intervals to drink. You can also use apps that track your water intake, giving you a visual cue to stay on top of your hydration goals.

3. Keep Water Accessible

One of the easiest ways to drink more water is by keeping it within arm's reach. Ensure you have a water bottle or a glass on your desk where you can see it. This will act as a continuous reminder and encourage you to stay hydrated while you are busy working.

4. Add Flavour to Your Water

If plain water feels monotonous, adding some flavour can make it more appealing. Consider adding fresh fruit slices like lemon, drinking herbal teas or sparkling water to stay hydrated without the sugar of soft drinks.

5. Snack on Water-Rich Foods

Eating fruits and vegetables with high water content can boost your hydration without extra effort. Include snacks like cucumbers, watermelon, oranges, or even soups and smoothies in your workday routine. These foods contribute to your overall water intake while providing nutrients.

6. Limit Caffeine and Sugary Drinks

Whilst it may be challenging, you should try to limit caffeine and sugary drinks as they can dehydrate your body. While a morning coffee or tea is a great pick-me-up, balance it out by drinking a glass of water alongside it.

7. Hydrate Before You Feel Thirsty

Don't wait until you feel thirsty to drink water. By the time you feel thirsty, your body is already partially dehydrated. Make drinking water a proactive habit throughout the day to avoid fatigue, headaches, or lack of focus.

Staying hydrated at work is one of the easiest yet most impactful ways to boost productivity, maintain energy, and support your overall health. With a few simple adjustments, you can make drinking water a seamless part of your daily routine.

Snacks to Help You Improve Your Performance

Mon, 16 Sep 2024 01:51:29 GMT

5 healthy and delicious snack ideas

Fueling your body with the right snacks is key to staying productive and focused throughout the work day. Dieticians suggest three balanced meals a day, with snacks in between to keep energy levels steady. In this blog post, we’ll share some healthy snack ideas that not only satisfy hunger and cravings but also help boost your performance.

1. Nuts and Seeds

Packed with healthy fats, protein, and fiber, nuts and seeds keep your energy levels stable. Almonds, walnuts, chia and pumpkin seeds are great options if you are feeling slightly peckish.

2. Apples and Peanut Butter

If you struggle to include fruit in your diet, this one's for you. Apple slices and peanut butter make a delicious snack rich in vitamins, fiber and protein, which keeps you full and alert in between meals.

3. Greek Yoghurt with Berries

A blend of probiotics, protein, and antioxidants, this snack improves digestion and boosts your cognitive function, helping you stay focused.

To make this snack more delicious, try adding some granola and honey!

4. Dark Chocolate

If you have a sweet tooth and crave chocolate, dark chocolate in moderation is great for enhancing mental clarity and reducing stress. Dark chocolate is rich in plant chemicals called flavanols and contains antioxidants which helps improve blood flow to the brain, supporting performance.

You can also try dark chocolate-covered nuts (this would be my preference).

5. Veggies and Hummus

Vegetables dipped in hummus make for a delicious treat. The fiber from vegetables like carrots, capsicum and celery paired with the protein in hummus, makes for a balanced, and brain-boosting snack.

These snacks are perfect for when you are on the go, at the office and even at home. Next time you feel your energy dipping, reach for one of these snacks to help you stay healthy and at your best!

Resilience in a Sales Environment

Wed, 07 Aug 2024 23:49:43 GMT

dealing with rejection

In the fast-paced and often unpredictable world of sales, resilience isn't just a beneficial trait—it's a necessity. As a recruitment agency, we understand the challenges that sales professionals face daily. From handling rejection to maintaining motivation in the face of fluctuating markets, resilience can be the difference between a successful career and burnout. In this blog, we will explore the reasons why resilience is crucial in a sales environment and how you can cultivate it.

The Importance of Resilience in Sales

1. Handling Rejection

Sales professionals experience rejection more often than most. However, a resilient salesperson sees rejection not as a personal failure but as an ability to learn. Each and every time that a deal does not successfully close you must always analyse the reasons why to see if there are trends that can be used to improve your process.

2. Staying Motivated

During slower periods, it can be challenging to meet sales targets. This can be daunting for many staff members, and not to mention frustrating. However, it is essential to stay motivated at work by setting short-term goals to stay on track and celebrate small victories along the way. This can be as simple as having specific tasks that you wish to achieve each day or week and then crossing them off each day.

3. Adapting to Change

It is important to recognise that the sales environment is constantly changing. Whether that be a shift in the job market, customer circumstances or differing client needs. Resilient recruiters are flexible and open to change, quickly adapting their strategies to meet the new demands of the market.

Understanding the importance of resilience is just the first step; the true challenge lies in translating this knowledge into actionable strategies that foster resilience within your team. While recognising the impact of rejection, motivation, adaptability, and stress management is crucial, it’s equally important to implement practical measures that build these qualities. By integrating resilience-building practices into daily routines, sales professionals can enhance their ability to cope with challenges and maintain peak performance. Whether it's through setting short-term goals, seeking continuous feedback, or building a strong support network, these proactive steps can significantly bolster a salesperson's resilience, paving the way for sustained success in a competitive environment.

How to Cultivate Resilience in Sales

Develop a Positive Mindset: Focus on what you can control, and view challenges as opportunities for growth. Practice gratitude and reflect on your successes to build a positive outlook.

Goal Setting: At Constructive, we have created quarterly 10-point plans. These 10-point plans consist of goals that each staff member intends to have met by the end of the quarter. These can be a combination of work-related goals and personal goals, helping everyone stay focused and motivated.

Seek Feedback: Constructive criticism is invaluable. Actively seek feedback from peers, mentors, and clients to identify areas for improvement and celebrate your progress.

Build a Support Network: Surround yourself with supportive colleagues, mentors, and friends who can offer advice and encouragement. A strong network provides a safety net during tough times.

Invest in Continuous Learning: Stay updated on industry trends and continually seek to improve your skills. Attend workshops, read industry articles, and engage in professional development opportunities.

Embrace Failure: Understand that failure is a part of the journey. Analyse what went wrong, learn from it, and move forward with the knowledge gained.

The key takeaway is to embrace rejection. In a sales environment, rejection can drive improvement and foster long-term success, provided you remain resilient in all aspects. Whether you are a recruiter or a salesperson, resilience enhances performance, creativity and decision-making.

I hope you have found this blog post helpful.

Good Luck!

Benefits of Hiring Through a Recruiter

Wed, 10 Jul 2024 00:31:59 GMT

why should I use a recruiter to hire new staff?

Finding the right staff is more challenging than ever, especially in construction and engineering industries. The hiring process can be time-consuming and costly, often taking weeks or even months to find the perfect candidate. This process not only drains valuable resources but also diverts your focus from the core operations of your business. While some may be hesitant to let an outsider handle such a crucial task, fearing they might not fully grasp the unique needs of their business, the benefits of using a specialist Construction & Engineering recruitment agency far outweigh these concerns.

Recruitment agencies specialise in matching the right candidate with the right role, ensuring a seamless fit for your team. By entrusting this task to professionals, you can rest assured that your hiring needs are being met with precision and expertise, allowing you to concentrate on what you do best - running your business.

In this blog, we'll explore the advantages of using a recruitment agency to hire new staff and how it can transform your hiring process.

1.Access to a High-Quality Candidate Database

One of the significant advantages of using a recruitment agency is access to an extensive candidate database. Recruiters maintain a pool of exceptional talent, including candidates who might not be actively seeking a job but are open to new opportunities. This access means that you are not limited to only those actively applying for jobs but can tap into a wider talent pool.

Benefits:

Saves Time and Money: Recruitment agencies streamline the hiring process by handling the initial candidate screening, job applications, and even preliminary interviews. This can save your business a considerable amount of time and reduce the costs associated with lengthy hiring processes.
Access to Expertise: Recruiters are experts in their field, understanding market trends and candidate expectations. They can provide valuable insights and advice on the best hiring practices and what to look for in potential candidates.

2. Targeted Search

A reputable recruitment agency focuses on quality over quantity. Instead of flooding you with irrelevant applications, they conduct a targeted search to ensure only the most suitable candidates reach your shortlist. This is essential when hiring for specialised Construction and Engineering, where skill sets must precisely match project needs.

Benefits:

Shortlist of the Best Candidates: Instead of sifting through hundreds of applications, you receive a curated list of top candidates who meet your specific requirements. This targeted approach increases the likelihood of finding the perfect match for your team quickly and efficiently.

3. Reduce Hiring Risks

Hiring the wrong person can be a costly mistake. A bad hire can drain resources, including time, money, and energy. They can also be a significant setback to your business operations and team morale.

Benefits:

Mitigate Risks: Recruitment agencies help mitigate these risks by thoroughly vetting candidates before they reach you. Their expertise in candidate evaluation ensures that the individuals they recommend are not only qualified but also a good fit for your company culture.

4. Keep Control of Your Brand

When you use a recruitment agency, you still maintain control over your brand and the hiring process. Recruiters act as an extension of your business, representing your brand to potential candidates. They can help shape brand perception and create a positive image for your company.

Benefits:

One Voice for Your Brand: By partnering with a recruitment agency, you ensure that there is a consistent and professional representation of your brand in the job market. This can enhance your company's reputation and attract top-tier talent.

Hiring new staff is a critical task that requires time, expertise, and resources. By using a specialist recruitment agency, you can streamline the process, access a broader talent pool, and reduce the risks associated with bad hires. You can also maintain control over your brand and ensure that your business operations remain the primary focus. Ultimately, a recruitment agency can help you find the perfect match for your team, ensuring a successful and efficient hiring process.

If you are in need of Construction and Engineering talent - or seeking your next career move - please don't hesitate to reach out to info@constructive.au

How to Successfully Onboard New Employees

Thu, 13 Jun 2024 01:11:30 GMT

a guide to long term success

Starting a new job is like preparing for a marathon. The right training, support and resources can make for a strong finish, but starting a race without proper training and hydration can lead to burnout and poor performance. Just as marathon preparation ensures a successful race, a well-executed onboarding process sets new employees on the path to long-term success.

Onboarding new employees is more than just a formality; it is a critical component of the hiring process that significantly impacts retention, productivity, and overall workplace culture. A well-executed onboarding program can set the stage for a new hire’s success, fostering a sense of belonging and ensuring they are well-equipped to contribute effectively. Here’s how to craft a successful onboarding experience that benefits both the employee and the organisation.

1.Introduction

Introducing new employees properly to their colleagues and the wider organisation is crucial. This goes beyond a simple "meet and greet." Arrange for team-building activities, one-on-one meetings with key personnel, and social events that allow new hires to connect with their peers. Understanding the organisational structure and knowing who to turn to for various needs helps new employees integrate more smoothly and fosters a collaborative environment. I recommend taking the new employee out to a team lunch or a coffee. By taking them out of the office, they can get to know the team in a more calm and relaxed environment.

2. Training & Development

Ensure that you are investing in training, development, and mentoring from the very beginning. Starting training early not only boosts the employee's confidence and enhances productivity in the long term but also helps them establish good habits from the outset. Early investment in training and development demonstrates the company’s commitment to the employee’s success, fostering a sense of belonging and loyalty.

For larger companies with many employees, consider implementing a mentorship program where new hires are paired with experienced colleagues. Mentors can provide valuable insights into the company culture, processes, and best practices, offering guidance and support that can significantly ease the transition for new employees. This relationship helps new hires quickly acclimate to their roles, promotes knowledge sharing, and encourages professional growth.

3. Schedule a Check-in

It is easy to assume that the new employee is settling into their new role within the company and the company’s work culture, however, it is always important to check in, in case they want to raise any issues or concerns. As a manager, by demonstrating this proactive approach, a mutual sense of respect will be formed. It will also lay the groundwork for a solid communication channel facilitating openness which is essential.

During these check-ins, asking specific and open-ended questions encourages the employee to be honest and open about their experience. For example, questions like "How are you finding your tasks and responsibilities?" or "Is there anything we can do to make your transition smoother?" signal that you are genuinely interested in their perspective. This approach not only helps identify any immediate concerns but also promotes a culture of transparency and continuous improvement within the team.

Remember, successful onboarding should be viewed as an ongoing process rather than a one-time event. Extend the onboarding experience beyond the first week or month, incorporating regular check-ins, additional training sessions, and feedback opportunities over the first year. This sustained approach helps new employees continuously adapt, learn, and grow within the company, reinforcing their integration and commitment.

I hope you have found this blog post helpful. Good Luck!

The Power of Teams

Thu, 09 May 2024 01:17:00 GMT

a leader’s crucial role

With over 25 years of experience managing teams, I've encountered and navigated numerous challenges associated with developing a sizable workforce. Throughout my career, building and managing effective teams has emerged as not only an essential task but also the part of my roles that I have always found most enjoyable. It's a skill that cannot be overlooked and demands ongoing prioritisation, given its profound impact on the overall success of the business. I recently realised over the past few years that seeing individuals develop and excel is my core purpose in life and is not only personally rewarding but also rewarding for individuals to see their own improvements and journey towards achieving their goals.

Central to this, is understanding the pivotal role of a leader. I believe a leader's primary responsibility is not only to assemble and guide a team toward optimal performance but also to provide unwavering support along the way. While this concept may seem straightforward in theory, in practice, it stands as one of the most challenging roles in the realm of business.

Therefore, it is important to carefully evaluate everyone’s strengths, weaknesses, and skill sets at the earliest opportunity and assess their contributions to the team dynamic. Once this understanding is in place, it becomes imperative to then analyse the synergies within the team dynamic. With this foundation laid, in this blog, I want to discuss the transformative power of teams within a professional environment.

Shared Experience

To successfully lead a team, it is crucial to create an environment where everyone can share experiences . It is through these collective triumphs, challenges, and moments of learning that the fabric of team cohesion is woven. Each shared experience serves as a binding agent, uniting team members beyond the scope of their contributions. This shared journey not only fosters a sense of community but also cultivates a deep-seated understanding and appreciation for each member's role within the team dynamic. As leaders, it is imperative to recognise the power of these shared experiences and actively foster environments where they can organically occur. By doing so, leaders can strengthen the bonds that hold their teams together, paving the way for enhanced collaboration, resilience, and ultimately, success.

Shared Celebration

Shared celebration within a team is essential for fostering a positive and supportive work environment. It serves as a moment to acknowledge collective achievements, milestones, and successes. Whether it's hitting a project deadline, exceeding performance targets, or simply marking a team member's birthday, shared celebrations offer an opportunity to form friendships and recognition. These moments boost morale, reinforce the sense of unity and shared purpose within the team, and demonstrate your commitment as a leader to ensuring everyone feels equally valued. By coming together to celebrate each other's accomplishments, team members build stronger bonds and cultivate a culture of appreciation and encouragement. As leaders, it is important to actively encourage and facilitate these shared celebrations to foster a sense of belonging and motivate team members to continue striving for excellence.

Shared Knowledge and Expertise

Shared knowledge and expertise are invaluable assets within any team environment. By pooling together, the diverse skills, experiences, and insights of team members, organisations can unlock innovative solutions and achieve greater success . Collaboration enables the circulation of knowledge across the team, empowering each member to leverage the collective wisdom for problem-solving and decision-making. Whether its sharing best practices, lessons learned from past projects, or tapping into specialised expertise, the exchange of knowledge fosters a culture of continuous learning and improvement. Moreover, I think it creates a sense of mutual respect and trust among team members, as they recognise and appreciate each other's unique contributions. As leaders, it is essential to create channels and platforms that facilitate the sharing of knowledge and expertise, ensuring that every team member has the opportunity to contribute and benefit from the collective intelligence of the group. Through this collaborative approach, teams can adapt more effectively to challenges, drive innovation, and achieve their goals with greater efficiency.

Shared Power!

I truly believe that team unity is always greater than the sum of its parts. What I mean by this is collaboration within a team result in outcomes that are greater than the combined contributions of its members. This belief has guided my approach to building successful teams throughout my years of experience. Yes, this is much easier said than done so understand that it will take time to discover what works best for you and your business. The first step is to truly understand the individuals in your team so please prioritise that in your next few sessions and give the time to enable them to provide you with that knowledge. I really hope you have found this blog post helpful in recognising the power of teams in cultivating a people-first business.

Unplugging for Wellbeing

Wed, 24 Apr 2024 03:32:00 GMT

australia's bold step with the right to disconnect

Australia is taking a significant stride towards reclaiming the balance between our work and personal lives with the recent enactment of the Fair Work Amendment (Right to Disconnect) Bill 2023. This pivotal legislation marks a decisive response to the escalating concerns surrounding mental health, particularly addressing the detrimental impacts of stress and overwork in today's society.

Recently, there has been a conversation about “availability creep” , where it has almost become expected for employees to complete work outside of their agreed-upon work hours. The relentless pace of technological advancements could be to blame as it has caused the traditional boundaries of the workday to vanish. Emails, messages, and calls infiltrate our time, leaving individuals bound to their professional obligations long after they have left the office. The consequences are profound, leading to heightened stress levels, diminished well-being, and an alarming rise in burnout cases.

What is the Right to Disconnect?

The Right to Disconnect is set to commence on 26 August 2024 and will mark a pivotal shift in workplace dynamics, offering employees the freedom to decline engagement with work-related tasks beyond their designated hours. This encompasses a range of activities, including monitoring, reading and responding to emails, texts, or phone calls initiated by employers or colleagues. By delineating clear boundaries between professional responsibilities and personal time, this legislation aims to safeguard individuals' well-being and foster a healthier work-life balance.

What does this mean for employers?

As employers, it's imperative to adapt to this change to ensure a seamless transition. To safeguard both employees and the organisation, consider the following steps:

Provide comprehensive training sessions for employees to familiarise them with their newly granted right to disconnect.
Conduct a thorough review of existing employment contracts and job descriptions to align them with the provisions of the right to disconnect.
Evaluate current workplace policies and develop new guidelines specifically addressing working outside of employees' agreed-upon working hours and the circumstances in which an employee might be contacted out of hours.
Design jobs and daily tasks that can be completed within normal working hours.
Implement new processes such as automatic cut-offs in the IT systems past a certain hour.

As a manager, if you have important information to communicate to a staff member, consider scheduling it for discussion the following day or at the start of the next work week. Some people find it difficult to say no and may feel the need to take action in their time. Initiating contact outside of work hours can be perceived as selfish because you're offloading your responsibilities onto them, transferring the burden from your mind to theirs. Remember, what may seem trivial to you could significantly impact an employee's ability to unwind and spend quality time with their family.

These are only some suggestions, but ultimately, the approach should be tailored to your specific business. Prioritise what you believe is necessary and what will be most effective for you and your team. You could even ask your team for some ideas on what they believe will work. This two-way communication will not only ensure a seamless transition but also assist in maintaining positive relationships within the workplace.
There are of exceptions to the new right concerning urgent matters and the level of responsibility and terms outlined in employment contracts so if you do need to reach out to an employee, you must be clear in instructions.

What does this mean for employees?

As an employee, it's advisable to take control of how you receive notifications outside of the workplace. Consider the following steps:

Organise your email inbox to avoid receiving notifications during non-work hours.
If you use a work phone, adjust the settings to route calls received after office hours directly to voicemail.

Final Thoughts

At Constructive, we think Australia's enactment of the Right to Disconnect represents a milestone in prioritising mental health and creating a sustainable work environment. This new legislation not only empowers employees to reclaim their time but also challenges organisations to reassess their approach to productivity and well-being in the modern workplace. As we navigate this new era, both employers and employees need to embrace the principles of respect, communication, and boundary-setting, ensuring a harmonious and sustainable work environment for all.

I hope you have found this helpful and good luck!

Boost Workplace Productivity and Enjoyment

Wed, 10 Apr 2024 04:59:00 GMT

creating good habits

In today's fast-paced work environment, productivity, efficiency, and enjoyment are crucial components of success. However, the pressures and stresses of daily tasks can often impede our ability to perform at our best. The key to overcoming these challenges lies in cultivating good habits in the workplace and in our personal lives that promote productivity, reduce stress, and enhance overall satisfaction. In this blog post, we'll explore actionable strategies for creating positive habits that can transform your workday, elevate your performance and improve your relationships beyond the workplace.

1.Prioritise Time Management

Effective time management is the foundation of productivity and efficiency in the workplace. Start by identifying your most important tasks and allocating dedicated time slots to tackle them. Use tools like calendars, to-do lists, and task management apps to organise your schedule and stay on track. By prioritising your time effectively, you can maximise productivity while minimising stress and overwhelm.
Outside of work, effective task management can contribute to a richer and more satisfying life by reducing feelings of being overwhelmed. As you enhance your time management skills, you'll discover that you have more opportunities to prioritise spending quality time with loved ones, pursuing hobbies, and nurturing relationships with family and friends.

2. Foster a Positive Work Environment

A positive work environment plays a significant role in promoting enjoyment and reducing stress in the workplace. Cultivate a culture of support, collaboration, and appreciation among team members. Encourage open communication, recognise achievements, and foster a sense of community. By creating a positive atmosphere, you can boost morale, enhance teamwork, and increase overall satisfaction.
Creating a positive work atmosphere will undoubtedly uplift your overall mood, resulting in a happier state of mind when you return home.

3. Implement Stress-Relief Strategies

Managing stress is essential for maintaining productivity and well-being in the workplace. Incorporate stress-relief techniques such as mindfulness, deep breathing exercises, and regular breaks into your daily routine. Take short walks, practice meditation, or use brief stretching exercises to recharge and refocus. By prioritising self-care and stress management, you can improve concentration, creativity, and overall job satisfaction.

Working in Manly certainly has its advantages... I'm fortunate to be able to enjoy a nice walk or a swim during my lunch break. However, it can be as simple as just switching off your phone for 30 minutes and paying attention to your surroundings.

4. Set Clear Goals and Expectations

Setting clear goals and expectations provides a roadmap for success and minimises uncertainty and ambiguity in the workplace. Establish goals that align with your team's objectives and individual responsibilities. Communicate expectations, provide regular feedback, and celebrate milestones along the way. By setting clear goals, you can enhance motivation, accountability, and productivity.
Establishing goals is also important outside of work as it provides a sense of purpose and direction.

5. Encourage Work-Life Balance

Maintaining a healthy work-life balance - or as I like to call it work-life harmony - is essential for sustaining productivity and preventing burnout. Encourage employees to prioritise self-care, set boundaries, and disconnect from work during non-working hours. Offer flexible work arrangements, such as remote work or flexible hours, to accommodate personal needs and preferences. By promoting work-life balance, you can improve overall well-being, job satisfaction, and retention rates.

I hope you have found this blog helpful. Remember, creating good habits will only help you become a better version of yourself, increasing productivity, efficiency, and enjoyment while reducing stress and pressure.
For more tips and guidance, be sure to check out our other blogs.

Good Luck!

Embracing Vulnerability

Wed, 13 Mar 2024 22:44:00 GMT

the power of honesty in professional environments

I wanted to discuss a topic that is often stigmatised but should be considered as a strength not a weakness as many would expect. Let me start with a scenario that I believe many of us can relate to. We have probably found ourselves in a meeting, discussing a project or proposal, and have felt unsure about our knowledge or ability to contribute. Maybe you're not entirely clear on a concept, or perhaps you're grappling with a challenge you haven't encountered before. In that moment, vulnerability creeps in. You might hesitate to speak up, fearing that admitting uncertainty could be perceived as a weakness.

This is equally as important to remember within your personal lives. If you are open and transparent with your imperfections and fears, this can only lead to closer relationships and a better understanding of yourself. This fear is not uncommon. Many people equate vulnerability with weakness, believing that it leaves them open to exploitation or diminishes their credibility. But I disagree. In my experience, showing vulnerability is a display of honesty and integrity, qualities that are invaluable in any professional setting.

Think about it – who wouldn't want to work with someone they perceive as genuine? Admitting our shortcomings doesn't diminish our value; rather, it humanises us and makes us approachable. When we acknowledge what we don't know, we create space for others to step in and showcase their strengths. It fosters collaboration and innovation, ultimately leading to better outcomes for everyone involved.
Moreover, embracing vulnerability is essential for personal growth. None of us have all the answers and pretending otherwise only stunts our development. By acknowledging our areas of weakness, we open ourselves up to new opportunities for learning and improvement. It's a courageous step towards becoming the best version of ourselves.

So, how can we cultivate a culture of vulnerability in our professional lives? It starts with leading by example. When we're honest and open about our vulnerabilities, we create a safe space for others to do the same. Encourage colleagues to speak up when they're unsure and celebrate their courage in doing so. Remember, vulnerability is not a sign of weakness – it's a testament to our authenticity and willingness to grow.

I urge you to embrace vulnerability in your professional journey. Be honest about your strengths and weaknesses, and don't be afraid to ask for help when you need it. By doing so, you'll not only enhance your development but also contribute to a more supportive and collaborative work environment.

I hope that this Constructive Tip provides some insight and more importantly more confidence to be open around your vulnerabilities. Be honest, be open and you will only ever become better.

Good Luck!

Making a Lasting First Impression

Tue, 05 Mar 2024 23:17:29 GMT

jobseekers advice

Embarking on a new job can be both exhilarating and nerve-wracking. As you step into unfamiliar territory, you have an opportunity to establish a strong foundation and make a lasting impression within the first month.

While your qualifications and experience may have secured you the job, it's your demeanour, attitude, and actions in those early moments that truly set the stage for success. The impression you made during your interview was pivotal in the hiring decision. However, it's common for individuals to become complacent soon after starting. While I'm not advocating for you to change who you are or pretend to be someone else, it's crucial to continue maintaining a positive impression. Consistently portraying yourself in a favourable light reaffirms your enthusiasm and dedication to the new role, reassuring your employers that they made the right choice in selecting you. The goal is to eliminate any doubt and reaffirm their confidence in your abilities.

Here are some key strategies to help you make a lasting first impression in your new job:

1. Arrive Prepared

The first step to making a great first impression is thorough preparation. Familiarise yourself with the company's culture, values, and objectives before your first day. Additionally, review any materials provided by your employer and research the industry to demonstrate your enthusiasm and commitment. Not only will this effort contribute to a positive initial impression, but it will also enhance your effectiveness in your new role.

2. Dress Appropriately

Your attire plays a significant role in shaping initial perceptions. Aim to dress professionally and in line with the company's dress code. When in doubt, it's better to overdress than to under dress. A polished appearance showcases your respect for the organisation and sets a positive tone for your interactions.

3. Be Punctual

Arriving on time is non-negotiable. Whether it's your first day or your fourth week at the company, punctuality demonstrates reliability and respect for others' time. Plan your commute in advance, allowing extra time for unexpected delays. Promptness not only earns you respect but also establishes you as a dependable team member.

4. Build Relationships

Building meaningful relationships with your colleagues is essential for success in any workplace. Take the initiative to introduce yourself, engage in conversations, and learn about your co-workers’ roles and responsibilities. Actively listen to others and show genuine interest in their work. Building rapport early on fosters collaboration and creates a supportive work environment.

5. Demonstrate Initiative

Showcasing your initiative and proactive approach can leave a lasting impression on your new employer. Take the initiative to familiarise yourself with your tasks, ask insightful questions, and offer solutions to challenges. Demonstrate your willingness to go above and beyond expectations, and you'll quickly establish yourself as a valuable asset to the team.

6. Maintain Professionalism

Finally, remember to maintain professionalism in all your interactions. Treat everyone with respect, from the CEO to the receptionist. Uphold confidentiality, adhere to company policies, and communicate effectively. By demonstrating professionalism in every aspect of your work, you'll earn the trust and respect of your colleagues and superiors.

Making a good first impression within the first month of a new job requires a combination of preparation, positivity, and proactive engagement. By implementing these strategies, you'll not only establish yourself as a valuable team member but also lay the groundwork for long-term success and growth in your new role.

Embrace the opportunity with confidence, and good luck in your new role!

Unlocking Success

Thu, 22 Feb 2024 01:04:56 GMT

proven strategies for retaining your top talent

Experiencing high staff turnover can pose significant challenges for businesses, ranging from increased costs to decreased productivity and disruptions in team dynamics. The impact of turnover may vary depending on factors such as company size and industry sector. Nevertheless, regardless of these variables, it's imperative for businesses to pause and analyse the underlying reasons behind high turnover rates. In today's fast-paced and competitive business environment, retaining top talent is essential for organisational success.

Therefore, in this blog post, we'll explore effective strategies that companies can implement to retain their most valuable asset - their employees.

1. Motivate and Recognise Employees

Acknowledging and appreciating the efforts of your employees is crucial for boosting morale and fostering a positive work environment. Implementing motivational strategies such as employee recognition programs, team-building activities, and providing opportunities for professional growth can significantly enhance employee satisfaction and retention.

2. Conduct Career Reviews

Implementing career reviews every six months is a practice I strongly advocate for, yet one that many businesses often overlook. During these sessions, employees are given the opportunity to reflect on their experiences within the company, identify their strengths and weaknesses, and express any preferences or concerns they may have. Creating a supportive and non-judgmental environment fosters open communication and allows for targeted support to address areas of improvement. By demonstrating a commitment to employee growth and development, businesses not only empower their staff but also cultivate a sense of value and loyalty, ultimately contributing to higher retention rates.

3. Hire those that can Teach

Building a team of individuals who possess not only valuable skills but also a willingness to share their knowledge and mentor others can be instrumental in fostering a culture of continuous learning and development. Prioritising candidates who demonstrate leadership qualities and a collaborative mindset during the hiring process can contribute to a more supportive and growth-oriented workplace environment. Learning from other employees is also a great way to motivate staff as they find encouragement in the knowledge and expertise shared by their peers.

4. Offer the Right Compenation

Competitive compensation packages play a pivotal role in attracting and retaining top talent. Ensure that your salary and benefits packages are in line with industry standards.

Additionally, offering performance-based incentives and opportunities for career advancement can further incentivise employees to stay with the company. For instance, offering different "gift" packages to employees based on their tenure—such as after 1 year, 5 years, or 10 years - provides them with something to anticipate and appreciate. Implementing such strategies periodically allows the company to offer meaningful rewards without imposing undue financial strain.

I advise undertaking regular market soundings on salaries to ensure that you are benchmarking the business at all levels. This is an essential part of the process as salaries do change overtime and as a business leader you may be out of touch.

5. Create Opportunities for your Employees

Providing opportunities for skill development, career advancement, and cross-functional training demonstrates your commitment to investing in your employees' long-term success. Encouraging employees to pursue learning opportunities, participate in challenging projects, and take on new responsibilities not only enhances their skills and capabilities but also fosters a sense of loyalty and engagement.

By prioritising strategies such as regular career reviews, motivational initiatives, competitive compensation, hiring practices that value mentorship, and creating opportunities for growth, businesses can significantly improve their ability to retain their top talent and achieve long-term success.

If you enjoyed this blog and want to read more like this, be sure to check out our previous post Managing Staff and Optimising Employee Performance.

Good Luck!

Managing Staff & Optimising Employee Performance

Wed, 14 Feb 2024 04:29:06 GMT

coaching tips

The role of effective staff management cannot be overstated. As someone who has been working in the recruitment industry for over 25 years committed to enhancing organisational success, I understand that investing in the development of your staff is a strategic imperative. Therefore, I want to share some simple and useful tips on managing staff to extract the best from every employee.

1. Know the Difference: Good Manager vs Good Leader

It is important to first address the gap between what makes a good manager and what makes a good leader. Managers and leaders are 2 different types of people. Managers tend to undertake a task-driven approach, with their goals based solely on what needs to be accomplished rather than desires. However, leaders adopt personal, active attitudes towards goals. Therefore, although both are essential, the first tip is to embrace leadership qualities before focusing on managerial responsibilities.

Leadership qualities encompass effective communication, empathy, and a forward-thinking mindset. These traits not only facilitate cohesive teamwork but also lay the groundwork for successful management. When leadership is ingrained in organisational culture, managers emerge as facilitators of a shared vision, steering teams toward common goals.

2. Communication

Communication is the cornerstone of successful staff management. It is crucial to establish clear communication channels to ensure that information flows seamlessly throughout the organisation. Regular team meetings, one-on-one check-ins, and the use of collaboration tools can facilitate open and transparent communication. Encourage feedback and actively listen to your staff to create a culture of trust and collaboration.

3. Define Roles and Expectations Clearly

A key aspect of effective staff management is providing clarity on roles and expectations. Clearly define the responsibilities of each team member and set realistic, achievable goals. When employees have a clear understanding of their roles, it not only enhances productivity but also fosters a sense of purpose and direction.

4. Promote a Positive Work Culture

A positive work culture is a catalyst for employee satisfaction and productivity. Cultivating an environment that values teamwork, respect, and inclusivity is a must in optimising employee performance. Building on this, recognize and celebrate achievements, both big and small, to create a culture of appreciation. A positive work culture contributes to employee retention, attracts top talent, and ultimately fuels business success.

5. Provide Feedback

Effective staff management involves providing constructive feedback on a regular basis. Move away from annual performance reviews and adopt a continuous feedback approach. Acknowledge achievements, address challenges, and discuss growth opportunities. Constructive feedback fosters a culture of improvement and helps employees understand their strengths and areas for development.

6. Lead by Example

Finally, tying in with what I mentioned previously about embracing leadership qualities…leadership sets the tone for the entire organisation. Demonstrate the values and work ethic you expect from your staff through leading by example. Show a commitment to continuous learning, a strong work ethic, and a positive attitude. When employees see their leaders embodying these qualities, it inspires a sense of pride and motivation within the team.

I hope you found these tips valuable. Remember, a well-managed and motivated team is not only a valuable asset but also a driving force behind sustained business success in today's competitive landscape.

To get further advice, please contact one of our specialist consultants for a consultation.

Embracing Work-Life Harmony

Wed, 10 Jan 2024 05:20:00 GMT

In today’s fast-paced society, the lines between work and personal life have become increasingly blurred. Prior to the pandemic, although there was an increasing emphasis on the need to balance work and life it skyrocketed during and post COVID.

In previous decades many people were stuck in a cycle of ‘work, eat, sleep, repeat’. However, a recent study indicated that workers were more attracted to their current role for the work-life balance (41%) than the salary (36%). This is huge, taking into consideration the current cost of living crisis.

How has this happened?

The pandemic introduced us to a new way of life, revealing that individuals can have the best of both worlds. By pursuing a balanced life, people noticed improvements in their mental and physical health, productivity and performance and relationships. Yet, with the increasing accessibility to technology, the challenge is to distinguish work from personal life as it’s typical to check emails anytime, attend work calls during meals, and spend weekends working on our laptops.

That’s where the concept of work-life harmony becomes not just a catchphrase but a fundamental necessity for a healthy, fulfilling life.

Understanding Work-Life Balance

While balance implies an equal distribution of time and energy between work and personal life, it's not always feasible nor practical. Instead, striving for harmony acknowledges the fluidity of our commitments, enabling a sense of integration and purpose rather than a constant struggle for perfect balance. Embracing work-life harmony encourages us to focus on the synergy between our roles, promoting a holistic and more sustainable approach to living a fulfilling life. That's why at Constructive, we understand that it's not just about finding a job, it's about finding a way to integrate professional aspirations with personal life.

Why is Work-Life Balance Crucial?

A harmonious balance between work and personal life is essential for mental and physical well-being. When we consistently push ourselves beyond reasonable limits, it’s no surprise that the outcomes can manifest as stress, anxiety and a spectrum of health concerns. Stress, anxiety and depression often result in burnout, increased absenteeism and a decline in overall work performance.

On the other hand, employees experiencing good mental health typically demonstrate heightened engagement, increased creativity and enhance problem-solving skills. Taking time for personal interests, hobbies, and family nurtures mental clarity and emotional stability, leading to increased productivity.

Improved Performance & Productivity

Picture this: When someone tirelessly devotes themselves to work without breaks, their mental resources gradually deplete. The innovative spark that ignites fresh ideas dwindles, and their ability to confront challenges and form creative solutions diminishes.

Therefore, more work hours don’t always equate to increased productivity. When individuals are constantly engaged in work free from breaks, fatigue sets in, diminishing creativity and problem-solving abilities. Establishing a balance allows for rejuvenation, making employees more productive and efficient during work hours, ultimately improving the overall performance.

Enhanced Relationships

Work-life harmony plays a crucial role in nurturing relationships. In the tapestry of our lives, these relationships are the threads that weave together to form a support system. Spending quality time with family and friends fosters stronger emotional connections, leading to a sense of fulfillment and happiness.

Acting as a compass, it guides us to honor these relationships, protecting them from being overshadowed by the demands of work. It ensures that these precious connections remain a constant and an essential source of joy and support in our lives.

So, what exactly is the key to work-life harmony?

Establish Boundaries

Setting clear boundaries between work and personal life is crucial. Define specific work hours and stick to them, avoiding the temptation to answer work emails or calls during personal time. Similarly, when at work, focus solely on professional tasks. This separation is vital for maintaining a healthy balance.

Prioritise and Delegate

Learn to prioritise tasks, focusing on high-value activities while delegating or outsourcing lower-priority tasks. Time management is key - identify tasks that demand your attention and those that can be entrusted to others. Embracing delegation not only lightens your workload but also allows you to dedicate time to personal pursuits.

Make self-care a priority. Remember the saying, “the early bird catches the worm”. Well now the focus has shifted towards the importance of prioritising sufficient rest. It is essential to engage in activities that rejuvenate your mind and body, whether it’s exercising, spending time outdoors, reading, meditating, or spending time with loved ones. Allocate time each day for activities that bring joy and relaxation. By making self-care a routine, you're ensuring a holistic approach to living a fulfilling life.

In conclusion, in a world where the pressures of work are relentless, and the demands of personal life are ever-present, work-life harmony stands as the key to a fulfilling and meaningful existence. So, take a step back, reassess priorities, and start cultivating that essential balance for a healthier, happier, and more fulfilling life.

I hope you found this helpful. If you enjoyed reading this blog, you should check out ‘The “True Cost” of ignoring wellness’.

Fill up your Cup

Wed, 10 Jan 2024 05:18:33 GMT

what “fills your cup”?

I recently had a conversation with a friend over the weekend about the challenges of finding time to look after ourselves amidst a busy schedule. It has become apparent that balancing work commitments and family responsibilities often leaves little room for moments of solitude and personal reflection.

I looked up the definition of "Filling up your Cup" and the best one I saw was "To fill your cup means to replenish those stores of mental, emotional, and physical energy . It means that you need to stop and recharge your batteries." This may be simple to understand but seemingly difficult for us all to achieve…

Recognising the importance of self-care and the need to engage in activities that bring happiness, strength, and positivity is crucial. It's akin to the aeroplane oxygen mask analogy, where you secure your own mask before assisting others. While this advice may seem selfish, it's essential to have the strength to support both yourself and those around you.

Therefore, in this blog post I have composed a list of activities that can contribute to filling your cup, with the understanding that what fills one person's cup may differ for someone else and may even vary for the same person at different times. Similar to the concept of work-life "harmony" instead of "balance," the time invested in self-care is not a one-size-fits-all ratio.

1.Connect with friends and family

Set aside some time, even if it's just for one evening to detach from your current work commitments and prioritise connecting with friends and family. Often we can overlook the importance of spending time with friends and family. But in reality, surrounding yourself with people you care about is a great way to replenish both emotional and physical energy.

2.Take a walk and immerse yourself in nature

One of the many benefits of nature is the calmness it brings. This calmness provides us with a much needed sense of relief, especially when contrasted with the stressful demands of our work lives.

Here is an exercise for you to try next time you take a walk to help you appreciate life's little joys. Pay attention to the sights, sounds, and scents that surround you. Connecting with nature is a wonderful way to shift your focus from concerns, allowing you to uplift your mood and embrace the present fully.

3.Ensure you get enough sleep

We should never underestimate the power of sleep. On average, adults should be getting at least 7 hours of sleep per night to maintain a healthy balance.

Some other activities include:

4 . Read a book

5. Listen to music or play an instrument (it’s never too late to learn)

6. Enjoy a home-cooked meal or

7. Go out to dinner and have a drink

8. Watch a great series or film (my personal favourite)

We can often find reasons why we don't do these sorts of activities, but it is not a luxury, it is actually a necessity for your own mental health and wellbeing.

If you fill your cup regularly and make sure you don't hit emergency levels, not only will you notice a positive shift in your mood, you will most likely have much more capacity for others around you. I also believe that another fantastic side effect is that you will also be far more productive at work and most likely more successful. Too many people believe that the longer or more they work the better their performance is… my thoughts are completely the opposite... you need to feel great to perform great!

I hope that this quick refresher helps you to think about what is important to you and make sure you are finding the time and space to "Fill Up Your Cup" . Remember, what others may do to fill their cup may not work for you. Don’t be afraid to try new things to discover what fills your cup.

Planning your Career?

Wed, 10 Jan 2024 05:16:50 GMT

crafting a unique career roadmap

What is my career path?

In the ever-evolving landscape of career choices, the question of one's career path is a common yet profound inquiry. Can we accurately predict our future, or should we allow serendipity to guide our way? Crafting a career plan is a pivotal decision applicable to individuals at every stage, not solely reserved for those embarking on their professional journeys. Market demands, personal changes, and evolving interests can reshape our paths, leading us to explore diverse vocations.

The Essence of a Defined Career Path:

Acquiring a fulfilling career isn't merely a stroke of luck; it requires diligent effort, strategic planning, the right mindset, and a well-thought-out plan.

A "career path" symbolises an unseen trajectory of growth and development toward a pre-defined goal. Consequently, it becomes imperative to delineate a clear mental track, envisioning future roles, responsibilities, and compensation, while identifying areas for skill development.

How Important Is A Defined Career Path?

Employee

Regardless of age, formulating a career plan early on allows for continuous re-evaluation. Most employees envision a stable and meaningful career until retirement. A well-defined career path empowers individuals to navigate their present steps, comprehend future career options, and showcases progress and growth over the years.

Employer

Retaining the best talent and developing skills is a challenge for all businesses. As competition for quality employees continues, prioritising employees’ career development has become a crucial role for employers to play. Career opportunities outline the career path of the employees. However, some companies give too much focus on recruiting and onboarding new talents, often leaving the existing staff unsure. A lack of opportunities can demotivate employees. A clear sense of purpose is also known to be key to employees having a clear sense of well being.

The best way to retain employees is to give them a realistic picture of what their positions will be in the future.

So how do I start?

Creating a plan begins by identifying three crucial elements:

1. Skills

Your skills are your strength. The workplace is dynamic, and staying relevant requires a commitment to continuous learning. Regularly invest time in enhancing and expanding your skill set. By keeping your skills finely tuned, you not only contribute more effectively to your current role but also position yourself as a valuable asset in the ever-changing job market.

2. Interests

Your interests motivate you. Take the time to reflect on your passions and align your career choices with what you are passionate about. You may even find that you need to slightly adjust your career path. However, by aligning your interests, you are more likely to stay motivated, leading to increased job satisfaction, ultimately guiding you to a career that is not only successful but also deeply gratifying.

3. Long-term goals

Your long term goals serve as roadmap. Define clear objectives that encompass various aspects, such as financial aspirations, desired levels of seniority, flexibility in work arrangements, and achieving a harmonious work-life balance. Having a clear understanding of your aspirations beyond the immediate future allows you to navigate the twists and turns of your career with purpose and confidence. It's not just about reaching the destination; it's about enjoying the journey while staying true to your overarching objectives.

Crafting a career plan is similar to embarking on a journey with a well-thought-out itinerary. While changes are inevitable, a clear plan equips individuals to adapt and thrive. You are the best curator of your career path.

Take the time to carefully consider your options, focusing not only on monetary aspects but also on choosing a path that brings out the best in you, providing motivation, enjoyment, and satisfaction. Whether you lean towards technical expertise or managerial roles, the key is to align your journey with your passions and aspirations.

The great aspect of our industry is the opportunities are varied and endless so make sure you do something that you love.

Optimising Your LinkedIn Profile for Success

Tue, 31 Oct 2023 03:27:00 GMT

5 essential tips for job seekers

For job seekers navigating through today’s competitive professional landscape, you’re in the right place. Whether you’re a recent graduate starting your career or a skilled professional, one platform that has emerged as a powerful tool for job seekers is LinkedIn.

In order to ensure your profile stands out, you are going to need more than just an average profile. Your LinkedIn profile should be a powerful representation for your skills, experiences, goals and ambitions as well as reflect your personality. It should be used as a digital showcase that not only attracts future employers but also assists in creating valuable connections. In this blog post, I’ll discuss 5 essential tips for optimising your profile for success!

1. Set Your Profile Picture

If your current profile photo features you and your cat on the couch while enjoying Netflix, it might not be the best choice. Your profile picture holds significant influence, as it shapes the initial impression people have of you. Your profile photo should be a headshot with excellent lighting and one that is of high quality. Opt for a plain, uncluttered background to avoid distractions. The photo should reflect a strong sense of professionalism and align with the requirements of the role you’re seeking. Look straight ahead at the camera, ensure you have good posture and remember to smile.

2. Write a Captivating Headline

Your LinkedIn headline is one of the first things people see when they come across your profile. It's your chance to make a strong first impression. Instead of simply listing your current job title, consider adding a compelling, value-driven headline that highlights your expertise and sets you apart. This is your opportunity to pique the interest of recruiters and potential connections.

Take this…

Civil Engineer

And turn it into this…

Driven Civil Engineer | Building Tomorrow's Infrastructure | Specialising in Structural Design and Project Management

3. Write a Compelling Summary

Your LinkedIn summary is like your digital elevator pitch. Avoid copying points directly from your resume to your LinkedIn summary. Instead, use this space to tell your professional story, showcase your accomplishments, and communicate your career goals. It's a chance to provide context and add personality to your profile. This can enable employees to get a sense of your personality and set you apart from the crowd. Don’t be afraid to use the first person.

4. Highlight Key Achievements and Skills

The job search process involves personal branding and presenting yourself as the ideal candidate to potential recruiters. Instead of listing all the skills you have, select the most important skills that would be the most relevant to the current job you’re seeking. A key tip is to use industry-specific keywords to make your profile more discoverable by employers.

“Now that I’ve achieved an impressive profile… What now?"

5. Network, Network, Network

LinkedIn is all about establishing and maintaining professional connections. Don't just connect with anyone and everyone. Be strategic in your networking efforts. Connect with people in your industry, colleagues, alumni and professionals who share similar interests. Think about becoming a part of groups that directly align with your desired job role or industry function. Additionally, consider groups that relate to your personal interests and passions. After joining a group, invest the effort to actively participate by commenting on posts, offering your insights, and posing thought-provoking questions. These actions will not only help you foster connections with professionals in your sector but also demonstrate your knowledge and expertise. Building a meaningful network can open many doors to new opportunities.

In conclusion, LinkedIn is a powerful tool for job seekers, but it's only as effective as the effort you put into it. By optimising your profile and actively engaging with the platform, you can create a standout online presence that attracts the right opportunities and connections. So, roll up your sleeves and apply our LinkedIn tips.

For further advice on your LinkedIn profile, feel free to reach out to one of our consultants.
If you are actively seeking a new role, be sure to visit our website and read our jobseekers guide.

Good Luck!

October 2022 Job Seeker Market Update

Tue, 11 Oct 2022 00:31:00 GMT

We aim to provide regular market updates with economic and industry trends we are witnessing in addition to advice and support.

It has been another crazy quarter with hiring activity at levels that we have not witnessed in many years, we have clients across the board, all needing further staff to deliver the relentless flow of projects that are being awarded. This continues to provide a positive and rewarding employment environment across Australia in almost every sector and role.

The most recent statistics from The Australian Bureau of Statistics (ABS) have recorded 470,900 open job vacancies in Australia during August, across all sectors and locations, although the needs are fairly well spread across the country. This figure is 107.4% higher than it was in February 2020, prior to the start of the pandemic .

Any business owner I speak with, whether that is with civil contractors to cafes to bakers to shops to technology firms are all screaming out for new staff and many are not even able to operate normal operating hours or services. The latest figures also show that 26.7% of businesses are currently hiring nationally and in construction that is 28.5%. This is a staggering number of employers attempting to secure talent! The other extremely positive news is that the reasons for this hiring are due to an Increased Workload (45.4%) and E xpansion of Business (26.8%) .

So what is the result of this demand? Over the last 12 months we have seen a continual pressure and increasing salaries which I have commented on in previous market updates, and also my concerns of the impact of these increasing cost to the construction & engineering industry, and whether this can be sustained and remain profitable in the long term.

I believe there is a real opportunity right now to consider a potential career move as the market is unlikely to maintain at these high levels of demand for ever, and there will certainly be a decrease in demand as the economy changes pace as expected over the next year. However, my advice to anyone in the market at the moment is to look at the whole picture of what any potential employer offers.

***RESIST THE TEMPTATION TO MOVE ONLY FOR MONEY!***

There is so much more to consider when looking at a career move however, at the moment I feel that there is too much of a focus on salaries when quite possibly there maybe better opportunities with another company even if the salary is slightly less OR with their current employer. Our advice (probably not what you would expect to hear from a Recruiter!) is that we would recommend it is important to review your CURRENT EMPLOYER alongside any option to move to a new company when going through the job process.

Consider the following;

Training & Development Opportunities provided
The senior management team and their track record and history of success
Promotion and career paths available
Variety and types of projects - What do you enjoy?
Flexibility and balance with home/personal time?
The benefit of longevity with employers, what you could lose by moving
Wellbeing and support provided by the employer - EAP (Employee Assistance Programs)
The overall team environment
Location and travel requirements

A big salary offer does not mean you should move, it just means that you should consider your options and whether you stay or go, make sure it is the best option for you long term. Your career should take thought and consideration and should be planned and then reviewed along the way to make sure you get the most out of both it and your life as a whole.

We hope that this market update has provided you with some food for thought and helps you navigate what is an exciting but challenging time in the employment market.

The Established Recruitment Model - Is it Broken???

Mon, 10 Jan 2022 01:17:26 GMT

pros and cons of the current established recruitment model work and its impact to all those involved in the process

To start the New Year I have unusually decided made my Constructive Tip very recruitment industry focused due to observing some fundamental aspects of how the recruitment industry is operating in 2021. As I have mentioned in previous Constructive Tips I have a fairly unique viewpoint in the recruitment market having found myself back to hands on recruiting following running a medium sized national recruitment business for almost 18 years. Coming back to the day to day role and interactions with with clients and candidates and experiencing the 360 degree model has made me really question how well the current established model really works.

I have considered whether it works for the consultant, business, jobseeker and the employer... My honest opinion is that probably not, and to address the reasons why I would love you to consider the below.

The current model provides some fairly strong Pros and Cons which impact all those involved in the process, recruitment being fairly unusual in sales in that there are three parties involved whereas in most sales industries there are normally only two.

PROS

Consultant - You can make swift placements, sometimes with very little time and effort such as general introductions, mailings and sometimes just right time right place. (Although my strong belief is that although the placement maybe easy it is certainly the months and years that you have spent creating the networks and learning your industry that can make this happen.)
Consultant - The highly transactional model can mean high levels of profitability for recruiters
Client - Employers can go out to the market and engage with multiple recruiters creating highly competitive markets - reducing fees substantially
Client & Consultant & Jobseekers - Can ensure a swifter result for a client in many cases

CONS

Clients are expecting and wanting to receive a "consulting based" service whereas in most cases the entire fee structure is based on a fee per success model, and internally most recruitment businesses that work on contingent based work (fee for placement) are structured and focused on a sales model. The two outlooks completely conflict.
Clients pay the same for a placement no matter the work that has gone into it, sometimes this can be good value and sometimes it bears no reflection to the work done.
Many wasted hours spent by recruitment consultants due to cancelled assignments by clients, candidates making last minute changes or leaving in the guarantee periods, multiple agencies working on the same assignment creating competition and confusion and a race to what I believe is a poorer service.
From all reports and conversations I have had the industry has been busier this year than ever, my concern is the race and speed of the market too often can have a negative impact on the service and quality.
Recruiters are continually asked to chase new business whilst often struggling to service what we have in front of us. This volume of work can be detrimental the service that each client receives individually.
The Race to Resume - The current levels of competition and scarcity of candidates has created a level of urgency that can easily result in a lack of a proper search, lack of quality and screening which can result in poor placement and retention levels, wasted time by all parties involved and overall just a poor level of service.
Jobseekers - consultants are often under so much pressure there is a lack of ability to provide the level of customer service they would often wish to provide

Do I personally feel that the current recruitment model gets the best for the employer and jobseeker. Absolutely NOT.

Do I feel that consultants could add better value and generate greater fees given a different approach to their service. YES

Do most consultants I have known actually want to provide a better service to both Jobseeker and Client. YES 100%

So what is the answer? I believe that it varies dependent upon the business, their client base and sector. However, at the start of the year it is a great time for recruiters, managers and business owners to take a moment and analyse the success of your desk or your team and whether the return on time and investment this year has been as positive as it could have been. There are many ways to structure how you operate, I have seen many successful recruiters over the years work in many different ways.

As yourself questions on whether your services are focused effectively? Would greater retained work, temporary contracting provide a better financial outcome than contingent permanent fees?
Review your Terms of Business and decide if you need to make any changes to them to ensure that you can provide the best service possible to your clients and candidates whilst also ensuring a highly profitable business.
Consider getting your consultants to run a timesheet for a few weeks like most professional services businesses to allocate there time to specific clients and vacancies, you will be surprised how many hours end up unbillable.

I hope that that this reflection gives you a pause for thought to consider even some small changes to your desk/team/business in improve both service and revenue for 2022.

Good Luck

Giles

Time to Plan?

Wed, 08 Dec 2021 23:17:44 GMT

top 10 points to think about when creating a strategic plan

Normally I would expect to create business plans to run for the financial year and I would always certainly recommend that to anyone I was advising or coaching however, this was no ordinary year and any planning that was done in June 2020 may look very different now.

I don't necessarily believe that business levels now look worse, in fact in many cases what I am hearing within the market is that there is strong hiring intentions in many verticals and the market activity is exceeding most peoples expectations. The economy is changing so rapidly at the moment and is so uncertain, that long term planning, albeit still essential is difficult and that more flexible shorter term goals are far more effective at this stage.

With this in mind, all business owners should be considering writing and implementing new shorter 6 month plans to put in place from January with some realistic but challenging goals and expectations on what they are looking to achieve. In this respect, I am not just talking financials, revenue and profits but some real and tangible goals around improvements and changes across the whole business.

So, if you haven't done this as yet or haven't even considered the need, please feel free to take a look at this link with my top 10 points to consider when creating a new strategic plan.

No more than 5 pages - Don’t waffle, make it concise and specific
Set a structure and layout for what you wish to cover before starting - this might be similar to the following; executive summary, market/economy overview, employee engagement and support, sales strategy, operations review, marketing & branding, organisational structure - now & future, Profit & Loss Year to Date, Budget - next 6 months
Research all aspects of the business before starting to make decisions or writing - review the P&L and balance sheet, review your sales and key clients, review all aspects of operations, what works and what doesn't work?
Ask yourself some key questions to consider?

Sales Strategy - Identify the key areas of revenue and identification of new target areas and verticals. Analyse your competition and where you sit in the market? How can you take greater market share?
Staff Engagement - incentives, events and morale boosting - do you need to allocate more money than usual? Staff engagement is more important than ever whilst some may still dispersed.
Marketing and branding - As the economy comes out of recession next year is it more important to make sure you are seen and heard?
Operations - Get detailed costing for expenses and review anything that is discretionary and decide if still needed in the current market. Do you need any increased spend in technology to continue W.F.H. support? Either Keep & Improve or Remove

5. Back up your statements and ideas in your business plan with clear goals and objectives.

6. Be realistic with time, money and targets.

7. Break down all your agreed targets and actions to be bite sized so that you can easily take them on

and will not procrastinate or put them off.

8. Write your executive summary last when you have completed the entire plan and use it to summarise your objectives.

9. Then when you are finished - Proofread and then ask someone impartial to read and review it. Ask them if it seems simple to understand and realistic to achieve.

10 . ACTION IT!

It is more important than ever to make sure you have clear goals and objectives for the next 6 months so that you can navigate any unforeseen events that come your way, so make sure you put some time aside over the next few weeks to plan before the team is back in January. It can be a great opportunity to then present to the team and ensure that they are clear on your objectives and direction and ensure their buy in to the strategy.

Giles is a coach and mentor to a number of SME business owners across Australia assisting them with many aspects of the running and improvement of their companies. For further information please contact Giles Keay directly on giles@constructive.au

Intention vs Results

Mon, 06 Dec 2021 23:20:05 GMT

how does having the right intentions help beyond achieving or not the desired results?

Having worked for almost 25 years in the recruitment industry and running my own national consultancy for over 17, I have had the pleasure of training hundreds of consultants at different levels. I now like to provide "Constructive" feedback, advice and tips from that experience to help both consultants and business owners as they navigate this exciting career and industry and as such I will be posting regularly with some of these ideas.

Many consultants I have trained over years were only concerned about the placements and fees not coming in or the fact that interviews were not being arranged which could send them into highs and lows that might put them out of action from being productive for days, weeks and sometimes even quarters.

Anyone who focuses only on the results and therefore dollars, only sends themselves into a spiral of frustration which can then be detrimental to their own improvement and development.

To be honest, all I always want to see is the right intention and attitude . If the intention is right and the results don’t follow then you can still be happy with what you achieve, feel you are making progress, can remain positive and motivated and also then have the clarity to consider why it isn’t happening for you......

Clarity means you can then be strategic about the cause rather than blindsided by the lack of results.

Ask yourself?

Is it due to lack of skills ? If so look to further training and support.
Is it due to lack of volume ? If so set some high but realistic targets to achieve. Above all, then make yourself accountable.
Is it due to lack of targeting ? If so take a helicopter view of your desk and give yourself time and bandwidth to consider all aspects before making the decision on which direction to take.

If you come back with the same intention and you’ve solved these questions then you will surely succeed !

The Educated Boss

Tue, 30 Nov 2021 22:43:18 GMT

what is an educated boss? are you up for it?

I have been very absent from posting online with my regular "Constructive Tips" over the past few months due to finding myself over the last couple of years back on the tools and recruiting once again, I have found the challenging nature of the industry take a hold on me whilst also dealing with the pandemic, a lockdown and the emotional toll that it took on both myself and many around me. The harder it got… the harder I worked and the more frustrating it became.

I have been frustrated with ghosting, candidate control, counter offers, lack of urgency from clients & candidates, random acts/incidents, the difficulty with time management having a 10 year old at home and trying to home school, whilst juggling housework and generally just trying to stay sane! I had a run of 8 consecutive placements fall over at offer/reference stage in a 6 week period which looking back over the 100's consultants I have managed is probably one of the worst runs I am aware of.

The question you may ask is why am i stating all these facts, am I whingeing, (possibly a little), am I looking for some comfort and encouragement (possibly a little), but really what I want to put out there to all senior management and business owners is the idea to spend some real time focused on what your team does day to day. I am not talking about "lip service" to make you look or feel good in front of your team, I am talking about getting down and dirty in the trenches.

So firstly I want to say to everyone who has ever worked with me over the previous 17 years..... I wish I knew then what I know now!

Quite seriously, as you progress down the management path you become more and more distant from the day to day and just as importantly the emotional rollercoaster of the operations and sales of your business. I am relating my own experiences to recruitment as that is my game however, this concept clearly applies to any industry or sector and the reality of the issues and emotional pain that your team are facing become more and more distant.

My advice is not to just get involved with what they are doing, or partake in a small part of the process I am suggesting going full steam into their roles for a good week or better still see a single process from start to finish whilst you feel the entire end to end at least once a year, 100%, 360 degrees , all in!!!! I used to go out on client meetings to help win business, I would train and develop new staff showing them how to interview and reference and the different steps in the process however, what I never did was run the whole process start to finish and I would challenge most business owners of any company of scale to have done dissimilar. I believe that unless you run the process end to end and see it in its full glory you truly will not understand the areas you need.

Undercover Boss was a great TV series for a few years and I always thought it was a good idea but to be honest I always felt there were more important and urgent tasks at hand to resolve. The concept was great for the senior manager to discover how the business was operating and how the service was being provided to their clients and what needed to be improved... my idea is about being an "Educated Boss" is to truly experience how the business works right now, not when you may have done the role before you moved up the ladder.

From someone who has found themselves back at the coal face my understanding is as sharp as it has ever been, complement that with years of experience any manager or business owner would create a massive competitive advantage for their teams and their business if they were to take this action each year.

October 2021 Talent Market Update

Mon, 11 Oct 2021 22:47:09 GMT

current market update and insights

The major challenge that we are all facing at present and most likely will for the foreseeable future is identifying and attracting the right people to be able to deliver the high level of projects that are in the pipeline. We are heavily affected by a number of impacts due to COVID in respect to mobility;

State to State Borders - Never before has Australia been so divided with hard borders reducing mobility across the country. Even as we edge close to the magic vaccination levels and will most likely see these borders disappear, there is still a threat that they may be put in place once again in the future causing uncertainty. Many individuals are concerned about being stranded from family and friends for work once again and I believe we will need to see a period of normality before this issue disappears.

International Borders - We have seen a decrease in net migration from approximately 250,000 per annum for the last 10 years crashing to 30,000 in 2020 and this year it will most likely have very little improvement. This lack of new qualified individuals into Australia has a dramatic impact on candidate supply bearing in mind we continually have people leaving the industry to go to other sectors or to retire.

Hesitancy to Move Employers - There has been a lack of confidence for individuals to move jobs over the last 18 months due to uncertainty caused by the pandemic. We have continually seen candidates either completely refuse to enter a job process even though they are not happy in their current roles or go through the recruitment process only to withdraw and stay in what they feel is a more secure position. I believe we will see some major movement in 2022 as this confidence comes back.

Increasing Salaries/Counter Offers - This is one of the most frustrating aspects of the recruitment sector at the moment for clients, due to the factors mentioned above and the lack of good people in the market, employers do not wish to lose staff and are providing high counter offers to keep people. This is often on the back of original offers already being made at levels that are way above current levels. Our concern is the long term impact on margins are most likely not sustainable.

With this in mind we would advise our clients to consider a number of aspects;

Retention - Firstly, above all, before thinking about hiring new employees for the business, in most situations you are far better to be focused on retaining your existing people. Ensure that you have an effective career/development planning/review process in place and that you have regular catch up's to listen to how they are feeling. This enables you to try to meet their needs and understand if they are unhappy before they decide to look elsewhere. As an employer this is YOUR responsibility NOT your employees. Undertake regular salary research to ensure that you are at market level and always remember work is not just about the salary, you need to make sure you are offering a full supportive environment and package.

Know your USP - As an employer looking to attract new employees to the business you need to make sure you know exactly why someone would wish to join your business and not your competitors. Remember they don't know you, you need to be clear and concise around the benefits that they, as an individual would gain from becoming part of the team.

Speed during the Recruitment Process - We have seen a number of businesses recently miss out on good quality candidates due to a lack of speed and urgency in the process. The market is too tight with too little options not to move quickly if you meet someone who would be suitable. If you have done the hard work to get them in front of you, firstly ensure they match with your company values and sell like crazy...... then make your decisions efficiently and swiftly and take action.

We hope that this market update has provided you with some insight into the challenges currently being faced in the market right now and that the advice helps you to navigate what will continue to be one of the tightest labour markets we have seen for some time.

As seen in Shortlist...

Fri, 24 Sep 2021 00:21:54 GMT

New Launch of The Constructive Collective franchise network mentioned in Shortlist yesterday...

The “True Cost” of ignoring Wellness

Thu, 12 Aug 2021 00:35:06 GMT

5 statistics showing the “true cost” of ignoring wellness in the workplace

For those of you who have read my previous articles you would know that I have a very personal passion for wellbeing and mental health and ensuring that the conversation around it continues to happen both in the work place, schools and at home. I recently published an article on LinkedIn on behalf of my 15-year-old daughter, focused on Mental Health and the feedback was incredible once again with over 6500 views.It also highlighted the fact to me that most younger generations are so far ahead in their understanding of the impact and devastation that it can have on individuals and families.It is impressive how advanced and transparent conversations are within this age group and how schools have such massive support for this key issue.

So back to the workplace…… and how we are dealing with it.

Have you ever considered the actual cost of ignoring wellbeing as a key issue?

What is great about the fact that it is now at the forefront of people’s mind is that the research available and hard statistics are now visible to back up what has often in the past been considered the “nice to have” or the “fluffy” part of getting business done.We can now prove in hard dollars what impact it can have.

I have outlined five statistics which I believe are most alarming from the research undertaken. In many cases it appears that the emphasis is on the business itself and of course that is often the case and the culture should always be driven from the top.However, I also believe that every employee has a responsibility in ensuring a commitment to wellbeing and in fact at Constructive we have made it a tangible part of every employee’s professional development program.

Stat No. 1

Organisations Implementing Health and Wellbeing Strategies report increases of 12-30%, (1,2) in productivity let’s take this key fact and think about what that means for dollars! In a sales business you could simply multiply your sales by this and see a dramatic rise in results, in an engineering firm multiply the hours worked by this number to see the increase in billable hours or efficiency of completing projects and being able to take on more. The result to the bottom line would be incredible!

Stat No. 2

Employees stress and health factors increase by up to 56% if ignored (3),imagine your workforce having half the days off sick that they currently have and multiply that across the whole business in relation to the productive hours that can be achieved. In a company of 100 staff taking an average of 10 days a year each this would create an extra 440 days which is equivalent to having 1.5 additional staff members on board without having to pay any extra wages!

Stat No. 3

In poorly run businesses where wellbeing is not addressed the number of disengaged employees is twice as high (2,5)which is seriously hitting the bottom line in relation to productivity but also with simple absenteeism. In Australia alone the cost of both these key issues to organisations has been estimated at a staggering $34 billion a year! (4)How present are employees in your company if you look around the office or site? How often do you see the same people calling in sick? It is often the same people and the key issue is that unfortunately, both the employer and colleagues who all share a responsibility to each other for wellbeing, often don’t address what is causing that disengagement and merely just resent it or reprimand them.

Stat No. 4

Creativity and Innovation is increased by over 50% (5) with employees who are engaged and looked after at work. For engineering and construction firms where slight design changes and decisions can make the difference between millions of dollars on a project, focusing on increasing the innovation of staff and the team could have ground-breaking impacts throughout.

The human brain is still the most powerful computer in the world and when combined with the ability for creating new ideas and concepts and solving issues and problems through innovation the impact is substantial.So next time you are sat around the table trying to come up with a solution to an issue the project team is facing, look around and consider if everyone is in the right mind frame, free of stress … full of capacity… to be able to think….

Stat No. 5

One of the greatest costs to a business is having a high staff turnover, this is one of the most direct costs of poor investment by a business in staff wellbeing. The current estimates are that you are 4 times more likely to lose talent (5,6)and if you consider the cost of rehiring (estimated somewhere between $5-10,000), training and on boarding (estimated at 3 months’ pay of the new employee before they are up to speed and 1 month of other personnel to help train). This statistic on its own forms an extremely scary proposition and it is almost madness not to have it at the forefront of any organisation to immediately attempt to quarter the cost of rehiring which comes straight off the bottom line.

So, there are my top 5 reasons for why we all need to consider well being and what the true impact and cost of ignoring it can be. Imagine these 5 simple points being addressed and improved in your workplace and what difference it could make between being average or GREAT!

REFERENCES

1 The future@work health report: Employees and their workplace. Leighton Properties and Grosvenor Australia. Wesley Corporate Health (2008).

2 Business Case for Well-Being: The ‘Why’ Behind Well-being. Building a strong and strategic business case for employee well-being programs. Benz Communications and Virgin Pulse (2015)

3 McCarthy, G.,Almeida, S., & Ahrens, J. (2011). Understanding employee well-being practices in Australian organizations. International Journal of Health, Wellness & Society, 1 (1), 181-198

4 Sick at Work The cost of presenteeism to your business and the economy. Medibank (2011)

5 Wellness and Productivity Management. Sims, J. (2010). Health and Productivity Congress.

6 The Wellness Imperative: Creating More Effective Organizations. The World Economic Forum in partnership with Right Management (2010)

Patience

Thu, 05 Aug 2021 00:16:22 GMT

is patience essential in business?

I have watched numerous new start up businesses launch over the last 15 months since the start of the pandemic and many of these are individuals who have broken away from large employers and are now mainly sole operators.

This start up environment has been fuelled by COVID almost putting petrol on it, many staff found themselves working from home and realised that once the environment of the company was removed they were still able to operate and undertake their roles successfully. Many clearly made the decision that they could step out on their own and rather than pulling a salary they had the confidence to back themselves and be able to draw 100% of their successes !

Having founded and run my own businesses for over 18 years I have experienced many situations, mostly positive but many challenges, and I know for certain that these new businesses and their owners over the next few years will be confronted with many of the same challenges and decisions to make.

One of the most important things to remember when considering whatever confronts or provides opportunities to you is that there is absolutely no rush! Even though it might seem like there is… I truly believe that when you are on the journey of building your business it seems like you are going slow and can be frustrating. You feel that if you are not coming up with and implementing new strategies each week, that you are not growing exponentially month after month that you are not successful.

I can assure you that you are successful, even by taking the brave move to start on your own. It is important to keep pushing forward and innovating but whatever decisions and choices you make by taking your path a little slower it can be far more sustainable. I spent 17 years pushing forward as fast as I could and often the business was not ready for the next step, it needed to mature further before it was able to do so, it’s this lesson that I would love our new generation of entrepreneurs to be able to learn the easy way and not have to experience themselves.

There are Key factors that you must ensure are covered before pushing forward;

You are in a strong financial position
Your client base is strong enough to support your projected and desired growth
You have sufficient staffing resources to be able to deal with increased workload
You have sufficient systems and processes to ensure quality of service or product with that growth
You have sufficient software solutions to help scale
You have adequate knowledge or experience to be able to navigate the growth - or you are able to access the knowledge and skills you need

These key issues above are capable of causing major long term damage to the business or your bank balance or your brand and can be irreversible.

So my Constructive Tip this week is simple, they say Patience is a virtue in life , but is much more that that in business … it’s essential.

Strategize and plan your future, be entrepreneurial, be confident, innovate and grow! However, make sure above all you are ready to do so and consider whether you have the top 6 Tips above covered first!

Good luck

Meeting Fatigue

Thu, 15 Jul 2021 23:59:06 GMT

feeling meeting fatigue due to back to back video conference calls? this might help...

So maybe you are in lockdown 2.0 in Sydney (or if you are on the Northern Beaches like me, Lockdown 3.0 or in Victoria and had Lockdown 5.0) or maybe you are elsewhere in Australia feeling grateful not to be in Sydney! Wherever you are and whatever the number of lockdowns you have experienced and hence working from home, it certainly does feel like Deja Vu and that we have been here before!!

In reality we are now 15 months since the initial lockdowns began and we are now very used to virtual meetings on whatever platform you or your business loves, doing home-schooling (I am currently sat at the kitchen table with my 10 year old whilst he is doing his daily classes and I must admit I am so impressed with the school for their organisation and efficiency is stepping straight back into it once again), we even did a virtual quiz night with friends last weekend which really took us all back to 2020!

The fact of the matter is that our new normal and way of working will almost always now have some amount of ability of WFH no matter what you do. We are also seeing some high levels of migration continuing to regional areas meaning that many of us will not even be in proximity to our old corporate offices.

I saw some statistics from Employment Hero a week or so ago in which their research found that 94% of people wish to have some level of WFH in their normal week and at present 72% are WFH to some extent.

So with all this in mind the one thing we know is that Video Conferencing will be in our lives for as long as we can predict.... whether that is on the PC or the mobile or possibly Holograms in the future! What I have found is like all technology its ease of use and access means that there are fewer boundaries which ultimately has the ability to take over your days and evenings if you do not manage it correctly.

I have witnessed it myself, heard from clients and candidates that I speak to, and also seen many friends suffer over the last 15 months with what can only be described as "Meeting Fatigue" . You call someone at 6pm in the evening and they tell you they just got off their 8th meeting of the day.... It is not unusual now for individuals to spend 6 hours plus online in meetings and group conversations, 5 days a week, the impact of this on our health can be huge causing.

Eye Strain
Tiredness
Higher levels of stress
Headaches
Feeling of lack of time
Encroachment into personal space

It also has an impact on the individual’s ability to be productive in their role, by stopping and starting for meetings it can highly disrupt the momentum of the day taking the individual away from other tasks they may have been required to achieve. This can then put further pressure on this being completed in the employees own personal time because the day is full of VC meetings!

I believe there is also a major loss is the lack of creativity for individuals as they are going from one call to another without having time to pause and be able to digest and contemplate what they are trying to achieve and to have the headspace to be able to think about what solutions and ideas could improve the business. You have to give space for creativity to breathe.

When we all worked in offices there were so many natural breaks that we did not even realise that we are having.

Travel to and from meetings - it was also a great time to catch up with colleagues
No gaps between meetings as it is a click of a button- able to transition with people in reception whilst you catch your breath
Most people appear to be having shorter or no lunch breaks
No smoko's!
A lack of exercise breaks at lunchtimes - team and office sport etc.
The casual stop and chat in the kitchen
The quick conversations at people’s desk often removing the need for a formal meeting

There are a number of “Tips” to help with reducing the impacts of this meeting fatigue and we have tried to provide a few to help you navigate this ever-present issue.

Try to book only the amount of time needed to discuss the specific work required - do not automatically book in an hour or half hour. If you can discuss in 45, 20 or 15 for example then book that instead to ensure you are not spending more time than necessary
Ensure that you insert 15-minute breaks between meetings.
Be punctual with finishing your meeting at the correct time - often a reminder can flash on the screen. By not being punctual you can often roll from one meeting to another.
Make sure that you are only doing the meeting if really necessary - just because it is online your time is no less important - do not do meetings for meetings sake.
Ensure you prepare an agenda as you would for a F2F - no matter how brief - Share it beforehand. Hopefully, this will stop you from going round the houses and extending them longer than necessary.
If you are fortunate enough to have someone to organise your diary. do not be afraid to speak to them and explain the need for you to have breaks and to be honest about why.

This is an ongoing issue that everyone really needs to be aware of, it is staying, pandemic or no pandemic, so we must all understand the impacts and also the need to follow some basic rules to make it work for you and everyone you engage with.

I hope that this is a useful post and that it can ensure not only an improvement in your mental health but also an increase in your productivity and creativity.

Good luck,

Giles

Ghosting

Sun, 04 Jul 2021 23:59:06 GMT

ghosting. what is it?

If you have never heard the term before it is essentially when someone is ignoring your communication no matter what form it is in.

Living in a household full of teenagers I’ve heard the term being used countless times by my kids in relation to friends, boyfriends and girlfriends, and seen the impact of this frustrating chain of events or in fact non-events build up to a level of anxiety and worry about what they might have or might not have done! Ultimately reflecting back on them and their mental health… it got me thinking about how that also relates to the workplace.

I looked it up on the “Urban Dictionary “ and found the following definition…

Ghosting

When a person cuts off all communication with their friends or the person they're dating, with zero warning or notice before hand. You'll mostly see them avoiding friend's phone calls, social media, and avoiding them in public.

I haven't seen Tom in 3 months. I think he may be ghosting me.

by SunnyDoll August 19, 2016

Although this is relating mainly to friends and partners it is absolutely correct for the workplace too.

I have had at least three very significant incidents of Ghosting over the last 12 months, both by jobseekers and also clients where you will be in the middle of a process, normally at interview or offer stage and suddenly one of the parties involved seems to disappear off the face of the earth. As I often do, I have related this article to the recruitment process however, this can happen in any situation, often in a sales cycle where you are trying to do a deal and reach an agreement and suddenly the client you thought was about to commit disappears.

You call, leave voicemails, send SMS and emails, and absolutely no response! You double check the numbers and emails and all seems fine, firstly you worry that something may have happened and have they been in an accident… time passes, days and sometimes weeks and still nothing… anger and frustration builds till it’s the only thing you can think about!! Suddenly their lack of communication has suddenly become your problem!!

The reality is that you have been also managing the other party the entire time, trying to ensure they don’t feel frustration to the levels you are, making sure there can still be a deal done when eventually they come back to you. Deep down inside you know though that it’s most likely fallen over already and probably won’t happen!

So how can we try to stop this phenomenon?? This Constructive Tip is all about that and placing some very simple steps in the process to help;

Firstly ensure that it is part of your conversation with both the client and jobseeker (if direct sales then just with the client), and make sure you specifically discuss this possible scenario and the level of communication and set expectations from the outset.
Secondly, This is often an extreme example of a lack of control over the jobseeker and sometimes the client. The Importance of a face to face conversation over the phone is absolutely paramount here, when I talk F2F I am including Video Calls too, although not quite the engagement of a proper eyeball it’s pretty close these days.
Thirdly be very clear to explain the implications to the parties involved and what a lack of communication could actually do to their reputations for ever. Damage to a person or businesses reputation due to a complete lack of professionalism, which can certainly be more widespread due to social media now with individuals ability to spread negative feedback. You also never know when your paths will cross with this individual or associates in the future.
Finally, the deal has little chance to complete if this happens anyway. Why would you wish to hire someone anyway if this is how they treated this process, why would you wish to join a business that was so elusive to deal with, do they really want you anyway?

I truly believe that these tips can help you avoid this frustrating and deal killing situation…

So next time you are at the start of a sales process, or you are undertaking your first interview with a candidate (this applies to both recruiters and companies hiring and interviewing themselves directly) make sure you are setting this all out at the start and making sure they understand the implications of what Ghosting can do to their future reputations!

Good Luck!

Positive Negotiation

Tue, 29 Jun 2021 23:59:06 GMT

The effect of Positive Negotiation on your positivity and wellbeing

So often I speak to consultants about how they feel having gone through a negotiation with a client and they felt like they’ve been "done over" and in their words “hammered down” on fees, or they think they’ve done brilliantly because they got full fees and even though the client wasn’t happy they’ve decided to go with them anyway as they were desperate. I even heard the other day of a company securing a massive 30% (industry average is 15%) as the client was in such need of help.

Although I am referring to the recruitment industry in this instance it actually applies to any sales environment where negotiation between two parties occurs, in fact you could probably say that in some instances this occurs in your personal life too!

I had a situation with a client over 20 years ago who when I explained our fees they just turned around and said I’ll pay what I want as you are all like hotel rack rates, I will just find the best offer. Essentially expecting me to reduce my fees to the lowest possible level.

when you read these scenarios how does it make you feel about each persons stance?
How does the party who has come off worse feel?

Pretty poor I reckon… so does the salesperson even want the work or the client to deal with that salesperson after that experience!

Essentially everyone is starting from the wrong place and from the outset feeling like this is a game that they have to WIN or they LOSE!

I have read and heard a couple of great comments recently, one was in a book, the Matthew McConaughey autobiography in which he was watching two people who were in Africa and trying to get each others point across about all things, a "lady of the night" and whether it was appropriate. He sat there watching and was shown abruptly that “They are not trying to win arguments of right or wrong. They are trying to understand each other. That’s different. “ Matthew McConaughey I loved this statement in the book and it made me really think about the commercial environment and how this should so be applied to negotiation.

I have spent many years training on this topic and there are some very simple strategies and methods that can be used to ensure that firstly the deal is done… and secondly once the deal is agreed, all parties feel happy and have enjoyed the process. Negotiation is similar no matter the industry or sector and many issues can be the same.

1. Know your position before you start the conversation

Good negotiation starts with knowing what you want and putting it forth in conversation. This requires a substantial amount of preparation and asking the right questions at the start, rather than improvising responses in calls and emails. When you negotiate from a position of strong preparation, the other party will be more comfortable meeting you on good terms, based on your expertise and confidence.

2. Don’t go in too early!

The client needs to understand the value of your service, so your rates/fess need to be discussed once you've shown them how you're going to solve their issues. They need to understand you're worth your fee. In other words, if you say my fee is 17.5%”. The client asks for a discount. You immediately say “OK, 15%. You have just signalled to the client that you never believed in your value in the first place. You will struggle to ever get your fees back up.

3. Always justify your original position first……..

Negotiating before defending and justifying your standard terms will degrade your sell on our services, always commit to your standard terms first. This is not a price objection, but a value objection - summarize the value you are bringing to the table with your services.

The secret is to sell your point of difference. What have you got, and what do you do that gives your client extra value compared to your competitors. Talk about your entire process explaining all the things you do. For instance in recruitment it would be the searching, adverting, screening, networking, interviewing, reference checking, the “selling” of the client’s company and so on.

What would be the points of difference that you might convey in your industry and sector?

Most clients don’t perceive the value in what you do as they don’t know what you do to earn your fees. And they often don’t know what we do, because we don’t tell them!

4. Partnership negotiation is always the best policy

It is important that we build an ongoing business relationship with our clients. You need to act like you are in partnership with them (which you should be!) and you want to work with them to come to a result that is commercially viable for the both of you. There are many ways that you can structure a deal that is commercially viable for both parties.

A concession is something you are prepared to give in the place of a lower fees.

You've got to get something in return for your concession - a counter concession. Your client may only be interested in lowering your fee, but you should be interested in increasing your ability to be successful in helping them and in essence billing for your work.

5. Respect

Don’t turn your negotiations into an "us vs. them" scenario. Relating with them on a human level will strengthen your continued working relationship. It will also cement the expectation that no matter what happens in your work, you’ll always be on equal footing as people.

6. When it is time to walk away

Be willing to walk away from a negotiation if you think the options available are going to hurt you in the long term. Being willing to say no is important in contract negotiations, it is natural to try to avoid conflict is a something that potential clients may exploit.

It’s okay to say no.

Sometimes the client pushes hard for a reduced fee. Don’t feel pressurized. It’s a purely commercial decision — and it’s your decision to make. Is this client and this work so attractive it is worth taking a lower fee for?

Remember this before you discount next time. Don’t think of the fee only as dollars gained or lost —think of the fee as what your service is worth. A discounted fee means you devalue what you do every day — never forget that.

7. Never take things personally

If you can’t agree terms and you miss out on an opportunity and potential fee you must learn from what happened and move forward. Don’t let it stick with you for long and frustrate you as there are many more opportunities out there in the market. Analysing these failures can have a big impact on improving future negotiations.

Another comment I loved recently was at the RCSA Talent X conference where one of the speakers, Dom Price , from Atlassian made a great statement about how individuals when in group discussions should “Listen like you are wrong and speak like you are right”. I loved this as it still making sure you are holding your stance and position but are very open to understanding others.

There is nothing more frustrating than having a discussion or negotiation with someone who wont even listen or understand your point of view but just want you to listen to theirs!

So in essence, my Constructive Tip, if you prepare correctly, understand your worth, can convey that to the client and professionally negotiate knowing that it is not personal, be happy not to have the need to destroy your opposition to feel like you've won, be ok if the deal is not possible to agree, then I believe you can absolutely find yourselves in a position where positive negotiation can happen almost every time and everyone walks away feeling like they have made a successful agreement.

Good luck securing your next deal!

The BIG FISH

Mon, 07 Jun 2021 23:58:12 GMT

is landing the big fish worth it?

So I got chatting with a client this week about how business was and what they were tendering and working on and it turned out that the challenges across completely different industries of recruitment and construction were so similar. I find this often in many conversations that I have with people across many different sectors and as such I firmly believe that it is possible to learn and improve by seeing how they overcome them and then applying the same thought process to your own.

In this particular instance it was about the return that you get from individual projects or assignments and the business owner I was chatting to was discussing how much of a better margin they were able to achieve on the smaller quicker jobs, I also heard this the month earlier from an owner of a piling contractor and that the larger jobs very often overran, were under quoted and almost always delivered a lower profit % return.In my personal experience working in recruitment it was the larger senior placements that were most attractive but again often the time and effort compared to the quicker smaller placements just didn’t add up financially.

It was interesting feedback that I was hearing and that by focusing on these BIG FISH rather than smaller ongoing projects they were then left with a huge void where other work could have been done and made some better profits.

However, what was equally interesting was that in every case the workers on the construction sites and the consultants including myself all preferred and enjoyed the larger more senior assignments and projects.

So the important point is that every business no matter which sector you work within should take time to strategize and analyse the work that they do and see which type of work and projects are most profitable.Then build your sales strategies around that rather than leaving it to chance. This can be unique for different businesses dependent upon the staff, resources, operations and market positioning. For example a tier one contractor Looking at a $100k project is probably going to lose a lot of money… but for a smaller business it might be their sweet spot.

Larger projects and assignments can create lumpy revenue and profits and often a balance of different sized projects can work best, but it really is down the individual business.

The BIG FISH might look sexy to land and fun to run but in reality will you actually make the return that you need from it? Take a look at your metrics and work out for yourself….

The Virtual Time Machine

Mon, 07 Jun 2021 23:56:57 GMT

creating a virtual machine and the benefit of a perceived hindsight

This Constructive Tip is about helping you to be able to make decisions, which can be in both your personal or business life, and trying to assist with being confident around the choices that you make.

I am sure you have all said at some point or another, if only I'd known that was going to happen or such a person was going to do that or I wouldn’t have made that choice if I’d known that would be the result. This is what we all call Hindsight…. and it is about using this when making a decision that can actually help.

I certainly for one would have made many different choices over my life had I known what the result of what those actions would be. I’ve often said that I would love a time machine to be able to go back in time to change what these might have been but in fact we don’t actually need one. We can use a virtual one instead and head to the future!!

So the process of using your virtual time machine is so so simple, like most things in life, and it’s all about playing out the potential outcomes of your choices. So firstly write down the decision you have to make and rather than writing down pros and cons which we often do take a look at that decision and work out if you make that choice what is one particular result that could actually happen. Once you’ve done this, then calculate another potential result in a different parallel universe and then another and another until you feel you have exhausted all possible outcomes. You have now built your virtual time machine and taken a look into the future.

Your next step is to now imagine yourself in that virtual place and look at yourself in the mirror and decide how you feel, would you be happy with that outcome and place or would you rather you’d made a different decision. When you have undertaken this process with all parallel universes then you are ready. Are you are happy with most of these outcomes? If so then for sure you can most likely make that decision fairly confidently that you will be happy, if not and you don’t like where and what you will be doing in many of those outcomes then quite clearly it would be a poor decision to make.

So you in essence you are essentially making a decision, feeling and experiencing the result and then looking back, with Hindsight, from the future to decide if you would have done the same.

Sometimes it’s a simple process and sometimes it can be harder and you also have to realise that it is also based on probability due to considering many outcomes sometimes you may get the 1 out of 10 you didn’t want!

I would also add another caveat in that you can only make choices you can with the information that you have at that moment and many things can change often outside of our influence, especially if other people are concerned!

Take a Breath!

Tue, 25 May 2021 00:00:21 GMT

the art of taking a breath before reacting to actions or decisions by others

Over the years I have sadly witnessed too many consultants both junior and experienced who far too quickly will make knee jerk reactions and push clients away because they don’t behave as you want them too.

Welcome to life!

Most people don’t do what they should or you think they should. The reality is that there could be so much more going on for individuals that you may never know which can have an impact on their decision making process.

The result of your over zealous actions can be catastrophic resulting in the loss of the client, loss of current and future business and also creating negativity on your mental state which can then impact you in further work that you are doing that day and week.

Many of us take our work extremely seriously and we should if we want to be successful, however there is a difference between taking it seriously and passionate compared to taking it personally. It is so important to make sure that you keep everything in perspective and realise that it is highly unlikely that any decision or action that someone takes is directed to hurt or harm you.

Very often “taking a breath“ and truly thinking the situation through before throwing your weight in can be all it takes.

I have seen many angry email exchanges which began from a frustrated employee and then escalated very, very quickly. The issue with email, and text for that matter, believe me I’ve seen this equally in personal situations and environments with the same result, is that once it’s written down and sent it is there in the universe forever… you can’t take it back no matter how much you might wish too.

Now, this is not new advice or ground breaking, in fact I have traced some early documentation on this advice, was Alexander Pope, back in 1711 who wrote the phrase “for only fools rush in where angels fear to tread", simple but it can truly make the difference between keeping a client and losing one…

Some ideas to help you navigate this really common occurrence;

Take a breath!
Imagine your message/email to be on a side of a bus that everyone sees… do you still want to send it?
Ask someone else to read the correspondence and check the tone first
Write it and wait an hour and then reread and rewrite if necessary or DELETE! Sometimes the act of writing it without sending can be enough to calm you down
Wait an hour before making any phone calls until you’ve had a chance to think it through

I hope that this article provides some thought provoking around incidents and situations that you have experienced or have seen others deal with and makes you consider what your best course of action is. Many times I have lost potential revenue due to poor or unexpected decisions made by others but by being calm and professional in how I dealt with it meant that I gained more back in the future.

Good luck, Keep Calm, and take a breath!

You must set boundaries!

Wed, 05 May 2021 00:01:42 GMT

setting boundaries and solutions to achieve and improve balance

I spent time this week looking at offices to finally move back out of home and back into a commercial space and whilst walking around having conversations with agents it made me consider the impact of what working from home has had on many individuals and families both positive and negative. What I have personally experienced is that the day seems to start earlier at sometimes 6.30 am, the focus is harder to maintain at a high level and then I seem to still find myself going back to the lap top during cooking dinner and then after sometimes till 8.30 pm... the reality is that many of us are working far longer hours than we normally would if we were working in an office.

The direct result of this is although you might feel like because you are at home you are with the family you actually are probably getting less quality time with family due to the lack of boundaries between work and home.

Also, for many people the commute time was a time for personal space, chatting with friends, social media, reading and time to reflect which has now been taken away and so you find yourself getting straight into it after breakfast or before if you are me! So once again this is taking away necessary time for yourself.

I have spoken to many people about how great it is that you have the flexibility of being able to do household chores now whenever needed however, I truly believe that these interruptions to the working day can cause a major decrease in productivity. It is understood from many different sources of research that it can take as long as 20-25 minutes to return to a task once you have interrupted it. I personally have found being accessible at home for chores a major issue in building momentum during the day when I hear the washing machine beep!

So, they are some of the impacts, what is the solution? I have put some thoughts down as to how I and how I would like to! be able to improve the balance and ensure that there are firm boundaries in place which can help me make the most of my day and also still get quality time for myself, with friends and family;

Create your own set working hours, you don't necessarily have to the work the standard 9-5 so pick what works for you
Get dressed ready for work, don’t sit in your PJs!
Split day into blocks and only do chores in between rather than interrupting flow
Day planning is even more important at home as you are the only one who truly sees your level of productivity
Try to work in a separate space if you can ideally with the ability to shut a door during the day so if people at home they know you are working and are not to be disturbed
Take a lunch break! I definitively need to get into this habit... arrange to exercise or meet a friend for a coffee... you would have done this without thinking when you were permanently working from an office
Shut the door on your space when finished at the end of the day and try to not fire up the lap top till the morning!

Needless to say I am excited to be heading back into designated workspace whilst still trying to maintain the flexibility that has been found through this new way working.

I am genuinely interested to hear from people as to whether this has impacted you and how you or others you know have dealt with it? Please feel free to provide any comments below....

Perfection - It’s impossible!

Wed, 28 Apr 2021 00:03:11 GMT

perfection and the damage that striving for it can do to your mental health

That’s the big message I want to try to get across to anyone that reads this. Anyone who or is close to anyone who has had mental health issues know how difficult it can be to navigate your way through life.

One, if not the most damaging impact to someone’s mental health is a desire and need to be perfect in everything that they do. This constant pressure can be enough to cause so many problems at work and at home.

We can look to and blame so many influences on why this seems to be such a widespread issue, the what we call in our house “noise” that is created from technology, social media, other people’s opinions of you, your own voices in your head and so on. This noise can often create extremely unrealistic levels of achievement, financial success, appearance, and relationships which will never be met thus causing disappointment with yourself and causing you to feel negatively about you and the world around you.

No one is perfect, what you see on social media and the news is not always real, people often only tell you the good not always the struggles and the challenges. So next time you are wondering why you are not as good as someone else, that your world is not as exciting as others you are watching around you, just remember much of what you see is what they want you to see, they equally have the same issues in many cases and are probably looking right back at you thinking the same.

Just focus on yourself and being the best version that you can be each and every day, enjoy the moments that you grab on your own, with loved ones, be happy with you and your body, and please please please... never try to be perfect... it’s impossible!

Choose your Mood

Sun, 28 Mar 2021 23:04:52 GMT

choosing your mood and having a positive outlook can be one of the most powerful influences in your daily life, but how can you do it?

Choosing your attitude is probably one of the most impactful actions you take everyday, often it’s first thing in the morning although not always, and it’s about how you feel and how you look at the day in front of you.

Sometimes you may not start quite as you hope, maybe you slept badly, you have an argument with your partner, maybe the kids didn’t listen or you just genuinely woke up poorly (clearly this is all personal experiences!). However the day starts, choosing your attitude at any point of the day can make all the difference.

A positive mindset can make such a difference to many parts of your life including your health both mentally and physically, to your relationships and also to your performance at work .

Firstly you have to accept that;

Its impossible for people to always have great things happen to them
It’s impossible for all the people around you to always have great things happen for them
Its impossible not to have conflict at times with people in your life
Its impossible for life to just go the way you planned and wanted it to go

They say there are pessimistic and optimistic people in the world... maybe there is some truth in that... but why are they optimistic?

The reality is that there are speed bumps all the time, normally daily, which impact your ability to be potentially happy and therefore for many, to remain positive. However, the reality is that you need to attempt to separate the connection between just being happy, which can be affected by many factors, and that of your current and future mindset.

For instance, you may not be great now but you can still be positive about the future. By looking to the future state and imagining how you will feel then can actually enable you to almost feel it now in the current.

For many positive people it’s their ability to have the strength of character to be open to what might happen rather than worrying or being stuck in the present.

We all know no matter how much you plan you never really know where you will end up... so for me it’s always been about enjoying the journey and each day is the best that I can make it!

The Art of Saying No

Mon, 15 Mar 2021 23:06:37 GMT

no and the power that this word holds

It sounds simple doesn’t it? But it isn’t! I think this must be one of the most difficult actions to take in business and I truly believe with salespeople the hardest….

How many times have you spoken to a client and they have tried to give you business and even though you know you are at absolute capacity you still said yes?
How many times have you been asked by a client to undertake work outside of your normal area expertise and still said yes?

Now, there is clearly no issues with trying to expand your business, grow and diversify however, when taking on that work means that you can no longer service your existing clients or you are become so distracted with too much or too wide a scope, then it can absolutely be a problem.

I believe that taking on work from clients outside of your normal expertise, can more than often take far more time, focus and effort than when focusing on your normal day to day.

One of the business owners I coach has this exact issue, and is continually taking on random assignments… for various different clients. She specialises in a very niche engineering space, but if a client ever asks her to help she finds it impossible to say No. Including work on caravans, trucks and even dental nurses! (I obviously did ask her permission to disclose, and she kindly provided it)

I personally am facing very similar issues most weeks. We are being asked by many clients across multiple sectors to assist in what is a very buoyant market and I must admit I have also fallen guilty of doing exactly what I advise not to do in the recent past. However, I have taken my own advice seriously and in the past couple of weeks, I have passed on 9 assignments with clients and given them to other recruiters who are better placed to assist the client.

I cannot explain how doing that has provided so much more clarity to my work.

So my advice is to always think about the “opportunity cost” when you review your workload and qualify whether it is something that should or should not have your focus. Remember, you always have to give something up to do something else… Ask yourself what is going to give you the greatest return on your time?

Ask yourself, should you be doing it at all? What are the pros and cons? If you take on the work and cannot deliver then what will the negativity be of not delivering... what will that cost you in the future in respect to lost opportunities?

You will gain far more respect from a client by letting them know that in this instance someone else is better placed to assist, they will most likely come back to you ten-fold in the future. Also imagine the goodwill created with those you refer to for the future.

Another strategy might be, if you feel you could help if your workload was lower then be stronger with your control over timelines. I gave this advice recently and the result was by setting those expectations at the start, the clients almost wanted to use you more, and were happy to wait. It can be a very powerful tool to take this into your own hands and work to your timeframes and then deliver a better result for the client.

I hope that this insight provides some help and clarity for the future when you are desperately trying to work out how you can deliver to your clients and that you may take a moment to stop and really think about your workload and decide what is ultimately the best result for both you and the client.

Accepting your Strengths & Weaknesses

Mon, 08 Mar 2021 23:08:02 GMT

accepting and understanding your strengths and areas of weaknesses makes you one step closer to being exceptional

One of the greatest abilities that any business owner or manager must have is being able to accept their own strengths and weaknesses. It is often easy to be able to look at others to have opinions when trying to assist your team however, very often reflecting on yourself can be much, much harder. It is difficult to be good at everything, believe me I’ve tried and its impossible!

I have written this “constructive tip” with predominantly management and leadership in mind however, to be honest this can apply to almost anyone in any role and its application will only make you better at what you do.

Eventually, you need to accept that you need help in certain areas of your business, acknowledgement is the first step before you can then act.

We live in a world which is full of options and different solutions capable of solving many issues. Once you have acknowledged the areas or parts where you need help and assistance you can then consider many of the below to assist;

Offshoring
Technology
External Consultants
New Employees
Delegation to existing employees
Utilising Business Coaching
Implementation of a Board

I personally in the past could have certainly heeded this advice and although I utilised most of these different solutions over the last 20 years, the major one that I ignored was bringing in an external business coach or the implementation of a board. Running a business or team can often be a fairly lonely experience and one that often can feel isolated or unsure and having an external coach or a board can help guide you in the right direction. Obtaining external advice such as this only compliments your own and a different set of eyes over a problem can be a game changer.

This ability to let go, by using any one method of outsourcing or advice, creates a major opportunity for you to then focus on the actual areas where you excel. This ability to focus will often mean your next level of success will be even greater.

My advice to any business owner or manager is to self-reflect and question your own Strengths and Weaknesses, grab a pen and paper and take time to analyse yourself. Be honest and take a good look in the mirror and remember it is not failure to admit where you may be lacking, it is actually a massive success to be able to do it. Decide where you should place your time and effort and where you should not!

This could be the most profitable action you take today!

Be Yourself

Thu, 18 Feb 2021 23:11:50 GMT

the joy of letting your true self come out at work...

Anyone who has ever worked with me in the past or in fact been one of the hundreds of consultants I have interviewed for a job in the past, this article will come as no surprise.

I have always been a big advocate of ensuring that people are always true to themselves in whatever environment that is in. The ability of being yourself with maximum transparency can take time and maturity to reach however, with insight and understanding you can get there much quicker…. I just wish someone had told me when I was starting out.

Bristol, 1994, I am 21 years old and a graduate property surveyor, and I managed to secure a role with a small firm (unbelievably only 5 out of 100 of us on the course actually got a job as the market was at the end of the early 90’s recession).I remember thinking about how grown up it all was and how I had to make sure I was so professional and corporate. My social life outside of work was anything but, group of mates, out every week from Thursday to Sunday and pretty much living in a falling down apartment block sharing a razor between 3 of us! So what this meant for me was I pretty much felt like I was acting every day when I went into the office… pretending to be someone I wasn’t.

My point to the trip down memory lane is the result of this was that the real me never was able to come out and work, I honestly believe that there are so many people who literally step into a different persona as they arrive at work. The downside of this is this façade prevents you enjoying your work at the same level that you would if you were you in addition to a couple of other key factors I will cover shortly.

I am not saying that you should not have a certain level of professionalism that is associated with your level or role, that should be a given , but what you do need to do is let your personality out as much as you can.

In Sales

The key aspects and what I discuss in interviews, training and coaching is that people need to believe in you in whatever your role is at work. In sales, you need the clients trust, they need to be able to connect with you, only then do I believe people will buy from you. If they believe you are being false, not being transparent or honest then they will start to consider what else are you not being honest about and very easily the sales process can fall down.

In Management

As a manager, it is even more important to lead, you need the people working with you to want and almost need to follow you every day, support the decisions you make and be comfortable with providing their contributions. The only way to do this is by letting your personality out, let your passion be seen and let them get to know the real you.

I have seen especially new managers watch other managers and try to emulate what they do in the other persons manner only to see the impact fall on its face or hit a brick wall. This is because they were trying to manage like someone else other than being themselves. You can gain a lot from watching others in terms of what they do but remember it has to fit you and your personality and be true to how you are as a person. I know many might think there should be high barriers, boundaries with your team, yes to a point of professionalism, but you have to let them in!

It took me years, in fact almost till I was 30 before I really started being myself at work and the gains I made from doing that were huge, not only to be more successful in my role, but also in respect to my enjoyment of what I did.

So next time you are in the office, take a look in the mirror and make sure the reflection is you…. BE TRANSPARENT… BE REAL… BE YOURSELF

Being Present

Thu, 18 Feb 2021 23:10:03 GMT

the positive impact of being present, both personally and in work

I remember about 10 years ago right in the height of building Constructive, my wife Sarah, making me aware of my lack of presence at home and focus on the family.

I was at home, yes, but with so many other thoughts about work, who had done what, who had said what, which office was struggling, which key client had experienced subpar service and was threatening to leave….. the issues and distractions were always there.

I would be sat on the floor with my new baby at the time or kicking the football with my 5 years old or perhaps having an imaginary tea party with my 8-year-old and her bears, all looks good from the outside. In reality, and it is sad to admit, my brain would often be elsewhere, thinking about the issues and problems that needed to be resolved in the business. Two things ring out here for me;

1) You can’t solve those issues now… Its Saturday arvo and you’ve been away all week.

2)You have a very small window to enjoy your kids at any age, so make the most of it!

Thankfully, I listened to Sarah (she would love me saying that!) and for the last 10 years, with a few reminders, but more importantly my own conscious learnt behaviour, I can honestly say that I have been more present both emotionally and mentally with them all. They are now 10, 15 and 18 and I am so happy I did!

This “Constructive Tip” to “be present” is not just focused on the personal aspects of balance and harmony, but it can equally be applied to whatever work you do.

Ask yourself the following questions;

a) How many times have you been in a meeting and thinking of something, or somewhere or someone else?

b) How many times when you visited another company office, but you were dealing with issues in another?

c) How many times did you try to juggle personal issues at work whilst trying to jump between meetings and calls?

I am sure most of you will agree with much of the above, the issue as you can imagine is by thinking, speaking or implementing actions on situations outside of where your focus should be is you end up not completing anything to your best ability. Employees, peers, managers and clients can all sense when you are not present in the moment which can have a detrimental affect on your impact.

My advice and what I always tried to ensure, if you are focusing on one thing to be there, be present and be focused on the individuals and work in front of you.

Your ability to do that can have an extremely positive impact not only on the people involved but also on the resulting outcome.

Celebrate the Wins!

Tue, 26 Jan 2021 23:14:11 GMT

the importance of celebrating the wins...big or small they may be

All too often in the race to success we often forget to stop and “smell the coffee” as often as we should.

I successfully founded and grew a 40-person, four office recruitment business over a 17-year period and to be frank I honestly did not celebrate the milestones and achievements as often as I should have. We always made sure that consultants and staff had the occasions to do so and we had some amazing celebrations and adventures over that time however, I realise that as a business owner/leader in a company you also need to stop and appreciate the success too. Although my focus in this coaching tip is on leaders, this entire concept applies to consultants too.

The concern and impact of not stopping and appreciating, is that you never obtain the natural high obtained from reaching goals and achievements and then all too quickly moving on to the next point of the business plan!

This is a major issue which prevents many people achieving true contentment, Simon Sinek, one of my favourite mentors and speakers focuses on this very point. He has written a fantastic book “The Happiness Advantage” which at Constructive we implemented many of the strategies into day to day working practices in a hope to improve the happiness, positivity and engagement of our team.

The relevant point in the Happiness Advantage in this instance is in the feeling of people’s belief that when they achieve they will be happy. Surprisingly, this has a detrimental impact on the individual because the natural human response and this is especially the case in sales focused individuals, is that goals are simply increased or the next big shiny thing is the next objective. If you got B’s, go get A’s, if you buy a house, go aim for a bigger house, if you achieve your target, now hit a bigger one!

The problem with this is that you never truly feel happy because the goal posts always move forward, in this respect this is what business owners and leaders do all too often.

So next time your business, team or you personally reach a goal, try stopping, appreciate what has been achieved and enjoy that feeling of success and being a winner. This simple change will make sure you are happier , more positive and enjoy the journey far more rather than being so focused on the destination which always keeps moving!

Toxic Leadership

Wed, 12 Aug 2020 01:37:27 GMT

toxic leadership at work – how to notice it and more importantly how to deal with it…

Any of you who have read any of my previous articles in the last couple of years will know about my passion for well being and happiness in the workplace and the dramatic impact it can have on both business and individuals.

It will come as no surprise to anyone that happiness at work is impacted substantially on how you see your boss! Employees who think of their supervisors as partners report significantly higher levels of happiness than those who think of their managers as bosses, according to a paper published by the National Bureau of Economic Research. For middle-aged workers, the happiness boost is equivalent to the increased satisfaction that comes from more than doubling your household income.

In complete contrast the number of toxic leaders is on the rise, driven by competition, innovation and the use of social media to promote themselves… the percentage of psychopaths in the world is estimated at 1% of the population compared to 4% in organisations and incredibly the percentage increases to 20% when looking at the percentage of senior leaders.(Applebaum & Stevens 2015)

Ask your yourself the question whether you have ever experienced a toxic manager or colleague in the work place?

Most of you if honest will answer yes for sure and think about how that affected you at the time.

The range of types of leaders in a business can vary substantially from the Good, the Bad and the Ugly; with good being inspiring, collaborative and nurturing through to the Ugly being narcissistic and psychopathic! Quite literally…..

The impact that a toxic leader and in fact any toxic individual can have on a team, office or business can be detrimental in terms of absenteeism, staff retention and productivity and profitability.However, the impact on individuals can be even more damaging leading to unhappiness, mental health issues and sadly even suicide.The most recent reports from the ABS have stated that over 3000 Australians die from suicide each year and sadly 20% of those are related to work and work environments. Clearly this is an issue for all businesses to ensure that they are dealing with issues in the workplace and toxicity should be at the top of the list. Those individuals responsible could be your managers, peers and even subordinates and as such it is something that cannot be avoided or ignored.

So how can you manage or deal with this problem affecting companies across the country, there are some great strategies to reduce and stop the impact that these individuals can have, often by removing their ability to impact you.

Dealing with a Manager

Extend you Network ensuring the more people know the value of the work that you do
Involve HR early so that the situation is on the radar
Document everything in case you need to use it to defend yourself against them in the future
Try to create physical and emotional distance by moving in the office or environment and detaching yourself everything except essential communication
Ensure you always remain professional

Dealing with a Peer

Never try to compete with them it will fuel them to do more
Set clear boundaries to protect yourself
If it continues bring a manager and/or HR into the picture and communicate consistently

Dealing with a Subordinate

Set expectations with them clearly and document
Closely monitor their work
Always promote transparency and clear communication

In all cases once you have informed relevant parties internally in the business it is essential that those involved are dealt with swiftly and professionally.In all cases it is essential that the correct HR processes are undertaken, and, in this respect, we would always advise speaking with an expert in the legal and HR area, if you do not have internal resources then you should utilise those of a consultant.

Businesses that don’t deal with these issues at all or do it slowly, will find themselves in a difficult situation where it will be viewed that toxic behaviour is allowed or ignored leading to further widespread issues.You can be sure that good staff will leave the business leaving only those toxic individuals and their followers.A business acting clearly and quickly can show great strength and a fantastic commitment to ensuring a high functioning environment.It can often take great backbone to remove a high performing but toxic individual from a business but one that can deliver great results.

If you want to avoid this breeding of toxicity in a business, then the first place to start is in the hiring process.If your recruitment strategies are based on your culture, then you should hire the best people into the business who will be positive and add value. The next step is rewarding, developing and promoting those positive individuals to demonstrate the attributes that will succeed in the organisation.

It is an issue that many of us have faced or will face in the future and one that should be tackled head on if it is to be removed from today's workplace…and it is all of our roles to make that happen no matter what our role the business in which you work by calling it out or supporting a colleague you can make a huge difference to someone’s happiness.

Writing a winning resume

Wed, 12 Aug 2020 01:31:48 GMT

the key to standing out and securing a job interview

Making the right first impression is key to securing an interview…. You must think carefully about your resume and covering email for every application.

Make the best possible first impression on every potential employer. Present yourself and your work history in the best possible light with a carefully constructed resume and engaging covering email.

Securing an interview is a crucial step in selling yourself to a potential employer, so we’ve got a few tips to help you catch their attention.

The Covering Email

Address the letter to a specific person. Make the effort to find out who you are approaching – no generic Dear Sir/Madam
Every email you send should be tailored and targeted towards the company, project and roles for which you are applying
Choose your words carefully and make your point succinctly. Often the reader gets hundreds of these, so yours needs to stand out for the right reasons.

The Resume

Make sure grammar and spelling are correct and the layout is neat and easy to read.
Keep the resume brief, and include only basic details, no more than 3 pages.
Include a brief paragraph as a value proposition, outlining how your unique skills and personality will add value to the organisation.
The education section should include institution, qualifications and dates.
Your employment history should be in chronological order and should include the following

Dates you were employed
Company and Division
Duties & Responsibilities
Projects and Values
Job Title
Key Achievements

Tailor your resume to reflect the position you’re applying for. You must alter it EVERY time. Use the job specification to help you add or select information in your resume to make it relevant. Don’t stretch the truth, you will be found out!

Additional information you could include:
Specific computer skills
Licenses and tickets
Language skills
Residency status (if relevant)
Interests (only as they relate to the position, no need to get too personal)
Flexibility for relocation or travel
If you have any specific achievements you are proud of, this is a great way to differentiate yourself such as industry involvement, charities or sport.

Account for all your time and ensure there are no gaps. Include the details of 2 work referees of direct managers in the last 5 years.

Take on these top tips and we are confident you will secure the interview for that dream job!

To get further and more detailed career and job seeking advice within the civil construction and consulting engineering sectors, our specialist recruitment consultants would love to help.

Please contact us at info@constructive.au to arrange a confidential conversation.

Personal Branding

Wed, 12 Aug 2020 01:29:49 GMT

do you have to be good at sales to be able to promote yourself and your company? we don’t think so...

As recruiters, we are regularly asked by clients within the industry to source an engineer that can go out and win business. Unfortunately, this is also one of the most difficult roles to fill! The reason is, that whilst most engineers are incredibly skilled with the technical aspects of their role, their strength is not sales, and this often leads to a disconnect. Fortunately, for you to make an impact it doesn’t always have to mean hard business development, client pitches, and sales meetings. In fact, quite the opposite. A focus on your personal brand can be equally as powerful but it is delivered by creating a strategy. This strategy, and an ongoing commitment, will make it effective.

If all employees in a company focused on their own personal brand, supported by the overall business implementing an effective marketing strategy, it can be very powerful.

“Promoting yourself in the industry and within your own organisation has massive benefits in respect to advancement and promotion or even a move to a new role.”

No matter your role within your company (or in fact even if you are not even in a permanent role and are job seeking) it is essential that you consider the impact of your personal brand and what that might mean to you for your future.

I spoke to my three children at dinner recently and explained to them about the impact that their interactions and posts, status, likes, photos, videos, snap, story and/or a vine, can have! I lose track of the different actions you can take on social media that effectively define how everyone views you. My wife Sarah is continually reminding our kids every week about the importance of how they behave and represent themselves and how this reflects directly on the "Keay" family brand and therefore all of us.

So why is your Personal Brand so important?

The first thing to remember about personal brand is that although it has only become sociable to talk about it in the last decade, it has always been important. Your brand is demonstrated by every action you take in life, every meeting you take, conversation you have, every email you send.... the term ‘Personal Brand’ is new but what it really means is:

"how do you want to be known and viewed and remembered by others?"

The crux of the matter comes down to two things.... Firstly, what are and how do you define your personal values. And secondly, what are your passions and how do you wish to portray them? Funnily enough, what you do for a living and how you do it are far less important as that merely becomes the background noise, rather than why you are doing it in the first place.

Set your values, passions and prioritise them

Your values are the things that drive your life. They’re at the core of your being and you refer to them when making decisions. Maybe you don’t always refer to them, everybody makes bad decisions sometimes, but you when you make your best decisions in life you usually consider your values.

For example, a person might have the following set of values:

Integrity
Purpose
Ambition
Thirst for knowledge

These values define the things that are most important to the person. When faced with a decision, the person would consult with their personal values. They would ask themselves what the best choice would be in terms of the values on the list.

Passions can be both personal and professional. This will give you an idea of the things that drive your professional life, but also the things that you want to be doing when you’re not working.

For example, a person might have the following professional passions:

Design
Architecture
Technology

The personal passions for this person might be:

Family
Travel
Outdoors

Many individuals within the built environment and infrastructure industry can be introverted due to the technical attributes required for the role which can provide huge benefits in respect to the design and consulting perspective. However, this unfortunately means that many engineers have been conditioned to stay quiet and to fall into the background. It’s safe in the background. When you’re in the background there isn’t much that can harm you, but if you’ve spent any amount of time in the background you’ve noticed that you can’t really accomplish much either.

Be unique

People and therefore clients are attracted to uniqueness. Individuals, companies and organisations that embrace uniqueness can make themselves more appealing by standing out from the crowd.

Your key to success with promoting yourself to the industry is to figure out what makes you different, learning to embrace that uniqueness and using it to get people to pay attention and to choose you over everyone else.Think about your values and passions and whether they can make you unique and how you can use them.

So, our opinion is that you certainly don’t have to be a salesperson to be able to promote yourself and your company, but you do have to be true to yourself, be transparent and make sure you don’t hide in the background so that you can be heard and seen!

My advice to everyone is, take stock and take some time to really consider what your personal brand means to you and consider what actions you can take to ensure you create one, promote one and above all maintain one........ Here are some top tips to make sure you have a considered approach…. Good Luck...

Top 10 Tips

Set your values and passions
What is your own USP (Unique Selling Points)?
Use a professional head shot not a “selfie” for social media
Define your audience…. There are 3 groups of people, The Person you earn money from ( Your Employer ), The Person that you can make money from ( Your Clients ) and The Person that Influences others ( Industry Influencers )
Identify potential online opportunities and potentially develop a blog strategy
Creativity will ensure you are noticed……
Ensure consistency in your messages and therefore your brand
Use your network and associations to build your own credibility
Find people (Industry Influencers) who are keen to engage on social media and use each other to build your brands promoting to others
Handle negativity professionally, either ignore otherwise it can become a very public slanging match or if you have a strong case to counteract then professional put your position across

“Wellbeing”…… is it a buzz word or something to stay?

Wed, 12 Aug 2020 00:31:03 GMT

wellbeing and the role it plays in our daily lives

The time of businesses to just expect their staff to turn up on time and be paid for their work and expect them to be satisfied has gone. There is now a much larger expectation by employees to be provided a certain level of support and guidance that encompasses far more than just their role.

Wellbeing is defined by the World Health Organisation as “a state of well-being in which every individual realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.” And in the Collins Dictionary as “the condition of being contented, healthy, or successful”.These definitions correlate directly to Wellbeing in the workplace and what the ultimate goal of all employees and employers should have for every staff member in the business…. Including the owner or leaders!

So why is it needed?

Today we are faced with a world that is moving a such a fast pace that many people don’t have time to stop to take a breath, the cost of living is so high that it is rare for families to juggle at least 2 full time jobs and childcare/school and on top of that the social media we are all subjected to hourly portrays lives that are perfect (or so we are led to believe) only increasing the pressure for us to have equally as perfect fulfilling lives and therefore never stopping!

Technology is adding to the pressure in that if it is used wrongly it can have an extremely negative impact on an individual rather than providing flexibility for work by always making you contactable and connected
with not only by clients and colleagues for work but also your friends and family meaning that if you don’t manage it correctly you never get to switch off.

Many of us have had moments when things have seemed impossible and challenging in different aspects of our lives.I have seen first hand how these situations can seriously impact someone’s ability to focus and deliver in their role at work and then the detrimental effect it can have not only on themselves but also the business and very often their colleagues.

Why is it so important for the Infrastructure an Built Environment sectors?

Our specialist industries are some one of the highest pressured in the world focused on meeting strict time and budget parameters.It is this that can put a huge strain on the team working on a project causing many to have to work long hours to meet these deadlines often having to miss out on time for themselves and family. It is not unusual for a large proportion of staff raising issues of overwork as a primary factor when seeking a new job and opportunity and their questioning around support and workload will be high on their list of priorities for any new company.

It is not a new concept either to realise that employees who are happy and in a state of wellbeing will always be more engaged and have a higher level of productivity than those who are not.If you wish to ensure a high level of retention of staff, then this is the first place to look before considering anything else.

So how do we ensure employees are in a state of Wellbeing?

Each business is different in respect to what resources it has or how its structure can affect their ability to implement different schemes however, it is important to realise that much of creating the right work environment can be free or very cost effective.Everything you do from creating a flexible environment, gratitude for work completed well, recognition, training and development and ensuring structure so everyone has purpose can be straightforward to commit to.

In relation to the implementation of external support to assist with EAP for instance that can incur costs but surely a small price to pay to ensure that an employee is in a positive mental state.

It is important to communicate within a business, both up and down, and for colleagues to be aware of each other and notice when things are not going so well for others. This level of communication and listening can be vital support within a company.

Implementing schemes that work

A strategic wellbeing program needs to be tailored to an organisation, many will not work as they are too generic and merely ticking a box. It is crucial that the MD/CEO and senior members of the team show and demonstrate the desired behaviours making it part of the DNA and culture of the organisation.

So, will it stay?

I personally believe that Wellbeing is no buzzword although finally we have a phrase to bring it to the forefront, this is a fundamental issue for many and it you are a manager in a business take heed, there are many businesses in the market who are embracing this change and you do not want to be left behind.

If you are an employee in a business, make sure your voice is heard if the support is not there and if you need support yourself never be afraid to ask for help.

How to be Brilliant at Interviews

Wed, 12 Aug 2020 00:28:27 GMT

interview advice for jobseekers

Interview Panic? It happens to many people whether you are a seasoned professional or just starting out. Moving jobs and more importantly interviews can be daunting for anyone, especially if it’s a while since you’ve been to one.

Use these techniques to increase your confidence and help you make the right impression.

Prepare Yourself

Double check the address and plan how you are going to get there on time (ten minutes early).
Find out as much as you can about the company using websites, social media platforms, Linkedin, Google, and your networks. Know their values, vision and market positioning so you can tailor your answers.
Read the job description fully and be ready with examples of your experience to cover all possible areas.
Make sure you know your resume back to front.
Prepare yourself for potential questions they may ask you in relation to your work history and the role itself.
Prepare questions you wish to ask them. This is important as it shows interest in the company and what it does. Ask about goals for your role and the company’s culture. Don’t talk about salary, this is discussed later.
Practice the interview with friends or family. You might uncover an issue or idea you may not have considered.

The Interview

Before…

Dress appropriately.
Arrive on time (Remember that’s 10 minutes early!).
Remember to turn your mobile off.
Be enthusiastic.
Shake hands firmly.
Be confident.
Smile and look them in the eye.
Do not smoke beforehand as it can give a negative impression to some interviewers.

During…

Expand your answers and take your time. Avoid yes/no answers if you can.
Relate your past experience to the core duties and skills required for the role.
Let the interviewer speak…remember, they are also selling the role to you.
Ask questions and show interest.
Thank the interviewer for their time.
Let them know you’re interested in the role.

After…

Send an email thanking them for the opportunity to meet them and confirming you are keen for the position.

If you need further advice around how to perform well in a job interview, or you are looking to partner with a trusted recruitment agency in the civil construction and consulting engineering sectors, our recruitment consultants would love to chat!

Please contact us at info@constructive.au to arrange a confidential conversation.

Are manners important?

Wed, 12 Aug 2020 00:26:43 GMT

how important are manners in the job application process?

It became apparent to me on a recent recruitment campaign for trainees to work in our business that many school leavers were now very unprepared about the job application process.

I have had so many poorly constructed resumes over recent years, unstructured with incorrect grammar, presenting the individuals so badly it has resulted in an immediate rejection. The covering letter which evolved into the covering email is now so rare, I may get only one in twenty written specifically for the position whereas the rest are a generic “Dear Sir/Madam” if you are lucky!

Changes in technology with communication changing from letters, to email to text and now Snap Chat encouraging the use of even fewer words… Sadly this change has meant a decrease in ability for many to write business level correspondence.

So back to my recent experience; as I walked into the interview room sat in leather trousers…. sunglasses on head… she didn't even get out of her chair to barely shake my hand for which I was immediately taken aback. To add to the lack of manners she knew very little about us or the role even…… I managed to wrap it up in 20 minutes, time I will never get back!

Over the weekend, I considered the idea of giving her honest feedback;

a) would she be upset and would it knock her confidence;

b) would she take it on board for the future or

c) would she even care!

I decided that it was my role in this instance as clearly no one in the past had done this for her. I called her with my thoughts and was happy to hear her reaction was one of gratitude not offence. She thanked me for the advice and I hope to have helped her for the future.

It is a challenge for us all to educate and make sure that the next generations leaving school are well equipped to meet the needs of the business world otherwise the quality and level of professionalism across the world in the workplace will surely disappear.

Resigning Gracefully

Wed, 12 Aug 2020 00:24:44 GMT

how to resign from your current job?

Resigning from a job is a part of working life that no one enjoys or looks forward to however, resigning and leaving an employer is something that happens everyday in businesses throughout Australia. On an individual basis, according to the HILDA (Household, Income and Labour Dynamics in Australia) survey carried out by the University of Melbourne, the number of times that you are likely to have to resign is increasing. At present the average is 3 years 4 months however, current estimates for newer generations entering the workforce is that those in the under 25 bracket are changing every 1 year and 8 months meaning they could potentially have to resign over 30 times in a working career of 50 years.

With this level of departures from businesses it has never been more important to exit a business correctly as the negative impact of not doing so can be huge.Apart from the obvious need for a reference in the future, the engineering and construction industries are very small and poor behaviour can spoil your future opportunities. During an employment you gain substantial networks both within and outside your employer which can provide extensive opportunity for further career growth including; New future employment opportunities using relationships formed Potential business opportunities Client Relationships for future business at your new employers in the future (obviously subject to meeting any post-employment contract restraints) Supplier relationships formed can be utilised in future roles.

So, as you can see there are many reasons that are beneficial to ensure that you leave positively on exit as a poor exit process can affect all these should your reputation be negatively affected.

To ensure you leave confidentially and professionally there are a few tips for you to consider.

Be very sure of your decision before giving notice. Wavering and mind changing at this point wastes everyone’s time and makes you look unprofessional. Nobody enjoys this part of the process and it can be emotionally draining for many people. Try to focus on how you’ll feel when you start your new exciting role.
Always write your resignation letter beforehand as verbally outlining your reasons for leaving in a meeting can be difficult whilst feeling under pressure and potentially embarrassed. The letter should be succinct, polite and give thanks for their help and support while you were employed by them. It should NOT be bitter, angry or make accusations.
Review your current employment contract and check the various important points to consider such as notice periods and any specific restraints within the contract. It is important to understand these clearly and you can commit to your employer that you will be meeting these obligations on exit and that your new role does not break any of these clauses.

“Resigning Gracefully” is not just about leaving your last employer correctly but also about joining your new one. Once you have accepted a new role it is important that you do not change your mind and reverse your decision. It is far better for you to take longer prior to making your decision.

Dealing with a Counter Offer

An acceptance and then withdrawal can cause just a much of an issue for your reputation in the market as a poor resignation. Your current employer will not wish to lose you, it’s much harder (and more expensive) to recruit and re-train new personnel. Counter offers are extremely common and your current employer may entice you to stay with more money or a new position. They may even say this pay increase or new role was already on the cards. This makes them look good and could make you second guess your decision.

At this stage you must ask yourself three questions:

Why has it taken to get to this stage for them to offer you this increase in remuneration?
Why did they not previously mention this change in role?
What were my reasons for looking for a move in the first place?

As a recruitment business we see that most people who accept a counter offer and stay at an organisation leave within 12 months. The underlying corporate culture is unlikely to change and your reasons for the initial move won’t magically go away. Agree a provisional departure date at the time of resignation. This can be flexible but it’s best to set up a framework within which everyone can plan. If you hope to leave before your official notice period ends, suggest targets to work towards that would allow for an early release from your contract. In the very unlikely event of the meeting turning sour, retain your professionalism and close the meeting at the earliest opportunity. Your manager may well need time to reflect on your news.

A negative response will certainly strengthen your resolve that you’re doing the right thing.

Post Resignation

During the notice period and prior to commencement it can be useful for all parties to keep in touch to ensure a positive and seamless start in the new role. If you have concerns over any post-employment obligations from your last employer, make sure you have raised these with the new business to ensure that they are aware and can make sure that no contractual obligations are broken. This can be an extremely stressful process if done incorrectly but if you consider the various steps and make sure that you are handling all parties professionally and ethically leaving the business then it can be a positive experience and one that can assist you into the future.

If you need further advice around how to resign from your current role, or you are looking to partner with a trusted recruitment agency in the civil construction and consulting engineering sectors, our recruitment consultants would love to chat!

Please contact us at info@constructive.au to arrange a confidential conversation.