Aspect Personnel Blog

Aspect re-selected as Procurement Australia preferred recruitment supplier

Fri, 12 Dec 2025 03:49:52 GMT

We’re proud to announce that Aspect Personnel has again been re-selected as a preferred recruitment supplier to member organisations of Procurement Australia .

This continued partnership with Procurement Australia recognises the quality, consistency and innovative service we’ve delivered to Victorian local councils for more than 15 years.

Under this renewed service agreement, 2712_0652 Temporary and Permanent Recruitment Services contract , Aspect will continue to support Procurement Australia members across the following categories:

Category 1: Permanent Recruitment – Executive
Category 2: Permanent Recruitment – Entry / Middle / Senior Level Staff
Category 3: Temporary Recruitment

This contract enables us to strengthen long-standing relationships and cultivate new ones within the Local Government sector. Our specialist consultants within our Public Sector team will continue to support organisations across Victorian Engineering, Town Planning, Building Surveying, Project Management, Architecture and Business Support disciplines.

“The team are thrilled with the announcement and look forward to supporting Procurement Australia members with their recruitment needs once again. With our continued partnerships with Municipal Association of Victoria and Comensura (a VMS), we have extensive reach and insight across the Victorian Local Government market. Our consultants are excited to offer even more opportunities to our trusted and qualified candidates.”

Mark Parrent, Recruitment Director, Aspect Personnel

For more information about engaging Aspect Personnel through this agreement, please contact our Local Government Account Manager, Michael Parker , on 0431 593 048 or m.parker@aspectpersonnel.com.au .

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Tips for Starting a New Job with Confidence

Thu, 27 Nov 2025 12:21:51 GMT

Starting a new job is exciting, but it’s natural to feel a mix of anticipation and nerves. With the right preparation, you can set yourself up for a smooth and confident transition into your new workplace.

Key Takeaways

Prepare early so you can step into your first day feeling calm and confident.
Build genuine first impressions by being curious and learning how your team works.
Set up simple systems to stay organised during your onboarding period.
Ask thoughtful questions to show initiative and build trust.
Understand the broader industry context to add value from day one.
Stay connected with your recruiter for ongoing support as you settle in.

Your First Day: Preparation Builds Confidence

Your first day sets the tone, so a little planning goes a long way. Map out your commute to avoid surprises and give yourself time to arrive feeling calm and prepared. If you’re unsure about workplace expectations, such as dress code, ask ahead or check in with your recruiter – they’ll always point you in the right direction.

Build Meaningful First Impressions

Yes, first impressions matter, but confidence isn’t about being the most outgoing person in the room – it’s about being curious, open and engaged. Go beyond introductions by taking time to understand how the organisation works: who does what, how teams connect and how your role fits into the wider picture. Asking colleagues how they prefer to communicate – whether that’s Teams, email or a quick call – helps you build solid foundations and shows you’re committed to working well together.

Organise Your Resources Early

The first few weeks bring a flood of new processes, tools and training material. Creating simple systems – such as dedicated email folders, bookmarked documents and a checklist of onboarding tasks – helps you feel in control. This structure keeps you organised and makes it easier to refer back to important information without digging through emails or notes.

Ask Questions and Stay Curious

Confidence doesn’t mean pretending to know everything. Asking thoughtful questions demonstrates your engagement and helps you understand the expectations of your role. Whether you’re learning internal systems, understanding project workflows or getting clarity on responsibilities, staying curious shows initiative and builds trust quickly.

Understand the Industry and Project Context

If you’re entering a new industry or shifting sectors, take time to understand the organisation’s place in the wider market. Look into recent projects, industry trends and economic conditions to build your knowledge. This context helps you contribute meaningfully to conversations and gives you a clearer sense of direction in your role.

Stay Connected With Your Recruiter

If a recruiter supported you into the role, keep them in the loop during your first few months. We’re here for more than the job placement – we’re a career partner. Whether you have questions about expectations, need advice on navigating team dynamics or simply want a sounding board, staying connected ensures you always have trusted guidance as you settle in.

Summary

Starting your job search before Christmas is about taking control of your next chapter – not rushing it. A little planning now can set you up for a confident, stress-free start to the new year.

Considering your next career step?

Whether you’re exploring new roles, assessing your options, or ready to take the leap, we can help you plan your next move strategically and confidentially.

Frequently Ask Questions

5 Reasons to Start Your Job Search Before Christmas

Mon, 10 Nov 2025 12:28:53 GMT

As the year winds down, many professionals pause their job search – but this is exactly when smart candidates get ahead. Starting your job search before Christmas can set you up for a more confident, stress-free start to the new year.

Key Takeaways

Many businesses are hiring before Christmas and want roles filled ahead of the new year.
With fewer candidates applying, you’ll face less competition in the market.
Starting early gives you time to be selective and plan your next move with confidence.
Make the most of short-term roles that may not usually be available.
Get ahead now so you can enjoy your holidays stress-free – and maybe meet your new team early.

1. Companies Are Hiring Now

While it’s tempting to wait until January, the reality is that many employers are actively recruiting right up until the Christmas break. Organisations often want new hires confirmed before the holidays so they can start strong in the new year. By getting your CV in early, you’ll be ahead of the January surge – when inboxes are flooded with applications.

2. Less Competition, More Opportunity

When most people take a break, your job search has less competition. Recruiters have more time to engage with motivated candidates and can move faster through interview processes. It’s a chance to stand out rather than get lost in the post-holiday rush.

3. Time to Be More Selective

Starting your job search early gives you breathing room to reflect on what you really want next. If you’re unhappy in your current role, working with a recruiter before Christmas lets you plan strategically – not reactively. You’ll have time to evaluate offers, prepare for interviews, and find a role that truly aligns with your goals and values.

4. Short-Term Opportunities to Get You in the Door

The lead-up to Christmas often brings short-term contract opportunities as businesses wrap up projects or cover staff leave. These roles can be a great way to get your foot in the door and prove your value, sometimes leading to contract extensions or a permanent offer in the new year.

5. Enjoy a Stress-Free Holiday Break

There’s no better feeling than heading into the holidays knowing your job search is underway, allowing you to truly relax and recharge. Or better yet, if you secure your new role before the break, you might even meet your new team at their end-of-year celebration – a great way to start building connections early.

Summary

Starting your job search before Christmas is about taking control of your next chapter – not rushing it. A little planning now can set you up for a confident, stress-free start to the new year.

Considering your next career step?

Whether you’re exploring new roles, assessing your options, or ready to take the leap, we can help you plan your next move strategically. Connect with us to explore current opportunities.

Frequently Ask Questions

Unpacking Workplace Dress Codes in 2025

Tue, 30 Sep 2025 04:57:28 GMT

Workplace dress codes have shifted. In 2025, they’re more relaxed and flexible — but expectations still exist. So how do you strike the right balance? This guide offers practical tips to help you feel confident and professional in any setting.

Key Takeaways

Always ask about dress expectations before starting a new role.
Observe what leaders and colleagues wear to guide your own choices.
Check the company’s official dress code – policies often provide clarity.
Dress for video meetings just as thoughtfully as you would in person.
Align your clothing with your personal brand and how you want to be perceived.
When in doubt, it’s always better to be slightly overdressed.

Ask Before You Start

No one wants to stress about whether their outfit is suitable on day one. The easiest way to avoid this is to ask about the dress code during your interview or once you’ve accepted the role. If an employer says “business casual,” don’t be afraid to ask for examples. Does that mean jeans are fine? Are t-shirts acceptable, or is a collared shirt the norm? Most employers will appreciate your desire to get it right – and if you’re unsure, lean on the side of dressing up a little more.

Observe What Others Wear

One of the best ways to understand what’s appropriate is to notice what your colleagues – especially managers and leaders – wear day to day. In some workplaces, you’ll often see jeans paired with a tee and sneakers, which is casual but still neat. In others, the standard might be chinos, a collared shirt, or smart shoes. Paying attention to what others wear is one of the simplest ways to work out the dress code and feel confident in your choices.

Check the Company’s Official Dress Code

Many companies have a written policy on dress codes, usually shared during induction. These often spell out the “do’s and don’ts,” such as allowing jeans but not ripped denim. A growing trend is “dress for your day” – meaning you can wear more casual attire when working internally, but you’re expected to step it up for client meetings or presentations.

Dressing for Video Meetings

Hybrid work has brought new expectations for how we present ourselves on screen. For internal meetings, smart casual clothing that looks neat on camera is usually enough. For external or client-facing calls, treat the meeting as you would in person and lean more professional. Also, remember that presentation isn’t just about clothes: a clean background, good lighting, and camera placement all contribute to how you’re perceived. In 2025, being “video-ready” is just as important as being office-ready.

Consider Your Personal Brand

Dressing for work isn’t just about following the rules – it’s also about how you want to be seen. Clothing is part of your personal brand, and it can influence how colleagues, leaders and clients perceive you. If you want to project professionalism, jeans and a t-shirt may not align with that image. A blazer, smart shoes, or tailored pants can go a long way in reinforcing credibility and confidence.

When in Doubt, Dress Up

Unexpected client meeting? Last-minute presentation? These are the moments when your outfit suddenly matters. Playing it safe by dressing a little sharper means you’ll always be prepared. Worst case, you’re overdressed – which is still better than being the person in tracksuit pants.

Summary

Workplace attire may have become more relaxed, but how you present yourself still matters. By asking the right questions, observing your team, and aligning your look with both company culture and your personal brand, you’ll strike the right balance.

Considering your next career step?

If you’re ready for your next career move, Aspect can help you find a workplace where your skills – and your style – fit right in.

Frequently Ask Questions

How to Resign the Right Way

Thu, 21 Aug 2025 07:13:45 GMT

Resigning is never easy – but done well, it can set you up for success in your next role. Here’s how to resign the right way, from planning your exit to handling counter offers and securing references.

Key Takeaways

Plan your resignation carefully and prepare for an open conversation with your manager.
Give proper notice, keep your letter simple, and leave on positive terms.
Stay professional throughout your notice period – your last impression matters.
Consider counter offers carefully before making a decision.
Secure strong references to support your next career step.

Plan Your Resignation

Before handing in your resignation, be clear on your reasons for leaving and your next steps. Whether you’re chasing better career progression, flexibility, or a different workplace culture, knowing your “why” makes the conversation easier. Data from Aspect’s 2025 Employee Insights Survey shows that career advancement and work-life balance are leading reasons Australians change jobs. Framing your departure around future aspirations – not dissatisfaction – helps keep things professional.

Write a Clear, Simple Letter

Your resignation letter doesn’t need to be long. Keep it short, polite, and professional. State your intention to resign, your final working date, and thank your employer for the opportunity. Avoid unnecessary detail – your letter is a formality, not a negotiation.

Manage the Conversation Professionally

Deliver your resignation face-to-face (or via video call if remote). Thank your manager, explain your decision, and stay calm even if emotions run high. Employers may be disappointed, but handling the conversation respectfully shows maturity. Importantly, don’t speak negatively about your role or colleagues – industries are smaller than you think, and word travels fast.

Handle Counter Offers Carefully

Many employers will try to keep valued staff by presenting a counter offer. While tempting, accepting one isn’t always the best move. Our PACE Survey found that although 21% of professionals were counter-offered, the majority still left within 12 months. If you’re considering one, weigh up whether it truly addresses the reasons you wanted to leave. For more detail, see our guide: 5 things to consider before accepting a counter offer .

Finish Strong During Your Notice Period

Your final weeks matter. Show professionalism by tying up loose ends, documenting key tasks, and helping with handovers. A smooth transition demonstrates integrity and ensures colleagues remember you positively.

Secure Your References

References are vital for your next role, and your current employer can often be your strongest advocate. After resigning, approach managers and colleagues you’ve worked closely with, and confirm they’re happy to provide positive feedback. This will give you confidence knowing your next employer has reliable insights into your performance and professionalism.

Summary

Resigning the right way helps you leave on good terms, protects your reputation, and sets you up for future success. By planning carefully, handling counter offers wisely, and securing strong references, you can move into your next role with confidence.

Considering your next career step?

We support professionals throughout every career transition. If you’re considering your next move, explore our latest job opportunities or reach out for a confidential chat with our team.

Frequently Ask Questions

Benefits of Using a Specialist Recruiter to Find Your Next Job

Tue, 19 Aug 2025 05:10:19 GMT

Finding your next career move can feel overwhelming, especially when balancing work, family, and life commitments. That’s where a specialist recruiter can make a difference – acting as a guide who helps you explore opportunities, navigate the market, and make informed choices about your career.

Key Takeaways: Why work with a specialist recruiter?

Gain access to hidden opportunities not advertised online
Get accurate market insights and salary benchmarks
Receive confidential, personalised career advice
Save time with guided applications and employer communication
Build a trusted, long-term career partnership

Access to Hidden Opportunities

Many roles in today’s market aren’t advertised publicly. Employers often rely on specialist recruiters to connect them with the right candidates quickly and discreetly. Our 2025 PACE Survey found that more than half of employers experienced challenges sourcing professionals without recruiter support. By working with a specialist recruiter, you gain access to exclusive networks, including roles that never reach job boards.

Market Insights and Salary Guidance

Not all recruiters bring the same depth of knowledge. A generalist may work across many industries, but a specialist recruiter is immersed in your sector. They understand where demand is growing, which skills are in short supply, and how salaries are shifting. With our 2025 Employee Insights Survey showing average salary increases of 5.9%, having access to accurate, real-time benchmarks is invaluable. A specialist recruiter not only matches you to roles but also helps you understand your market worth and helps you approach negotiations with confidence.

Tailored Career Advice

Changing jobs isn’t just about finding “a role” – it’s about finding the right role. Specialist recruiters take the time to understand your skills, goals, and values, then align them with employers who share them. This personalised approach helps ensure that the move you make is the right one for both your career development and long-term satisfaction.

Support and Confidentiality Throughout the Process

Job hunting can be time-consuming and uncertain. Recruiters streamline the process by connecting you with roles that fit, guiding you through applications, and managing communication with employers. All conversations and applications are managed with discretion, protecting your privacy while you explore new opportunities.

Building a Long-Term Relationship

The best recruiters don’t just focus on your next role – they build long-term relationships. They provide ongoing value in market updates, career progression advice, and industry insights, even after being placed in a role. It’s about having a trusted professional in your corner throughout your career.

Summary

Whether you’re actively searching or just curious about your options, partnering with a specialist recruiter can give you clarity and confidence in your next move. Taking the time to connect with a specialist may help you uncover opportunities and insights that shape your career path for years to come.

Considering your next career step?

Frequently Ask Questions

Contract and Temporary Roles: What Are the Benefits?

Fri, 01 Aug 2025 12:32:34 GMT

In today’s job market, permanent roles aren’t the only option. Contract and temporary jobs offer flexibility, faster entry into the workforce, and opportunities for growth. Here’s how contract and temp roles can support your career.

Flexibility that fits your life

Short-term roles give you more control over your schedule. Whether you're balancing family, study, travel, or simply want a break from the 9–5 routine, contract work gives you the freedom to shape work around your life.

Variety and exposure

Contracting lets you work across different companies, projects and industries – broadening your experience and helping you figure out what kind of roles and environments suit you best.

Fast-tracked hiring process

Temporary roles are often filled faster than permanent ones. Employers tend to move quickly to meet short-term business needs, meaning you can start sooner and secure income or experience when you need it most.

A way into permanent roles

Many employers use contract roles as a way to assess team fit before offering permanent employment. If you're open to longer-term work, a temp role can be a foot in the door.

Skill-building and growth

Each contract role is a chance to develop new skills – technical and soft. Over time, this builds confidence, expands your CV, and makes you a more adaptable candidate.

Networking opportunities

Contract work expands your professional network fast. You’ll meet new people, work with different teams, and connect with leaders across industries. These relationships often lead to referrals, future roles, or valuable insights into your next career move.

Looking for contract or temp work?

Frequently Ask Questions

How Workplaces Are Using AI in 2025

marketing@aspectpersonnel.com.au (Aspect Personnel) — Thu, 26 Jun 2025 12:32:06 GMT

Last year, AI was just beginning to make its mark in the workplace. In 2025, it’s becoming business as usual. Data from our 2025 PACE Report and 2025 Employee Insights Survey shows just how embedded AI has become across the Victorian built environment, and where the gaps still lie.

AI Adoption is Up

71% of organisations now allow staff to use AI.
6% mandate its use.
Only 4% prohibit it, but AI scepticism is fading fast.

Admin Leads the Way

95% of Victorian employers use AI for admin tasks
41% also use it for technical tasks, particularly in architecture and engineering.

Industry Trends at a Glance

Project managers and engineers are leading AI adoption across Victoria, with strong use in admin and growing interest in technical applications.
Architecture is close behind, using AI across both design and administration.
Planning and construction remain more cautious, focusing mostly on admin tasks as they explore where AI fits best.

Employees are Still Catching Up

Only 17% of employees use AI regularly at work.
Most (57%) use it occasionally or once, pointing to a need for better training and clearer use cases.

What It Means For You

Employees: You don’t need to be technical to use AI. Start small. Admin tools are a low-risk, high-reward entry point.
Employers: If you’re allowing AI but not seeing uptake, you may need to consider clearer guidance and training to see better adoption amongst your team.

The Wrap-Up

AI in the workplace isn’t a trend, it’s a transition. The built environment may not be known for early tech adoption, but those who are curious and proactive are getting ahead.

For more insights from our 2025 PACE Report , including 265 industry-specific salary levels – download the report and in doing so you’ll support a local Victorian charity, with 100% of proceeds going to Women’s Property Initiatives.

Looking for your next career move, or looking to grow your team? reach out to one of our specialist recruitment consultants for a confidential chat.

FAQs

What are the benefits of using AI for admin tasks?

AI saves time, reduces manual effort, and improves accuracy in routine admin processes. Whether you're managing a project, designing a building, or reviewing engineering plans, AI can help streamline emails, meeting notes, schedules, and document formatting.

Is AI replacing jobs in construction, architecture, planning, or engineering in Victoria?

No. In 2025, AI is being used to support, not replace, professionals in the built environment. It helps reduce repetitive tasks and improve workflows, but core responsibilities still rely on human judgment, experience, and industry knowledge.

How can I start using AI in my role?

Begin with small tasks: summarising meetings, brainstorming ideas, or formatting reports. Admin tools are a safe, low-risk entry point regardless of your discipline. From there, explore technical use cases relevant to your role or industry.

How are companies using AI in the workplace in 2025?

In 2025, most companies across the built environment are using AI to handle administrative tasks. Some are also using it for technical tasks - particularly in engineering and architecture.

What is the role of AI in project management today?

AI is helping project managers automate admin-heavy tasks like progress reporting, meeting minutes, and stakeholder updates. It’s also being explored for resource planning, risk tracking, and workflow automation, freeing up time for strategic decision-making.

Are Victorian town planners using AI technology in 2025?

Planning teams are cautiously adopting AI, with 58% of planning employers now allowing its use. AI can be used for tasks like policy summarisation, data interpretation, and preliminary site research, but many planners are still in early adoption phases.

How is AI used in Victorian architecture firms in 2025?

AI is widely accepted in architecture practices. AI Tools can assist with conceptual design, drafting support, client presentations, and admin work like emails and reports. Architecture had one of the highest employee-reported technical use rates of AI in 2025.

What AI tools are used in Victoria's construction industry?

Construction teams are using AI mostly for admin tasks, for example, AI could be used for site reports, timesheet processing, and documentation. While technical use is still emerging, we’ll start to see more experiment with AI for safety monitoring, schedule forecasts, and equipment tracking.

How are engineers in Victoria using AI in their day-to-day work?

Engineering teams report strong uptake of AI in 2025, particularly for technical work. Uses could include design optimisation, data validation, reporting automation, and document preparation. Admin tools are also heavily used to improve team efficiency.

How To Ask for a Pay Rise

Fri, 23 May 2025 11:19:43 GMT

If you’ve been performing well, it might be time to ask for a pay rise. This salary negotiation guide will help you prepare, present your case, and negotiate with confidence.

1. Prepare Before You Ask for a Pay Rise

Track Your Contributions: Document specific achievements, completed projects, new responsibilities, and measurable results you’ve delivered. Show how you’ve added value to the business.

Research Industry Salary Benchmarks: Understand what others in similar roles are earning. Use tools like our PACE Salary Guide to back your case with data.

Know Your Worth: Be realistic about your salary expectations based on your skills, experience, and market demand.

2. Choose the Right Time to Ask for a Raise

Align with Performance Reviews or Key Milestones: These are ideal opportunities to discuss your compensation, as your achievements will already be under review.

Avoid Financial Downturns: If your company is going through budget cuts or redundancies, it might be best to delay your conversation.

3. Practice What to Say in Your Salary Discussion

Keep the Conversation Professional: Focus on your value to the business—not your personal financial situation.

Rehearse Your Pitch: Practice your talking points so you can speak clearly and confidently.

Stay Calm and Positive: Use respectful, constructive language and emphasise your interest in growing with the company.

4. Salary Negotiation Tips: Do’s and Don’ts

Do:

Be open to other benefits (e.g. extra leave, flexibility, development opportunities)
Show willingness to work toward goals if the timing isn’t right
Ask for feedback if a pay rise isn’t approved, and agree on when to revisit the topic

Don’t:

Make threats or give ultimatums (e.g. "I’ll leave if I don’t get a raise")
Compare yourself to colleagues
Rely on emotion—stick to facts and achievements

5. Follow Up After Your Pay Rise Conversation

Say Thank You: Express gratitude for the opportunity to discuss your salary—even if it wasn’t approved.

Confirm Any Agreements in Writing: If a raise was agreed upon, get it in writing (email is fine) to avoid misunderstandings.

Create a Plan for Next Time: If now’s not the right time, ask what you can work on and agree on a timeline to revisit the discussion.

Frequently Asked Questions

Q: When should I ask for a pay rise?

A: Ideally, during performance reviews, after a big achievement, or when you’ve taken on significantly more responsibility.

Q: How much of a pay raise should I ask for?

A: It depends on your industry, current salary, and role changes. Typically, 5–10% is reasonable—backed by market research.

Q: What if my pay raise is declined?

A: Ask for clear feedback, focus on growth areas, and set a date to review again. Consider negotiating other benefits in the meantime.

Need advice on your next career step or preparing for a pay rise conversation? Speak to one of our consultants – we’re here to help.

Job Market and Workplace Trends for Victoria in 2025

marketing@aspectpersonnel.com.au (Aspect Personnel) — Mon, 31 Mar 2025 23:45:30 GMT

With insights from 230+ Victorian businesses, our 2025 PACE Report covers market trends, workplace practices, and salaries across Victoria’s built environment. Here are 10 key insights we think you should be across:

Business Activity in 2024: Interest Rates Take a Toll

Increased interest rates and access to funding were major challenges for business in 2024, with 59% of companies reporting a negative impact on business activity. With recent interest rate cuts, it will be interesting to see if these conditions improve in 2025.

Hybrid Work: More Days in the Office

Of the 66% of companies that offer hybrid work, only 41% specify the days in the office. However, we’re seeing a shift from employees being expected to be in the office from 3 days a week, to 4 or 5 days.

Salaries: Growth Slows but Outperforms Predictions

Salary increases are slowing, with the average salary increase down from 6.1% in 2024, to now 5.7%. Though, positively, this figure is still higher than the 4.7% salary increase companies predicted it would be.

Graduate Recruitment: A 13-Year Low

Only 56% of companies hired graduates in 2024, the lowest figure in the PACE Report’s 13-year history. This is indicative of a difficult year for businesses in 2024, where 58% of companies either held steady or reduced business activity.

Workforce Trends: Slight Shift Toward Downsizing

In 2024 we saw slightly more organisations reducing staff numbers (35%) than increasing staff numbers (34%). This is compared to 25% reducing and 45% increasing staff the previous year.

Redundancies: A 316% Surge in Two Years

Redundancies are up 46% on last year with 3.8% of the total surveyed workforce having their positions made redundant in the 2024 calendar year. This is up from 2.6% in 2023 and 1.2% in 2022, marking a 316% increase over two years.

Temp Hiring: Steady but Low Demand

Only 17% of companies regularly hire temporary staff, a trend that has remained relatively stable in the post-COVID years. The only notable exception was in 2022, when there was a temporary surge in demand. Since then, businesses have continued to favour permanent hires over short-term solutions.

Why Employees Stay vs. Why They Leave

Salary, flexibility/work life balance, and office location have been the top reasons employees stay for two years running. However, in 2024, employers cited career advancement, salary, and leaving the industry as the main reasons for resignations.

AI Adoption: Rapid Growth

Last year, 38% of companies said AI didn’t apply to their business — this has now dropped to 19%. Today, 75% regularly use AI, with an uptick in its application for technical tasks.

Business Activity in 2025: Cautious Optimism

Looking ahead, 57% of companies expect business activity to increase in 2025, while only 14% predict a decline. Longer-term optimism is also strong, with 49% positive about the next two years and just 12% holding a pessimistic outlook.

If you’d like more insights from our 2025 PACE Report, you can download it here , with 100% of proceeds going to our charity partner, Women’s Property Initiatives , to support them in their quest to provide permanent and affordable homes to women and children at risk of homelessness.

What If I’ve Just Started a Job And Don’t Like It?

Tue, 04 Feb 2025 06:17:31 GMT

You might find that once you start a new job, you just don’t like it. Whether it’s the people, the work, or the company culture. Before hastily looking for another job, you may want to consider these things.

Try to fix the issue

Try to pinpoint exactly why you’re not liking the job. Is it the people? The tasks? Is it not what you were expecting? Once you know, ask yourself whether these can be fixed. If something were to change, would you like the job? Is there a chance it’ll resolve itself over time?

If you think the issue can be fixed, or even if you don’t, talk to your manager to let them know what you’re struggling with. A good manager will support you and try to fix the issue.

Be realistic

There isn’t a single job that’s perfect all the time. It’s important to realise that there will be times where the job is tough, and that may be at the beginning when you have to learn a new business, meet new people and adapt to a new routine. In many ways it can be overwhelming. Remember that this won’t last forever.

If you received a counter offer from your previous employer , remind yourself why you took the job and what benefits it has. Do these outweigh the cons?

Start to put feelers out

If you know the job isn’t right for you and you want to leave, start looking around. It’s a good idea to talk to a recruiter . If you went through a recruiter to find this position, talk to that recruiter and let them know. They’ll help you find another job that is more aligned to what you want, especially considering they’ll know the role you didn’t like.

Evaluate how this can be avoided next time

If you find yourself in this situation, try reflecting on your job seeking process. Are you asking the correct questions in the interview? Are you expressing what you’re looking for clearly enough to your recruiter? Do you have very high expectations? Of course, it may just be that this particular company or role isn’t for you.

If you find that you need to resign, make sure that you resign the right way . The last thing you want to do is burn bridges or tarnish your career.

Knowing why you don’t like the job and being realistic around if it can be fixed or if you need another job will help you navigate what to do if you don’t like your new job.

If you need some advice on your career and are looking for your next career move, reach out to one of our specialist consultants in Architecture & Design , Business Support , Construction , Engineering , Property , Public Sector and Town Planning & Design .

Preventing Burnout for the Year Ahead

Tue, 07 Jan 2025 04:49:20 GMT

The start of a new year can be busy and overwhelming for most of us. When we feel burnt out, or are on the edge of it, it might be too late to manage it yourself. Here are some easy steps you can do to try and prevent burnout in the year to come.

Eliminate stress

It’s impossible to eliminate all stress, and some stress is actually good. It can push us to do things we need to and want to do. However, too much bad stress is what can lead you down the path to burnout. If there’s something that’s causing you stress at work or at home, that you don’t have to do and if you can, consider stopping it or removing it from your responsibilities.

If you can’t eliminate it, then ask yourself how you can make it less stressful. For example, we all need to do grocery shopping, but maybe the time it takes, the crowds and the overwhelm of being in a supermarket stresses you. Instead, maybe consider doing your shop online and having it delivered.

Prioritise Work-Life Balance

Set clear boundaries between work and personal time - this can be easier said than done, but it's important to separate the two. If possible, avoid checking emails or work-related message outside of working hours. Make sure you schedule regular time off and commit to it - when you're off work, remember to switch off!

Move your body

We all know that exercise isn’t just good for us, it’s essential. It has many benefits, including helping managing stress. If you don’t already have a solid exercise regime, start small. Find out what you enjoy, whether that’s yoga, rock-climbing or going for a walk every day. Any movement will have a positive effect on your mind and body.

Get some zzz 

Again, we all know that sleep is vital for us to function, and it has a major effect on how stressed we feel and how we manage it. The more tired we are, the more stressed we feel. An issue that’s quite manageable when we’ve had sufficient sleep can feel like the end of the world if we’re feeling exhausted.

Take some time to perfect, or at least improve, your sleep hygiene. What things are you doing that contribute to a bad night’s sleep? What things are you doing to contribute to a good night’s sleep?

Here are some sleep hygiene tips to help you out!

Have a stress plan

When we feel stressed, we often forget what we need to do to calm ourselves. This could simply be having a list of things you know work in lowering your stress. You might like to store this on your phone so you always have access to it. It’s helpful to include things you can do in the moment, like 90 seconds of deep breathing, and things you can make time for, such as going for a long walk.

If a list isn’t enough for you, you could also include things like, when you’re feeling completely overwhelmed and need to pause, take a day off work, or a long weekend to recharge.

There’s not a sure-fire way to prevent burnout, things pop up unexpectantly and sometimes we can’t avoid it. But putting effort and emphasis on setting up key habits to help you manage and reduce stress can have a major impact on your overall health.

Take time to reflect on the previous year's challenges and accomplishments - use these insights to help you create a realistic plan for the upcoming year. Allow room for flexibility and compassion when things don't go as planned.

By taking proactive steps to manage your energy and well-being, you can set yourself up for a fulfilling and productive year.

How a relationship with a recruiter can benefit you over the life of your career

Wed, 30 Oct 2024 12:22:56 GMT

Recruiters offer support beyond the job search; they can be valuable partners throughout your entire career. Building a relationship with a recruiter not only helps you make smooth transitions between roles but also empowers you to maximise your potential in your current position, contributing to long-term career success.

Here are some specific ways a relationship with a recruiter can benefit you over your career journey:

Access to hidden opportunities

Recruiters often have access to roles that aren’t publicly advertised. Over time, this can give candidates a leg up in finding opportunities that align with their unique skill set.

Not having to re-introduce yourself every time

When you develop a long-term relationship with a recruiter, you won’t have to introduce yourself every time you want to have a conversation with a recruiter. You may be interested in market opportunities or want to understand your market value ahead of a performance review. With an established relationship, your recruiter is already familiar with your experience, capabilities and motivations – saving you having to explain them every time. You’ll also be getting a better return on that first impression you make!

Building trust with an industry expert to support your career

A good recruiter can offer unbiased and expert career guidance. When we seek advice, we often seek it from someone we trust. Our first point of call is often friends and family – because we trust them. Trust takes time to build and, when you have it, makes advice shared so much more valuable, the trust you build with a recruiter over time (coupled with their expertise) can make the information and advice they share a whole lot more useful.

Career development and mentorship

Good recruiters offer more than job placements—they act as career advisors. They help candidates understand industry trends, desired skills, and career path options, guiding them toward choices that support long-term growth.

Keeping an ear to the ground

Often the best role to progress your career isn’t available in the window that you are actively looking for work. Sometimes that once in a lifetime opportunity becomes available when you are happily working away in your current role or enjoying a holiday.

Developing a long-term relationship with a recruiter and ensuring they know where you want to take your career allows them to keep an ear to the ground for opportunities that will support you and your career journey. Avoid FOMO knowing that you’ll be kept in the loop on suitable opportunities as and when they become available.

Know your market

Good recruiters don’t just know what jobs are available, they also have a deep understanding of the market too. They can be a good source of market intelligence that may support your success. What does the competitive landscape look like? How are employee value propositions evolving? What does workplace flexibility look like in the industry? What is your current value in the market?

By understanding the context in which your role and company is operating within, they can support both your role and organisation. This information is accurate, readily available, and free.

Industry and Company Insights

A good recruiter also knows their clients. Recruiters often have insider knowledge about various companies, such as management changes, company culture, and growth prospects, which can help candidates make informed choices about where to work next.

You’re helping us to a better job

It seems only fair that we admit to the fact that a long term, trusted relationship is of benefit to the recruiter as well. We are engaged by companies to find them the best talent available. The stronger our relationship with you, the quicker and more accurately we are able to identify the best and most suitable person for the role.

If you are looking to connect or reconnect with a good recruiter, find an industry expert here . We are not just here to help you find your next job, we are here to support your career success in any way we can.

How to Create a Killer LinkedIn Profile

Mon, 23 Sep 2024 12:12:39 GMT

Creating an effective LinkedIn profile is a great way to expand your professional network, get noticed by prospective employers and make a strong first impression. Learn our top tips on how to create an engaging LinkedIn profile that makes people want to find out more.

1. Choose an appropriate photo

A picture tells a thousand words, so make sure your profile picture sends the right message. Avoid cropping a photo from your friend’s wedding. Instead, take a professional photo specifically for your LinkedIn profile.

2. Include a headline and a great summary

As with a CV, people will make a quick assessment of your profile. Stand out from the crowd by creating a personal headline (which appears directly under your name), and a meaningful summary section. Engage and intrigue people so they keep reading.

3. Include your industry alongside your current position

If you are open to work, it's important to list your current industry alongside your position - especially if you intend to stay within that industry when you make your career move. From a recruiter's point of view, it's easier to find candidates who have their industry listed when searching for suitable candidates for a role!

4. Explain your experience

Avoid simply listing the company and job title – this doesn’t do your experience justice. Instead, provide a one sentence description of what the company does, plus an overview of your key responsibilities in the role. Where appropriate, include details of significant projects you’ve worked on.

5. Get recommended

LinkedIn recommendations are a great way to validate your experience, increase credibility and boost your Google ranking. Ask relevant, professional connections to recommend you to strengthen your profile. This is one of our top LinkedIn profile tips.

6. Connect with the right people

Connections aren’t only useful for networking as they can also strengthen your profile. The more you have, the more likely you’ll have connections in common with a potential employer, adding to your credibility. After you’ve created your LinkedIn profile, identify and pursue connections that will add to your reputation, and avoid connecting with people who aren’t relevant to your industry and role.

7. Be active

Once you have your connections, be sure to engage with them. Like their content, share it and add your own commentary. Not only will this bring people to your profile, it’ll allow you to further strengthen your brand and establish your thought leadership by writing and sharing original, relevant content.

8. Make sure your profile aligns with your CV

Be sure the professional experience (job titles, dates of employment etc.) listed on LinkedIn aligns with the information you’ve used to create your CV . Any misalignment may create confusion or scepticism about your employment history.

9. Be true to your real brand

Your LinkedIn profile should amplify your brand, not define it. Make sure you’re authentic to yourself in the language you use and the message you convey, to give the reader an insight into who you genuinely are.

10. Ensure your details are complete and up to date

A note on other social media platforms

While LinkedIn remains the most prominent social media platform for professional networking, your profile on other sites such as Facebook, Instagram and TikTok, will also influence your digital footprint. You may use these sites to for personal (rather than professional) reasons, so make sure your profile compliments the digital professional brand you’re presenting. If you have any concerns, maybe consider your privacy settings.

How to Stay Positive During Your Job Search

Wed, 04 Sep 2024 10:43:53 GMT

Staying positive during a job search can be challenging, but maintaining the right mindset is crucial. Here are some recruitment tips to help you stay motivated and positive ...

Set realistic and achievable goals

Break down your job search into manageable tasks, such as applying for a certain number of jobs each day, updating your resume, or networking with a set number of people weekly. Achieving these smaller goals will help give you a sense of accomplishment.

Stick to a routine

Treat your job search like a job. Set yourself a daily schedule that includes time for applying to jobs, networking, and most importantly, taking care of yourself. Having routine and structure can help you stay focused and motivated.

Celebrate small wins

It’s extremely important to not only recognise, but to celebrate all the small wins, such as getting an interview, receiving positive feedback, or even learning something new from a rejection. All of these small wins can help maintain some momentum and keep your spirits high.

Keep learning

Use any downtime to improve your skills or learn something new. Online courses, certifications, or even volunteering can boost your resume and keep your mind engaged.

Focus on what you can control

Job searches come with uncertainty, but focus on the aspects you can control, like the quality of your applications, your interview preparation, and how you present yourself. Let go of the things you can’t control.

Practice self-care

We all know just how stressful job searching can be, so it’s important that you take care of yourself during this time. Exercise, eat well, get enough sleep and engage in activities that you enjoy, that can help you relax and take your mind off the job search. A healthy mind and body will help you to stay and feel positive.

Seek feedback

If you’re not getting the responses you had hoped for, you should seek constructive feedback on your resume, cover letters, or your interview technique. Sometimes a small tweak or a simple piece of advice can make a big difference.

Maintaining a positive attitude during a job search is about resilience and perspective. By implementing these strategies, you'll not only stay motivated but also improve your chances of success.

Advice from our consultants:

Emily Power – Associate Consultant, Business Support - Architecture & Design

“Considering temporary roles whilst searching – this can help grow your network and could potentially turn into a perm role.

Being intentional about the roles you're applying for – don’t apply to everything you see.

Partnering with a recruitment consultant – we can provide market insights and access to roles that may not be advertised publicly.”

Matthew Lewis – Associate Consultant, Construction - Contract Recruitment

“Speaking from my own personal experience, I found changing up my job searching approach helped me to stay positive. Instead of quickly applying for jobs, take the time to understand the industry, find out as much information as possible before applying to multiple roles. Changing your approach and learning from setbacks is a great way to help keep a positive mindset throughout your search.”

AI in Action - Current Workplace Trends and Future Impact

Mon, 01 Jul 2024 11:02:51 GMT

The data from our 2024 PACE Report indicates that AI technology is becoming an integral part of the workplace, with a growing number of organisations adopting and encouraging its use. While there are mixed feelings about its impact, particularly among employees, the overall trend points towards a more AI-centric future. Let’s explore what companies in Victoria had to say about the use of AI:

Staff Using AI Technology –What approach are Victorian companies taking?

Over the past 12 months, organisations have shown varying approaches to the use of AI technology among staff.

While only 5% of companies prohibit the use of AI, a significant 52% allow it, and 5% even mandate its use.

Looking ahead to the next 12 months, the trends are shifting.

The percentage of companies allowing AI use is expected to increase to 63%, and those mandating its use will rise to 8%, indicating a growing acceptance and encouragement of AI integration within the workplace.

Type of tasks AI Technology is being used for:

AI technology is being adopted for various tasks within organizations, with administrative tasks seeing the highest usage.

Currently, 88% of companies use AI for administrative purposes, and 49% employ AI for technical tasks.

What is the forecasted impact of AI Technology?

Looking forward, the impact of AI technology on organizations is largely anticipated to be positive.

In the next 12 months, 46% of companies expect AI to have a positive effect, while 37% foresee a neutral impact. Only 2% predict a negative outcome, and 15% remain uncertain.

Industry Highlights

Engineering: 58% of companies predict a positive impact from AI in the next 12 months, the highest among all industries.

Architecture and Planning: 58% of companies currently allow the use of AI, leading in terms of industry adoption.

Focus on what you can control

Employee Perspectives on AI Technology

When it comes to employees' experiences with AI technology, the past 12 months have shown a mix of engagement levels.

A substantial 64% of employees have never used AI for work tasks, while 6% have used it once, 23% occasionally, and 7% regularly.

Employees use AI predominantly for administrative tasks, with 75% engaging with AI in this area.

Looking ahead, employees have varied expectations about AI's impact on their careers. A third (33%) foresee a positive impact, 7% predict a negative effect, 42% anticipate a neutral outcome, and 18% remain unsure.

These statistics indicate that AI technology is still relatively new and uncertain for many people. However, as its use and familiarity increase, perceptions are likely to shift. It will be interesting to revisit these statistics next year to see how the landscape has evolved.

To learn more, download our 2024 PACE Report.

What Work-Life Balance Looks Like in 2024 According to Victorian Companies

Tue, 04 Jun 2024 12:52:14 GMT

Our 2024 PACE Report has highlighted some interesting workplace trends for work life balance. It’s fair to say that change is always happening. Here’s what Victorian companies are doing about work life balance:

73% of companies offer health and wellbeing initiatives, up from 69% last year.
40% of companies expect their employees to be in the office 3 days per week, and 29% expect them to be in the office four days per week, both of which are predicted to increase in the future.

Of the companies working hybrid, 46% require staff to be in the office on specific days, this is down by 2% compared to 2023.

Property is most flexible with 89% of companies reporting they don’t require staff to work on specific days.

It seems that the positives of hybrid working, that companies were seeing previously are now wearing off. Only 35% of companies reported that hybrid working has a positive effect, compared to 43% last year.

The construction industry reported the hybrid working as having the most positive effect of on productivity at 50%.

While according to our Employee insights survey, 53% of employees state that work/life balance is an important factor that would keep them in their current role.

For more insights on flexibility and benefits Victorian companies are offering, download the free 2024 PACE Salary and Market Report.

If you want more flexibility in your role, our expert recruitment team may be able to help.

10 Key Workplace Trends for the Victorian Job Market in 2024

Wed, 10 Apr 2024 13:45:03 GMT

We’ve published our 12th edition of the PACE Survey covering market conditions, trends and salaries of the last 12 months. The report covers the Planning, Project Management, Architecture, Construction and Engineering industries.

Here are our top ten takeaways we think you should be across:

1. An increase in health and wellbeing initiatives

73% of companies offer health and wellbeing initiative or practices, compared to 69% last year, with Employee Assisted Programs (EAP) being the most offered, followed by mindfulness activities such as yoga, meditation fitness.

2. The introduction of artificial intelligence

Majority of companies allow AI technology to be used by staff, with 5% prohibiting it and 5% mandating it. The majority of AI has been in administrative tasks rather than technical tasks

3. Increasing successful tenders

Engineering firms reported the highest tender success rate out of all industries surveyed, at a success rate of 51% in 2023, up from 44% in 2022. The rate for successful tenders across all industries rose from 41% in 2022 to 43% in 2023.

4. Staffing is on the rise

56% of organisations expect their staff numbers to increase in 2024, and 34% expect them to remain the same in 2024. Now may be a great time to start exploring your options.

5. Four is the new three

For the first time since COVID, the majority of companies intend to have their staff work in the office 4 days a week, with 38% of companies moving towards 4 days a week in the office. 3 days per week is dropping from 40% to 33%.

6. Hiring intent remains stable

Despite some economic head winds, 61% of firms plan to increase headcount in 2024, similar to 62% who had the same intent 12 months ago. Only 5% expect numbers to decrease, compared to 6% 12 months ago.

7. Salary growth still strong

Average salary increases dropped from 6.7% to 6.1% in the last 12 months. Employers expect salaries to continue to go up, but at a slower rate of 4.7%.

8. The 'Great Resignation' has passed

Resignation rates dropped from 10% in 2022 to 7.3% in 2023. The main reason people resigned, for career advancement, has remained the same. The second most popular reason being salary.

9. Counteroffers going out of fashion

Only 20% of firms counteroffered departing staff in 2023, down from 30% in 2022. Counteroffers remained ineffective with 80% of those counteroffered resigning within 12 months.

10. Market optimism is stable

53% of respondents are optimistic about the future of the market – the same number as 12 months ago. While only 7% are pessimistic.

If you want to read the complete report or compare your salary to market average, download the PACE report .

Everything You Need to Know to Ace your Interview

Thu, 29 Feb 2024 11:55:02 GMT

Interviews can feel daunting, but with the right preparation, they don’t have to be. Here’s everything you need to ace your next interview.

1.Interview Tips and Common Questions

Your CV has made its way from the stack on the hiring manager’s desk to the interview stage – nice one. Now it’s time to sell your skills and personality at the interview. Our job interview tips and list of common questions will help you prepare and show your best self on the day. Learn more here.

2.Questions to Ask in a Job Interview

We’ve put together a list of questions to ask in an interview. Perhaps choose your favourite two or three to have at the ready. Learn more here.

3.How to Prepare for an Interview without a Position Description

A position description (or ‘PD’) outlines the tasks and responsibilities that a role entails. Without this, it can be hard to know what’s expected of you and what questions you may face in the interview. Here’s how to prepare for an interview without a position description. Learn more here.

4.How to Answer ‘Tell Me About Yourself’ in a Job Interview

You may have heard the saying ‘you never get a second chance to make a first impression’. This is particularly true when answering ‘Tell me about yourself’ in a job interview. Find out how to nail it! Learn more here.

5.How to Talk About Your Weaknesses in a Professional Setting

If you’re in a job interview, there’s a chance you’ll be asked what your weaknesses are or what you need to improve on. Read our tips on how to speak about your weaknesses. Learn more here.

6.How to Investigate a Company Before Joining

In a candidate short market, some companies may be saying what people want to hear in order to attract staff. Here’s some tips on how to decipher if they’re being genuine, or just trying to win you over. Learn more here.

7.Expert Tips for Discussing Career Breaks in Interviews

Do you know how to discuss your career break in a job interview? One of our seasoned consultants, Kyla Nash, has shared her top tips to ensure that your career break will only enhance your overall interview. Learn more here.

8.Mastering Behavioural Interview Questions with the STAR Method

Answering behavioural questions in a job can be nerve-wracking when we don’t have an approach in mind. The last thing we want is to tell our story poorly. The STAR method may be the key to smoothly and efficiently answering behavioural questions. Learn more here.

If you're looking for your next career move, reach out to one of our specialist recruitment consultants in Architecture & Design , Business Support, Construction , Engineering , Property , Public Sector and Town Planning & Design .

Mastering Behavioural Interview Questions with the STAR Method

Wed, 28 Feb 2024 13:57:30 GMT

Most of us have been asked behavioural questions in job interviews that encourage us to demonstrate our skills and thought processes. Whether this comes naturally to you or not, the STAR Method may help you ace your answers and ensure you get the relevant information across effectively.

What is the STAR Method?

Situation

Describe the specific situation or context you were in. Include some background information to give the interviewer a clear understanding of the scenario, but don’t go overboard.

Task

Outline the task or challenge you were faced with in that situation. What goal or objective were you trying to achieve? Define the problem or opportunity that prompted your actions.

Action

Detail the actions you took to address the situation or accomplish the task. Focus on your specific contributions and decision-making process. Highlight the skills and competencies you utilised to overcome obstacles.

Result

Ensure you share the outcomes of your actions. What were the results of your efforts? Quantify your achievements whenever possible and emphasise the positive impact you made.

Tips for using the STAR Method

Anticipate common behavioural interview questions and brainstorm relevant examples from your past experiences. Tailor your stories to showcase key skills and competencies required for the role.

Be specific and concrete, while avoiding vague or generic responses. Use concrete details and metrics to quantify your achievements and demonstrate your impact.

Stay focused and avoid going off on tangents.

Be honest and authentic, including any relevant challenges or setbacks you have encountered.

If you’re looking for your next career move, reach out to one of our specialist consultants in Architecture & Design , Business Support , Construction , Engineering , Property , Public Sector and Town Planning & Design .

Expert Tips for Discussing Career Breaks in Job Interviews

Wed, 28 Feb 2024 12:07:22 GMT

Taking a career break doesn’t have to be a dirty secret when applying for a new job. Instead, learn how to use it to your advantage and talk about it openly in your interview. Here are some tips to turn what might seem like a potential stumbling block into a powerful asset.

Firstly, should you put the career breaks in your resume to begin with?

Yes, if it was a recent break and definitely if it was right before the position you’re interviewing for.

No, if it was a while ago, more than 3-5 years ago, and you’ve been working since. If your break was recent, it’ll need to be discussed in the interview.

The best time to bring it up is when they ask about your experience and skills.

Ensure you cover:

What you did, e.g. year of travelling or parental leave

Why you took the break, e.g. wanted to see the world and experience different cultures

How you kept up with industry trends and development, e.g. signed up to industry newsletters, blogs and webinars

How you used your skills and upskilled during this time, e.g. completed a short online course

Be prepared to talk about the break and be honest. It’s not a good look if you’re being shady around why you took the time off. Your interviewer will most likely respect that you’ve addressed it and explained the reasoning.

Make an effort to get up to speed with the industry standards and trends you may have missed during your career break. Being able to show that you’re still engaged and excited about the industry and your role may reduce the interviewer’s scepticism around the break.

If you’re on a career break while applying for jobs, you may want to consider addressing it in your cover letter . Include a small section explaining your work absence, though this isn’t a necessity.

Looking for a new career move, whether you’re currently working or on a break? Reach out to one of our specialist consultants in Architecture & Design , Business Support , Construction , Engineering , Property , Public Sector and Town Planning & Design .

10 Predictions for the Victorian Job Market in 2024

Tue, 09 Jan 2024 04:40:40 GMT

AWhether you’re looking for a new job, or interested in how the job market may affect your current position, here are some predictions from our expert recruiters for the job market in 2024.

1. Running costs will remain a challenge for organisations

While we’ll likely see inflation slow, it will remain relatively high compared to the last decade. Employers will pay close attention to salaries and staff utilisation rate. Wage growth will slow and the types of pay bumps we have seen over the last 2 years (when moving jobs) won't be there in 2024.

2. Recruitment will be strategic and purposeful

Over the last 18 months we have seen many businesses hire good talent opportunistically, with confidence that they will win the work to keep them busy. In 2024, we expect that recruitment will follow projects being won, rather than the other way around.

3. Pockets of opportunity

TIn 2023 we saw a number of businesses make redundancies. This will likely continue into 2024 as employers continue to readjust their team size to match the slowing project workload and keep a close eye on costs. However, many businesses are well positioned to thrive in 2024. We expect many will grow and great opportunities will exist within pockets of the market.

4. A turn in the Architecture and Design market

Practices are starting to move, and we may see a big upturn in opportunities. There’s a gap on mid-level candidates. It appears that everyone looking is either very Junior or very Senior. Anyone in the middle bracket may want to consider their position and whether they are ready for the next step in their career. Chat to a recruiter to better understand your position.

5. 2024 will be an improvement in Property

Firms are ramping things up and a number of new roles have become available already, meaning that 2024 should lead to more jobs and opportunities for job seekers and employers.

6. The Build to Rent sector is an area to watch

Not just next year either, but for the next decade as a number of developers are starting to progress with Build to Rent developments across the country. Particular hot spots being Melbourne, Adelaide, Gold Coast and Sydney and the recent news that fees will be slashed for foreign investors should spark more life into an already growing sector.

7. A very active Engineering candidate market

This is due to a downturn in work and things slowing down in tier 1 spaces. The middle tier has stayed busy and have a good workload coming in in 2024. Work should be busy come March and candidates may have options moving forward as well as businesses finding talent.

8. The Regional boom will continue

Off the back of a huge boom in 2023, there will still be increased projects in Regional Victoria in 2024, despite cancellation of Commonwealth games.

9. Business Support roles that directly assist with getting new business will be on the rise

These roles include business development, bids and marketing amongst others. Every year Q3 (January to March) sees a big upturn in resignations within Business Support roles, generally driven by resignations after the Christmas break, and 2024 is expected to be the same.

10. Local Government contract placements are changing

In the past few years, we’ve seen more remote working placements with local government, but in 2024 this may not be case. This is mirroring what other sectors reported on in our 2023 PACE Report . Councils are wanting to have staff back in the office for three to four days a week. The hourly rate for council contractors may also come down a little bit.

B2024 is already shaping up to be an interesting year and we can’t wait to tackle it! Keep your eye out for our 2024 PACE Salary Guide & Market Report, due to be released in March, for more insights and predictions directly from Victorian businesses.

If you're looking for your next role, please reach out to our recruitment team or submit your resume and we can confidentially discuss your next career move.

Alternatively, you can search all available jobs or create custom job alerts .

Why Architectural Practices Should Hire Pre-Christmas, Not Wait Until January

Thu, 02 Nov 2023 05:02:28 GMT

The holiday season is fast approaching, and many businesses tend to put their hiring plans on hold until the new year. However, architectural practices may want to reconsider this approach, as hiring before Christmas can have several advantages.

Beating the Competition

Architectural talent is in high demand. By starting your recruitment process before your competitors do, you'll have a better chance of securing the best candidates. Top-tier professionals are often snapped up quickly, and by waiting until January, you risk losing them to other firms.

New Year, Fresh Start

Hiring new team members before the start of a new year brings a fresh perspective and renewed energy to your practice. It's an ideal time to align your goals, strategies, and project objectives with a team that is ready to take on challenges with enthusiasm.

Reduced Onboarding Time

By hiring before Christmas, you can significantly reduce the time required for onboarding. New team members can familiarise themselves with your projects, workflows, and team dynamics, so they're fully integrated and productive when work resumes in January.

Project Preparedness

Architectural projects often have tight deadlines, and the delay in hiring can impact project timelines. By hiring before the holiday season, you can ensure that you have a full team in place to handle the upcoming projects effectively and prevent any bottlenecks.

Time for Comprehensive Interviews

Rushing the interview process in January can lead to making hasty decisions. By starting the process early, you can conduct more thorough interviews, assessing candidates' skills, cultural fit, and long-term potential more comprehensively.

Showing Your Commitment

Hiring before Christmas sends a positive message to candidates. It demonstrates that your practice is proactive and committed to growth, which can make your firm more attractive to top talent.

Enjoy a Stress-Free Holiday

Lastly, hiring before Christmas allows you to enjoy the holiday season without the added stress of impending recruitment. You can relax, recharge, and return in January with a full team, ready to hit the ground running.

Architectural practices should consider hiring before Christmas rather than waiting until January to benefit from a more extensive candidate pool, smoother onboarding, and a team that is fully prepared to tackle the challenges of the new year. The holiday season can be an ideal time to position your practice for success in the upcoming year.

If you’re looking to hire, reach out to our Architecture & Design Recruitment Specialists to discuss your specific requirements.

5 reasons to hire in December

Tue, 31 Oct 2023 05:11:31 GMT

With twice as many people changing jobs in January than any other time of the year – Christmas time is actually a great time to recruit. My advice: be proactive versus reactive and start thinking about your required resources at least 4-6 weeks ahead. 5 reasons you should activate the hiring process now…

1. Less Competition

Take advantage of the fact that most of your competition believe Christmas is a quiet time year. Most organisations will focus their attention on wrapping up projects, attending functions, and dreaming of the 2-week shut down period.

Let the others be preoccupied with the festive season while you get in front of the people on your wish list - post that job, share your plans for the new year with your recruiter and stand out from the crowd by getting in first.

2. More Availability

Many employees have more time on their hands as their projects wrap up or stall over the Christmas period. This means they have more time to meet you, respond to emails, and to network.

During a busy period can be difficult when they have their hands full.

Reaching out to potential recruits, before the break is a great time to get in front of them when they can take time to fully consider a new opportunity.

3. You will be seen

With less competition in the market place, an approach will have more cut through and marketing will be seen more visibly.

Use the time to appeal to those active job seekers and to better position your brand as a company who doesn’t stop simply because it is the silly season.

However, make sure that you have a balance in your marketing activities – if you appear to be all work and no play, that can also discourage candidates. Use your social media channels to highlight any yuletide initiatives you have running over the Christmas period.

4. Better options

When the market is saturated with jobs and job seekers, the active candidate pool can be diluted by less than ideal candidates. By targeting talent in December, you could appeal to the driven job seeker who stays switched on over the period and is on the lookout for that next opportunity.

True go-getters don’t go to sleep over the Christmas period, and these high achievers are the ones you want on your team.

5. Get Maximum Business Value Out of New Staff

A new starter in December means the new team member can get the induction and training out of the way, get settled at their desk, while social events can help them get integrated into the team and form working relationships.

This means by January they can hit the ground running! By getting the ‘induction’ out the way early, your new employee will be fresh, integrated and ready to GO!

So, if you were hesitating to start the recruitment process in December – don’t! The results may surprise you.

5 Reasons Now Is the Time to Hire Temps in the Victorian Construction Market

Sun, 17 Sep 2023 12:45:13 GMT

With increasing uncertainty of project pipelines in the Victorian Construction market, Temps can provide the agility you may need. Here are 5 reasons to consider hiring a temp for your next project.

1. Temp staff provide flexibility for uncertain project pipelines, avoiding post-project redundancies.

Temporary and contract staff can provide support when there are needs for additional staff now, but you’re unsure of the project pipeline ahead.

Resource projects properly without running the risk of redundancies once the initial project is complete.

2. Cost-effective solution for short-term projects, especially during high-risk project phases with limited budgets.

Employing temporary or contract staff is often the economical choice when recruiting for short-term positions or projects.

You may see the benefit of hiring additional resource during high-risk or high-value phases of a project, but not have the budget to hire someone for the entire project lifecycle.

3. Temps can offer specialised skills for specific tasks and projects.

The temporary work force are often specialists in a certain field i.e Structures or Finishes due to the nature of contractors often being employed to perform specific tasks for a short period of time.

Ideally, we always want to be Investing in our staff through training and development, but we don’t always have the capacity, or the knowledge gap can be too far to bridge in a certain time frame. If your project requires a skillset your current team doesn’t have, a temporary candidate could provide short term expertise.

4. Hire local temps for regional projects without relocating permanent Melbourne staff.

With regional areas such as Geelong, Ballarat and Bendigo booming, it isn’t always reasonable or sustainable to put Melbourne-based staff on projects for long periods of time.

Bringing in a local set of hands could allow you to deliver a project without relocating a site manager, which, in turn could maintain the happiness of your full-time staff, not jeopardise the quality or status of other projects.

5. Temps quickly address immediate project needs and cover staff leave.

A new project is won at short notice, and you require immediate assistance, temporaries are an ideal short-term solution to ensure workloads are completed while you recruit a permanent employee.

Our 2023 PACE Report found it takes construction companies an average of 5.8 weeks to fill a vacancy. A temporary candidate could alleviate the pressures of making snap judgements on permanent candidates due to time constraints.

Temps can also cover annual, sick or parental leave for invaluable staff members.

With Construction Industry insolvencies at a 10-year high and unemployment rates expected to rise to 4.5%, there is a growing immediately available workforce. Immediately available perm candidates are a valuable commodity in a fast-moving market, but often come with the question – why are they immediate? Contract placements give you the opportunity to trial a candidate to ensure the fit for your business.

If you're looking to expand your Commercial or Civil Construction team, whether it be with temp or permanent staff, get in touch and we can discuss your specific requirements. You can also view a sample of our current available temps here:

Available Commercial Construction Temps

Available Civil Construction Temps

How to Navigate Multiple Job Offers with Ease

Tue, 01 Aug 2023 05:25:31 GMT

Over our lifetime, we end up spending more time with coworkers than with family and friends. So, if you’re juggling multiple job offers, you want to make the right choice. Here’s a few tips on how to choose the right workplace.

Identify what you want

TWhat do you want from your new job? What are you passionate about? Maybe there’s a specific reason you’re looking for a new job, such as projects you want to work on, location closer to home, more flexibility, or perhaps you want a company that’s more social. Think about what you’re not getting from your current job that you want in your next.

Define your why(s)

Once you know what you want, it’s beneficial to understand why they’re important. List a ‘why’ against each ‘want’. This will help you in the process of comparing each company against what you want. For example, maybe you want a more social workplace because you’ve recently moved to the area and you want to make more friends. On flip side, maybe you have many commitments outside of work, so you don’t need a company that socialises a lot.

Now you know what you want and why it’s important to you, it’s time to apply it

Conduct research on a company from wide range of resources

The company website, socials, past and present employees. Remember to make your own judgement based on what’s important to you and that everyone will have differing opinions and interpretations. If you’re working with a recruiter, ask them for their opinion on your specific questions as opposed to recommending a role or company.

Write a pros and cons list for each company with your wants in mind

It may be helpful to give different weights to each ‘want’, rating them out of five for example, where 5 is a non-negotiable and 1 is a nice to have. The results of this process should help you feel confident in your decision.

Manage your offers with honesty and integrity

ABe honest that you’re managing multiple offers, especially if you’re working with a recruiter. Make your decision in a timely manner, waiting two weeks to accept an offer may make an employer feel that they’re your second choice. Similarly, playing companies against each other to try and get the best offer may do you a disservice. Instead, return to your ‘whats’ and ‘whys’. And when the time comes, remember there’s a right way to resign . Be grateful for the opportunities you’ve had and be wary of counter offers .

Choosing a between multiple offers is rarely easy, but keeping what you want and why you want it in mind, should help make the decision easier.

For more career advice and insights, check out our career resources .

Construction Industry Job Market & Workplace Trends

Thu, 01 Jun 2023 13:10:21 GMT

Tom Skevington , Manager of our Construction recruitment team, provides his observations and predictions from the 2023 PACE Survey for the Victorian Construction industry.

Observations

Salaries continued to rise above the rate of inflation in 2022. The key reasons for staff receiving increased salaries were for performance, promotion and fear or resignation.

The 2021 PACE survey predictions of a busy year were accurate with 80% of construction companies seeing an increase or significant increase in business activity.

2021 saw a historically rigid industry demonstrate it can be flexible. It’s been proven that it wasn’t temporary as in 2023:

62% of construction companies are allowing staff to work from home

46% are offering flexible working hours

59% are now offering a five-day working week to Site Staff

88% of companies didn’t see a drop in productivity due to flexibility offerings

Predictions

Construction industry insolvencies have climbed to a nine year high, and we expect the ‘boom and bust’ style market to continue, presenting both risk and opportunity to job seekers and business owners.

Salaries won’t continue to soar at the same rate they have in recent years. We expect an increase of 4.7% for 2023/2024, which is below the rate of inflation for the first time in 10 years.

Commercial staff will become even more valuable in an economically challenging market.

We’ve already seen an increase in long-term temporary and contract hires to combat the lack of certainty around where the projects will be.

Flexibility is here to stay, and the construction industry will continue to develop and push outside of their comfort zone.

If you’re after more insights from PACE, you can download the free 2023 PACE Salary Guide & Market Report .

Looking for a job in Construction? Get in contact with our Construction Recruitment team or Submit Your Resume .

Do You Know What the Four Ds of Productivity Are?

Tue, 30 May 2023 13:29:09 GMT

Save time and avoid stress by mastering the Four Ds of Productivity: Do, Delegate, Defer and Delete. Here’s how.

Tackle tasks that require immediate attention and can be completed swiftly

Focus on urgent and important tasks that contribute directly to your goals or have pressing deadlines

Avoid distractions and concentrate solely on completing the task at hand

Delegate

Identify tasks that can be assigned to others.

Understand your team's strengths and distribute responsibilities accordingly

Ensure clear communication to empower others to contribute and free up your time for critical tasks

Defer

Prioritise tasks based on their immediate or long-term impact

Assign a suitable timeline for completing non-urgent, yet important tasks

Regularly review and reassess deferred tasks to avoid neglecting them indefinitely

Delete

Evaluate your workload and identify tasks or commitments that no longer serve a purpose or align with your goals

Eliminate unnecessary clutter by letting go of non-essential tasks, projects, or unproductive habits

Create space for activities that truly matter and boost overall productivity and fulfillment

If you think you might find it difficult to implement all four, start with one and build your way up.

Engineering Industry Job Market & Workplace Trends

Tue, 30 May 2023 05:38:51 GMT

Adam Brown , Manager of our Engineering recruitment team, provides his observations, predictions and advice from the 2023 PACE Survey for the Victorian Engineering industry.

Observations

Predictions from 2021 that it would get busier were accurate. The last few years, particularly last year, were the busiest in engineering across all sectors. Some reasons for this were record infrastructure budgets, a vibrant property market, and Victoria’s Big Build.

Candidate sponsorship went from 17% 2021, to 35% in 2022.

Highest rate of year-on-year salary increases ever recorded from PACE, trying to keep pace with the rate of inflation.

There has been more focus on diversity and inclusion policies.

Most companies have settled on three days working in the office with two of those being floating days. This is set to continue.

Jobs have been very safe, with only 0.5% of staff made redundant in 2022 and no one was enforced to reduce their hours.

While turnover was at 9.4%, the main reasons people left were for career development and higher salaries. It’s worth noting that the ‘Great Resignation’ never really affected the engineering industry like it affected some others. We didn’t really see an influx of turnover.

Predictions

Over half of engineering companies are feeling optimistic about the next two years and are still feeling confident in success, though the market may simmer a little. The same level of activity can’t be expected with the state budget and review of funding for the airport rail. Activity relies on access to funding, but the wiliness is there.

Graduate recruitment went up in the last year and is predicted to continue. Companies are becoming more open to training and sponsoring junior engineers due to the talent shortage.

There’ll be more of a stable market for jobseekers in the next 12 months than there was in the last 12 months with even job and talent demand.

Forecast that salary will increase by 4.7%. Advice from Adam is to benchmark your salary off where the market is at, not where you are at in life. It’s okay to be aspirational, but be realistic. Salaries are based on data – look at the Engineering salary tables in the 2023 PACE Survey. Third party consultants have a lot of insight into the market, listen to their advice. They’ll champion you and get the best result for you.

Looking for a job in Engineering? Get in contact with our Engineering Recruitment team .

If you’re after more insights from PACE, you can download the free 2023 PACE Salary Guide & Market Report.

What Does a Modern Performance Review Look Like?

Tue, 02 May 2023 13:57:06 GMT

In the 2023 PACE Survey , 48% of companies said they conduct performance reviews every 12 months, 32% every six months and 14% more than every 6 months. If you’d like more regular feedback, here’s how you can move towards more frequent ‘performance reviews’.

Have regular scheduled check-ins

Whether they’re weekly, fortnightly or monthly catch-ups, having a regular chance to check-in with your manager will allow you to keep on track of big picture tasks. You may chat to your manager every day, or when issues arise, but having an hour calved out to chat through other things that you might not bring up otherwise, is not only good for you, but also for your manager to provide feedback and ultimately help you succeed.

Continuous feedback

Feedback is not only helpful, but can keep us on track when working on projects, or help us improve the tasks we’re performing. Being able to get feedback in real-time on our skills or behaviour means we can implement it straight away, and not months after it was noticed. Don’t just wait for feedback – ask! Let your manager and colleagues know you’re always open to feedback.

Set goals

Having goals or objectives to work towards and complete is truly helpful in any job. Depending on your role, your goals may be project based, or target based, or both. Either way, goals help us have direction and work autonomously. And because you’ll hopefully be having regular scheduled catch ups, if you achieve a goal early, you can set new ones, or tweak existing goals if they’re no longer applicable or you’ve hit a roadblock.

More frequent check-ins may help us grow in our skills and develop in our roles. They give us the opportunity for more guidance and the space to ask questions. However, there’s still a place for the annual performance review, and if you have one coming up, it’s important you properly prepare for your performance review , even if you are having regular check-ins.

Architecture Industry Job Market & Workplace Trends

Tue, 02 May 2023 06:30:12 GMT

Ben Mitchell , Principal Consultant for our Architecture and Design recruitment team, provides his observations, predictions and advice from the 2023 PACE Survey for the Victorian Architecture & Design industry.

Some observation from the past 12 months

High staff turnover in the past few years, though it seems that ‘great resignation’ is coming to a close. The high turnover over the past two years resulted in higher salaries. Between 2013 and 2019 the average resignation rate was 8.24%. For the past two years the average was 11.4%.

Architecture salary increases have been above inflation for the past 10 years. The salary increase average from 2013 to 2019 was 3.99%. The average for the last two years was 6.7%.

The roles that are available now compared to 2021 and 2022 are more specific and more likely to be project dependent.

Predictions and advice for the times ahead

With a slowing in the job market, there’s likely to be a realignment happening with salaries back into line with inflation. Candidates won’t be able to be as insistent with their salary. So, when considering a new role, though money is an important factor, make sure the decision is made on quality not quantity.

Flexibility is here to stay. There’s a trend for companies to move to four days in the office and for there to be specific days everyone has to be in. People should utilise this to be as effective as possible. In the Architecture space collaboration is key so the more face to face time practices can get for their team will increase their outputs and effectiveness.

It has become harder for businesses to have access to funding due to the cost of materials, procurement and of doing business and this is slowing the flow of new projects.

There may be more competition for jobs, but there’s still a skills shortage, though this isn’t as dire as it was. The job market is settling to a high level.

While the future is always unknown and there’s likely to be some bumps along the way, it’s important to note that from the PACE Survey, it was reported that close to half of Victorian architecture companies are optimistic on the outlook for the next two years.

Looking for a job in Architecture? Get in contact with our Architecture and Design team .

If you’re after more insights from PACE, you can download the free 2023 PACE Salary Guide & Market Report .

5 Things to Consider Before Accepting a Counter Offer

Tue, 02 May 2023 06:15:38 GMT

Being presented with a counter offer from your employer can be likened to a last ditch attempt from a partner — pleading to stay together — after you've just told them you want to breakup…

You’ll likely consider it because you feel flattered by their reconfirmed commitment to you, comfort in familiarity and routine, as well as a possible discomfort in hurting the feelings of someone you have built a relationship with. But chances are that if you were ready to break up with them, and had objectively identified reasons to, then you need to follow through with it.

According to the 2023 PACE Survey, 30% of companies counter offered leaving staff in 2022 and of those 46% left anyway and only 30% stayed longer than 12 months.

Here’s some considerations to help you decide whether or not you should accept a counter offer, or follow through with your new job offer:

1. Reflect on why you started looking for a new job

What was the reason that you wanted a new job? Perhaps it was when you realised that your current role wasn’t challenging you enough, company culture wasn’t right for you, the projects didn’t align with your area of interest, or the realistic career path on offer was uninspiring. When considering a counter offer, ask yourself whether it is realistic that the underlying issues you identified with your role are going to change.

2. Will the counter offer resolve the issues?

The intent to change them might exist, but is it realistically going to happen? If the honest answer is no, then staying in your current role is like treading water. It’s much better for everyone, including yourself, if what you’re needing from a job can be provided by your current place of work. However, that’s not always possible, and finding a role that has what you need, whether it’s more responsibility, a different structure or just a different role all together will help your professional growth.

3. How important is the money?

If a higher salary is the key motivator for looking for a role, accepting a counter offer that includes higher pay may be your best choice. Better yet, before looking for a new role and resigning, try speaking to your boss to negotiate a pay rise , they might surprise you. If you love the job, feel challenged enough and have the responsibilities you want, there’s no reason to leave routine and a company that you’ve put time and energy into.

4. Consider how it will affect your reputation

Accepting a counter offer can impact your reputation, from how your managers see you, to how people outside of your company see you. A study found that about 80% of senior executives and 60% of HR leaders were less likely to trust employees who accepted counter offers . Accepting a counter offer may not only negatively impact your prospects of employment at other companies, but also impact your prospects at your current role.

5. Think about how you’ll feel in five years

We’ve all rushed into making a decision, then the next day, one year or five years later we regret that decision because we knew it wasn’t the right one. Don’t feel pressured into accepting a counter offer there and then. Take the night to sleep on it and consider whether accepting it will lead you to where you want to be in a few years, or possibly delay you getting there.

Counter offers are nice to receive. They validate our worth and give us a sense of being needed, but they’re not always the best path to take. The most important thing we can do is take the time to listen and understand, but also to reflect on what the realistic career journey looks like down each path. After these considerations, hopefully you feel more confident and less confused about whether accepting a counter offer is the right decision for your career.

If you’re not sure how to reject a counter offer, here’s some tips on what to do if you receive a counter offer and reject it politely.

Studying Whilst Working – How to Fit It All In!

Tue, 11 Apr 2023 14:06:02 GMT

According to the Australian Bureau of Statistics , 37% of the 2.1 million people who are study tertiary education are also working fulltime. So how do people successfully manage a work-study-life balance? Here are a few useful tips!

Be realistic

You’re not a superhuman. Placing unrealistic demands on yourself will be stressful and is likely to dampen your enthusiasm for your studies. Think about what you can reasonably commit to in a day, a week, a month and even a year. Consider the commitments you already have and what your priorities are.

Plan your time

You’ve probably paid a fair amount for your course, so you need to prioritise it. Plan out your time in advance. Be clear on when you will study and stick to it! Think ahead, as you will no doubt have to juggle time around friend’s birthdays, a trip away, family commitments etc. and of course, rest. If you don’t plan and stay committed, it’s easy to fall behind.

Be organised

This may look different from person to person. You may want to keep a separate calendar to your work schedule, so you aren’t confused with your tasks or overwhelmed by your responsibilities. Pen and paper might work better for you, or perhaps the array of digital calendars and organisational systems is your cup of tea.

Find a quiet space

Make sure you have a dedicated space you can go to complete your study. This may be the same space you work from home from. It’s important that it’s away from any distractions, such as the TV an intriguing conversation. Even going to your local library might be the best scenario for you.

Think about the end goal

Remind yourself why you decided to study. It might be for progression in your current role, to change careers completely, or simply for personal growth. Keeping the end goal in mind will help to keep you motivated, especially at the times when you have to say ‘no’ to a social event or are finding the study a bit tough.

Sleep and exercise

So simple, yet so important. Studying late into the night will likely mean an unproductive day at work the next day. But equally, working late every evening will mean unproductive study time. Having some form of break between the two is important. A quick run, some yoga or just walking the dog will help to clear your mind so that you’re ready to study. Not looking after yourself can make you sick and burnt out , and inevitably both your work and study will suffer.

Pat yourself on the back

Lastly, congratulate yourself for putting in the time and effort to work on ‘you’! And as American journalist Sylvia Porter once said, “Invest in yourself, in your education. There’s nothing better”.

Best of luck!

For more career advice and insights, check out our career resources .

What Work-Life Balance Looks Like in 2023 According to Victorian Companies

Tue, 11 Apr 2023 06:43:51 GMT

Our 2023 PACE Report , where we survey our clients on workplace and market conditions, is hot off the digital press and here’s what Victorian companies are doing and saying about work life balance:

89% of companies offer working from home as an option, and 81% offer flexible work hours.

For companies that offer hybrid working, 48% require staff to be in on certain days.

Of those companies that offer hybrid working, 43% have found it’s impacted their team positively and 39% say it hasn’t had an effect at all. This suggests that the hybrid model is here to stay throughout 2023 and beyond.

On average, companies want their employees in the office three days per week with the option to work from home for the other two.

The importance of health and wellbeing at work has been highlighted over the past few years and 69% of our clients offer health and wellbeing initiatives or practices. The most popular initiative or practice offered is an Employee Assistance Program (EAP) with mental health leave the second most popular offered.

For more insights into what Flexibility and Benefits Victorian companies are offering, you can download the free 2023 PACE Salary Guide & Market Report .

PACE also offers:

Salary levels for over 360 industry-related roles (incl. Business Support)

Current market conditions and predictions for 2023

Staff recruitment, retention and turnover trends

Questions to Ask in a Job Interview

Thu, 02 Mar 2023 06:55:57 GMT

We’ve put together a list of questions to ask in an interview. Perhaps choose your favourite two or three to have at the ready:

What attributes would you hope that I bring to the job?

What type of projects would I be delving into on day one?

What training and induction do you provide?

Can you tell me about the current team and how this role fits into it?

What sort of internal culture does the company promote?

What are the opportunities for career progression?

What does an average day for this role look like?

How do you measure success in this role?

What do you enjoy most about working here?

What’s the biggest challenge someone in this role would face?

Do you expect the main responsibilities for this position to change in the next six months?

Where have successful employees previously in this position progressed to?

What are the next steps in the interview process?

How would you describe the management style of the person I would be reporting to?

When can I expect to hear back from you regarding the hiring decision?

Can you tell me about any exciting projects the team is currently working on?

How does this position fit into the overall goals and strategy of the company?

What kind of training or support is provided for employees in this role?

What is the timeline for filling this position?

What are the expectations for the position in terms of work hours or flexibility?

How does the company approach work-life balance for its employees?

Can you tell me more about the team I would be working with and their roles within the company?

Now that you have some questions to ask, next step is ensuring you’re prepared for your interview .

Is Being Too Nice Holding You Back in Your Career?

Thu, 02 Mar 2023 04:32:13 GMT

There’re only positives for being super nice, right? Well, maybe not. In some cases, being too nice may actually be detrimental to our careers. Here’s how to be more confident and assertive at work:

What are some negatives of being too nice?

May be taken advantage of

May end up overloaded with work, and possibly work that’s not within your role

Possibly have people take credit for your work

Unable to provide constructive feedback to people in your team

Could be overlooked for a promotion

We don’t want to go from being too nice, to being rude. Here’s some tips to help you not be too nice:

Know your value

Perhaps the reason you’re too nice is because you don’t fully understand your value to your company, your team, or yourself. Take a moment, or longer, to think about what you bring to your role and what you contribute. Keep this in mind for the future.

Be assertive

There may be conflict with a colleague, client and manager that you need to deal with. This is nerve racking for everyone, but can be made easier when we know how to approach it and not let it become a confrontation .

Get comfortable saying ‘no’

If you’re scared of saying no, you need to practice it more. You don’t have to say yes to every task someone asks you to do if you truly don’t have time or capacity to complete it.

Learn how to promote yourself

Once you know your value, it should be easier to promote your skills . Promoting yourself let’s others know that you know your worth.

Take things in your stride

The things that scare us, are exactly what we should be pushing ourselves to do. If there’s a task or conversation you need to have but are fearing it, take it on and know that you can do it.

Think you might be too nice at work? Give these tips a go and see if you’re treated any differently.

Does Music Really Help You Focus While Working?

Thu, 02 Mar 2023 04:22:41 GMT

A study conducted by the University of Birmingham found that background music increases efficiency. Sounds pretty good, right? Here’s some pros and cons of listening to music at work:

What’s the best type of music to listen to?

Research suggests that instrumental music is the best to help us focus. This can include classical, ambient and electronic music. It’s important that it doesn’t have any lyrics as this can be very distracting.

Some benefits include:

Improves focus and concentration

Drowns out distracting background noise

Enhances cognitive performance

Alters mood and emotions

Creates a calming and relaxing atmosphere

Helps with relaxation and destressing

Can make tasks that require prolonged concentration more enjoyable

Potential negatives:

Can be distracting if the music is too engaging or emotional
Can lead to decreased communication and interaction with colleagues
May not be suitable for all types of work, such as tasks that require verbal communication or careful attention to detail
Can be a source of conflict if others in the workplace have different music preferences

Find a quiet space

Think about the end goal

Next time you’re sitting down to complete a piece of solitary work, pop on some music and see if your concentration and mood improve. If you’re in the office, make sure to put on your headphones first. No one wants to be that person.

How to Talk About Your Weaknesses in a Professional Setting

Tue, 31 Jan 2023 07:18:58 GMT

If you’re in a job interview or a performance review, there’s a chance you’ll be asked what your weaknesses are or what you need to improve on. Here’s some tips on how to speak about your weaknesses.

Know your weaknesses

It’s impossible to talk about your weaknesses without knowing them. Take some time to reflect on things you do well, and the things that you could work on before your review or interview. This may be easier for some people, but remember, we all have weaknesses.

Be honest but not too honest

You don’t want to lie and say something that’s not true or something you think they want to hear. If your response is, ‘I work too hard’, they’ll know it’s not genuine and that you haven’t really thought about it. However, if you say, ‘I need to work on setting boundaries’, that’s more concrete and more honest.

Keep them work related

It’s very unlikely that they’ll want you to refer to your personal weaknesses, like that it takes you 3-5 business days to reply to a friend’s text. Instead, make sure they relate directly to your work, and to your role.

Don’t prepare a script

No one wants to sound like a robot in a review or interview. While it’s definitely best to have some ideas about what you want to say, don’t prepare it word for word. Keep it natural and it’ll probably come across as more genuine.

Next time you’re asked about your weaknesses in a professional setting, you’ll be well equipped to tackle it like a pro.

Active Listening is More Than Nodding Your Head

Tue, 31 Jan 2023 07:12:15 GMT

Active listening is taking onboard what someone is saying mindfully, observing their body language and being empathetic, even when giving feedback. Here are some tips to help you actively listen.

1. Pay attention

Seems obvious, but it’s an important one. Don’t let your mind wander all over the place and not really hear what someone is saying. Stay engaged and keep those nagging thoughts about that email you need to send at bay.

2. Get clarification

If you’re unsure what someone means, ask questions to get clarification. This will ensure you stay engaged, rather than being stuck thinking about what they said 5 minutes ago. This also gives them the chance to expand on areas that they may’ve brushed over.

3. Ask probing questions

Don’t ask questions that are close-ended and won’t allow the other person to elaborate. Instead, ask open ended questions that allow them to expand on what they’re saying and help you understand it further.

4. Summarise what they’ve said

Summarising what they’ve said serves two purposes. It makes them feel heard and understood, as well as ensuring you’ve understood correctly.

5. Be empathetic

Be aware of the other person’s feelings and their experience. This is going to vary in the workplace depending on what’s being discussed, but we should always keep in mind that everyone reacts differently and empathy can help us understand.

And here are a few things you should avoid:

Not keeping an open mind

Focusing on the person rather than the message

Interrupting the other person

Getting distracted (especially by your phone, put it away!)

Next time a colleague needs to have a chat, make sure you do your best to actively listen and make them feel heard. Don’t dismiss what they say and then later find you can’t recall what they were talking about.

Multitasking VS Monotasking

Tue, 31 Jan 2023 04:40:50 GMT

While there’s not a strict right or wrong time to multitask or monotask, there are benefits for both and it’s helpful to understand them before diving into your tasks for the day.

Monotasking Benefits

Improves focus as you're only thinking about the task in front of you. This is extremely helpful if you have to write an important email or report. Especially if you work in a creative field and you’re in a good flow.

Tick bigger tasks off your to do list quicker. If you’re working on a larger task that may take a few hours, you’re likely to get it done quicker when your focus isn’t being pulled from it. This may mean you can tick the item off on the same day you started it.

You know what the priority is. It’s far easier to identify what your priority is because it’s the only task you’re working on. You’ve dedicated time to it because it’s already of importance.

Multitasking Benefits

Make progress on multiple tasks in a short time. This may make you feel very productive if you have clear objectives, and don’t get carried away on the wrong tasks.

Helps combat stress and overwhelm in a busy and fast paced environment. E.g. Walking meetings: the meeting is done, but you’ll also feel better after moving your body and getting some fresh air. Maybe you’ll even triple task and walk to your next destination for the day.

You may develop ways to not get distracted. If you have multiple things that need to be done at the same time, you’re less likely to be distracted, and more likely to get the job done.

While there are benefits to both, it’s important that you choose the right one for your day and the tasks you have to do. If there’s something you really need to focus on, give monotasking a go. Block out time in your calendar and try not to let other tasks sneak in. Although, if you have a lot of smaller or more urgent tasks that need to be tackled at the same time, multitasking may be your best friend.

6 Predictions for the Job Market in 2023

Wed, 21 Dec 2022 04:46:34 GMT

With 2022 behind us, we’re thinking ahead about what 2023 may bring. Here’s some of our predictions for the job market for the next 12 months.

1. The economy will slow, and labour shortages will persist

This is a really interesting one. As Russia's invasion of Ukraine continues, cost of living spikes, inflation remains high and interest rates are increased to try and counter that inflation, the economy will inevitably slow. The majority of economists expect the US and a lot of the world to enter recession next year. Will Australia follow?

Possibly... The reality is, 2022 saw job vacancies at record highs and unemployment at the lowest it’s been since 1974. While the economy may slow and some industries will see redundancies, the sheer lack of available talent will see strong employment opportunities for 2023, particularly in the built and natural environment. Increasing immigration of skilled migrants will do little to ease the pressure, but there will still be an ongoing skills shortage, with unemployment only expected to increase moderately in 2023.

2. Flexible work is here to stay, but expect there to be more consistency

Any company (where the role doesn't necessitate the employee to be onsite, e.g. a site manager), that tries to bring their staff back into the office five days a week, is mad. Flexible work has gone from a perk to an expectation. However, there’s likely to be a rebalance and more consistency around what that flexibility looks like. We anticipate three days in the office to be the average, which is backed up in the results from our 2022 PACE Survey .

3. Side hustles are here to stay

COVID lockdowns (reduced hours, redundancies etc.), saw a lot of people have more time to commercialise a passion, and develop a side hustle. A lot of these received traction and are likely here to stay. Expect that more people will run a side business, and possibly look for part time work to support this.

4. Longer contract placements in local government

The candidate shortage has led to councils realising that when they come across a great candidate, it’s better to snap them up and secure them for a longer contract than previously done. It’s predicted that this may continue to secure great talent for local government.

5. Four-day work week

More and more companies around the world, and in Australia, are trialling a four-day work week. Many are experiencing its success which include increased productivity and happier staff.

6. Regional Boom

Ballarat, Bendigo and Gippsland, to name a few, are going to boom with work opportunities in construction. If you’re open to re-location or a daily commute, 2023 might be the time for a country change.

The last few years have definitely been interesting, and there’s nothing to say that this year will be anything different. We’re ready for whatever 2023 brings!

Easing Back into the Swing of Work

Tue, 20 Dec 2022 07:39:35 GMT

It’s the first day back after the break. There’s lots of work to do. You’re covering for a colleague. You want to catch up with everyone. It can be overwhelming, so here’s some tips on how to approach it.

Start with the smallest task possible

An inbox clean-up is a great place to start. Action any quick replies, then delete, file, flag the rest as needed. It’ll help you get back in the swing of things and build momentum to tackling the bigger and more time-consuming tasks you may have. You may want to block distractions for the first hour or so while you get up to speed and reassess priorities.

Set a steady pace

You might be filled with new energy after the break and want to smash things out, but setting unrealistic expectations could lead to feeling stressed and exhausted by the time February comes around. Hopefully you set yourself a plan in December – ensure it’s realistic after assessing anything new that’s popped up over the break.

Have a one-on-one with your manager

After you’ve taken care of your inbox and got on top of your work priorities, book a one-on-one with your manager. This will help you get clarity around your to-do list and validate how you have prioritised it. It might also uncover a couple of tasks you’d forgotten about. Setting objectives for January and the wider quarter creates a manageable workload.

Utilise flexible working where possible

A lot of us have the opportunity to work from home and some of us may find ourselves more productive at home. Don’t forget to take advantage of flexible working to help ease yourself back into the routine and complete any large chunks of work. Equally, you may feel more energised and productive by being back in the office – do whatever works best to ease you back in.

Plan something fun

December is always a very social month with Christmas parties, celebrations and festivities. January can feel like a long month with very little on the social calendar in comparison. Take advantage of the good weather (fingers crossed) and book something in with your team. Planning to grab some lunch and sit in a park can create something to look forward to.

You’ll thank yourself a few weeks into the new year that you made the effort to ease back into work and created a smooth transition for yourself.

The Key to a Smooth Leave Handover

Fri, 18 Nov 2022 07:57:25 GMT

Going on holidays is exciting. But coming back to a dumpster fire is not. Here’s how to set your colleagues up for success while you’re on leave.

Make it clear who’s responsible for your tasks

Is it all one person? Broken up between your team? No matter what it is, make sure your colleague knows what they’re responsible for. The last thing needed when teammate’s away is the team being uncertain who’s doing what and none of it getting done. Have it clearly in writing who’s responsible for each task.

Have processes

Ideally, there should be a process for any main tasks you do. We have them for setting up placements, contractor payroll and many more. These should all be up to date. If processes don’t exist when they really should, get them ready. Include clear steps, screenshots, links, and key notes to ensure colleagues can easily follow your instructions. It might even be handy to take them through the process before you go on leave. Have them watch you complete the task and ask questions along the way.

Write handover notes

This should contain key information such as where a specific task is up to, what needs to be done and who the main contact is. These can include things you’ve already gone over but want to ensure they have it.

Depending how long you’re away for and what your role is, your notes might be able to be in an email if it’s shorter, or a word document might better accommodate the notes. When you send this, it’s also helpful to attach any links, processes and documents that will be needed.

Put reminders in their calendar

Putting reminders in your colleague’s calendar for when tasks need to be completed can help them stay on top of the extra work they’re doing. Before you start spamming them with calendar invites, make sure they’re okay with this. Otherwise, it could come across as you not trusting them.

What’s happening with your emails and phone?

You might want to give your manager access to your emails so they can action anything time sensitive that comes along while you’re on leave. Similarly, if you have a work mobile, you may like to give this to your manager. This way they can answer any incoming calls and keep an eye on messages.

Out of office and voicemail

Whether you’ve handed your email and mobile over to your manager or not, ensuring that your out of office is on and voicemail is updated can save a lot of time and energy down the track. Plus, it also looks far more professional than the person thinking you’re ignoring them! In these, include who the best person to contact is with their details, and when you’ll be back.

By following these steps, your colleagues will be grateful that you’ve taken the time and energy and make the handover process as painless as possible.

Setting Yourself Up for Success in 2023 (Before You Go on Leave)

Fri, 18 Nov 2022 04:52:59 GMT

December is busy, and it’s easy to get overwhelmed in the lead up to the break. We’ve put together some tips on how to set yourself up for success for the new year, before you go on leave.

Create your return to work plan

What are you going to do on the first day and your first week? It’s likely you’ll be checking your emails and setting things up for the coming year. Be sure to note if there are any projects or milestones coming up that will need your attention. Maybe even plan a welcome back lunch with your team or colleagues to catch up after the break.

Finish off the urgent tasks

There’s always a never-ending list of things to do, but in the weeks leading up the break, focus on the tasks that must be completed beforehand. There are likely tasks that can wait until you return and shouldn’t take up your time during the already busy time of year. If your teammates are caretaking your role over the break, ensure you set them up for success and provide them with a thorough handover .

Brainstorm what you’re going to do

While not having any plans for the break can be good, you also don’t want to waste the time not knowing what to do. Maybe there’s a book you want to read, a place you want to visit, an activity you’ve been wanting to do with your kids or a Netflix series you want to binge. Enjoy the feeling of having some things to look forward to.

Enjoy your well-earned break spending time with family and friends, and relaxing in the sunshine (fingers crossed). Don’t give in the urge to check work emails if you don’t have to, and come back in 2023 refreshed and ready for the year ahead.

Recognising Burnout at Work

Thu, 27 Oct 2022 09:51:27 GMT

It can be hard to recognise when you’re burnt out, so we’ve put together some simple tips to identify and overcome burnout in the workplace.

The Human Resources Director magazine found that about 44% of Australians suffered from burnout in the first quarter of 2022.

The World Health Organization defines burnout as ‘a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed’. But it’s much more than this. It can involve feeling exhausted, irritable, withdrawing from work and reduced productivity at work.

Types of burnout:

Frenetic Burnout : People who become overworked and exhausted because they’re highly committed to their work. Are you someone who feels like a super ambitious go-getter? This might be you, then.

Under-challenged Burnout : The opposite to frenetic, this is where someone feels engaged with their role to begin with, but overtime becomes uninterested and lacks development or growth opportunities. Do you find your work mundane and monotonous?

Worn-out Burnout : People who feel disengaged to the level that they disregard the responsibilities of their role. This often occurs after prolonged periods of feeling undervalued and unrecognised.

What to do if you’re feeling burnt out

If you think you have:

Frenetic Burnout: Establish clearer boundaries at work and add mindfulness to each day – this could be as simple as always making sure you take a decent lunch break away from your desk, or trying one of our 4 ways to de-stress at work .

Under-challenged Burnout: Try job crafting , which is essentially changing the way one feels about work to make them feel more engaged. Here are three tasks to try:

Task crafting: change the type, scope and number of tasks
Relationship crafting: alter who you interact with throughout the workday
Cognitive crafting: changing the way tasks and work is interpreted to make it feel more meaningful

Worn-out Burnout: First, try and identify why you’re feeling worn-out. Do you need more, less or different responsibilities? Has it been way too long since you’ve been on leave and you just need a holiday? Speak with your Manager or HR about solutions to get you back on track and feeling good at work again.

If you’re starting to feel burnt out, take steps now to prevent yourself becoming completely burnt out – whether it be one of our simple steps above, or consider speaking to a professional. And, if you think a colleague may be experiencing burnout, check in with them and see if there’s anything you can do to help.

How to write your best resume

Thu, 27 Oct 2022 09:29:37 GMT

Here’s our tips on how to write a resume to ensure each part of your CV is professional and effective when you’re applying for your next dream job.

IYour resume is a potential employer’s first impression of you. But did you know that hiring managers spend an average of six seconds looking at it? That means you have a finite amount of time to showcase the experience and knowledge you can offer their business. Your resume might be one out of hundreds that will cross the desk of a manager or recruiter for an available role.

1. Keep the layout clean

While there’s no winning resume template, keep your formatting neat and easy to read to make yours stand out. Include headers between different sections, like ‘Work Experience’ or ‘Education’, so the reader can quickly jump to a particular part. Use bullet points to break up large amounts of text and make it easy to scan. Stick to a single, professional font like Arial or Calibri (skip the Comic Sans).

2. Don’t forget your contact details

It might seem obvious, but many people fail to include a way to be contacted. Your full name, current residential address, contact phone number, email address and link to your LinkedIn profile should be at the top of your CV. Be sure you’re using a personal email address that’s appropriate to share with potential employers (is crazyjohn2016@hotmail.com really the first impression you want to give?).

3. Add relevant career objectives

When it comes to how to write your CV, this is one of the most important sections. It enables an employer to understand your background, experience and motivations for the role. It’s also where you can explain any inconsistencies in your resume, like if you’ve taken a career break or changed industries. Keep it short and relevant. Don’t throw in your hobbies or personal attributes here.

4. Mention achievements in your employment experience

Your potential employer will spend most of their time reading this section. It should offer an insight into how your previous professional experiences make you a suitable candidate, and include software programs and keywords relevant to your industry. Structure it in reverse chronological order, starting with your most recent role. For each job, list the company, your position, the period of employment and what you did while there – not only your responsibilities, but how you made your mark. Are there any stand-out achievements you can showcase, or tangible benefits your skills provided the business? For instance, “During my time with ABC Company, I was able to increase sales by 15 percent in just four months”.

5. Summarise your educational background & professional memberships

Keep this section short and sweet. Summarise your most recent qualifications, and work in reverse chronological order back to university, or high school if you’re still early in your career. Highlight specific achievements with bullet points and any relevant extracurricular activities. If you’re a member of any professional groups relevant to your industry, include them here.

6. Get the right referees

Providing the right referees is crucial. Include at least two work-related referees, preferably from different companies. Ideally, these referees will have worked with you in a role more senior than your own. While not essential to list their full details on your CV, it does speed up the process and instill confidence in the reader. Don’t forget to ask your referees for permission before adding them to your list.

7. Include any portfolios

If you work in a field where samples of your work are recommended, send your portfolio through along with, but separate to, your resume.

Bonus tip: take an extra five minutes to proofread your resume so you’re not sending out a resume with ‘attention to detail’ listed as a skill, but have it riddled with typos.

When you’ve written your resume and it looks clean and includes all the relevant information, start applying for jobs or send it to your recruiter.

Tips for Effective Collaboration in the Workplace

Tue, 04 Oct 2022 09:59:01 GMT

Knowing how to effectively collaborate can make the experience more efficient, better quality, and overall, more enjoyable. Here’s some ways for you to have better collaboration in the workplace:

Clarity around goals and outcomes

There’s nothing worse than when working in a group and not knowing what you’re meant to be doing and what the outcome needs to be. At the start of the collaboration get clear around the goals, tasks and outcomes. Don’t forget to check in throughout the process as well, to ensure things are on track and clarity hasn’t been lost.

Different ways to contribute

There isn’t just one way to contribute to the conversation or project that you’re working on. There are different roles to be done and everyone has different skillsets. Perhaps when working on a project someone isn’t confident to voice their thoughts in front of everyone, but they may be perfectly comfortable sharing them in an email or in the group chat. Conversely, someone else may be very enthusiastic in a group discussion. Ensure from the beginning you’re creating a space(s) that everyone feels comfortable to contribute.

Empathy

It’s not uncommon to feel frustrated when working in a group. People may not complete their tasks on time or to the standard it needs to be. Communication may not be ideal, and you may not like how someone takes over. Instead of getting annoyed and angry with those people, keep in mind that everyone is different and being empathetic can get you further than getting annoyed. You may even learn something by trying to understand the other persons perspective.

Celebrate the wins

Give people credit where it’s due. It could be for big things, but also the small things. This’ll likely boost morale and keep everyone feeling encouraged and keep the momentum going.

Collaborating at work should be something we look forward to and encourage. Knowing how to work with others will help you and your team have the best outcome.

How to Prepare for an Interview without a Position Description

Tue, 04 Oct 2022 05:11:56 GMT

A position description (or ‘PD’) outlines the tasks and responsibilities that a role entails. Without this, it can be hard to know what’s expected of you and what questions you may face in the interview. Here’s how to prepare for an interview without a position description:

Investigate the company website

Company websites are designed to portray the company’s personality and host key information about them. Look at the following sections: about, expertise, projects, sectors, people, news/blogs, and work with us pages. There’s a good chance you’ll pick up on the company’s culture and vision by investigating their website. You may also want to mention something you learnt from the website in the interview to show them that you’ve done your research.

Use the interview to find out the PD

Interviews aren’t only for companies to find out more about you, but also for you to find out more about the role and company culture. It’s a vital time for you to ask in-depth questions and really understand what you may commit yourself to.

Some questions you may want to ask about the role and company are:

Use the interview to find out the PD

The company may have a policy around the dress code which you should see in your induction. It may say yes to jeans, but no rips. Dress for your day is becoming more common. On the days you’re meeting a client, maybe swap the jeans for some tailored pants.

Role specific:

What will my day to day look like? Can you further breakdown the tasks into a percentage?

What do you anticipate is the most challenging part of the role? What type of management style do you have? What projects will I be working on?

Who will my internal and external stakeholders be?

How will my success be measured after one month, three months and six months?

Work conditions and training:

What is your policy on hybrid work arrangements?

What does the onboarding and induction process like?

Company and culture: What’s the company culture like?

How social are the staff?

What excites you most about the company’s future?

Research the people who’ll be interviewing you

Having an understanding of who’ll be interviewing you and their role within the company will help you in crafting your questions and knowing who’s best to direct them to. For example, you may want to ask the person who’d be your manager what the day-to-day looks like, rather than the HR representative in the interview.

Look up other job ads for the same position and look through what tasks are listed

If you have years of experience within the role you’re interviewing for, you’ll likely already know what tasks and responsibilities are required of you. However, if you don’t have much experience, or want to consolidate tasks that you may have to complete, looking at other job ads for similar positions can help you attain a deeper understanding around what you’ll likely have to do. Having this understanding may help show your interviewers that you understand the role and want to take it on.

Talk to your recruiter 

It’s a recruiter’s job to understand the roles that they put candidates forward for and pass on that information to them. Get in touch with us as recruiters will talk directly to the company and scope out what the role is, what’s involved and what they’re looking for, all without a position description. They’ll feed this back to you to ensure you’re prepared for the interview.

There’s no need in going into a job interview feeling unprepared, whether you’ve been provided with a position description or not. Taking time in the days before the interview to research, talk to your recruiter and understand what the role will likely entail, will give you a better chance at acing the interview.

4 Ways to De-Stress at Work

Tue, 04 Oct 2022 04:58:55 GMT

Finding time and ways to relax throughout the workday can help you enjoy your day-to-day and leave the office (or desk at home) feeling happy. Here are some ways you can relax while at work.

1. Go for a walk

Getting out of the office and filling your lungs with fresh air can instantly make you feel more relaxed. Moving your body will loosen your muscles after sitting at a desk for majority of the day. Physically distancing yourself from your work may allow your brain to get out of work mode and into the present.

2. Grab lunch with co-workers

Socialising, leaving the office, and more importantly food, is a great way to give yourself a break. Find some lunch spots close to work (or home) whether it’s a cosy café, or delicious ramen bar, having a place close by will allow you to fully switch off while refuelling.

3. Notice if your body is tense and relax

We don’t always have time to leave the office, and a quick way to help you relax while sitting at your desk is to take a minute to notice if you’re holding any tension. Are you clenching your jaw, sloughing? Are your shoulders tense? When you notice this, try and let go of that tension. This’ll help you stay focused and less likely to get a headache and feel fatigued throughout the day.

4. Meditate

It’s the tip that’s always given around anything to do with relaxing, but that’s because it works. Meditation can be done anywhere: on the train, at your desk, waiting for your coffee to be made. There’s also not one meditation to fit all. There are so many different types and lengths. This could be as simple as practicing box breathing: breathe in for four, hold for four, breathe out for four, hold for four. Repeat.

Ideally, we don’t want to feel stressed throughout the day or when we finish up at the end of the day. This can be difficult, however, when there are so many variables that are out of our control. We all relax and de-stress differently, and it’s important to find something that works for you.

How to Find Your Most Productive Time of Day

Tue, 30 Aug 2022 10:28:21 GMT

Everyone is productive at different times and Daniel H. Pink’s theory from his book When (2018) of chronotypes (larks, third-bird and owl) can help you figure what time of day you’re most productive. Are you a lark, third-bird or and owl? Let’s find out.

What is a chronotype?

Basically, it’s the scientific term for your internal clock. Everyone has one, and they’re all different. It affects things like when you’re most creative, most focused, and best time to fall asleep.

What types of chronotypes are there?

There are three categories of chronotypes:

Larks: generally morning people

Third-birds: day people (typically 9-5 people)

Owl: night people

Here’s a simple way to figure out which one you are:

On a day that you don’t have any obligations to get you out of bed:

What time do you normally go to bed?

What time do you normally wake up?

What’s the midpoint between those two times?

NIf you go to bed at 11pm and wake at 8am, then your midpoint is 4am.

Wherever your midpoint number lands in the times below, is what chronotype you are.

12am – 3am: Lark

3.30am – 5am: Third-bird

6am – 12pm: Owls

Knowing which chronotype you are may help you in scheduling your work tasks. If you’re a lark or third-bird, then you should try and plan your high focus tasks earlier in the day, and more mindless tasks in the afternoon. The opposite is better for owls, so more mindless tasks earlier and focus tasks later in the day.

What Are Soft Skills and Why Are They Important for Your

Tue, 30 Aug 2022 10:17:47 GMT

Having good soft skills can lead to high performance, strong working relationships and even save you time and energy. Here’s our top 10 soft skills that can help you excel at work.

1. Communication

It seems obvious but having good communication skills is essential in ensuring your work gets done efficiently and smoothly. It helps others understand what you need from them and keeps everyone working on the same page. Some attributes of communication are:

Listening

Negotiating

Reading body language

Writing skills

Verbal communication

2. Adaptability

Not being stuck in your ways and being open to a new way of doing something. “The way we’ve always done it” isn’t always the best way forward. Being able to adapt to new situations or processes is an asset to any company.

3. Creativity

You can’t teach creativity, but you can definitely enhance it. Creativity isn’t just about storytelling or creating a piece of art. It’s also about being innovative and critical thinking.

4. Teamwork

Working collaboratively within a team helps improves productivity and minimises conflicts by creating strong and long-lasting working relationships.

5. Conflict resolution

There will be conflicts in the workplace from time to time, but being able to resolve them in a professional way, and having conversations not confrontations is an important soft skill.

6. Decision-making

Making good decisions is considering both the facts and emotions at play. Thinking logically and looking at the situation objectively, taking all possibilities into consideration.

7. Empathy

Understanding where other people are coming from, what’s impacting their life/work and how decisions you make can affect them.

8. Time management

Managing time effectively can lead to getting more work done, better quality of work and over all less stress because the tasks are under control.

9. Networking

Developing connections and relationships with people both within the business and outside of it. Understanding the importance of knowledge sharing and building strong partnerships.

10. Positive attitude

No, we’re not talking about a “good vibes only” mentality. Having a positive attitude is considering all aspects of a situation and focusing on the good, or why something is possible. Some attributes of a positive attitude are:

Respectfulness

Enthusiasm

Courtesy

Co-operation

Honesty

Making the Most of Feedback

Tue, 30 Aug 2022 05:05:32 GMT

While receiving criticism can feel daunting, it’s important to remind yourself that it will only help you in the long run, and really, it’s something we should all be craving. Here’s how to make the most of feedback.

Learn the difference between good and bad criticism

Constructive criticism should be supportive in nature and help you strengthen a skill you already have or let you know what areas you could learn more about. It shouldn’t put you or your work down, and definitely shouldn’t leave you feeling completely deflated and at a lost end.

Figure out how you deal with criticism

Do you reflect and take it on board? Do you get defensive and angry or upset? Or maybe you’re a mixture: defensive at first, but after some time and space can look at it objectively. Knowing how you respond to criticism will help you in being able to take it on board and strengthen from it. If you need some time to come to grips with it, remind yourself of this when receiving the feedback, and return to it at a later time.

Understand who it’s coming from

Who the criticism is coming from can have a big impact on how the criticism should be taken. If it’s from your manager, it’ll have more weight and importance. However, if it’s coming from someone who doesn’t have an understanding or experience in the area, it may not hold as much validity – but don’t completely dismiss it. Sometimes feedback from someone without skin in the game can provide insights you may not expect. In certain areas understanding who it’s more important to listen to will help you make better decisions around what feedback to take on, and which you can let slide.

Know that you don’t have to adapt to the criticism

It’s an awful feeling when you receive feedback that you really don’t agree with. Someone’s told you that the report needs to be written in this way, or that the project should be conducted differently. It’s important to be respectful in these situations and have an open discussion, understanding the facts and desired outcome. It’s possible that while at first you don’t agree, after asking more questions, you may change your mind. But, you may decide not to follow the advice, and that’s okay, too.

Rethink criticism

There’s no need to dread criticism, in fact there’s more reasons to be excited about it. Don’t think about it as a chance for people to put you down and highlight everything you’re doing wrong, but instead think it’s an opportunity to get better and produce even higher quality work. Just because you receive feedback, doesn’t mean you’re bad or doing things wrong. It means there’s some room for you to become even better.

How to Answer ‘Tell Me About Yourself’ in a Job Interview

Tue, 02 Aug 2022 10:34:13 GMT

You may have heard the saying ‘you never get a second chance to make a first impression’. This is particularly true when answering ‘Tell me about yourself’ in a job interview. Here’s how to nail it:

1. Don’t tell them your life story

We’re sure you’ve had many interesting experiences, but in the interview keep it short, professional and brief. Give enough information that they get an idea of who you are without going into every detail. You want to have some material left for other questions.

If you notice the interviewer getting distracted, it’s best to start wrapping up.

2. Plan your answer

Prior to the interview think about what you want to say. This should consist of work, academic and personal. The majority should be work related and roughly 10% should be personal but trying to keep it relevant to the company or position.

3. Practice what you’re going to say

Definitely practice, whether it’s in front a mirror, to a friend or in the shower. But don’t memorise. You want your answer to be organic and natural, rather than rigid and rehearsed. As you’ll have planned what you’re going to cover, it should be easier to come across as natural while including what you want.

Telling an interviewer about yourself should be a brief introduction to who you are and what your experiences have been. It’s not anything to dread, especially knowing these tips.

Events are back. Do you remember how to network?

Tue, 02 Aug 2022 05:18:52 GMT

It can be daunting entering a room where you don’t know anyone, introducing yourself and getting a conversation going. Here's some tips from our team on how to network:

Be yourself and not someone who you think you should be. Being genuine is one of the best things you can do, and it’ll likely make the connections stronger and you’ll be more relaxed.

Talk to people that are on their own as they may be more nervous than you are. Plus, haven’t we all been in a situation where we don’t know anyone and find it hard to break into conversations? Be bold and make the first move.

Introduce people that you know to other people. Introducing people to each other will only help your relationships and may make those people more inclined to introduce you to others.

Don't talk about work until the person you're talking to does. Get to know them for who they are outside of work and let the topic of work come up naturally.

Never talk about politics. Let’s not get into disagreements about politics. Stick to topics that help create connections.

If there’s alcohol available, ensure you don't drink too much. No one likes that person! Remember it’s a professional setting.

Don’t be afraid to ask – ask for introductions or information if you know the person you’re talking to has connections you want, especially if it’s at a networking event. Politely, of course.

Others are probably nervous too. Remember whoever you talk to at a networking event is also there to network. There isn’t any need to feel awkward or nervous. Ultimately when it comes down to it, everyone’s 80% water.

Write notes, discreetly, throughout an event on who you’ve met and key information about them to help you remember after the event, as it’s likely you’ll talk to a lot of people and you don’t want to get confused. Just. Don’t. Be. Obvious.

Network online, don’t wait for an event to do so. Just make sure when you portray yourself online, you’re still being yourself not someone completely different. Try and mimic how you’d act in person to create more genuine connections.

Networking doesn’t have to be scary or nerve racking. There’s a way to do it successfully and comfortably for everyone. When it come down to it, it’s all about getting out of your comfort zone in order to create connections with people that you can help or can help you.

Are You a Procrasti-Planner? How To Stop Wasting Time Planning.

Tue, 02 Aug 2022 05:11:56 GMT

Preparation and planning are important to the success of a project or task. But there’s a point where your planning can become procrastination. Here’s how to avoid over-complicating a plan:

1. Set a time limit for your planning

The planning shouldn’t take more than the task at hand. Depending on how big the project is, decide on an appropriate amount of planning time. This could range anywhere from 20 minutes to two hours.

2. Section your plan

If you have a major project, it might help if you break it into sections and plan each section as you go. This’ll likely make it feel less overwhelming, and you won’t waste hours planning the whole project at once. Another bonus of doing it this way, is that it allows you to adjust your unofficial plan (because let’s face it, even if we don’t have a written plan, we have a mental one).

3. A simple plan is a good plan

There’s no need to overcomplicate it. Consider what needs to be done and the best way to get it done. Does it need to be documented in a 10-page document full of paragraphs and graphs, or can it be made into a checklist?

4. Remember that progress is better than perfection

A perfect plan won’t necessarily lead to a perfect outcome. Remind yourself to start because any progress is better than nothing. The final product doesn’t have to be 100% perfect. Instead, it can 80% or 70%. Figure out what percentage is suitable and acceptable and work to that.

Whether you have a big project coming up or you need to plan a busy day, ensure you don’t use precious time creating an overly complicated plan that you’re likely not to follow to a tee. Make a plan that will support you in getting the task at hand done to an acceptable standard.

Aspect Personnel Appoints Recruitment Director

Thu, 21 Jul 2022 10:44:22 GMT

Melbourne-based built environment specialist Aspect Personnel has promoted Mark Parrent to the newly created role of recruitment director.

Article via Shortlist:

He will head up Aspect's recruitment leadership team, while still recruiting in town planning, urban design and landscape architecture for private consultancies.

"Taking on this new challenge was a no-brainer for me. I love what I do, and I love who I do it with. We have an amazing leadership group, our consultants are passionate about the industry, and we all share the same values," says Parrent , who has been with Aspect since 2009.

"As we kick off the new financial year, I'll be focusing on how we can elevate the Aspect business. I'm committed to continuing to deliver an excellent service to our clients, growing our temp portfolio, and making Aspect a place that attracts and retains the very best recruitment talent."

Matt Sampson remains in the role of managing director, and says the new recruitment director role will give him more time to build out Aspect's core service offering, bolster capability, implement innovations, and prioritise the business' culture as it enters the "next phase of growth".

Leading operations and strategy as well as the recruitment side of the business was starting to "inhibit how we can evolve the business", Sampson tells Shortlist.

"We identified that having someone with a key focus on leading our recruitment teams and growing out that side of the business was a good idea."

A key priority is to complement its core recruitment offering with talent advisory solutions, says Sampson.

"We're being leaned on, particularly over the last few years, for more talent consulting work. We're not only completing recruitment assignments for our clients, but also providing advice to them on how to find, attract and retain top talent", and is also running leadership training for some clients.

Aspect has also recently promoted three consultants to senior and manager roles, and three trainees to associate consultants.

Don’t Let Difficult Conversations Turn into Confrontations

Mon, 04 Jul 2022 11:22:30 GMT

There’s no avoiding that you’ll need to have a difficult conversation with a colleague from time to time. Here are some tips to help you in preparing and conducting a difficult conversation at work:

Plan

Take action first by collecting evidence of the pattern (e.g. emails, conversations, etc.) so you can clearly articulate yourself. Set a time with the person to discuss the issue in advance so they have time to prepare as well. No ambushes.

Prepare for emotions

On the day of the conversation, get yourself ready emotionally. Understand the outcome you want but be prepared to be wrong. Get yourself ready for the other person to be emotional, too. They may get defensive, upset or angry. It’s important you respond calmly. Remember: if you are emotional you can STOP (Stop, Take a breath, Observe, Proceed).

Have the conversation

Ensure the conversation is positive and engage in feedback:

Be ready to listen, ask questions, and accept that you may not fully understand the issue

Hold the person accountable without shaming or blaming them

Genuinely thank them for their efforts rather than criticise them for their failings

The way to not let difficult conversation turn into confrontations is to shift your mindset, understand the role of emotions, value planning and preparing, give feedback and reflect. Hopefully you feel prepared for your next difficult conversation with these tips.

4 Steps for a Successful Personal Development Plan

Mon, 04 Jul 2022 05:20:53 GMT

We all want to be successful and get to our dream job or lifestyle. But that’s almost impossible without some planning and forward thinking. Not sure where to start? Here are some steps to get you started:

1. Begin with your vision

Like with any plan, it’s best to start with the end. In knowing where you want to be it’ll help you create a plan to get there – think of it as a map. You need to know your destination before setting out. Consider the following questions:

Where do you want to be in one year, five years, ten years?
What do you want your day to look like?
Why do you get out of bed?
What makes you feel accomplished?

2. Figure out what you need to work on

Create a list of your current strengths and areas you need improvement in that are relevant to your vision.

Work out a plan on how you can improve those areas that need strengthening. Is there training that your work offers or an online course to help? It might be worth chatting to your manager about extra training, especially if it will also help with your current role.

3. Create your personal development plan

Now that you have a clear vision and a list of areas you need improvement, create a detailed plan for your future.

What resources may you need?
Who can help you?
How will you measure success?
What’s the timeframe?

You may even want to break your plan down into smaller sections so it’s not overwhelming. These might be stages that look at different parts of your overall vision.

4. Review and adapt your plan continuously

A plan is great, but it should always be reviewed and altered if it’s not working. For example, if you find that how you’re measuring success isn’t working, change it. Set certain times to check in with how your plan is going. This could be weekly monthly or quarterly, depending on how long your timeframe is.

Now that you’ve envisioned where you want to be and have developed a plan to get you there, hopefully nothing will stop you. Keep in mind that it’s not a race and you can always change what need to be done and where you want to go.

Forging A Gender Equal Engineering Industry

Thu, 23 Jun 2022 05:28:06 GMT

On International Women In Engineering Day, Shanelle Blanck, acting National Talent Acquisition Lead at Arcadis, provides insights into how we can work towards a gender equal Engineering industry, and why it’s important beyond just celebrating today.

Tell us about your career.

I’ve been working in recruitment for ten years, and the last eight of those within the Transportation and Engineering space in Melbourne. I’m currently acting National Recruitment Lead for Arcadis, managing a team of 5-8 Talent Acquisition professionals providing end-to-end recruitment for the Arcadis business across Australia. I fell into the engineering industry while working in contract role and haven’t looked back. I love the challenge of working in an industry where I can have a true impact on gender equality, opening doors (or crashing down walls) and creating real opportunity for women and seeing them succeed.

From the perspective of a hiring manager in the Engineering industry, what are the challenges faced for women in this space?

Constantly challenging the status quo, keeping gender equality on the agenda all year round and not just on days of celebration, limiting tokenism, raising awareness of unconscious bias and educating others on how to manage it.

There’s opportunity for the industry to be more open to diversity of experience and hiring for potential. All too often in industry, we want someone who has the exact experience of their predecessor and overlook the untapped potential a person may have, the value their unique background will add to compliment the rest of the team and where they might be able to elevate that role or job, given the right support.

Reflecting on the theme of 'Inventors & Innovators', can you highlight some of the amazing work and achievements by women at Arcadis in engineering and technical roles?

Within our digital team, a senior female specialist has recently returned to Australia and brings with her a wealth of knowledge and innovative solutions. From her time with Arcadis in Europe she has bought back lessons learned and new technologies to implement within our projects. And in reverse of that, a few examples come to mind of females from the Australian business recently being promoted into global roles within Arcadis to implement system, technology, process or program improvements they have successfully managed here and are now about to scale into global concepts.

How do you #ImagineTheFuture of a 50/50 workforce?

When I imagine the future of a 50/50 workforce, I see more women in Engineering because they see more women in Engineering. I see a world where my daughters will view Engineering as an interesting and attractive career path because they are inspired by successful female role models and leaders. A few of the actions Arcadis have achieved to successfully increase diversity and inclusion include:

Refreshing policies such as flex working and parental leave. Recently removed the wait period to access parental leave which has really shifted the dial when talking to candidates who might not be considering a job change if family planning is in their 2-year plan. Why should women have to choose between starting a family and accepting a new job?
Implementing gender neutral parental leave policies; enhancing our shared care approach, encouraging male employees to participate in care responsibilities to empower partners to return to the workforce.
Strong focus on professional development for female employees. Fast track access to mentor and coaching programs, leadership courses and technical skills training, too.
Genuine commitment to pay equity from analysis at every new employee offer, to discrimination checks during annual compensation reviews.
Putting the spotlight on senior female leaders in the business. Getting them involved in the recruitment and selection process so prospective candidates can see there are some real mentors and role models to surround themselves by.

How can we as individuals, businesses and HR professionals within the sector contribute to positive change and help create a more diverse Engineering industry?

Take action. Ask yourself, what are you doing to drive diversity and make your workplace more inclusive and appealing? Whether it’s challenging your peers on gender stereotypes or normalising no meetings at school drop off times. There’s an action for everyone and it doesn’t just lie with HR or the CEO.

Connect with Shanelle

How To Build Strong Relationships with Colleagues When You’re Working Remotely

Tue, 31 May 2022 11:38:03 GMT

Working remotely has its perks, but it has one major downside, it’s harder to build strong relationships with colleagues. Here are some ways you can build sturdy relationships with your colleagues – from your manager to your teammate.

Schedule catchups

Have a coffee every morning at 10? Why not see if someone else has a coffee at the same time and book in a 15-minute coffee catchup? This doesn’t have to be a daily meeting, but perhaps every Monday morning to fill each other in on what you got up to on the weekend. Creating time and space to focus on socialising will encourage connection and friendship.

Video or talk on the phone

Instead of messaging or emailing a question or request, why not pick up the phone or video call? Talking makes it more personal and can sometimes allow you to have a clearer conversation. Social chat will most likely naturally happen when talking to them one on one as well.

Start meetings with small talk

Often small talk is dreaded, and a lot of us don’t want to be in a meeting for longer than we have to. But taking the first five minutes of a meeting to see how everyone is and how their days are going can help create connectedness and potentially allow for people who might not make much effort to socialise to feel comfortable to do so.

Have a space for informal chats

This might be group message with your team where you can discuss what you did on the weekend or shows you’re watching. Creating a dedicated space for socialising will encourage everyone to interact.

Work online together

If you and another colleague are both working from home, considering working together while on a video call. This will simulate sitting next to each other in the office and talking between and during your tasks. As an added bonus, you might find this especially helpful if you’re working on something that they can help you with.

Working remotely no longer needs to be synonymous with working alone. There are so many ways for us to contact and build relationships with our colleagues. It will take some extra effort and time, but the payoff of feeling connected and included will be well worth it.

Working From Home or Living at Work? How To Create Boundaries

Tue, 31 May 2022 05:49:16 GMT

If you’re thinking about your life admin to-do list while you’re working from home, or thinking about work when spending time with your loved ones at home, then it might be time you create (or re-create) some boundaries. Here’s how:

Physical boundaries

Set up a designated space for you to work from at home – whether that’s an office or a corner of your bedroom. Make sure you have the essentials: desk, monitors, keyboard and mouse. Close the door, or maybe pop on some headphones to drown out any distracting noises and to remind the people around you that you’re working.

Set hours and stick to them

It’s easy to start working early and even easier to work well past the end of the work day when at home. You may even find yourself not keeping track of the time. If you don’t have set work hours from your employer, set your own. Put it in your calendar and even set an alarm on your phone for the end of the work day so you know when you need to start wrapping things up to stop you from working into the night.

Let the people around you know when you’ll be working

Once you have those set hours, let your family, housemate or partner know when not to disturb you and when it’s okay. Similarly, let you manager and colleagues know as well. This should help them not contact you once you’ve finished work and have started to relax for the night.

Have routines

We all have a routine we follow when we get to the office in the morning. That might look like turning on your laptop, making yourself a coffee, checking emails, and catching up with your colleagues. Whatever that routine is, or used to be, you can adapt it to working from home. This will signify to yourself that it’s the start of the work day.

Similarly, having a routine to signify the end of the day is likely to help you switch off and start to enjoy your night. This doesn’t have to be anything drastic, it can simply be turning off your laptop, packing up your desk and removing anything work related from sight. This will likely also assist you in creating your morning routine.

Creating boundaries between your work life and personal life is extremely important, especially while working from home. With these tips, we hope you affectively switch off from work once the clock hits 5pm and spend the night relaxing with loved ones.

How to Prepare for a Performance Review

Tue, 03 May 2022 12:47:37 GMT

Reviews are a great opportunity to think about what you want from your career and get some feedback that might help you achieve your goals. Hopefully you’re in a workplace that welcomes feedback and supports you when you bring up challenges you might be facin

Here are some tips on how to prepare for a performance review:

Evaluate Your Performance

Look at your position description and evaluate what you do, what you’ve achieved and maybe the things that don’t get done. Think about what you’ve enjoyed doing the most, the things you’ve enjoyed the least and what successes you’ve had. It’s also good to recognise any projects or extra tasks you worked on that aren’t included in your position description.

Your Manager and Your Team

Working well with your manager is important to feel part of the team and feel listened to. What sort of relationship do you have with your manager? Think about what you like and works for you, and also what can be improved. Thinking about the wider team is important too. Do you work well together? Is there enough collaboration?

Company Culture and Values

Company culture is an important part of where you work and your day-to-day interactions with co-workers. Do you think this can be improved? The values play very heavily to what the company culture is. Do they actually reflect what the company values?

Benefits and Perks

A company’s benefits and perks aren’t the be all and end all of any job, but they can have a big impact on how appreciated you feel and the culture of the workplace. For example, flexibility is a very popular topic at the moment, and you might want to think about what flexibility you want. If there are perks or benefits you’re seeing at other companies and think it could work well where you are, suggest it.

Your Goals

It’s a topic that we bring up a lot, but getting clear about what you want from your career both in the short term and long term is key in understanding what you need from your performance review. Knowing what you want will help you work out how to get there, or if you’re already on the right path. If there’s more you want to be doing, for example, more training, this is a great chance to talk about it.

Salary

Talking about your salary can be difficult, especially if you’re wanting a pay rise. But it’s an important topic. If you need some tips about how to tackle this, give our dos and don’ts of negotiating a higher salar y a read.

Preparing for your performance review is important. You don’t want to go in not knowing what to talk about. Knowing what you’ve achieved, what you need to work on and any suggestions you have should make you look all the more professional.

Making the Most of Your Career in a Booming Job Market

Tue, 03 May 2022 06:07:02 GMT

Saying the job market is busy is an understatement. Candidates have the opportunity to be pickier when choosing a job than they would’ve been a few years ago. With the job market booming, you don’t want to miss out on a great opportunity to grow your career, and equally you don’t want to take a job or promotion that may hinder it.

Here are seven tips to help you navigate the boom:

1. Opportunities abound – both inside and outside your organisation

Do your own research and make the call that’s right for you. It’s likely you’re getting approached on a weekly or daily basis about exciting roles that pay more and give you more responsibilities. While this is fantastic, remember that all that glitters is not gold.

2. Make sure the step up is a sustainable one

Just because you’ve been offered a job that has more responsibilities or a much higher salary, doesn’t mean that you’ll be able to sustain that growth. If you’ve taken a more senior position, it could mean it takes longer for you to be promoted in the future.

3. Get clear about your short-term and long-term career goals

If you’re ready to climb the ladder at your current company, climb the ladder at another company or change professions, now is the perfect time to do so. Understand what you want from your career and where you want it to go and start looking based on that. However, if you’re happy with where you're at the moment and the progression being made, there might not be a need to look elsewhere.

4. Take the opportunity to (re)negotiate your salary, but don’t be greedy

With the job market so busy, and with the assistance of our 2022 PACE Salary Guide & Market Report , you’re in a great position to negotiate a higher salary. However, don’t go overboard. Be reasonable .

5. Upskill yourself

Companies are busy and there are skill gaps everywhere. If you’re wanting to develop your skills, it’s likely your employer will support you, especially if it helps fill a hole in the business. Perhaps start by looking at what your team needs and seeing if that interests you.

6. Embed your desired flexibility into your role

Whether you’re negotiating a new job or wanting to stay where you are, now is a great time to discuss what flexibility you want in your role. Flexibility doesn’t just cover working from home anymore and it’s worth considering how, where and when you perform your role.

7. Every tide turns – don’t be short sighted

Yes – employees are in a position of power at the moment, but that won’t be the case forever and they will remember how we, as employees, acted. The last thing you want for your actions now to have a negative impact on your future.

It’s important to take the right opportunities that are presented to you, but don’t take ones that may do your career more harm than good. Take some time to truly understand what you want and how you can navigate the current job market. Talking to a recruiter may help you understand what jobs are out there and how you can get the most of the busy job market.

Quick Tips for Successfully Delegating Tasks

Tue, 05 Apr 2022 13:13:56 GMT

Sometimes we take on more tasks than we can successfully complete. When this happens, it’s a good idea to delegate tasks if you can.

Here are some tips to take away the stress and help you delegate tasks successfully.

Take time to prepare

LLook over the tasks you have and decide what could be completed by someone else, and what can only be completed by you. Some tasks may be sensitive or critical to the business, so they have to be done by yourself.

Once you know what tasks you can delegate, consider when you need it by and keep in mind that there might be a bit of back and forth, or some errors may need to be fixed at the end. Choose someone who you’re confident will be able to tackle the task successfully and will enjoy the extra responsibility. Before asking them, make sure they have the capacity to take on the task.

Communicate clearly

Organise a time to take them through the task. Face-to-face or via video usually works better as it allows them to ask questions and to ensure clarity. It also allows you to show them what to do if the task involves a program or feature they’ve never used before. Following this up with an email that includes the process or steps and the timeline as it will help keep the communication open and clear.

Don’t micromanage

Check in? Yes. Watch their every move? No. You don’t want to send the message that you don’t trust your team. If someone thinks you’re overbearing, it may lead them not to accept future tasks you want to delegate. Instead, check-in sparingly and encourage them to ask questions throughout the process if needed. When you do check-in, it should just be to make sure they’re on the right track.

Be patient

It’s unlikely that the task will be competed to your standard straight away. Spending time to review and give feedback will help them know what to do next time.

Delegating is necessary at times, and with these tips, hopefully you’ll be able to successfully delegate tasks to your colleagues.

8 Takeaways from PACE 2022 You Need to Know

Tue, 05 Apr 2022 06:28:23 GMT

In March, we published the 10th edition of PACE – an annual study of market conditions and salaries for organisations operating in Victoria’s Town Planning, Architecture, Engineering and Construction industries.

Here’s our top 8 takeaways for people working within those industries.

1. Work from home is here to stay

79% of companies will offer hybrid work to staff in 2022, with the most common structure being three days in the office and two days from home (44%). Three years ago, remote work was a perk offered by a select number of businesses in our industries. Now it’s the norm and a reasonable expectation when looking for a new role.

2. Talent is in short supply

52% of firms experienced difficulty hiring in 2021, while 50% don’t currently have the talent required to deliver organisational objectives in 2022. While this shows that there are external opportunities at other firms, it also means that there are likely to be internal options in your current company that you could talk with your manager about you stepping up into.

3. The impact of COVID is easing

While 57% of companies report to have already recovered from the impact of COVID, a further 30% expect to have recovered by the end of 2022. We hope and expect that this will provide companies with more confidence about what the future holds and clearer career opportunities for their staff.

4. Business is booming and confidence is high

70% of firms anticipate business activity to increase in 2022, while only 4% predict it will decrease. A rising tide floats all boats!

5. Hiring is on the up

57% of firms expect staff numbers to increase in 2022, while only 3% expect numbers to decrease. There will be plenty of career opportunities available in 2022. Keep an eye on the market, but also understand your own company’s hiring intentions.

6. So too are resignations

At 11.3%, 2021 marks the highest level of employee turnover in the 10 years that PACE has been reporting. This means that you may not need to jump ship if you want to grow your career – just because you can’t see the next role for you today, doesn’t mean it won’t exist tomorrow.

7. Accepting counteroffers is a bad idea

Of those employees who accepted a counteroffer when resigning in 2021, 65% ended up leaving within 12 months. We’ve written about it before, and we’ll write about it again, be cautious when considering accepting a counteroffer – it more than often does not work out.

8. Salaries are increasing

The average salary increase in the most recent round of performance reviews was 6.4%, while businesses plan to increase salaries, on average, by a further 4.8% in 2022. Negotiating salary increases can be challenging. Be sure you know what the market is doing and read our tips on The Dos and Don’ts of Negotiating a Salary Increase .

For more market insights and comprehensive salary information, download a copy of the 2022 PACE report today.

How to Investigate a Company Before Joining

Tue, 05 Apr 2022 06:13:52 GMT

In a candidate short market, some companies may be saying what people want to hear in order to attract staff. Here’s some tips on how to decipher if they’re being genuine, or just trying to win you over.

Ask a lot of questions

Questions are great to find out if they have certain perks or a culture that you’re looking for, or to follow up on something they mentioned in the interview. For example, they may have mentioned that they have a great perks scheme but didn’t go into further detail. Ask them for the specifics. What are the perks? Team lunches. How often?

Enquire about their values

A company’s values is an easy way to see what their focus is when it comes to their staff. These can often be found on their website or you may want to ask this during your interview. It might be a good idea to ask them how they demonstrate and act on the values.

See the office and meet the team before accepting

If you can, try and get into the office before accepting an offer. This’ll allow you to meet your potential future employees and see what the office is like. You can suss out if the great coffee machine they mentioned in the interview is a café grade machine, or a pod machine.

Look at their socials and website

A company’s online presence gives an insight into their personality. This should portray their culture. Some things you might want to look for are posts on:

Promotions within the company

Social activities

Fundraising and charities

Research other companies in the industry and see how they appear online

This will help you gain a greater understanding about what the norm is within the industry. You might find that the company you’re considering has a better culture or way of working than others. Or it may do the opposite and help you understand that they don’t actually do the things they promised in the interview.

Have they won or been nominated for any awards?

While awards aren’t everything, if they’ve claimed to be the best in their sector it might be worth seeing if they’ve been nominated or won any awards. Did they have these on display in the office when you had your interview? Is it listed on their website? It may help solidify what sort of company they are and if they stretch the truth at all. If they haven’t been nominated or won anything, they may have a different way of measuring being the best.

Today’s job market consists of some companies desperate for more staff, and some may try anything to win you over. Don’t just take their word for it. Ensure you do your own research, so that if you accept the offer, you feel confident that they follow through on their promises.

Marking Woman in Construction Week

Thu, 10 Mar 2022 13:40:56 GMT

Women in Construction Week is this week (6-12 March)

Why aren’t we seeing more women in construction? And what can we can do to help?

Research by the Victorian Government found that the number of female students enrolled in construction and trade courses is rising, however with most apprenticeships taking four years to complete, currently there's still not a great number of women bringing these skills and qualifications into the industry. They also found that women are more likely to be employed in support positions, which correlates to our findings from our annual PACE survey , which found that in the past five years since the government launched their strategy, there hasn’t been much of an increase in women working in construction.

In the government’s strategy to get more women working in the construction industry they identified some key barriers:

Failing to promote construction as a viable career option
Many girls at school are steered more towards university than studying a trade
Gender stereotypes surrounding men’s work and women’s work
Workplace culture of construction which can often discourage women from wanting to work in that environment
Companies not always wanting to hire women because of the belief that it’s too difficult, especially when it comes to parental leave

These barriers can and must be overcome to achieve gender diversity in the construction industry. But can be done to encourage more women to work in this industry?

Informing girls at primary and high school about the avenues a career in construction can open
Highlighting and shining a spotlight on women who already work in construction at all levels
Educating companies on how to create an inclusive and welcoming culture
Governments funding apprenticeship and training for girls to go into construction
Championing women in the recruitment process

The National Association of Women in Construction (NAWIC) recently released their strategic plan to achieve 25% minimum female participation across all of the Australian construction industry by 2025. To find out more, head to their website.

To discuss how your company can work towards gender equality in your recruitment process, or for help with your job search within the construction industry, please contact one of our specialist consultants and we’ll be happy to assist.

Attracting and retaining employees in 2022 and how it affects you

Mon, 07 Mar 2022 06:26:33 GMT

Aspect's MD, Matt Sampson, sat down with Paul O’Halloran from law firm Colin Biggers and Paisley, to discuss the ‘Great Resignation’ and how companies can best attract and retain staff. It’s the key topic in the recruitment world at the moment and we wanted to share some of the conversion highlights.

Attracting staff

Companies need to get proactive and clear around what is necessary for the role that they’re advertising. What skills and experiences are an absolute must have? And what skills would be great to have, but not a necessity? Perhaps those nice to have skills and experiences can be learned and picked up on the job.

For you as a candidate, this might mean knowing what these must have skills are and being open and excited to learn and expand your knowledge.

Employers can engage employees while working from home

With hybrid working here to stay, it’s important for companies to keep the energy and engagement of their employees high. We’ve all found working from home a drag at times, and Zoom gloom is a real thing. Being in large online meetings where we all have to listen, but don’t always have the opportunity to interact can leave us feeling fatigued, and possibly quite distant.

Some ideas you might want to share with your current or future colleagues to escape this disengagement while working remotely are:

Having more frequent and shorter updates – maybe a short weekly meeting with the manager to check in and get updates

Walking meetings/catchups over the phone – getting outside and not sitting in front of a screen can change the mood and create more engagement

Give colleagues shout outs when they’ve achieved something or done a great job

Ensure there’s strict boundaries around when it’s time for work and time to rest – many companies are making sure their employees are logging off at 5pm every day to avoid people working overtime and burning out

Change in career attitudes

By now we’re all across the ‘Great Resignation’, we’ve even written about how we think it’s more of a ‘Great Realignment’ , and this is still an area of interest for all companies, and you.

This year, 2022, is the year for you to advance your career. There’s an appetite for progress and avoiding the feeling of FOMO. We all want the sense of fulfillment from our roles, and often it can feel like we’ll only achieve that by looking at different companies, but it pays to look within your current employer. This is especially worthwhile as many companies are rethinking what the culture and perks of the business are, and how they can keep their employees happy.

If you’re interested in learning more about what was discussed during the Webinar, you can watch it here .

PACE community raises $120,000 for charity

Sun, 20 Feb 2022 13:33:55 GMT

Over the past 10 years, Aspect’s annual PACE Survey report has raised well over $100,000 for various charities — a feat that we are incredibly proud of.

At the start of every year, Aspect calls on hundreds of contributing firms across Victoria to anonymously complete the PACE survey, providing both industry and company-specific data related to employee salaries, market conditions, and HR practices. The result is an accurate in-depth, unbiased, market-led, and industry-specific report that continues to help businesses make smarter decisions and more accurate forecasts, plus the ability to benchmark against competitors. The salary guide contains up-to-date average salary levels for over 360 industry related roles is equally valuable to employees and job seekers in seeing where they rank amongst their peers.

Now entering our 10th year of the PACE survey, we're extremely proud of the not-for-profit model were every dollar generated from sales of the report are donated to a different charity partner each year . We would like to give a big thank you to the organisations and individuals that have contributed to the PACE Survey over the journey as we would not be able to produce the report without you. We are grateful for your continued support, contribution of valuable industry data, investment of time and energy, and the generous donations that have resulted in another brilliant outcome — making a positive difference in our community.

We are pleased to announce that last year's report raised $8,250 for our 2021 charity partner, Youth Projects . We have been overwhelmed with the continued generosity of the PACE community, with total contributions totaling approximately $120,000 since the first edition was published back in 2013. As a business, we are extremely proud to see the benefits the market intel brings to readers, and equally proud of the difference the PACE community makes to people in need of support.

The 2022 PACE survey is already well underway, and we look forward to sharing the 2022 PACE report with you in April, when it will be made available to download free of charge.

Youth Projects - 2021 Charity partner

Youth Projects are a local, independent, registered charity providing front line support to young people and individuals experiencing disadvantage, unemployment, homelessness, alcohol and other drug issues, and assisting those looking to re-engage with learning and employment — breaking the cycle of disadvantage.

Nic Horton, Marketing and Communications Manager at Youth Projects explained “Young people have often been the first out of work during the pandemic and are more likely be the last to return to the workplace post-lockdowns. We are investing in building the capacities of young people in the job market and providing critical social connections through lockdowns and beyond. The support from the PACE community is helping us continue this high impact support for the young people who need us most right now.” he said.

7 ways to reduce and manage stress in 2022

Sun, 13 Feb 2022 06:39:46 GMT

The new year has been a rocky start for many Victorians — and caring for your mental health is more important than ever as we manoeuvre through yet another Covid outbreak.

Here's a list of tips to help you form a game-plan to cope with stress in 2022.

1. Create pockets of certainty

During times of uncertainty, we need to focus on what we can control – rituals and routines are a fantastic way to introduce a sense of stability and help us navigate each day. Consider setting specific times for your daily rituals (exercise, meals, social connection, sleep, entertainment) as they’ll ground you at a time when so much feels out of our control. By planning these moments of knowing, it will help offset feelings of anxiety. Something as simple as taking the dog for a walk at the same time each morning helps create assurance, by knowing what will be happening at a certain moment in your day.

2. Keep a routine

We can’t control the bigger picture, so maintaining a daily routine is a vital tool to help keep mentally well. Just having a robust morning routine can be a game changer – go for a walk to grab a coffee, take a shower, get dressed for your workday. Establishing patterns will also ultimately help you know when to log off, so you aren’t taking your work with you to bed. It’s also beneficial to have a night-time routine to make sure you’re not only getting enough sleep but ensuring that it’s high-quality sleep. Things like ditching your phone or laptop prior to bedtime and reading a book instead, help signal your brain that it’s time to start winding down. Just because you might not be commuting to the office 5 times a week, shouldn't mean you can’t create structure around your day.

3. Find a healthy balance in relation to media coverage

While it's important to stay informed, being exposed to large volumes of negative information can heighten feelings of anxiety. You may find it useful to limit your media intake if you're finding it overwhelming or upsetting to you or your family. Consider limiting news to ju.st a couple times a day and try disconnecting from you phone, TV, and computer screens for a while.

4. Separate work & life

Work-life balance has taken on a completely new meaning over the last 2 years and the lines can often be blurred. Studies show that working in the space you normally dedicate to sleep can affect your sleep patterns, and that can be detrimental to your mental health. If possible, dedicate a space to do your work that isn’t your bed or bedroom. It’s also important to try to separate your work and home activities throughout the day. It can be tempting to use time between meetings to do the dishes or put on a load of washing, but this can make it harder to separate work and life and lead to burnout.

5. Take care of your body

Start by staying hydrated and well-fed. This seems obvious, but how many times do you step away from your computer have a healthy snack or take a sip of water? Some studies show that working from home actually makes us work more, so it’s important that you’re fuelling your body while you work. The food we consume has an effect on our mental health , so minimise junk food and try to eat healthy, well-balanced meals. Give your brain a mini-rest by eating your lunch away from your computer allowing you to focus on something else. It’s also crucial to continue with your health check-ups and regular preventative measures (dental appointments, cancer screenings etc) recommended by your healthcare provider.

6. Make time to unwind

Taking small breaks throughout your workday is a proven method to increase productivity and help you relax, especially when work feels overwhelming. If you’ve been working from home, chances are you’ve more or less figured out what works for you and what doesn’t. But you can always find ways to take care of and improve your mental health, even if you feel OK – break your day up by going for a walk during lunch or work outside if the weather is nice. Block time off on your calendar so you can play with your pet for a couple minutes or meditate.

7. Maintain your usual coping strategies

While these continue to be challenging times, it’s important now more than ever to try to do the things that you know have kept you well in the past. Make sure you’re getting enough sleep, eat well, avoid or reduce your alcohol intake, move your body, practice mindfulness and mediation and keeping connected to loved ones.

The great realignment: An alternative to the great resignation

Mon, 07 Feb 2022 13:28:00 GMT

We are now well and truly back into the swing of work for 2022. For many, the festive season provided not only an opportunity to take a breather and recharge the batteries, but also a chance to reflect and plan our goals for the new year. For some, a reassessment of their job may have been included in their review.

With all the articles out there on the Great Resignation, you'd be forgiven in thinking that the best way to advance your career at the moment is to resign and take on a new job. According to reports, that is what 48% of Australians are doing, or planning to do in the next 12 months.

The common perception, at the moment, seems to be that you have two options: to stay with a job that is not fulfilling or quit to find a new role. It may seem counterintuitive for a recruitment agency, but we actually feel there is a third option...

The Great Realignment.

Before taking any action, get clear on what your career goals are and really understand what you’re looking for. This is the time to consider exploring if this can be met by your current employer. Don’t underestimate the tenure, credibility, and brand you’ve built at the company.

Some examples we’re hearing from the market are:

1. Extra Training

We all want to learn and grow in our careers. Perhaps there’s a specific program you want to be trained in and start using at work, or maybe there are some soft skills you want to strengthen. Training doesn’t only benefit the employee, it also benefits the company overall.

2. Promotion

If you want more responsibility and challenges, you might like to discuss what your options are at your current company. It might give you a better idea of your current career path and more say about where it will go.

3. Change of responsibility

Before looking for a new role at another company, look internally. Changing roles internally means you’ll still have your credibility and knowledge of the business to help you adjust and take ownership of a change of roles.

4. Higher salary

Many companies haven’t given raises to employees over the past few years while things have been uncertain. Now that things are looking more stable, it’s a perfect time to talk about a raise. Be prepared discuss how your value in the role has increased since your last salary review.

5. More flexibility

The way we work has changed greatly, but that isn’t to say that’s the way it’ll be forever. Flexibility can refer to lots of things, for example, where, when, and how we work. This is a great chance to consider if you want more flexibility in your role.

6. Miscellaneous

There’s likely to be other things you’re thinking about and wanting. Consider these and get clear about what you want and how you can achieve these at your current place of work.

Progression has slowed over the last 2 years. There’s been a high level of unpredictability and it’s been hard for businesses to offer a linear trajectory for employees. The fog is lifting, and we can all get excited about more clarity for the future. This is a great time to have a conversation with your manager to discuss what your future at the company will look like and what’s feasible.

It would be sad to leave a company that you love without having a conversation about other possibilities at that company.

If what you want isn’t feasible at your current employer, that’s when it’s time to get in contact with a recruiter and see what other opportunities are out there that will align with your career goals.

Not looking forward to going back to work? 5 questions to ask yourself to determine if you need a new job

Tue, 11 Jan 2022 06:38:58 GMT

Heading back to work after a break can leave us with different feelings. Some of us may be excited to get stuck into a fresh year of work and looking forward to what will be achieved, while some may be dreading the return and wishing they had an extra few weeks off.

Ask yourself these five questions to help you determine whether a new job is needed or if you were just having a great break.

1. Am I dreading going back to work after the break?

There’s a difference between wishing the break was longer so you have more time to relax and not wanting to go back to your current job. Dreading work involves fear of completing the tasks the job entails.

2. Do I see purpose in the work I’m currently doing?

We all know the feeling of carrying out a task that we don’t see the point in. But there’s a difference between one task, and all tasks. Not having, or being able to see the purpose, can make it harder feel motivated and may lead to procrastination. No one should dread going to work, and might be a sign that it’s time to look elsewhere.

3. Is there still room for my career to grow?

Often, time away from work helps us realisewhat we want to achieve and where we want our career to go. We might set work related goals for the year. Making sure that we’re in a job that can help us achieve these is important, and if you can’t actually achieve these things in your current job, then it might be time to think about where you can achieve them.

4. Do I feel appreciated and heard?

When we’re not on a break, we spend more time with colleagues during the day, than we do with family and friends. Over the break you may realise that you don’t enjoy spending time with people at work, and if you’re not looking forward to hearing how their break was, it might be time to find new job with new colleagues.

5. Is this job making it difficult to have good work-life balance?

During a holiday or break, we’ve all had that realisation that there’s more to life than work, and we think about how we can achieve that once back in the office. When a company encourages work-life balance it makes it a lot easier to achieve this.

If after answering these questions you’ve realised that it’s time for a new career, get in contact with one of our consultants who can help you find a job you’ll want to return to after a break.

10 predictions for the job market in 2022

Mon, 10 Jan 2022 13:19:10 GMT

We've come out the other side of another year of lockdowns and unpredictability. With 2021 now behind us, what does 2022 have in store? We can’t know for certain what recruitment will look like, but we have some predictions for what lies ahead.

Here's what we believe 2022 will look like:

1. The way we work is changing

Over the past two years, how we work has changed dramatically and it looks like some of these changes are here to stay. The 9-5 is no more and employees will keep embracingflexible working. Hybrid working is now the norm and will continue to be. It’ll be rare for someone to work in the office five days a week every week.

2. The office is changing

With less people being in the office on any given day, many companies are looking to downsize and alter the way they use the space. Look out for remodelling of office spaces and the introduction ofhotdesking, if it’s not already being utilised. The office may become the place for team collaboration, rather than day to day business tasks, like sending emails. People will be going to the office for a purpose.

3. Virtual spaces will grow

As more people work online, there may be more time and effort out into developing virtual spaces to keep employees together. It’ll save travel time and keep allow for technology to keep advancing.

4. Resignations will come

People are tired from the last two years and may be looking for a change of scenery. This might be a different company, industry, or location. This will result in higher turnover.

5. Continued talent shortages

The demand for excellent talent will remain high and supply will remain low with more people leaving Australia than arriving. Expect companies to focus on “building their own” and increasing graduate/trainee recruitment.

6. Companies will work hard to differentiate their Employee Value Proposition

You’ll likely seethe benefits offered to staff evolve in an effort to attract and retain talent. It’s likely employers will ask for more feedback to help them create benefit and engagement Companies are expected to also increase their investment into employer branding to stand apart from other companies in the same industries.

7. More focus on skills, less focus on roles

With the talent shortage it’s expected that employers will pay more attention at soft skills, such as good communication, and the ability to work quickly, when hiring. In the past these skills may have been overlooked as hard skills were the top priority.

8. Increased investment in training and upskilling staff

Similarly with focusing on soft skills, it’s likely that employers will put a focus on training and upskilling the staff they already have. This may help retain staff and will help with the talent shortage.

9. Employers will prioritise diversity and inclusion

Diversity and inclusion has been a priority for many businesses for a while, but it’s expected that this willonly become even more of a priority.

10. Twists and turns will inevitably continue

Don’t worry though, organisations will be better prepared and acclimatised to respond to anything thrown their way. Expect to see more agility and willingness to try new things from businesses as workplaces and attitudes towards work change. Businesses have learned a great deal in the past few years which will help them navigate whatever 2022 has in store.

2022 is likely to be another interesting year and the market is likely to change and evolve as things around the world develop. We can all hope for a smoother year and more adaption to how the workplace and recruitment is evolving.

Audit your LinkedIn profile & boost your presence

Thu, 23 Dec 2021 06:55:45 GMT

An effective LinkedIn profile is a great way to expand your professional network, connect with thought leaders, and get noticed by prospective employers. Whichever your purpose, here are 11 specific ways to make your LinkedIn profile the very best it can be, starting from the first impression.

1. Connect with the right people

Connections aren’t only useful for networking, they can also strengthen your profile. The more you have, the more likely you’ll have connections in common with a potential employer, adding to your credibility. After you’ve created your LinkedIn profile, identify and pursue connections that will add to your standing, and avoid connecting with people who aren’t relevant to your industry and role.

2. Choose an appropriate photo

A picture tells a thousand words, so make sure your profile picture sends the right message. Avoid cropping a photo from your friend’s wedding or other social occasion – take a moment to take a professional photo specifically for your LinkedIn profile.

3. Include a great tagline and summary

As with a CV, people will make a quick assessment of your profile. Stand out from the crowd by creating a personal tagline (which appears directly under your name) and a meaningful summary section. Engage and intrigue people so they keep reading.

4. Ensure your details and skills are complete and up to date

Take the time to ensure your LinkedIn profile is complete (LinkedIn are great at prompting you on this). Once it’s complete, check in on it every month or so to make sure all the information is accurate and up to date by including any relevant additional information to your current position and adding new hard skills and soft skills when appropriate.

5. Get recommended

6. Skills & Endorsements

Your connections can endorse you for specific skills that you've listed on your profile. LinkedIn will highlight whether you’ve been endorsed specifically by others who are highly skilled in the skill you’ve added. If you are looking to get more endorsements, I’d recommend endorsing your friends and contacts and then asking if they might be up for doing the same.

7. Be active

Once you’ve built out your connections, be sure to engage with them. Like their content, share it and add your own commentary. Not only will this bring people to your profile, it will allow you to further strengthen your brand and establish your thought leadership by writing and sharing original, relevant content.

8. Make sure your profile aligns with your CV

Be sure the professional experience (job titles, dates of employment etc) listed on LinkedIn aligns with the information you’ve used to create your resume. Any misalignment may create confusion or, worse, scepticism about your employment history.

9. Avoid buzzwords

When it comes to creating your LinkedIn profile, words like ‘ninja’, ‘guru’ and ‘champion’ should definitely be avoided. These are hyperbolic and damage your credibility, rather than build it.

10. Explain your experience

11. Be true to your real brand

Your LinkedIn profile should amplify your actual brand, not define it. Make sure you’re authentic to yourself in the language you use and the message you convey, to give the reader an insight into who you genuinely are. Ask a colleague to review your profile and see if they believe it’s an accurate representation of you.

Give consideration to your profile on other social media platforms

While LinkedIn remains the most prominent social media platform for professional networking, your profile on other sites such as Twitter, Facebook and Instagram will also influence your digital footprint. While you may use these sites for personal (rather than professional) networking, make sure your profiles are complementary to the digital brand you’re presenting on professional networking sites, like LinkedIn. We’d also encourage you to set your privacy settings to be appropriate to the content you’re sharing – for instance, if you’re using Instagram for social networking with family and friends, there’s no need to have it accessible to the public.

The importance of taking a break from work (and why you need it)

Thu, 16 Dec 2021 12:56:39 GMT

With the end of year break just around the corner, for most of us it means an office shutdown. Time away from desks to spend with family and friends, enjoying the summer weather — at least that’s how it works in theory. In reality, breaking away from the daily grind can be difficult. Resisting the urge to answer that message or check your email “just one more time” can not only put a damper on your holiday for you and those around you, it can also affect your job performance and health in the long run.

The importance of taking time off

Is taking a holiday even worth it? It certainly is. In fact, it’s one of the best things you can do for your health – especially after the year we’ve all endured. Taking time out for a holiday allows your brain to get more creative, reset for better problem solving, and return with laser-sharp focus. Add to that a positive mood, better sleep, and the question isn’t should you take a break, but how soon can you get away? In today’s always-connected world, the fear is that unplugging will mean losing business while you’re away — or your sanity upon your return. But don’t worry, we’ve got you covered.

How to unplug before you go

1. Have your return plan in place

There’s nothing worse than coming back from a holiday and feeling your state of zen vanish because you don’t know how to get back in the work groove.

Give your future self a break and come up with a plan of attack before heading out. Note key project details you’re waiting to hear back about, anyone you need to follow up with, and deadlines and deliverables you should tackle on day 1 of your return. You’ll be able to dive back in effortlessly.

1. Turn off notifications

2. Don’t overload your December calendar

The year is almost over — and the closer it gets, it’s OK to start saying “no” to things or pushing non-urgent meeting requests to the beginning of new year. And it’s also OK to turn down social requests. There are only so many hours in the day and only so many engagements you can reasonably attend. If it’s not necessary and/or exciting to you, it doesn’t need to be on your schedule.

3. Figure out how unconnected you can get

Although the ideal scenario for some is to unplug completely, if that’s not feasible, decide what is and put time constraints on it. If you need to respond to emails or take calls, for example, decide ahead of time when and how long you’ll be doing that for – say, 2-3 p.m. – and let your colleagues know that you’ll be available during those hours, but inaccessible the rest of the day.

4. Set up a useful out-of-office response

Make your out-of-office message work for you. Be sure to include the dates you’ll be gone and let people know that you won’t be checking messages and that if they need a response to something, get in touch with you again after X date. When available, you should include the contact details of someone else, who can address urgent issues in your absence.

Once you’re gone

1. Turn off notifications

There’s no need to hear that familiar email “ding” each time a new message comes in. You’re on holiday! Disable notifications for your work email, diary, and any other apps you use for work. If some are used only for work-related activities, you can take it a step further and uninstall them for the duration of the holidays.

2. Get everyone else on board, too

1. Turn off notifications

It’s easier to commit to keeping away from work when everyone else is doing the same. Before getting together with family and friends, make a pact to restrict or severely limit time spent on work. You’ll be able to spend quality time together and also hold each other accountable.

3. Stick to designated 'technology time'

Did you set a specific time to check emails or get in touch with people? If so, set two alarms that’ll remind you when that hour starts and finishes. Don’t start before or finish after those alarms!

Also consider doing the same with your personal tech use and take a mental break from keeping up with everything on Facebook/Instagram/Snapchat. Stock up instead on books (yes, on paper or a dedicated e-reader), board games, face-to-face time with friends and family, and other activities you enjoy.

4. Lead by example

If you’re the manager of a team or your business, your employees will be following your lead as to how they should approach the holidays. Resist the urge to send emails about things that can wait until they’re back in the office; even if you’re not expecting an answer until then, the feeling might be that a prompt answer is expected. Likewise, when you’re away, don’t “check in” constantly or follow up on messages unless absolutely necessary. Your team will wonder if they should be doing the same.

5. Enjoy!

Remind yourself that this time to recharge isn’t a luxury — it’s a necessity! Give yourself permission to truly disconnect from work stresses so that once you’re back at work, you’re productive and able to knock off goals better than ever.

8 crucial questions to ask when applying for a job

Thu, 25 Nov 2021 06:53:04 GMT

Utilising information gained through asking the right questions is a surefire way to improve any outcome ⁠— by making well-informed decisions. When applying for a job, asking the right questions will ensure that there are no surprises, and set you up for success.

1. Connect with the right people

In my 15 years of recruitment and 20 years working in the consulting environment, I have learnt that the best way to get the right outcome is to learn as much as you can, to enable well-informed decisions based on the information available to you. Trouble is, sometimes the answers to the questions aren’t there, and in some cases, the right questions were never asked or even thought into consideration.

For most, a job is a career, and understanding the recruitment process and the opportunity available is absolutely essential. Not knowing the critical steps and or process can be the difference between landing the role or not. In addition, not knowing enough and blindly having a crack at a job can be troublesome. Not getting it right can be bad for your career, your reputation, your confidence and your home life. These happen often because the right questions weren’t asked in the recruitment process.

"There are literally thousands of questions
that you can ask a recruitment manager to get better insight...
the point is, ask questions ⁠— as many as you can."

Whilst there is an almost infinite number of questions that you should be asking a recruiter or the recruitment manager when applying for a job, these are (in my opinion) the crucial ones:

1. What does a successful outcome look like?

You’ll sometimes get the job because you’ve sold yourself well and have a good reputation, but once you’re in the job what do both parties consider ‘successful’ in terms of results. Seek to understand what the ‘real’ expectations are. Your opinion may be wildly different to theirs.

2. What is the reason for the vacancy?

You might not find an answer here but, if the company has recruited this role three times already, and each time it hasn’t worked out because there’s been a ‘personality clash’ with a manager, it might not be a great role.

3. What steps have you taken to recruit this role?

This will give insight as to why it’s still available. If the job has been open for six months and they’ve interviewed a dozen people for it, it may create dialogue as to why. Maybe you’re the only one that has made it to interview stage? Perhaps it’s a newly available position and may set expectation as to what the process will look like.

4. How would you describe your culture?

You will (if successful) spend more time with your future colleagues than you do with your own family – make sure that you are likely to enjoy being around them!

5. What are the key attributes that your best performing employee displays?

If a company could produce a carbon copy of their best performing people, it would! Do these attributes resonate with you as well? Can you replicate this yourself? Would you want to? A job is a lot more than a position description. Asking this question provokes thought and a deep-dive into imagining the best scenario – for both parties.

6. What is your company vision?

Do your career plans align with the company you’re interviewing for? Do they have a plan? Nothing worse than landing at a company that is flying by the seat of its pants and you are not that type of person. Perhaps you are, and perhaps this is the sort of company that you do want to work for? Either way, find out.

7. Do you have an EVP strategy and policy around flexibility?

Employee Value Proposition (EVP) strategies have become pivotal in how businesses' retain and attract new employees. Before COVID, research from our PACE survey had found that work perks were near the top of a candidates shopping list when looking for new opportunities. Likewise, cultural fit, trumps all other sought-after qualities in candidates. After COVID, this is going to be supercharged! Five days a week in an office is not going to be the normal. It's critical to find out what will be expected before you get too deep in the process – just don’t make this your first question! If you’re expecting beanbags, office dogs, and birthday leave, the EVP question will reveal this.

8. What are the next steps, and when can I expect to hear from you?

This may seem obvious, but this sets expectation. In addition, you will probably get a feel for their interest, or lack of it. It is very hard to plan the next step without there being a ‘call to action’.

These eight questions are by no means a definitive list. There are literally thousands of questions that you can ask a recruitment manager to get better insight and provide it. The point is, ask questions ⁠— as many as you can. Interviews are an exploration into a possible scenario, and exploration involves digging. You should hope to come away from the process with a lot more answers than questions, and by asking the right ones, you will (hopefully both) gain enough insight to aid in a successful recruitment process.

How to make the most of your time between resigning from your current role and starting your new one

Thu, 18 Nov 2021 12:37:24 GMT

Resigning from your role can be challenging. While you are aware of your decision, and have carefully planned your resignation, it may take your employer by surprise. Different bosses will respond in their own way to the news, though what is universal is that they will all start to plan what life looks like at the organisation after your exit.

With the trend of the “Great Resignation” rolling through the USA and expected hit Australia in a matter of time, there’s likely to be many resignations as people reconsider what they want from their jobs and revaluate what’s important to them. Perhaps you’re thinking about leaving your current job in pursuit of something that suits you better or will help your career.

The period between when you hand in your notice and actually leave your role is so important. Not only is it important to stay in contact with your new employer, but also to play your part in ensuring a smooth transition between you and your replacement.

Here are ten tips as to how you can make the most of your notice period:

1. Work with your employer on your notice period

It’s common to see people slow down once they have resigned from their current role. As they look to the challenge of starting a new role, they might lower their work rate in their current role to conserve energy. Try and avoid going into cruise control during your notice period. Leave with the brand of someone who sprinted all the way to the finish line. Don’t use up all those personal leave days, just because they are available to you.

2. Don’t check out until you’re done

3. Remember which team you’re currently on

While your time working with your current company will soon be coming to an end, your reputation will be there long after you leave. It’s okay to be excited for your new role but try to temper how enthusiastically you talk about the change to your current colleagues.

4. Don’t change your mind

It’s completely natural to second guess your decision to leave as you work through your notice period. You might start to realise how much you enjoy elements of your current role, especially as you experience them for the last time. It is also likely your current employer will offer you the opportunity to change your mind and stay. Remember there were likely substantial reasons behind you accepting a new job in the first place! Don’t let sentimentality hinder you achieving your career goals.

5. Help with a thorough handover

Whether it’s a current colleague taking over your current role, someone new to the organisation, or you are leaving your role vacant, someone will ultimately take the reigns of your responsibilities. Make sure you thoroughly document where things, projects and tasks are at, as well as all relevant instructions to your successor as a manual to support their success.

6. Do a great exit interview

You will probably be invited for an exit interview by your employer. This is a unique opportunity to provide feedback on what makes your role and organisation great, as well as constructive insights as to how it can be improved.

7. Make sure you say goodbye to everyone you have worked with

You’ve likely crossed paths with many people while working in your current role, and it’s likely you’ll cross paths with them again in the future. Make sure you thank them for their support and wish them well before you leave.

8. Stay in contact with your new employer

It may be weeks (or possibly months) between the final interview with your new employer and you starting your new role. Be sure to keep in contact to ensure everyone is on the same page with starting your new role.

9. See if there is an opportunity to meet your new colleagues before you start

If appropriate, ask your new employer if there are any company events that may be appropriate for you to attend prior to your start date. This will best ensure there are some familiar faces on your first day in your new role and hopefully lower some of the nerves.

9. See if there is an opportunity to meet your new colleagues before you start

If possible, take a week off between roles. Use it as an opportunity to decompress from the pressures of your last role and recharge ahead of starting a new role feeling refreshed and enthusiastic.

10. Take a break

If possible, take a week off between roles. Use it as an opportunity to decompress from the pressures of your last role and recharge ahead of starting a new role feeling refreshed and enthusiastic.

Changing roles can be a significant event for you, your current employer, and your future employer. Having a plan as to how to make the most of the transition period will best ensure you leave your previous role and employer in the best shape possible and set yourself up for success in you new role!

What 5 things can we take away from our experience with online meetings?

Thu, 11 Nov 2021 07:04:13 GMT

We’ve all enjoyed efficiencies we’ve picked up while working from home, with one major one being the ability to attend and host meetings online. As we start to head back into the office, in-person meetings will start to creep back into our calendars, whether they be internal meetings within our organisation or external meetings with clients and project stakeholders.

While there are huge benefits to face-to-face meetings, let’s not forget about some key things we’ve learnt from running online meetings that we can apply to in person meetings that will hopefully save time and be more efficient.

1. Does this meeting need to be in person?

While once a novel concept, online meetings are now the norm. People won’t be surprised or offended if you suggest hosting a meeting online, rather than in person – you just need to decide which is more appropriate.

Here are some questions you might like to ask yourself when deciding on whether a meeting should be online or in person:

What are the tangible benefits of hosting the meeting in person? Inevitably, more effort is required to host and attend a meeting in person. Before defaulting to an in-person meeting because we are able to do so again, ask yourself are the benefits worth the additional effort?

Is it worth the travel time? No one likes having to battle traffic to get to a meeting that could’ve easily been held online. Keep in mind where people will be travelling from.

Who needs to be there? If the meeting is with co-workers who will already be in the office, in person might be the way to go. However, if people from different office or cities are needed, online might ensure people can attend.

What time will it start and how long will it run? With travel time and who needs to be there in mind, if it’s an 8.30am meeting that will only be 30 minutes, holding it online might work better for everyone.

2. Stick to an agenda

Something we’ve all taken away from online meetings is not to waste time for the sake of it. Online meetings are less of an effort to attend, so can be shorter and sharper in their agenda.

In person meetings don’t have to be lengthy for the sake of it. Know what you need to cover and stick to it. Create an agenda, allocate set amounts of time to each point, and don’t stray too far from it.

Sending the agenda out prior to the meeting will help everyone prepare for the meeting and hopefully stick to it.

3. Set up beforehand

When we return to in person meetings, setting up the meeting space will mean more than making sure our video background is neat and tidy. We will also not have the luxury of sharing our screen, or quickly sharing files via MS Teams.

Remember to think about physical things that will make the meeting more enjoyable for people, such as preparing water beforehand or specific documents and handouts if needed.

Ensuring all the technology is set up and working before the meeting is an absolute must. No one wants to be in the middle of an important meeting and have major technical issues that wastes time and takes the meeting off topic.

4. Building rapport is easier in person

One of the reasons that online meetings have saved us time is that small talk can be awkward, especially if there are multiple people involved. Jokes can get missed and people might be left feeling self-conscious in the silence that follows. This has led to us not wasting time with lots of personal conversations during online meetings, but also that building rapport virtually is hard.

One of the best things about meeting face-to-face is the ability to connect with meeting participants in a way that we can’t online. Let’s take advantage of being able to talk and interact with people before and after meetings. Let those jokes land properly and receive the laugh they deserve. Having rapport and building relationships with people can help meetings run smoother and be more enjoyable. Also, we shouldn’t forget that a lot of us are a little starved for personal connection that has been missed while working remotely.

5. Ensure clarity and send a summary

Being at our computers as a meeting concludes has made it a lot easier to circulate agreed actions and deadlines at the conclusion of a meeting to all attendees. This has resulted in better and more consistent outcomes from those meetings.

Let’s not lose this as we return to in person meetings. Taking five minutes at the end of a meeting to ensure clarity around what has been discussed and agreed to and then circulating that to all attendees will make sure that the time we have invested into attending the meeting will have been well worth it.

As offices open back up, I am excited to meet with colleagues and clients in person. I am, however, not going to let my excitement get in the way of asking myself whether hosting the meeting online makes more sense. I’m also looking forward to carrying through what I’ve learnt in meetings online into in-person meetings so that they can be smoother, clearer, and more enjoyable for everyone.

9 tips and tricks to help you be productive and happy while working from home

Mon, 13 Sep 2021 07:07:11 GMT

With snap lockdowns and capacity limits on offices, working from home has become the new norm. It’s not all fun and games, and it can be challenging to stay motivated and productive while also being happy.

We wanted to share some insights from our team on how we stay productive and what we find motivates us while working from home. Hopefully this will help you create a routine in which you can thrive while working from home.

1. Get outdoors

Sitting inside all day every day isn’t good for anyone, so Abby, our Candidate Administrator, makes a conscious effort to get outside everyday and go for a walk. She finds it boosts her mood and gets her moving after sitting down for most of the day.

2. Take effective breaks

One of our Trainee Consultants, Laura, ensures that she takes effective breaks throughout the day. It can be easy to miss a break when working from home without the distraction of coworkers and general chit chat around the office. Put time in the calendar to get up and stretch, walk around the house, or give a coworker a call to catch up.

3. Start with mindfulness

Our Senior Candidate Manager, Anna, takes time every morning to focus on setting her mind up for the day ahead. Whether that’s taking the dog for a walk, meditating, or doing some yoga. She finds a slow approach to the morning can prepare her for a busy day.

4. Commute to work

While the normal commute to work doesn’t exist while working from home, Michael, our Team Leader for Public Sector, finds that taking a quick walk before starting work is a good replacement. He feels that this way he’s not going straight from bed to work.

5. Don’t go missing

Adam, our Manager for Engineering Civil & Infrastructure, highlights the importance of picking up the phone and calling people, whether they’re colleagues or clients. It’s easy for us to automatically resort to emailing and messaging colleagues when we have questions. This can feel impersonal and add to us feeling isolated. Feeling connected is more important than ever, so ask that question over the phone.

Want more tips from Adam for things to do during lockdown? Check out his ‘ Iso Tips ’ series he ran on his LinkedIn last year.

6. Set up a designated space for work

Marketing Coordinator, Josh, says setting up a designated space to work has helped tremendously. This doesn’t have to be a home office but can simply be a desk in the corner of the bedroom. It may not have the luxuries of the office, but it’ll help create the separation between home and work.

7. Define your day

Manager for Architecture & Design, Ben, finds that having something to mark the start and end of the workday helps create a separation between home and the office. When he opens his laptop and turns it on, it’s time for work, and when he shuts it down and closes the lid, it means work is over. It’s easy to work extra hours when working from home, so it’s important to set boundaries.

8. Bop to some music

Matt, our Managing Director, likes to create a bopping playlist that will instantly put him in a good mood. We should take advantage of the fact that we can listen to whatever we want, and not just what’s playing in the office.

Need some inspiration? Check out this playlist Matt has put together.

9. Call someone you know will make you laugh

Our Senior Manager for Town Planning, Urban Design & Landscape Architecture, Mark, calls a client or candidate that he knows will make him laugh when he’s feeling a bit flat. It’s important we talk to people we know will put us in a good mood to help add fun into the day.

Working from home can be difficult and isolating, but hopefully with these tips from our team you’ll be able to master it and create a routine to suit you.

The Importance of a Great Portfolio

Thu, 26 Aug 2021 12:05:13 GMT

Anyone who has gone through the process of looking for work should be well and truly across all the do’s and don’ts of resume writing and how to make a great first impression. However for those in the Architecture and Design Industry (or any creative industry for that matter), a resume is simply not enough. Sure it gives a great snapshot of where you’ve worked and what you’ve done but in an Industry that is all about presentation, I cannot stress the importance of accompanying that great resume with a brilliant, stand out portfolio.

In a competitive market, Hiring Managers are inundated with applications and do not have the time to chase you for examples of your work. Often when applying online you won’t have the option to attach a portfolio however always ensure you have it completed and ready to send in case a potential employer or recruiter makes contact. The extra time that it takes you to compile your portfolio, could mean the difference between getting an interview and missing out.

Some things to consider when creating your portfolio

It is just as important how you present your portfolio as it is what is in the content
Quality vs Quantity. You should always err on the side of providing high quality images rather than a higher quantity – remember the quality reflects your pride in your work.
Your portfolio shows how you represent yourself so is an example of the highest quality you can produce and reflects the best work you can produce to represent the practice if hired
Keep the file to a reasonable size – if your portfolio is enormous we won’t receive it. As a general rule, keep it to 5MB
Keep it relevant to the roles you are applying for in both type of project and also the stage of the design process (concepts, TP, Doc, Detailing)
Consolidate your work examples to one file – Hiring Managers are pressed for time as it is, so they certainly do not want to be clicking through 16 separate attachments
Don’t limit the content to finished photos of your projects – demonstrate the extent of your experience including documentation, concept work, sketch design, sample boards and anything else that might be relevant to the role
Make sure any important text is easy to read. Often, we will receive a portfolio that has been shrunk down to fit to the page and not even an industrial strength magnifying glass will help!
Compiling your portfolio is an ongoing process throughout your career. Ensure that you keep it up to date as you go so that it is ready when you need it.
And finally, don’t forget you’re in in an Industry where presentation is of utmost importance. If you want to be noticed, invest that extra time in making it presentable, neat and eye catching.

In the age of the Cloud the temptation is to dump everything into a Dropbox and provide a link. Your portfolio is a presentation and your chance to show your future employer your style, experience and presentation skills. If you force them to sift through entire drawing sets to find the relevant information you will lose their attention very quickly and you will see your opportunities slip through your fingers.

Follow these simple guidelines for the greatest impact:

Quality is Key

Keep it focused and relevant

This is a professional presentation. Have your portfolio reflect this

Make it easy for your audience to view

3 reasons to participate in market research

Thu, 14 Jan 2021 07:15:43 GMT

With the industry being bombarded with information and requests for your time to fill out a survey, it’s easy to ignore requests, say ‘I’ll do it later’ or half-complete them as you attend to more urgent tasks.

But a survey of ‘how did we do today?’ when you purchase your morning coffee, is different to legitimate industry research – and although the terms can be interchangeable, they can often be misunderstood. Industry research is geared towards external analysis – it’s not a guess or emotionally driven, it’s data driven – which makes the results much more powerful. The more concentrated and specific the research is – the more valuable the conclusions and insights.

Here’s three reasons why participating in market research is worthwhile:

1. Uncover critical information about your business practices

Market research surveys force you to examine your own practices. What you may uncover by formally reflecting on your own business practices, may be as useful as the final survey results themselves.

For example, reflection may make you realise your business is not as flexible as you promote it to be, or that pay rises areactuallybeing given due to tenure rather than merit.

Taking the time to hold up the mirror and reflect on our business practices ensures we are creating business plans with an accurate understanding of where we are starting. This, in turn, gives us a much clearer vision of what the journey to achieve our goals really looks like.

2. Benchmark against your competitors in current market conditions

We often assess our organisation’s performance relative to it’s prior performance, keeping the blinkers on to what is happening in the market. What we may fail to take into account is the relativity of this change, to the change in the market. 2020 was not a great year for my business, compared to previous years. But a more accurate assessment of performance is how we performed against industry standards in 2020.

It’s easy to get carried away with anecdotal industry feedback, drawing conclusions from a beer with an industry colleague, or a well written article in an industry publication. It’s important we draw our conclusions from comprehensive and accurate industry data.

3. Make better business decisions

By understanding where your industry is at and where it is headed, means that you can quickly get in front of any emerging trends.

For example, if 85% of Melbourne’s architecture firms are planning to offer staff the opportunity to work from home, you can anticipate this will be expected from your staff, and plan accordingly

By knowing where the market stands, you can make well-informed, evidence-backed decisions and relay them to your team with confidence. Having access to market data validates strategic direction and takes out the guesswork out of the decision-making and strategy.

Why participate in the 2021 PACE Survey?

As Recruitment Consultants, we are continually asked about competitors’ practices, market trends and where we see the industry heading. Never has this been more the case than in January 2021.

We’re more than happy to summarise recent conversations with clients and provide you with anecdotal information, but what if we could provide you with definitive, data-driven, comprehensive responses to your questions? Enter Aspect’s PACE Survey .

PACE is a not-for-profit, comprehensive market study of Victoria’s planning, architecture, construction, engineering, surveying, and project management industries.

The objective of the final report is to provide you with industry-information to make better business decisions including:

Market conditions and predictions for 2021, including the impacts of COVID-19

Up-to-date salary levels for over 360 industry related roles

Best practices for flexibility and benefits

Staff retention and turnover predictions

For the next 5 weeks, we are collecting information for our industry from our 400 + strong PACE community for the 2021 PACE Survey . The final results (available via digital report in March) will then give you the ability to benchmark your business against the market.

All responses are completely anonymous and will be used solely for the purpose of the PACE Survey.

If you have any questions regarding the survey – please contact our PACE team.

Still not sure? Access last year’s PACE report here to see the value it can add to your business.

TAKE THE 2021 PACE SURVEY

What to do if you receive an employer counter offer

Fri, 08 Jan 2021 12:01:49 GMT

While you may have spent time considering your resignation, it may come as a shock to your manager if they didn’t anticipate it. As a result, it’s difficult to predict how they’ll respond. It’s not uncommon for an employer to try to change your mind about your resignation, and stay working with your current company.

This is known as a counter offer and has the potential to throw a spanner in the works as you plan moving onto your next role. Our counter offer advice will help you understand the shortfall of accepting this offer, and how to navigate the process politely, ensuring you finish your current role on a positive note.

What is a counter offer?

A counter offer is an employment offer made to you by your current employer, after they become aware that you’ve been offered a role at another company. A counter offer can take different forms – it may be an increase to your salary, an evolution of your responsibilities or even a promotion. Your options are to accept the counter offer, reject it, or make another offer if you’re keen to stay.

Why accepting a counter offer is a bad idea

By the time you resigned, you’ve likely reflected on future prospects at your current employer and made the decision that a better opportunity exists at another organisation. While additional offerings from your current employer may make staying in your current role seem more appealing, they’re unlikely to permanently resolve the reason you started your job search in the first place.

Counter offers are often made by your employer under duress and with haste. This means that your employer’s immediate concern may be the headaches your departure will mean for them, and they’ll be looking for ways to remedy this by making you promises that haven’t been fully considered. As a result, promises may not ultimately be delivered on, leaving your problems unresolved.

There’s a high probability that, in coming months, you’ll be looking for a role again. The PACE Survey reports that 46% of people who accept a counter offer end up resigning (again) within 12 months. You’ll likely be frustrated that you declined another opportunity which in hindsight you wish you’d taken – a role which is no longer available.

Finally, consider your reputation both within and outside your current employer. The process of resigning and going through a counter offer process may have a lasting impact on your relationship with your manager. As you’ve already tried to resign once, will there be a lingering concern about your loyalty to the business that may impact your ability to progress your career there? When you need to take a morning off work to go to the dentist, will your absence bring with it nervousness that you’re interviewing elsewhere? Additionally, by the time you resign, you’ve likely accepted an offer elsewhere meaning you’re going to have to rescind that acceptance. This breach of trust may create a blemish on your reputation at a company you’d like to work for one day.

How to reject a counter offer politely

Resigning from a job can be challenging. The process is made even more difficult when your boss conveys how important you are to the business and provides you with additional incentive to stay. It’s critical that you remain objective, remember what prompted you to look for work in the first place, and remind yourself of the opportunity that lies ahead in your new job.

It’s appropriate to ensure that your current employer feels heard and not immediately dismissed, though don’t elongate the resignation process unnecessarily. Ensure healthy dialogue during your resignation, but be clear and firm about leaving your role.

How to avoid a messy counter offer

Resigning from a position is a big decision and should be carefully considered. Before starting your job search, be sure to consider your key motivators for moving roles, and ensure they can’t be satisfied at your current employer.

For example, if you’re seeking a higher salary, more responsibility or a promotion, formally request this from your current employer. Give them the opportunity to take up your offer, rectify the problem and extinguish your desire to move roles. If you’re successful, you’ll save yourself (and others) a lot of time and energy, and keep your career on track. If not, you’ll solidify your decision to move and eliminate the counter offer conversation, as you’ll already have given your employer an opportunity to satisfy your requirements prior to your resignation.

When resigning, make sure you’re prepared. Book a time to meet with your manager and have a resignation letter ready. Be resolute in your communication, but reiterate your gratitude for the opportunity and enjoyment of the role. See our full list of resignation tips .

Like breaking up with a partner, resigning from a role that someone wants you to stay in may lead to a sense of guilt. This is natural. But there’s no need to feel guilty – as long as you manage your resignation professionally and ensure you support your current employer by giving them adequate notice and remaining productive until your departure.

How to negotiate a job offer

Wed, 06 Jan 2021 11:54:22 GMT

Job offer negotiations can feel tricky, but they’re a vital part of the hiring process, ensuring you’re valued, fairly compensated and performance expectations are clear. Here are our tips for striking the right balance and approaching negotiations with confidence and professionalism.

1. Know your market value

Salaries vary greatly depending on the industry, employer, seniority of the role and location. Do your research to understand your market value. Use credible sources like reputable recruiters and salary benchmark reports like the PACE Survey .

2. Be transparent with salary expectations

Once you’ve completed your due diligence, be clear about your salary expectations as early in the process as possible to ensure no-one wastes their time. We recommend providing a salary range (for example, $80,000 to $90,000) to allow you to take into consideration any other benefits, should they be offered. Also, be clear as to whether your expected salary includes or excludes super.

3. Consider the total job offer, not just the salary

From perks like free car parking and bonus leave days to flexible work options, training and development, there are more benefits to a role than just the salary. When assessing a job opportunity, make sure you look at more than just the dollars and cents.

4. Be clear that you’re obtainable

If you embark on salary negotiations with a prospective employer, make it clear that you’re serious about working for them, and what salary will get you over the line. It’s not a professional look to be offered what you’ve asked for, only to say you’ll “think about it”. No employer wants their offer used as leverage against another. By providing a conditional “yes”, you’re much more likely to have your requests accommodated.

5. Be responsive

Don’t leave your potential employer hanging. If an offer is presented to you, ensure you respond in a timely fashion. Acknowledge receipt of the offer as quickly as possible and provide them with a clear timeframe as to when you’ll respond. While you don’t want to rush a decision, you don’t want to unnecessarily stretch out the negotiation.

6. Negotiate all issues at the same time

Take time to review the offer in its entirety. Make a list of all questions or concerns you have and address them all at once. Avoid asking questions one at a time as this will elongate the process, lead to ‘negotiation fatigue’ and risk frustration to everyone involved.

7. Be honest about other interviews

If you’re interviewing for more than one opportunity at the same time, be open about this with the companies you meet, without coming across like you’re using it as leverage. Coordinate your interviews to ensure that any offers arrive close together. Don’t be afraid to slow a process down to avoid receiving an offer that you have to sit on for two weeks while you start another interview process.

8. Remember, you’re both after a positive result

Negotiations will, by definition, involve some give and take. It’s possible you won’t get everything you ask for. A company not facilitating a particular request may be due to a constraint you’re not aware of, while delays in progressing an offer may be due to external factors. Be patient and remain professional – don’t forget, you’re both looking for a positive outcome.

9. Finish on a high note

Whatever the outcome of the negotiation, ensure you conclude the conversation positively. Even if the negotiation breaks down and you don’t accept the role, ensure you maintain your professionalism throughout and always keep the door open. Things may change down the line and you never know when you’ll cross paths again.

10. Use a recruiter

Using a recruiter that you trust can be an enormous advantage when negotiating job offers. Not only does it allow you to keep the negotiation at arm’s length, you get to engage an experienced professional who may have established rapport with the company. You’ll receive objective, educated guidance, counter offer advice , and likely achieve a better outcome than if you managed the negotiation directly.

Aspect re-selected as Procurement Australia preferred recruitment supplier

Tue, 05 Jan 2021 11:40:19 GMT

We are extremely proud to announce that we’ve been re-selected as a preferred recruitment supplier to member organisations of Procurement Australia . This exciting accomplishment recognises the quality and innovative service that we have delivered to Victorian local councils and water authorities over the past ten years.

The service agreement relates to the provision of the following categories:

Category 1: Permanent Recruitment – Executive

Category 2: Permanent Recruitment – Entry/ Middle/ Senior Level Staff

Category 3: Temporary Recruitment

This contract, 2312/0618 - Recruitment, Training & Associated Services , will allow us to strengthen existing relationships and build new ones within the Local Government and Water Authority sectors across the Victorian Engineering, Town Planning, Building Surveying, Project Management, Architecture and Business Support industries.

“The team are very excited about the news and can’t wait to start supporting these members with their recruitment needs in 2021. Having existing contracts with Municipal Association of Victoria and Comensura (a VMS) as well, means we have enormous reach in the Victorian Local Government market. Our consultants are looking forward to offering more opportunities to their trusted and qualified candidates.” Mark Parrent, Aspect’s Senior Manager.

For more information about engaging Aspect, please contact our Local Government Account Manager, Mark Parrent on 0422 045 204 or m.parrent@aspectpersonnel.com.au members, or visit our website .

Interview tips and common questions

Tue, 05 Jan 2021 07:25:18 GMT

Your CV has made its way from the stack on the hiring manager’s desk to the interview stage – nice one. Now it’s time to sell your skills and personality at the interview. Our job interview tips and list of common questions will help you prepare and show your best self on the day.

Research the company and the person you’re meeting

Read through the employer’s website. What type of business are they? How many employees do they have? What are some challenges they might be facing, and how would your past experiences alleviate some of those pains in the role you’re considering?

It’s a good idea to research the person you’re meeting as well. What’s their background? How do they fit into the organisation?Company websites are a good starting point, but you can also delve deeper and check out a person’s LinkedIn profile or do a Google search.

Having a better understanding of the company and your interviewer can put you at an advantage; it shows you’re serious about the role and you’ve done your homework.

Rehearse your interview responses

A good tip for phone interviews or in person meetings; go through some example questions and answers with a friend. This will help build your confidence, highlight any areas you might be weaker in, and helping you practice giving concise answers to job interview questions. Friends can also give feedback on whether you’re speaking too quickly or if your answers are difficult to follow.

A good way to practice giving your answers is with the STAR method – explain the Situation or problem, what Task or goal you worked toward, your Action and the Result of the steps you took.

Be on time and remember who you’re meeting

We’ll let you know the name and title of anyone you’re meeting with but, if you forget, please ask us before the interview. Be sure you know the time and place of your meeting, but don’t leave the journey to chance – check public transport schedules in advance so you allow enough time.

If you’re driving, allow extra time for traffic and parking. Arriving 5 to 10 minutes early is a good way to make a positive first impression; any earlier, and the interviewer will likely not be ready for you. Be friendly and courteous to everyone you come across – you never know who is reporting back on their encounter with you.

What to wear to a job interview

Take extra care to make a good impression on interview day, and look the part. Decide on your outfit the night before, and make sure it’s clean and pressed. How formally you dress should reflect the seniority, company and industry of the role you’re interviewing for. We recommend erring on the side of caution – it’s better to be slightly overdressed than underdressed.

Think about your body language

It’s important to consider your body language during the interview. Acting natural and relaxed is often easier said than done when you’re nervous, but adjusting your stance can positively impact your interview. Sit up straight, lean forward when listening, maintain eye contact – and don’t be afraid to smile.

Sell your skills

An interviewer may see several candidates in a day who all start to blur into one. They usually remember the ones who have something interesting to say and can back it up with evidence of what they’ve done in the past.

When practicing for the interview, write down your skills, strengths, achievements you’re most proud of and sticky situations you’ve excelled in managing. Be sure you can justify your skills with concrete examples (the STAR method is really useful here, too). Don’t forget to consider where there’s room for improvement in your professional life, and show what steps you’re taking to develop those skills.

Common interview questions

Below are some typical questions you might encounter in a job interview. Even questions like “How do you work under pressure?”, which seemingly require a concise answer, are a great opportunity to use the STAR method to sell yourself.

Tell me about yourself

Where do you see yourself in the short/long term?

What are your biggest accomplishments?

How do you work under pressure?

Why should I hire you?

What’s the most difficult situation you’ve faced and how did you deal with it?

Do you prefer working alone or as part of a team?

Interview questions to ask the employer

An interview isn’t just about an employer grilling you; this is your opportunity to discover whether they’re a good fit for your own professional goals. Don’t be afraid to ask questions to dig in and get a better sense of the role, the team and the culture. Skip questions about leave, benefits and salary negotiations at this stage – that will come later in the process. Try asking some of the questions below:

What attributes would you hope that I bring to the job?

What type of projects would I be delving into on day one?

What training and induction do you provide?

Can you tell me about the current team and how this role fits into it?

What sort of internal culture does the company promote?

What are the opportunities for career progression?

Follow up after your interview

It’s always a good idea to send a follow up thank you email to show your appreciation for your interviewer’s time, and reiterate your interest in the position. Even if you don’t secure this role, it’s a great networking opportunity for the future.

Tips for conquering the cover letter

Sun, 03 Jan 2021 07:22:51 GMT

The value of a cover letter is an ongoing debate. Even when job descriptions ask for one, there’s no guarantee it will be read. But when they are, a well-written cover letter can help you stand out from the pack and increase your chances of securing an interview.

A cover letter allows you to introduce your background and interest in the role, plus demonstrate that you understand the job requirements and how your skills and experience match. But it isn’t a one-size-fits-all note. Instead, it should be tailored to each individual position you’re applying for. Follow our tips for how to write a cover letter that will give you an edge in the application process.

How to write a great cover letter

There’s no standard template for writing a cover letter, but we recommend keeping it to a few short paragraphs (and definitely no longer than a page). Don’t go into detail about every job you have – that’s what the interview is for. Instead, offer a high-level summary of your experiences and interest in the role.

Your letter should be addressed to the hiring manager for the role. This person is usually listed on the job ad but, if not, a little detective work can help. Check out LinkedIn and search for the head of the department you’re applying for or the talent manager. Even a quick call to the office’s general line can help you identify who your letter should be addressed to. If all your sleuthing still hasn’t turned up a name, best to address it to ‘the Hiring Manager’ instead of the old-fashioned ‘sir’ or ‘madam’.

Next, let’s explore how to start a cover letter and what to include.

Paragraph 1: State your purpose

State the role you’re applying for and explain why you’re interested in both the position and the company at large. Be sure not to focus on what the company can do for you, but rather what you bring to the table. If a contact at the company referred you to apply, include that person’s name here.

Paragraph 2: Summarise your background

Here’s where you can delve into your work history and education. Keep this section brief – remember, they have your professional CV as well.

Paragraph 3: Sell your skills

Here’s your time to shine. Note your education and the skills you’ve developed throughout your professional career, and how they’ve prepared you for the role you’re applying for. Don’t include achievements that, while impressive, have no relation to the position at hand. Whenever possible, show, don’t tell – use tangible results, numbers and specific outcomes rather than vague generalisations to describe your experiences and the impact you’ve made.

Paragraph 4: Wind it down

If you’re attaching work samples to your letter, detail this here, so the person understands what they’re receiving. Remember, this is your first chance to speak directly to the employer, and it’s easy to tell if you’re sending a mass cover letter. Use this valuable opportunity to tailor your letter and showcase your strengths for the role.

Mastering Your Job Search: Key Steps for Success

Fri, 01 Jan 2021 11:33:20 GMT

Looking for a job can be exciting. It can also be time-consuming and a little laborious if it’s not well planned and managed. These eight steps will help you navigate the job search process effectively.

1. Know your goals

Before you start your job search, take a moment to define where you want to get to. You’ll be in a better position if your next move is a step in the right direction. If you’re currently employed, make sure the goals you’re chasing can’t be achieved in the company you’re already in – if they can, you may not need to look for a new job at all.

2. Be prepared

As the old saying goes, ‘fail to plan and plan to fail’. It’s important to get organised before you start a job search. Update your resume and portfolio if needed. Ensure your LinkedIn profile and other online platforms you use for your career are current. Contact your referees and ensure they’re happy to supply you with a reference. Set up a spreadsheet or use a program to track your applications. Plus, check your wardrobe to make sure you’ve got something to wear to your interviews.

3. Set time aside

Looking for a job can be a time-consuming process. Writing cover letters , corresponding with potential employers, attending interviews and completing assessments is all time away from your existing commitments – so make sure you’ve put enough time aside to see the process through.

4. Be where the jobs a r e

Many companies advertise job opportunities on their website and social media channels, as well as job boards. Be sure to set up job seeker profiles on relevant sites so you’re discoverable by employers. Turn on notifications so you’re alerted to any new opportunities that meet your criteria. You can also use a Recruiter ( like us ��) as Recruiters know where the jobs are, and are likely already working with companies you’re interested in. You’ll be able to tap into a Recruiter's expertise and network, while they act as your advocate in the market. Recruiters are there to make the job search process flow more easily, save you time and effort by taking the grunt work out, and support you with achieving the best possible outcome.

5. Apply with intent

Before submitting your CV, review the ad in detail. While you may not meet all criteria, ensure your experience is relevant to the role, and that the job (and organisation) is one you’re keen to pursue. Don’t apply for multiple roles with the same company – instead, indicate in your application that you’d be open to exploring any other opportunities within the business. It’s important to give the impression that you’re being considered and selective in the jobs you apply for.

6. Build your network

Interacting with people and continuing to grow your professional network, both in person and online are great tactics for finding a job. When attending seminars, conferences and industry events, start conversations with people you don’t know. Strengthen networks through your existing job. Plus use social media to build your digital profile – connect and engage with people, share your opinions and write original content to display your thought leadership.

7. Follow up

After an interview, follow up with a brief email to the interviewers. Thank them for their time, reiterate your interest in the job and suggest they contact you if they have any further questions.

8. Stay positive

Finding the right role may take longer than you anticipate. Don’t be discouraged – there are likely a number of factors influencing the timeline that are out of your control. It’s important to remain positive for your own wellbeing, and it’ll help with how you present yourself to potential employers.

If you’re looking for your next career move, reach out to one of our specialist consultants in Architecture & Design , Business Support , Construction , Engineering , Property , Public Sector and Town Planning & Design .

8 questions to ask when applying for a job

Wed, 14 Oct 2020 07:34:59 GMT

This article was curated for The Construction Coach blog by Meghraj Mahida .

You’ve found a job advert; you’ve meticulously examined the requirements and you’re now ready to contact the recruiter. At this point, you want to really draw out as much information about the role, the company and how the recruiter is going to praise your name to the company as the top candidate for the position. Then you want to build an understanding for the next step: the upcoming interviewing process for the job.

To do this, you need an equally thoughtful and articulate set of questions readily available to truly engage with the recruiter of which, Adam Brown of Aspect Personnel shares his invaluable insight on such questions and their essential role in drawing out information to enable you with enough insight to land your ultimate dream job.

In my 14 years of recruitment and 20 years working in the consulting environment, I have learnt that the best way to get the right outcome is to learn as much as you can, to enable well-informed decisions based on the information available to you. Trouble is, sometimes the answers to the questions aren’t there and, in some case, the right questions were never asked or thought into consideration!

For most, a job is a career, and understanding the recruitment process and the opportunity available, is absolutely essential. Not knowing the critical steps and or process can be the difference between landing the role or not. In addition, not knowing enough and blindingly having a crack at a job or a company giving a candidate a shot without enough information can be very costly, to both parties. We wrote an article, seven years ago about the cost of a bad hire for a company. The same can be said for the job seeker. Not getting it right can be bad for your career, your reputation, your confidence and your home life. These happen often because the right questions weren’t asked in the recruitment process.

Whilst there is an infinite number of questions that you ought to be asking a recruiter or the recruitment manager when applying for a job, these are (in my opinion) the critical ones:

What does a successful outcome look like?

What is the reason for the vacancy?

What steps have you taken to recruit this role?

How would you describe your culture?

You will (if successful) spend more time with your future colleagues than you do with your own family – make sure that you are likely to like being around them!

What are the key attributes that your best performing employee displays?

What is your company vision?

Do you have an EVP strategy and policy around flexibility?

Before COVID, we have found through publishing PACE – Victoria’s most comprehensive Salary Survey and Market report for the Planning, Architectural, Construction and Engineering markets, that work perks are near the top of a candidates shopping list when looking for new opportunities. Likewise, cultural fit, trumps all other sought-after qualities in candidates. After COVID, this is going to be supercharged! Five days a week in an office is not going to be the new normal – probably. Might be advisable to find out what will be expected before you get too deep in the process – just don’t make this your first question! If you’re expecting beanbags and birthday leave, the EVP question will reveal this.

What are the next steps, and when can I expect to hear from you?

The above list is by no means an exhaustive one. There are literally thousands of questions that you can ask a recruitment manager to get better insight and provide it – the point is, ask questions. As many as you can. Interviews are an exploration into a possible scenario, and exploration involves digging. You should hope to come away from the process with a lot more answers than questions, and by asking the right ones, you will (hopefully both) gain enough insight to aid in a successful recruitment process.

Safe Conversations – Working from home into the future

Sun, 30 Aug 2020 10:43:35 GMT

An interview with Amy Towers, Risk Collective.

As the nature of work in modern times has changed due to COVID-19, we have seen a potential ongoing shift to working from home for employees. This poses a challenge for employers in relation to managing employee’s health and wellbeing and their overall safety whilst working at home. I (virtually) sat down with Amy Towers from Risk Collective to understand where the dangers are and how an employer can ensure that their staff are safe. I also had the opportunity to discuss some of the stage 4 restriction requirements and what these mean for employers.

See below, as Amy outlines working from home policies.

1. Why is a working from home policy important?

A working from home policy is important as it sets out a company’s commitment to ensuring the health and safety of its workers working from home. It demonstrates that the company recognises there are potential risks associated with working from home, and the company has systems in place to adequately manage the associated risks.

2. What are the ramifications to an employer if an employee is injured while working from home?

An employer has a duty of care to an employee to ensure their health and safety, so far as reasonably practicable. Therefore, the employer must identify, and adequately control the risks associated with working from home. If the employer fails to adequately control the risks and the employee is injured as a result of work, the employer has failed in their duty of care. Failing to meet a duty of care can result in prosecution and penalties under the health and safety Act.

3. What are the most common issues that arise from employees working from home?

The common issues that can arise for employees working from home include:

Ergonomic issues associated with inadequate workstation setup

Psychosocial hazards, such as job demands, working hours, limited support, feeling of isolation, inadequate communication, no clear boundaries between home-life and work-life, fatigue

4. What if an employee's working from home space is not deemed safe?

The employer/person conducting the business or undertaking, has a responsibility for managing work health and safety risks, by eliminating the risks, or if it is not reasonably practicable to do so, to minimise those risks so far as is reasonably practicable. If the employer determines that the working from home space is not up to standard, they are expected to consult with the worker to determine adequate controls. These are to be implemented to ensure the health and safety of the worker while working from home. For example, it may be that the worker is working from a laptop that is not at an adequate height. The employer consults with the employee and determines that a separate monitor that can be raised is required to ensure the employee can work safely at their workstation.

5. Am I required to provide my employee with equipment to enable them to work safely from home?

If the business engages a worker to undertake work for them, then the business is a duty holder and has responsibility to manage work health and safety risks. If it is identified that the working from home environment presents a health and safety risk to the employee due to inadequate equipment, then it is the responsibility of the duty holder (employer/person conducting the business or undertaking) to implement adequate controls to manage the risk. Therefore, in this case it would be necessary for the employer to provide the appropriate equipment to ensure the health and safety of the employee.

6. What about the mental health risks of working from home?

‘Health’ is defined in health and safety law as both physical and psychological health. An employer/PCBU has a responsibility to identify and control psychological health risks in the workplace, this includes the psychological health risks associated with working from home. Employers/PCBUs have a duty to consult with employees on health and safety matters. Therefore, to identify the mental health risks associated with working from home, employers should consult with their employees. In fact, employees should be consulted at each stage of the risk management process as they can assist with identifying and controlling psychological hazards and risks associated with working from home. Safe Work Australia also suggest minimising mental health risks of working from home by:

Maintaining regular communication with workers

Encourage and promote workers to have suitable breaks and work reasonable hours while working from home

Providing access to information and support for mental health and wellbeing services. Beyondblue has a freely available website or you may have an existing employee assistance program (EAP) you can promote, and

Appointing a contact person in the business who workers can talk to about any concerns related to working from home.

Resource: Safe Work Australia has prepared a fact sheet on Preventing psychological health injury under work health and safety laws . This fact sheet provides information to employers/PCBUs and workers on how to address psychological risks under the health and safety Act to ensure the health, safety and welfare of all persons at work.

7. Can my employee continue working from home if they are under instruction from the government to self-isolate due to contracting, close exposure to, or recently being tested for COVID-19?

If an employee is feeling well, for example, they have no or minor symptoms, it is possible for them to continue working from home, however this would be subject to the advice from the relevant treating clinician and discussions with the employee.

8. Can I direct my employee back to the usual workplace?

With regards to workplaces covered by Stage 4 restrictions, employees who work at a permitted workplace and cannot work from home can attend work, however the requirements set by DHHS must be adhered to. Permitted Worker Scheme – COVID -19 . Under Stage 3 restrictions in regional Victoria, employees must work from home if they can. Further information on Stage 3 restrictions can be found on the DHHS website – Business and industry stage 3 restrictions

9. Permits for site workers, what are the rules around this?

From 11:59pm Wednesday 5 August, workplaces in Melbourne must be closed unless: the workplace is part of a permitted activity, or all employees are working from home. Employers that require their staff to attend a work site must issue a worker permit to their employees. Employers can issue a worker permit to their employee if:

The organisation is on the list of permitted activities

The employee is working in an approved category for on-site work , and

The employee cannot work from home.

Further details regarding worker permits can be found on the DHHS Victoria – Permitted Worker Scheme – COVID-19 website

10. Who are the permitted companies/projects? Who signs the permits?

Unless a workplace is part of a permitted activity, or all employees are working from home, the workplace must be closed. Permitted activities can be found on the DHHS website .

11. In terms of OHS assessments and walk throughs – how do we do that during COVID?

The directions do not explicitly state whether this is authorised. It is the responsibility of the business to determine if an OHS assessment and walkthrough is a permitted activity as per the information provided by DHHS. The business would also need to ensure they continue to meet their health and safety duties. Businesses should seek independent advice on this matter if they are unable to determine how to manage these assessments during COVID.

12. What additional OHS policies are needed for these workers?

Permitted Work Premises must have a completed COVIDSafe Plan to continue their operation in metropolitan Melbourne, and a COVIDSafe Plan is advised for regional Victoria. Therefore, it is necessary for the employer to ensure the worker is provided adequate information, instruction and training on the COVIDSafe Plan. In addition to the this, employers still continue to have their health and safety obligations under the Occupational Health and Safety Act, therefore, ensuring workers are familiar with and understand other policies and procedures that are in place to ensure the health and safety of the worker, if necessary.

13. Is there any more critical information companies need to know?

Companies must keep up to date with relevant requirements set by the DHHS and WorkSafe Victoria. Therefore, establishing a system to routinely monitor these websites for new guidance is appropriate to determine if, and when, additional controls need to be implemented.

Thanks Amy, for taking the time to answer our questions and give us insights into working from home. If you would like to engage Amy for any safety consultancy requirements, audits or to ensure that your company is operating safely, you can reach her on her website or via her LinkedIn .

Disclaimer:

The material within this update is provided for general information and educational purposes, in summary form, on topics that are current when it is first published. The content does not constitute legal advice or recommendations and should not be relied upon as such.

2020 PACE sales raise $13,432 for local charity – Syndromes Without A Name

Wed, 08 Jul 2020 07:35:12 GMT

In January we released our newly revamped PACE Survey , with reimagined and updated questions in order to provide the best market intel to the Victorian built and natural environment.

We are proud of the benefits this market intel brings to readers, but we are equally proud (and grateful) for the difference the PACE Survey brings to people in need of our support.

We have been overwhelmed with the continued generosity of the PACE Survey community, who this year have raised $13,432 for local charity Syndromes Without A Name (SWAN Australia).

SWAN Australia is a not-for-profit organisation supporting families who have a child with an undiagnosed or rare genetic condition. SWAN children are unique, and nobody can predict what the future holds for them.

A SWAN child naturally requires an incredible amount of attention, focus and time from their parents that often comes at a cost to their typically developing siblings. So money raised from the sale of the 2020 PACE Survey will fund the SWAN Siblings Program – providing additional support to siblings of SWAN children. The support group addresses feelings of isolation, teaching coping mechanisms and improving confidence. Most importantly it provides a network and safe place for siblings to share emotions guided by an experienced program leader.

Thank you to everybody who has contributed to making the PACE Survey what it is today. Whether it be time, energy, or money, we could not have achieved this incredible outcome without your participation!

Safe Conversations – Understanding Workplace Manslaughter

Mon, 22 Jun 2020 10:25:05 GMT

An interview with Mark Mackey, Metro Tunnel Project

On 1 July the long awaited Workplace Safety Legislation Amendment (Workplace Manslaughter and Other Matters) Act 2019 (nicknamed the ‘manslaughter’ law) will be coming into effect.

I wanted to find out the importance and gain a better understanding of the legislation, so I sat down for a chat with Mark Mackey, Senior Safety Advisor on the Cross Yarra Partnership (Metro Tunnel) infrastructure project. Mark has been working in Health and Safety for around 15 years, working on major road, rail and mining infrastructure projects in WA, NSW and Victoria.

The Metro Tunnel project is an $11 billion dollar, multi-disciplinary, city shaping project. It includes the construction of twin 9km rail tunnels from Kensington to South Yarra and new underground train stations at Arden, Parkville, CBD North, CBD South and Domain.

See below as Mark shares his thoughts and opinions on the Workplace Safety Legislation Amendment and its importance.

1. What is the new legislation?

The Workplace Safety Legislation Amendment Workplace Manslaughter and Other Matters) Bill of November 2019 (Victoria) will result in a much greater spotlight on compliance with existing Occupational Health Safety (OHS) laws, as well as introducing a new offence of industrial manslaughter.

The new laws will attract the highest penalty in the OHS Act, introducing maximum fines of approximately $16.5m for employers, jail terms of up to 20 years and fines of up to $1.65m for officers whose actions or omissions:

Cause the death of a worker or member of the public

Involve a breach of an OHS duty

Are found negligent

2. Is this a significant change to current practices?

Not in relation to our obligation or duties to provide a safe system of work, what it does is highlight and increase the consequences and severity of the fines and imprisonment under the OHS Act.

3. Why has this legislation been brought in?

It was an election promise by the Daniel Andrews Labour Government in May 2018– they pledged to create and draft the new industrial manslaughter laws. This was driven by the tragedy in 2013 when three members of the public (pedestrians) were killed when part of a hoarding wall collapsed onto Swanston Street.

4. Who will this affect the most?

It will apply to organisations (including bodies corporate, partnerships, unincorporated bodies, and unincorporated associations), self-employed persons as well as officers.

5. Will the legislation change be missed by many directors and business owners?

In my opinion I believe it will be missed by many due to the complexity of their businesses and processes, especially larger organisations that have robust systems and processes aligned to their OH&S management systems.

6. Are the penalties too severe?

A very difficult question to answer, I would highlight that a loss of life is a penalty itself and one that has an everlasting consequence to the people that are left behind.

7. Does this legislation change put all the responsibility on the business rather than someone who makes a mistake on site?

Basically “yes”. A person, body corporate, an unincorporated body, association or a partnership (including government entities and officers of these entities – but not employees or volunteers); who owes applicable duties to ensure the health and safety of another person in the workplace.

The below people within the organisation owes the applicable duties under the new legislation:

Directors and company secretaries

Individuals of a partnership or joint venture

The trustee of a trust

Persons who participate in the making of decisions that affect a substantial part of the organisations’ business

Persons who have the capacity to significantly affect the organisations financial standing

8. What can you do to protect yourself and your business?

In my opinion it would automatically trigger a change management review of your business, including a subsequent review of your critical risk’s and company exposure. I’d do this by;

Reviewing all potential critical risks and hazards in the workplace.

Review associated incident actions and plans, review the data analysis including capturing trends and risk exposures within your organisation, update mitigation strategies and controls within the business.

Review mental health risks of your people, ensure this is highlighted within your organisation and aligned with OHS approach with associated risk assessments and plans.

Complete a review on existing policies, ask your employees if these policies are working in practice? Document the feedback and make effective changes to employee training.

The legislation is being introduced to hold senior leaders accountable. Review the awareness and training of your people, including your senior leadership group as they drive an organisations’ culture and can most effectively implement change.

Lastly, I would review your business insurance to ensure adequate coverage to your organisation and officers of the company.

Thanks Mark for taking the time to answer our questions and give us insights into the new law changes and what they mean.

For further information regarding The Workplace Safety Legislation Amendment (Workplace Manslaughter and other matters) Bill 2019 please visit: https://www.worksafe.vic.gov.au/victorias-new-workplace-manslaughter-offences

Your job hunt journey: should I stay or should I go?

Thu, 16 Jan 2020 09:11:16 GMT

Your CV has made its way from the stack on the hiring manager’s desk to the interview stage – nice one. Now it’s time to sell your skills and personality at the interview. Our job interview tips and list of common questions will help you prepare and show your best self on the day.

How to know when it’s time to move on…

If you’re sitting in the office at work, and someone was to ask if you were happy in your current role, you’d likely fall in to one of 3 main types;

Happy – your role is fulfilling; nothing will make you leave.

Content –you are open to discussing new opportunities, but it would need to tick all the boxes on your wish list before you would entertain a new role.

Unhappy – You are actively looking for a new role, either you are:

Desperate to leave

– your job is not satisfying, you don’t get along with your manager, you don’t enjoy the company culture, basically you want out as soon as possible.

Wanting to make a career move

– it’s time to progress, develop your skillset and make more money.

So, if you align with the ‘actively looking for a new role’, then this blog series is for you.

What do you need to do first?

If it’s growth or more money you are after, it’s time to have a meeting to discuss your future with your company.

Before scheduling a sit-down, have a self-review of your performance over the past 6 months. Are you meeting the requirements of your current role? Have you been hitting all your KPI’s? Knowing how you are performing will determine how you have the conversation with your employer. If you are under-performing, then asking for more money or more responsibility might not be the way to progress. If you are overperforming, you can use this as evidence to justify salary or responsibility increases.

Salary increase . The first step is rather simple – what is the market rate for your skillset and experience? Are you being paid above or below the market rate? Do your research and understand what you are worth.

Increased responsibility . If your motivators are around career progression and additional responsibilities; you need to think about what this looks like. Will you need to be upskilled and put on specific courses to gain the necessary qualifications? Put together a plan and timeframe and decide what is most important as to you.

Once you’ve found out what you are worth and how you would like your career to progress, it’s time to sit down with your employer.

The right way and the wrong way

The wrong way – go in guns blazing and demand a salary increase and a promotion. This immediately sets you up to fail. I’ve seen many very talented people go this route and greatly regret it. Now, that doesn’t mean that throwing your toys out the pram won’t get you a promotion or a pay increase, but down the line it will hamper real career progression and have a negative effect; more specifically – the relationship with your manager and the way you are perceived within the business.

The right way – give your manager or boss a heads up that you want to have a proper conversation on regarding your performance and future prospects. This allows your manager to prepare for discussions on promotions and salary increases, rather than being blindsided. At Aspect Personnel we have quarterly career conversations to ensure that learning and your career progression is regularly on the agenda.

Go in with a plan – talk through your strengths and weaknesses. Explain that you want to be part of the business long term and that you are ready to step up. Explain your research and the course you might need to take and the benefits for the business. Along with the opportunity to step up, mention that you would greatly appreciate recognition in the form of a salary increase.

Salary discussions. Now this is where you should go in with a number in mind, but if you can, let your employer make the first offer – they may surprise you and offer you an increase higher than you expected.

Having market data on current salaries for your role will pay dividends and let your employer know that you’re taking this very seriously. Push the boundaries when it comes to salary negotiations but proceed with caution – if you’ve done the homework and understand the financial position of the organisation, you should understand what figure is deemed as ‘acceptable’ without appearing arrogant. If you can come to an agreement on salary that you’re happy with, then mission accomplished!

Likewise, if you get the promotion or the up skilling you desire, ensure that you have concrete timeframes in place and written confirmation from your employer. Written confirmation is essential – it’s a promise of their investment in you.

What if it’s a ‘No’

So, no promotion, no upskilling and no salary increase or even worse, broken promises. What do you do?

Firstly, understand the why – sometimes the opportunity may simply not exist, maybe your performance hasn’t been up to scratch, there could be a myriad of reasons why a pay rise or promotion is not available immediately.

But, if you feel like you are getting the brush off, or you can’t get a career progression plan in writing; then it could be time to start the hunt for a new job .

Aspect supports vulnerable kids through Big Group Hug

Tue, 17 Dec 2019 10:16:04 GMT

We’ve been running our Christmas Charity Drive for a number of years, and our amazing community of suppliers, clients, job seekers and staff never fail to disappoint! This year we chose to partner with Big Group Hug , who provides support to vulnerable families in the Melbourne region, with children aged 0-12 experiencing situational hardship or disadvantage.

We so proud to announce that this year we collected 1864 items – well surpassing our target of 800! But it’s not just the number of donations that we loved – it was the true thought and care behind the items donated; from gorgeous toys and games, gift vouchers, nappies, electric toothbrushes and basic necessities such as shampoo and deodorant – they will all make a huge difference to so many families.

Big Group Hug fields requests for specific items through case workers, maternal and child health nurses or other professionals in the community. They aim to help anyone who is struggling to provide the basic necessities for their children. They pride themselves on their responsive nature, ensuring that they do everything they can to meet the needs of vulnerable families.

They are able to offer this support because they have a truly caring community of supporters who donate their pre-loved goods or new items. Big Group Hug are amazed by the community response to their call outs for donations and see their role as mobilising the community to meet the needs of families just like them.

The unifying motivation for everyone involved is to relieve some of the pressure for families who desperately want to provide the best they can for their children, but due to varying circumstances (such as low income, unemployment, disability, high-needs children) are unable to meet these needs. We can all imagine what that must feel like as a parent, a neighbour, a carer and so they come together to offer a Big Group Hug and support families in their times of need.

Angela Wood, Founder and Director took the time to pen a few words of gratitude…

This year, we were lucky enough to be selected by the team at Aspect and their valued clients to be recipients of their Christmas care. To say we were blown away is an understatement, from our first meeting we knew this was not just a gimmick to these guys, we knew that this campaign holds great meaning to the management team, staff and clients. The gifts we received from the campaign which will be sent out to children experiencing poverty and hardship will mean more than just a toy or a ball, they will be a symbol of comfort, of care, a way for those going through a tough time to know that they are not forgotten, they are not alone - that together we are sending them a big group hug!

We simply cannot thank you all enough, we are humbled and grateful to work with you to serve our community and we wish you all and your families a wonderful, safe and happy festive season!

From our family to yours - wishing you a BIG GROUP HUG this Christmas.

At Aspect Personnel, we believe big change starts with a small difference . CSR is in our DNA. We’re committed to serving our community and championing causes close to our hearts. CSR and developing partnerships top the list of values at Aspect, and we are just so proud of the engagement and support for this year's charity drive. So, our personal thank you for all the companies and individuals that donated time and effort including:

Adams Consulting Engineers Pty Ltd

ADP Consulting Pty Ltd

ARM Architecture

ASPECT Studios

Astute Payroll

Basset Lobaza Architects

Lanskey Constructions Pty Ltd

RCSA Australia and New Zealand

Regional Rail Revival Ballarat

SEEK

Umow Lai

Waterman Group

Safe Conversations – Part four

Fri, 08 Nov 2019 09:14:03 GMT

An interview with Kieran Condron, Managing Director of ActivateRail

Part four of our National Safe Work Month conversations is with Kieran Condron, Managing Director of ActivateRail. Over the past 14 years, Kieran has been working across infrastructure maintenance and projects in the rail industry, servicing the heavy rail and mining industries of Australia’s Eastern states. In early 2018, he was appointed Managing Director of ActivateRail, a dedicated rail interface solutions business, established from Sterling Group’s Specialist Rail Project Services Team. ActivateRail is designed to offer government and private companies whole-of-project solutions to facilitate and manage the delivery of major Australian rail projects. Kieran leads a dynamic team working across many of the key rail projects in Victoria, including the Melbourne Metro Rail Project, Level Crossing Removal Projects, Regional Rail Revival Program as well as infrastructure maintenance and renewals programs.

See below as Kieran shares his thoughts on National Safe Work Month and its importance.

Tell us about National Safe Work Month – what it is?

It’s a month-long program that calls out safety for the industry, it asks employers and employees and industry alike about the work that we do, ensuring it’s top of mind for everyone and refresher to consider all work activities.

Has it been effective? Has it refreshed people’s minds?

I think there’s been good aspects for National Safe Work Month in regard to public relations, with specific initiatives that bring it to the forefront, but has there been focus for the entire month? Not sure, I think we could always do more. There’s been other initiatives this month in my industry that I feel do more to call out the focus of the whole month.

What have you liked seeing during the month?

Actually, what you guys are doing has been great! I’ve seen the interviews that you’ve done to call out this initiative for the industry and I’ve enjoyed reading what my peers and others have said and spoken about, it’s a really good initiative. I know that one of our key clients – Metro Trains, they do an industry engaging breakfast, which gets the industry talking, they are a big player and a big buyer of services and they’ve got a huge ability to influence, so, it’s good to see them taking those opportunities.

Anything you haven’t liked

Specifically over the month, I think, while these initiatives are good to bring safety to the forefront, a bug bear of mine is that people tend to concentrate on the tiny things and not necessarily looking at bigger picture or understand how safety is used as a catalyst/excuse to drive other agendas. For example; sending multiple groups of staff out to supervise a dead track that hasn’t had trains running on it for years and years, wastes resources and skilled staff. It happens far too often, all because of a rule written somewhere, a long time ago. That’s an example of safety going too far.

Should we then be adopting a common-sense mentality?

I believe that safety mentalities are heading too far towards compliance, rather than the intent of what they are there to achieve. I actually did some fatigue management and awareness training and it highlighted that good fatigue management is more than just compliance. I think as an industry, we can get away with saying that we manage fatigue because we are giving people their 10-hour break. Whereas the job of managing fatigue is so much broader than that. We should look at what else is going on in that individual’s life so that they actually have a good break. What else are they doing leading up to the shift pattern you as an organisation are providing them? You can have as many rules as you like for compliance, but the actual intent is to look after the individual.

So, is fatigue one of your biggest challenges?

Yes, absolutely, especially as it’s a 24/7 industry. Often it is just about the fatigue of our field workers, ensuring they’ve got enough breaks etc., which is spot on. But, there’s a whole lot of burnout that also happens in the back office, as they are the ones thinking about the people in the field. If you’re not supporting the managers and operational staff well, then you’ll inadvertently run into issues of fatigue management in the field too.

With fatigue in the industry – is it now seen as a something that needs to be managed or is it still a man-up culture?

I think it’s come a long way in a short time, I’ve been in this industry for 15 years, and definitely during the first half of my career it was man-up and get the job done, the second latter half, the focus has shifted. Now there’s an awareness and appreciation for how important that safety is and that’s driven by good culture.

Has a greater focus on safety increased or decreased productivity?

Yes, I think it has increased productivity. You lose a whole lot of productivity when you’ve got tired, cranky people and potentially people dying to/from work or on the job site because of fatigue. I would definitely hope looking after fatigue is a key risk factor for businesses and should be thought of positively.

What’s ActivateRail been doing to promote National Safe Work Month?

Within the month of October - there is also RUOK 10/10 day and a couple of other rail specific initiatives. We led initiatives to increase awareness for those campaigns, including hosting a staff luncheon that was very effective. This was a really powerful session with staff sharing experiences of when they have struggled with their mental health and very valuable for both the organisation and myself, as a leader. We have some of those stories (work and non-work related) now on posters around the workplace for our people to reflect on and digest. That was one of the more powerful things we’ve done relating to safety and mental health.

In Episode 3, Kelvin said OHS exists not only in work but extends to the home as well. Does your business provide a family feel where there is a support network for them?

Absolutely, we’ve always tried to run a business that feels more of a family than a business. You don’t always get it right and I think we still have a way to go, specifically for our operations and management staff who support 24-hour operations. We are now concentrating on the burden this places on people taking phone calls 24/7, because they cannot switch off – and you need to be productive and happy in your workplace as well as in your private life. We are looking to improve internal practices, so that our leaders and operational staff are getting the break they need and switch off mentally.

Do you feel that smart phones have stopped people from being able to switch off?

It has, I have personally now switched off notifications for emails, they are still there, but I need to actively go into app. There’s always another email or something to read.

I know others who have switched emails off between 5PM Friday night and 6AM Monday morning – maybe that’s the next step for me. I have decided to lead from the front, and I have recommended turning off email notifications to all my staff as well.

With all the infrastructure work going on across Australia, are you concerned that the supply of skilled HSE professionals will not match the demand and there will be an increase in accidents?

Whether its HSE, or any skilled worker within infrastructure space, there isn’t enough. We could be staring down the barrel of something pretty catastrophic if we do not have enough competent people. I know that there is a skills shortage and safety professionals play a key role in ensuring that competent people are doing the work. Currently there aren’t enough people and training people is hard, particularly finding good trainers and providing the right training, is proving difficult. It shouldn’t be a box ticking exercise.

Training can be seen as; “If you don’t have the skills, I’ll put you on a day course so you can do the job”. Before you know it, people who don’t have true competency are doing work that is putting themselves and others at risk.

Who’s going to lead the charge for innovation?

I think it’s a joint effort between industry, contractors like ourselves, rule-makers and the big players like MTM and VLine. We need to recognise the need for change and that we need to be doing it smarter. We need to start paving the way through rule book change.

To finish, anything else important about safety.

There isn’t enough work being done on replacing people with technology in dangerous situations for rail track protection. The industry has grown such a demand for it, that it is outstripping the capable labour supply. But the rules haven’t changed for 40 years to enable things to be done smarter, safer and faster, we are too slow. We need to be looking at technology – to get people out of harm’s way.

Compliance is a must, but so is common sense. We need to be raising people and professionals in this space to recognise the difference – when compliance is necessary and when it goes too far.

The effort it takes to create a compliant business could be redirected to create a better safety culture. I believe there are businesses that might not have every policy, process and procedure, but excellent safety cultures; with workers who know they are protected, owners that care about them and don’t put them in harm’s way.

One thing that I think businesses could be doing better – is advocating the importance of safety culture not just compliance.

Safe Conversations – Part three

Wed, 30 Oct 2019 10:04:46 GMT

An interview with Mark Mackey, Metro Tunnel Project

Part three of our National Safe Work Month industry conversations is with Kelvin Hay, HSE Project Manager for GHD working on the Level Crossing Removal Projects. Kelvin has over 10 years of experience within the safety industry, having worked in mining, infrastructure, construction, rail, electrical, communications, the military and information security management.

GHD are in partnership with AECOM as technical advisor for the Level Crossing Removal Project. The program of works includes providing technical services to support the LXRA with removing around 50 level crossings from the Melbourne suburban rail network. GHD are delivering technical investigations, consultation, planning and design for level crossing sites across the city.

See below as Kelvin shares his thoughts on National Safe Work Month and its importance.

Tell us about National Safe Work Month – what it is?

For me it’s very much what’s happening out there in the big wide world of safety and how we highlight it for our employees, so for me it’s not about one month, it’s about continually throughout the year. But we use National Safe Work Month to highlight in the one-month period, everything that’s happening in the country, in the state and what we as an organisation can do about safety - in a simple format.

What have you loved seeing about National Safe Work Month in the industry so far?

The Worksafe events have been good – but they are usually for safety people –I think we can do more. Not just through this month but throughout the year.

The poster system we use has been really good, I’ve also booked an afternoon tea for all my employees – to close off the month. We will be doing a quick presentation on what we call ‘Stop Work Authority’ it’s a very simple concept – if they feel as an individual that they are unsafe or see something unsafe or are about to do an activity that is unsafe, they can stop the work. There is a mechanism to do this through their line manager if they are in the office, or a site safety supervisor if they are on site. We will hand out the cards they can keep in their wallets, giving them the step by step guide. Our employees are empowered to speak up if it’s unsafe.

Long gone are the days of harden up or stop complaining. I don’t have time for it.

We also hand out stress balls, so that people can take away and it will highlight safety to them every time they see it.

Anything that you’ve seen that you’re not fond of?

If I’m being honest, I’ve not seen enough. There’s not enough out there to show what it is, there are people in my parent company who didn’t even know it was Safe Work Month. There are no TV or radio adverts. If I look around the street there’s no public advertising.

We need to have a poster on every construction site – with a message around safety.

What about adverts in Victoria, following several recent accidents and violations

Occasionally you see the odd advert from Worksafe – but they target certain actions. If it doesn’t directly affect them, people switch off. We need messages that relate to everyone. That gets people involved. A spot the hazard advert would be great – two ads during the commercial break.

What is your business doing about National Safe Work Month?

In our business, we have put out a lot of posters throughout the building. Every time we walk past and we see people looking at the posters, we stop and have a conversation about what the messaging means, so they have a more in depth understanding of safety.

At troop level during the month, we have gone into details during site inductions, highlighting what safety is, what it means to individuals and what safety champions represent.

The big messages to get across – individual people have accountability, not just under legislation, but a moral and ethical accountability. To look after their own safety and others that are affected by what they do; and not just at work, but also at home. Most people think health and safety is just occupational. It is, in relation to the legislation, but it shouldn’t stop when you leave the workplace. It should be always present in your day-to-day activities, from catching trains, trams, to doing things when you’re at home – safety for yourself and for your family should also be priority.

That’s one of the big things that is missed, “I’ve finished work, I don’t have to be safe anymore.” When that’s not the case.

So how do we imprint that into people’s minds

I do it through the inductions or training sessions, I get people to identify hazards using a ‘common sense’ approach. So, I explaina hazard is anything that has the potential to cause Harm.I use a number of picture slides. The first four are work related, the remaining five are home related, which is now getting people to also think about hazards at home.

It’s those very small things that make people realise safety is 24 hours a day, 7 days a week.

Do you think the best way to teach this is to have them work it out themselves in front of you?

One of the biggest problems is that if you talk non-stop or do a death by PowerPoint, if we’re trying to drum safety into them, people will just switch off.

If we explain safety at a personal level, it’s your family and friends at your BBQ and you want to make sure they have a good time, how do you do that? You maintain the safety aspect. People take these real-life scenarios on board – they think “I want my friends to be safe when they come for a BBQ, I’d feel mortified if I hurt someone at my place.”

How does Christmas affect the workforce in relation to safety?

So, there is more emphasis on drugs and alcohol over Christmas, which needs to be managed and we need to educate our workforce, but there’s also fatigue at this part of the year. When people are working at full steam, they are full of adrenaline, when they go on holiday, the adrenaline stops, this is when fatigue really kicks in. They get colds, coughs and illness comes in. At Christmas you have people slowing down and going on holiday. Some are short breaks others are rather long. So, it’s not just the slowing down but it’s also the ramping up after Christmas.

You expect those people to just switch back on, when they come back to work. In my opinion there isn’t enough staged return to work – you go from zero to a thousand miles an hour. People then take shortcuts. Incident rates increase up to Christmas and then even further up after Christmas, because people aren’t switched on.

We need to keep an eye on how we control and manage the workforce to allow them to slowly return and reinvigorate them for the following year. It’s also summer, with heat playing a massive factor.

Is October the right time for National Safe Work Month?

I think we should do it twice a year, probably June time as well, we’re into the winter months which requires a different approach. As we approach the end of the financial year, people want more work done before the year end and with budgets to spend; this can lead to an influx of workers on site. These new workers don’t necessarily understand safety.

On the flipside, we can have projects slowing down works. This is a perfect time for people to see what they need to do for the new financial year and hopefully with larger new budgets.

Do you think technology will be a major factor to improve safety?

The technology has to help us do the job, not take over. I’ll give you an example; there’s a major organisation that is looking at a camera system that identifies when people are entering danger zones, each worker has a piece of equipment attached to their hard hats that vibrates once they are in a danger zone. This will be a warning device that will be very useful for people on their mobile phones. Most people walk around whilst on the phone. This can lead to accidents which shouldn’t occur, usually with plant and machinery. I use videos of people using mobile phones and bumping into things when inducting workers, showing that technology can produce more hazards.

The eradication of paper is a necessity. Mobile phones screens are too small, so we are looking at iPads, but they are expensive, so we are looking at alternatives, that can allow people to sign in and out, take photos and ensure compliance on site.

As a Recruiter and HSE Project Manager, what can we do to push safety forwards?

Our biggest issue is that safety is not sexy. Why do people get into safety? Usually it’s people on the tools who get injured and can no longer be on the tools, so they go into safety. But is that the right reason to go into safety?

For me if you get into safety, it’s because it’s a passion. In my eyes it’s a vocation not a job. We need to have people that actually want to help people, who have a flair for the legislation, not just think that it’s an act of parliament, but a duty of care.

People that come from the tools have a great technical knowledge. I think we need to have people awareness and be Cert IV qualified to get into the profession. Then have a passion and are guided properly, which I don’t think we do enough of. It’s a symbiotic relationship between caring and knowing the legislation. HSE Managers need to guide junior safety professionals and upskill people.

As a recruiter, the people that come forward need to be passionate and you need to advocate for the right people to be put forward and discuss with hiring managers the reason they are the best choice. We need people that are process driven as well as personal, so they can explain why we do things, so that we can get people to become Safety Champions.

Safe Conversations – Part two

Tue, 22 Oct 2019 09:27:38 GMT

An interview with John Salter, Level Crossing Removal Project

Part two of our National Safe Work Month industry conversations is John Salter, former Safety, Environment, Risk and Quality (SERQ) Program Manager for LXRP at Metro Trains. John has been guiding Safety, Environment, Risk and Quality at Metro Trains working on the Level Crossing Removal Project.

The Level Crossing Removal Project (LXRP) was established by the Victorian Government to oversee one of the largest rail infrastructure projects in the state's history. Central to the project is the elimination of 75 level crossings across metropolitan Melbourne by 2025, in addition to other rail network upgrades such as new train stations, track duplication and train stabling yards.

See below as John shares his thoughts on National Safe Work Month and its importance.

Tell us about National Safe Work Month – what it is?

For me, National Safe Work Month starts around May/June, where we focus on something in the business that requires attention from a safety perspective, for example it could be how we manage critical risk.

Then from May/June onwards, we engage with our employees to analyse what are the perceived risks or hazards and create a range of actions to mitigate or eradicate the risks. We then implement that plan during the run up to National Safe Work Month in October with the objective that the plan be adopted well after safe work month.

What have you loved seeing about National Safe Work Month in the industry so far?

What I’ve loved seeing recently is the focus on wellbeing, because by in large there hasn’t been a focus on the wellbeing of people. The philosophical view I have, is the notion of borrowing mums and dads, sons and daughters. I believe we borrow you from your family, you’re not a contractor or employee. You’re a son, daughter, husband or wife of a family, we are borrowing you from your family to come and work with us and that families trust that we are going to look after your welfare and send you home in one piece. I think a lot more focus on wellness – as well as research on fatigue, and what it’s doing to people - is very justified.

Anything that you’ve seen that you’re not fond of?

Over the years I’ve seen a number of things. I don’t like seeing a company just “creating a poster”; it’s like, let’s talk about a particular issue, get some posters, have a couple of lunch and learns and at the end of the month it’s gone, and we move onto the next key initiative. I think its disrespectful and not what National Safe Work Month is about.

How do we change the way they address National Safe Work Month?

Well, we must educate them, I think in many instances, I don’t think people know what good looks like, they only know what they know. I believe they don’t take time out to think it through, it’s the business – the business and operations which demands our key focus. Companies certainly care about their people, but they don’t allocate enough time to think about what National Safe Work Month could do for them. It’s all about allocating time and changing mindsets to get the benefits.

If you show people what good looks like (and there are wonderful examples in the industry), and if people took the time to research what’s occurring (rather than what can we do), they would better understand what good looks like. But there must be the will to action it, otherwise nothing changes.

Does that ‘will’ need to be enforced to come from a governing body.

I don’t think so, it must come from people within the workplace to say, “look we have an opportunity to make this special and make a difference”.

I went for a job once where I outlined a range of initiatives, the person interviewing said, “we don’t have the courage to do that and we aren’t ready”. Having the will and courage to change a way of thinking or the philosophical view as to what should be done, can only be achieved when you’re exposed to the issues that resonate to you.

I’ve worked with businesses that made safety personal and very compelling – like my earlier example of the “mums and dads”, “brothers and sisters”, it’s this connection that can evoke change. When we ran the mums and dads campaign at Regional Rail, it really resonated with our contractors they felt recognised as part of the extended family, rather than being “just a contractor”. We got incredible results because we used the fundamental basis of caring.

So, is partnering, the way to get real buy-in from people or should there be a joint venture or a governing body in control that uses an iron fist?

No, partnering is absolutely the way to go. Ruling with an iron fist, that’s the old school method of thinking, and it will never last. Recognising people as a business partner and working as business partners to come up with solutions is much more effective.

Has that change happened?

In part, yes. It’s all about having the ‘will’ to do it.

Why is highlighting National Safe Work Month important to you?

Because, it’s an impetus for additional change in your business. It’s easy to go along and do business as usual, and then the operational demands come in over the top, and safety loses focus. It provides a hiatus; it gives us time to think about how we are managing health and safety and if are our values are appropriate. Are we driving the right things to make people go home safe? In my mind it’s a period of reflection. As I’ve said National Safe Work Month encompasses many, many months.

So, how do we get engagement at troop level?

Engagement at troop level – this is where the empowering people really works. If you took the notion of ”freedom within a framework” which is, let’s get people the competencies they need, so we can widen that framework, and empower the people to make decisions.

When you do this, three things happen:

You get a better result
People are happier in their roles – so retention rate improves
The quality of your job is much better

But, let’s also talk about critical risk. The old school thinking is; “here’s a list of procedures, if you don’t follow them, you better watch out”.

What we should be saying is there’s freedom within a framework – here are the boundaries, you can make all the decisions and we’ll give you the competencies to make them. Once we’re confident, then you tell us what needs to happen and as you demonstrate competency, we will widen the framework.

All of a sudden – you have empowered people and I’ve seen remarkable results when this is done.

How do you get people to put those ideas forward? Many companies have lengthy processes for bright ideas…

So, let’s talk about another opportunity with National Safe Work Month. If you set up an ‘innovation hub’ two- three months beforehand, and you invite ideas about safety. You are more likely to get people’s buy-in. Then you take all the ideas and during the month is where you put the initiatives in place – we asked – you informed us – we’re now doing it during this month.

What has MTM done for National Safe Work Month

MTM has a focus on health wellness and wellbeing. We had a series of videos created after speaking to employees of how they improve their own personal wellbeing. We asked, “How they managed the hurry scurry of work and how they keep on an ’even keel’ during this busy period of work.” We then created videos around the responses and put them online.

The whole range of activities videoed, that people did to “keep their sanity” during the busy periods, was a light relief and people enjoyed watching those videos. Our focus was on mental health and that’s continuing over time not just this month.

With the high-risk nature, pace and pressure of the rail infrastructure projects and the work done by civil contracting firms – will it be a long time until mental health is a priority?

Great question. Let me give you an example – around the wold, the quality of work is being recognised as an important part of safety outcomes. Research has indicated 30% of workplace incidents occur due to the result of re-works. Research shows if you do it right first time, then you will cut down your range of incidents by about 30% –that’s significant – and that doesn’t even include the costs!

This is an investment – in the new way of thinking, knowing that at the end of the day, you are going to get a far better result/safer workplace/commercial outcomes and people are going to stick around and be a far more engaged workforce.

What about the smaller businesses who might not be able to afford this investment?

It’s no different for the smaller businesses. You know the margins are slimmer – but really if you have one bad incident you can wipe your margins out for the next five-seven years. Smaller firms are known to have a more family feel, don’t you want to look after your family? In my eyes, It’s a really good investment.

What should we be doing as a Safety, Environment, Risk and Quality (SERQ) Specialist and a Recruiter within HSE to push and promote health and safety?

We change the name; this isn’t about health and safety, its broader. Safety is more than the absolute discipline of safety. The future is people who are multi-disciplined, they know human factors, impact of people’s behaviours on safety outcomes, know safety in design, and about quality and environmental impacts.

It’s more about all those disciplines that make the workplace a safe place to be. So, I don’t know if they are called safety, I know safety is about organisational change – bringing people on the journey – it’s those people that perform a safety function that also perform a human factors function and relationships with human factors, environment and quality.

A SERQ advisor is not a Safety Advisor or Manager. You have a 101 knowledge of those disciplines and you can call in your Subject Matter Expert for particular areas, but you have a very good understanding of all functions of SERQ.

People in your position Ben, should be talking to employers about what this looks like. I think going forward, SERQ professionals would be far more employable and both of us, could promote a very well rounded SERQ professional.

Is there anything else about safety that people should know?

I’ve indicated about making safety very personable, if we do that, our view on safety will change and it will encourage a call to action. We need to see people as members of society and if we take that view, it will be very compelling, and change will come. Give yourself time each week and think it through, don’t skip it, make it personal. The rest will follow.

Safe Conversations – Part one

Tue, 15 Oct 2019 09:54:16 GMT

An interview with Mark Mackey, Metro Tunnel Project

We begin the National Safety Month industry conversations with Mark Mackey, Senior Safety Coordinator on the Cross Yarra Partnership (Metro Tunnel) infrastructure project. Mark has been working in Health and Safety for around 15 years, working on major road, rail and mining infrastructure projects in WA, NSW and Victoria.

The project is an $11 billion dollar, multi-disciplinary, city shaping project. It includes the construction of twin 9km rail tunnels from Kensington to South Yarra and new underground train stations at Arden, Parkville, CBD North, CBD South and Domain.

See below as Mark shares his thoughts on National Safe Work Month and its importance.

Tell us about National Safe Work Month – what it is?

Safe Work Australia was established in 2008 to develop national policy and guidance for Work Health and Safety (WHS) and workers’ compensation. It’s a national campaign to raise awareness about WHS in the Australian working community.

The context and the portfolio for Safe Work Australia is across multiple sectors and industries, their focus this month is in relation to being a “safety champion” the initiative promotes valuable insight into businesses no matter their size or annual budgets. It promotes a valuable understanding into organisations to have meaningful people focused discussions that highlight:

Promotion of cultural change and focused discussions pertaining to people’s safety

Promoting positive engagement at all levels of the organisation

Identifying improvements and solutions in the work area

Engaging in conversations to reduce exposure to people

In your opinion, has it been successful?

Significant data has said that it has. I would challenge is it still successful if we still have fatalities and major accidents. I believe there needs to be a big focus all year round.

What have you loved seeing about National Safe Work Month in the industry so far?

The engagement at “troop level”, the valuable insight of having a personal conversation with employees. Finding out: their passion’s, what motivates and drives them about their perception of critical risks and asking what safety improvements they would implement.

Asking these questions gives insight on challenges our employees are having and at an organisational level, we can self-reflect and make measurable changes that impact a cultural shift within the Construction Industry.

So, have you seen that across your projects in Australia?

Yes, it’s been great seeing the change in safety culture over the past few years, a lot more of a collaborative approach to safety, based at troop level.

Why is highlighting safety with National Safe Work Month important?

Specifically, within my experience in the construction industry, there is a significant increase in serious incidents and fatalities from October to Christmas. Lessons learnt highlight lapses in concentration within people’s life, as behaviourally we are thinking of family and friends and what we will be doing for Christmas.

These small lapses have substantial impacts of the people we care about. So, focusing on “family first” discussions at this time promotes buy in at the “troop level”. They can have a considerable change within your organisations incident rate, reducing the risks and exposures to our people.

The goal is always every worker going home safe to their friends and family each and every day.

What are you and your business doing for National Safe Work Month?

Promoting “safety champion” engagement and discussions aligning with our specific critical risks. This highlights a specific coaching and mentoring function within the organisation. We also created a “no blame process”. This can empower significant change and alter behaviours and ultimately increases the perception of employee’s safety.

What does a safety champion look like to you?

Cares about people
Conversations in relation to accountability and responsibility
People focused – how can we do it better
Creating an open platform – really believe in no blame
Not having a top down safety process

What should industry be doing for National Safe Work Month?

“Challenge the Status Quo” - asking for feedback from all levels of your organisation including internal and external Stakeholders. Question “how we do business”, simplify outdated systems and procedures including processes that add no value.

Embrace technology and its ability to impact within your business. It is the most underutilised method to significantly improve safety.

Understand the human element of your business, the bulk of your employees are visual learners so embrace technology that assists your employees to simplify systems and processes. This will also align with an increased understanding by your employees within the organisation, highlighting your core business values.

Should safety be the main core value for a business?

I would say people are your core value. If you have the right engagement, safety will follow. People and safety go hand in hand.

Thanks Mark for taking the time to answer our questions and give us insights into what Safe Work means to you.

Are you nailing your onboarding experience?

Mon, 05 Aug 2019 09:20:19 GMT

I’ve now been working at Aspect for just over 6 months, and as an experienced recruitment consultant starting with a new business, I thought it a good time to note down my thoughts on the onboarding experience I’ve had here. For a business to properly on-board you, there needs to be a different process for more seasoned staff from the one they use with trainees who are fresh into recruitment, as there are different needs and different expectations. Aspect do things a little differently from most recruitment firms – and this is how we do it.

1 - Before They Start

Aspect’s calendar always includes a few different social activities and will always extended an invitation to any upcoming event or leisurely catch up to new starters. I was fortunate enough to attend a casual family picnic, which before I had even joined, I had already met most of the team.

Being in a social setting really allows somebody new, to introduce themselves and not feel like they are impeding someone from working when in the office. It also makes walking into the office on the first day a much more pleasant experience and less nerve-wracking. This also gives current team members the ability to reach out more easily i.e. go for lunch or do an out-of-work drink.

2 - The First Day

On my first day at Aspect, I sat down at my new desk with everything set up; from my computer to my work phone, this was a simple task but one that is quite often overlooked. And as an added bonus, I didn’t need to wait for days (or weeks) for systems access, logins or passwords.

Next on the agenda was meeting with our People and Culture Lead, Jess Cronin. She explained how things work around the office and made sure that I was introduced to everyone. I also received an organisation chart… with everyone’s photo, which was a massive help over the first fortnight.

Following that, I had an informal catch-up with my direct manager, where we discussed my new work portfolio, how best to manage me and offsetting our expectations of each other. Don’t underestimate the value of having airtime – it’s beats being piled high with documents and procedures that you’re expected to have memorised after your first day. Which leads into the next point…

3 - Not Drowning Your New Recruit in Jargon

Aspect walk the line very well with this. You need to give as much information as you can to a new starter, but you don’t want to bog them down with jargon and train them on things that they might not use for a couple of weeks. Working out what is critical for the first month is very important.

4 - The First Two Weeks

In our office, Jess provides the training on the computer systems, financials, legal requirements and the general nuts and bolts of the business - at the pace you need.

Knowing what will keep your new employee engaged, is vital. Find out how they like to learn. If they prefer to learn by being hands-on, then that’s the way they should be taught, otherwise you’ll have a disengaged employee with a negative experience.

We are specialist recruiters in the built and natural environment, and one of the things that was key to my onboarding was understanding the different roles for each of my colleagues. I found that this makes it easier to understand the scope of our business, and ultimately how I can help my clients across different areas of their business. Additionally, our Managing Director, Matt Sampson gives a detailed yet short training session on what each individual and team does, and their function within the built and natural environment, which really helped me to connect the dots.

5 - Your First 3 Months

When an experienced employee joins a business, they are a fantastic source of knowledge. They can offer qualified insights i.e. process improvements or feedback regarding your hiring and onboarding practices.

After a couple of months, I sat down again with Matt and openly and honestly discussed my thoughts of the business so far from the very basic to the more detailed. What was different about this conversation, is that Matt took my feedback onboard, and more importantly actioned some of the ideas we discussed. Creating an environment where having these open and honest conversations is encouraged, can really allow for big changes in a business. That one meeting alone has had a lasting effect on me, I know that I can give my opinion to our business leader and I am heard and valued.

So, to wrap up - a thorough employee focused induction process significantly improves staff retention, and ideally it should start before their first day.

Getting the basics right leaves a lasting positive experience for an employee and can have a knock-on effect, such as employee referrals. Great people referring great people.

Don’t drown your new starter in paperwork, make sure that you have regular check-ins and make sure you provide a platform where existing people in the business reach out and make new team members feel welcome.

Use the new employees previous experience! They might have a wealth of new ideas to improve your business.

And remember, check in with the new starter to see if they would like you to reiterate any of the onboarding information, always ask for feedback and always ask them how they are doing.

Aspect celebrates our 2019 awards winners

Fri, 12 Jul 2019 09:35:19 GMT

There’s no doubt that the EOFY conference is one of the highlights on the Aspect calendar and this year was no exception, as we marked our 10th EOFY conference at the RACV Cape Schanck Resort. The return to Cape Schanck was somewhat symbolic. Over the years we’ve been all over regional Victoria, Interstate and even Macau! But this year for the 10thconference, we returned to where it all began at our first conference at Cape Schanck.

Conference is an action-packed couple of days filled with presentations from all teams on the year that was, market analysis, strategy, new business initiatives and team building. But while the days are filled with reflection and strategy, there is of course, a healthy dose of celebration!

It is tradition that on the Friday night of conference, we don our black-tie attire for a black tie awards night. The awards have been designed to recognise our top consultants for their financial performance as well as an award to recognize Contribution to Aspect and the coveted Employee of the Year Award.

And we are thrilled to announce this year’s award winners:

Employee of the Year is a peer voted award and this year went to the super talented Mariah Comfort. The annual winner of this award exceeds what is expected of them in their position and sets an example within the organisation, consistently acting as a professional role model to others in the organisation.

To say that Mariah has stepped up this year would be an understatement. She has been promoted twice in the last 12 months, she topped the podium for quality service to her candidates and she demonstrated Aspect’s values on a daily basis. When she’s not recruiting, she’s busy organising the next event on Aspect’s Social Club calendar.

As an added incentive during the year, we also reward great performance with four other categories up for grabs - temporary, permanent, overall and high-flyer awards.

This year our top temp consultant was Michael Parker . Michael has worked tirelessly to build his very successful portfolio in local government, specialising in engineering and project management. He is our temp recruitment king, taking great pride in the exceptional service he provides and quality of relationships he has built. Well done Micky P!

This year the high-flyer award was introduced to recognise exceptional financial performance, over and above the expectation of their role. This year we are excited to award both permanent recruiter of the year and high-flyer award to building services consultant, Carmina Navalta. Carmina has had an outstanding year, cementing herself as a true specialist in her industry. We can’t wait to see what this star has in store for the next 12 months.

Top billing consultant this year was none other than, Sanj Shouan . This year he celebrated 9 years at Aspect and over that time he has proven himself to be a talented recruiter, and structural engineering specialist. Sanj is passionate about discovering people’s motivations and matching them with careers that will help them grow – and given the outstanding results this year, we believe it!

Contribution to Aspect award goes to the individual who shows commitment to the betterment of the Aspect business outside the core scope of their position description, which was taken out by our very talented and recently promoted People & Culture Lead, Jess Cronin! Jess has had an amazing 12 months , has written and implemented our new trainee program and works tirelessly on the Employee Value Proposition (EVP) to ensure that Aspect maintains to be a great place to work.

A heartfelt congratulations Mariah, Michael, Carmina, Sanj and Jess from all the A-Team!

Aspect supports the future of STEM careers

Thu, 11 Jul 2019 09:26:54 GMT

In the recruitment industry, we often get asked where the market is at, and where the market is going. Several years ago, we were unable to answer these questions, so we developed our own business report to respond accurately to our clients and that we could backup our answers with evidence. Our PACE Survey is Aspect’s annual report on market and salary conditions in Victoria’s planning, project management, architecture, engineering and construction industries. Aspect funds the research and production of the report, and every dollar raised from sales is donated to a charity partner.

Since the launch of PACE in 2013, we have raised $80,000 for various charities, and this year we are very excited to announce that we have raised an additional $16,660.37 for our charity partner Power of Engineering .

So, what does this donation mean for Power of Engineering, and how will it support the future of STEM? Annie Townley (immediate past President and Engineering-in-a-box project manager) chats with us.

Who is Power of Engineering?

The mission for Power of Engineering is to empower young people to embrace their creativity, diversity, and engineering mindset to solve the world’s greatest challenges.

We do this by running one-day events for Year 9 and 10 high school female students (prior to subject selection) demonstrating that they have the power to change the world through engineering, in collaboration with universities and industry.

How did it all begin?

In the current environment, 75% of the world’s fastest growing careers require STEM skills, yet in 2012 just 16% of Australian university students graduated with STEM degrees (and a significantly lower proportion from regional areas), and just 11% of engineering graduates are women. However, gender diversity is recognised as being one of the most critical elements for innovation to occur. Power of Engineering was initiated to forge connections between students, industry, universities and the broader community, while at the same time educating and inspiring young women to adopt the necessary skills for their region to thrive.

Our origins lie in a one-off collaboration in 2012 between our founding members Felicity Furey and Jillian Kenny, Engineers Australia, Queensland University of Technology and AECOM to deliver a highly successful event for school students that aimed to create awareness about the array of opportunities available through engineering careers. Our first event included 133 female students from 13 schools across Brisbane, four workshops at the Queensland University of Technology, three industry guest speakers (including Australian Young Engineer of the Year) and five site tours.

How will the funds raised through PACE sales make a difference to Power of Engineering?

Our current funding limits the number of events we can hold, and therefore the number of schools and students we can reach. We are developing a product called ‘Engineering in-a-box’ that will allow teachers to run an activity in their classrooms that uses a realistic engineering project to meet similar goals as our standard events: showing students the diversity in engineering careers and the importance of creativity, collaboration, and negotiation. The activity will be delivered through a series of videos by real young, female engineers, explaining their roles, challenges they face and how they overcome them, and the next step in the activity. It is important for us to continue to offer a free service that is easy for teachers to take part in, therefore the activity will be designed to be flexible, either as a full day or split across multiple lessons, and be physically delivered in a pack that is ready to go and can be reused by the school.

The funding provided by Aspect is being used to further develop the product, videos and classroom packs that will be send out to schools on request to independently run a modified version of our signature event inhouse.

When will Engineering in-a-box be available?

The product will be developed in the first half of 2019, with a pilot roll-out in September 2019. Full roll-out is anticipated for term 1 2020.

How else can our community get involved?

We are entirely volunteer run, so it’s our partners and volunteers that help us to inspire the next generation of female and regional students and transform community perceptions across Australia. Our student and industry volunteers project manage, run workshops, give talks, and run site tours across QLD, NSW, VIC, TAS, and NT.

You don't need to be an engineer to join our community, just passionate about making real change in the industry as a partner, volunteer or though donations.

Thank you to everybody who has contributed to making The PACE Survey what it is today. Whether it be time, energy, or money, we could not have achieved this incredible outcome without your participation.

Aspect’s first trainee graduates from our in-house recruitment consultant program Q&A with Elefteria Tharapos

Thu, 27 Jun 2019 10:20:03 GMT

At Aspect, people development is one of our core values and we take it pretty seriously. We’re committed to working with each team member to leverage their strengths, identify their passions, and help them build a rewarding and successful career in recruitment.

It is our mission to develop career recruiters, so this year, we developed Aspect’s Trainee Program which would allow us to engage enthusiastic, talented and driven individuals, keen to embark on a career in recruitment. The Trainee Program not only allows us ‘grow our own’, it also means we are investing in the advancement of the recruitment industry.

The talented Elefteria Tharapos joined our architecture and design team in January as our first Trainee Consultant; and we are extremely excited to announce that she was not only promoted to Associate Consultant in June, her promotion was fast tracked due to her hard work and dedication.

Terri has kindly given us some insight into her journey on the program and we wanted to share her success, highlights and tips for future trainees!

Tell us a little about your career prior to joining Aspect

I completed a degree in fashion and started my career in the fashion and retail industry. I worked for a few years in retail management, and while I loved the interaction with people, I craved a role where I could make a difference. When I came across an opportunity in retail recruitment, I jumped at it. Fast forward 12 months later and I came across the Aspect Trainee opportunity.

What attracted you to the Aspect Trainee Program?

Having been in a candidate management role for just under a year, I wanted to expand my skills and explore my options within the industry. The opportunity to develop my recruitment experience and a 360 approach, while learning about a completely different creative industry really drew me to the role.

I felt it would give me the opportunity to further develop the skills I already had and build my career from there. The Aspect training program had a clear progression pathway which outlined the process and end goal which was another key attraction!

How have you found being our first trainee?

Being the first trainee was both nerve-racking and exciting! Nerve-racking because I didn’t want to fail something that had never been done before - I wanted to set a good example and really take advantage of the opportunity I was given.

But mostly it was exciting! I was faced with challenges, but I was also faced with such a supportive and motivating team, where each employee took me under their wing and really took the time to guide me to success. Overall it’s been one of the greatest career decisions I have made.

How have you found being our first trainee?

What have been your highlights?

I think the highlights have been the amazing opportunities and experiences I’ve been exposed to from day one. Although it is a traineeship, you aren’t treated any differently to any other consultant. I have been involved in some great industry events, valuable external training sessions and the opportunity to get out there and connect with lots of candidates and clients. The biggest highlight has been the overall company culture. Aspect is such an inspiring and fun place to work, with never ending social events and CSR initiatives. Each bit of progress feels like you have achieved something great!

What have been your key learnings?

I think learning happens every day throughout the traineeship. To be honest I am still learning. The biggest thing I have learnt is the importance of genuine and honest relationships within the industry. I have also been exposed to temp recruitment which was completely new for me. I can’t put into words the how much I have truly learnt in less than six months.

What piece of advice would you offer Aspect’s next Trainee Consultant?

My advice to the next Trainee Consultant would be to trust the process and take in all that Aspect has to offer. Come in here open minded and open hearted. There is no such thing as failure, only opportunities. Ask questions, LOTS of questions and believe in yourself.

Everyone is here to support you so don’t be afraid to speak up and make the most of your traineeship! The results are something to really be excited about!

If you’re interested in a career in recruitment, or would like some more information on opportunities with the Aspect Team, please contact us hello@aspectpersonnel.com.au

If you would like to learn more about our Trainee Program – please click here .

Aspect wins RCSA CSR Excellence Award

Wed, 26 Jun 2019 14:03:26 GMT

Last Thursday evening, Aspect were thrilled to win the Recruitment, Consulting and Staffing Association of Australia & NZ, CSR Excellence Award!

What we love most about this, it’s not an award for just us, but for all our community – clients, candidates, partners and charities– that have been a part of the journey too, we cannot do what we do without all the ongoing support.

However, our true reward is being able to serve and contribute to society and help bring about positive change, and we are so proud to be part of an industry who recognises the importance of giving back.

At Aspect we believe big change starts with a small difference . CSR is in our DNA . In fact, it forms an integral part of our Employee Value Proposition – we want to attract staff who want to make a bigger contribution to society than just spinning a profit.

CSR is not just a one-off activity, it’s something that we do every day and we have a number of key initiatives driven by our staff, across the annual calendar:

PACE Publication – Every employee across Aspect is involved in the 365 day production of our annual PACE report. We manage the entire project with inhouse resources including design, marketing, data analysis, and working with our charity partner to maximise community engagement.

Christmas charity drive – All our team members engage with our clients, candidates, suppliers and industry associations to collect items for the less fortunate members of society. Using our connections and social media channels, our goal is to raise awareness and promote the importance of our chosen charity to the broader community.

St Mary’s House of Welcome – Every Friday morning, two Aspect staff members volunteer in the dining room, serving meals to the disadvantaged – at least 80% of staff have chosen to volunteer at least once in the last 12 months.

Meet A Recruiter – Founding partner of this initiative and brand ambassador, we provide marketing resources to help build brand identity, host Victorian-based events, and manage the partnerships.

Quarterly staff charity contribution – We like to have fun with CSR too! So, at the end of the week when we knock off with a wine or kombucha, each beverage purchased at the A-Bar raises funds for a team nominated charity.

Charity events are where is at, we love a morning tea or mini event - Biggest Morning Tea, Sleep at the ‘G, Bright Pink Lipstick Day, R U OK day.

We would like to also extend a huge congratulations also to our fellow finalists, award winners and everyone who was in the room to celebrate excellence in the recruitment industry. A special shout out to RCSA on hosting such a brilliant night.

You can also check out a full run down of the evening and all the winners here .

BEYOND GRADUATION

wow@shazamme.com (Default Author) — Mon, 22 Apr 2019 07:19:32 GMT

Blogging is a great way to stay engaged with site visitors and keep your site content relevant and fresh. Here are great reasons to start blogging today.

1. It’s an easy way to engage with site visitors

Writing a blog post is easy once you get the hang of it. Posts don’t need to be long or complicated. Just write about what you know, and do your best to write well.

2. Show customers your personality

When you write a blog post, you can really let your personality shine through. This can be a great tool for showing your distinct personality.

3. A terrific form of communication

Blogs are a great communication tool. They tend to be longer than social media posts, which gives you plenty of space for sharing insights, handy tips and more.

4. Supports SEO

Search engines like sites that regularly post fresh content, and a blog is a great way of doing this. With relevant metadata for every post, you’ll make it extra easy for search engines to find your content.

CLASSROOM LIFE

wow@shazamme.com (Default Author) — Mon, 22 Apr 2019 07:15:11 GMT

Blogging is a great way to stay engaged with site visitors and keep your site content relevant and fresh. Here are great reasons to start blogging today.

Write about something you know. If you don’t know much about a specific topic, invite an expert to write about it. Having a variety of authors in your blog is a great way to keep visitors engaged.

You know your audience better than anyone else, so keep them in mind as you write your blog posts. Write about things they care about. If you have a company Facebook page that gets lots of comments, you can look here to find topics to write about.

“This is a Quote, Write about something you know, If you don’t know much about a specific topic, invite an expert to write about it‟

Don’t forget to add images

Be sure to include a few high-quality images in your blog. Images break up the text and make it more readable. They can also convey emotions or ideas that are hard to put into words.

YOUR FUTURE IS NOW

wow@shazamme.com (Default Author) — Mon, 22 Apr 2019 07:09:39 GMT

Blogging is a great way to stay engaged with site visitors and keep your site content relevant and fresh. Here are great reasons to start blogging today.

It’s an easy way to engage with site visitors

Writing a blog post is easy once you get the hang of it. Posts don’t need to be long or complicated. Just write about what you know, and do your best to write well.

EXAM BEST PRACTICES

wow@shazamme.com (Default Author) — Mon, 22 Apr 2019 07:09:39 GMT

Blogging is a great way to stay engaged with site visitors and keep your site content relevant and fresh. Here are great reasons to start blogging today.

Write about what you know

Write about something you know. If you don’t know much about a specific topic, invite an expert to write about it. Having a variety of authors in your blog is a great way to keep visitors engaged.

Speak to your audience

HELP US HELP OTHERS

Support our student so they can thrive and achieve their goals

Your donation goes directly to support students

Aspect Community rallys and collect 3337 items for Starlight

Wed, 16 Jan 2019 10:27:20 GMT

Every Christmas, Aspect puts out a call to our clients, candidates and suppliers to contribute goods to a local organisation where we can make an impact on the lives of others.

Our 2018 recipient - Starlight Children’s Foundation obviously pulled a few heart-strings, with the total number of items donated from clients, candidates, suppliers and staff reaching 3,337 – our target was 800! The foundation is now able to provide arts and crafts activities for an additional 800 sick kids and their families; making a huge difference to the kids when they need it most.

We were truly amazed at the number and types of donations, who knew how excited us grown-ups would be, shopping for glitter and pom poms! But, it’s also a true demonstration of how our community can rally together and help action Starlight’s mission “to brighten up the lives of seriously ill children and their families” by replacing pain, fear and stress with fun, joy and laughter.

The art and craft items will be distributed by Starlight via Captain Starlight and the StarlightExpress Rooms . These initiatives were developed to complement the Australian healthcare system in partnership with leading Australian health professionals. There is now a Starlight Express Room in every children’s hospital in the country and over 160 Captain Starlights nationwide. In 2018, Starlight delivered over 560,000 positive Starlight experiences to seriously ill children, young people and their families.

Relying solely on the community to deliver its hospital services, as soon as the donations hit Starlight head office, the items started to be shipped across the country!

Starlight National Partnerships Manager, Matt Geraghty took the time to pen a few words of gratitude… “We’re so thankful for Aspect Personnel's support helping make a positive difference to the lives of sick kids and their families in Victoria and all-around Australia”.

Our personal thank you for all the companies and individuals that donated time and effort including:

Adams Consulting Engineers Pty Ltd

ADP Consulting Pty Ltd

Corporate Plants

Donald Cant Watts Corke

Lanskey Constructions Pty Ltd

Mesh Planning

Prime Super

Ratio Consultants

RCSA Australia and New Zealand

Regional Rail Revival Ballarat

SEEK

Spiire

The District Docklands

Umow Lai

Waterman Group

CSR and developing partnerships top the list of values at Aspect, and we are just so proud of the engagement and support for this year's charity drive from our clients, suppliers and candidate communities.

5 tips to ensure you don’t lose your new hire

Thu, 06 Dec 2018 12:52:43 GMT

The recruitment process can be a bit like dating...

Imagine that you’ve been dating someone for a little while now. You’ve become quite fond of each other and as time passes, your new partner asks you to move in.

You’re thrilled! You tell your landlord and arrange to pack up your house over a four-week period but as the weeks pass, your new roomie goes silent. No calls and no messages to see how you’re going. It all seems a bit odd, doesn’t it? Would you move in with someone if they’d dropped off the radar? I certainly wouldn’t.

Now think of job seeking process. You’ve had 3 interviews with one company - all extremely positive. They’ve really rolled out the red carpet to get you on board and you can’t wait to start.

You sign your contract, hand in your resignation and then…nothing. Not a peep out of them for four weeks! Now four weeks doesn’t seem like much, but in the world of recruitment - it can be a lifetime.

In such a competitive market, it is ALL about employee experience and employee onboarding is far more than induction on day one. Employers really need to step it up when it comes to ensuring their new employee remains engaged. Failure to do this could mean the difference between whether a counter offer is accepted or not.

So, what could possibly go wrong during the notice period?

They’ve become disengaged by the lack of communication and they;

Accept a counter offer with their current employer.
Hear negative feedback on the grapevine about your organisation. Of course, this would have had less impact if you’d started your onboarding process during the notice period. However given the radio silence, they might be more inclined to listen to the feedback.
Are more inclined to still respond to recruiter calls and emails.
Keep job searching.
Start at your organisation as planned, but I’d suggest that some of the hard work you’ve done to ‘wow’ them at interview stage has all been undone.

Here are some simple tips to keep your new hire engaged and keen-as-beans to join your team.

1. Ensure they receive welcome messages

Who in your team was responsible for interviewing your new employee? If they’ve had 2 – 3 interviews, they’ve probably met a few faces by now. When your employee signs their contract, let the hiring managers know and ask them to send a quick text or email, welcoming them to the team. If you’re in a smaller organisation, a short email from the MD or CEO can also have a big impact. They will feed off your excitement and it makes them feel valued.

2. Invite them to social events

Got a social club or team event planned during their notice period? Invite them! It doesn’t have to be anything special, just your regular Friday night drinks is a perfect opportunity for them to meet the wider team in a relaxed setting.

3. Digitise the experience

Wherever possible, digitising the experience allows for a seamless and enjoyable process. The simple change from paper-based contracts to digital platforms such as HelloSign is much easier for employees to review and accept. Has anyone else out there hung back at the office until the team leaves so you can print and scan the contract?

4. Send them a welcome pack

You could go all out with this or keep it simple but an information pack with details of their first day, a work perks brochure or some company merch is a nice touch.

5. Schedule weekly contact

It might not be a call every week, but a quick message to check in goes a long way.

The period between offer and start date, is so often a missed opportunity for employee engagement – but one area you can really make a big impact.

If you want to ensure that you are doing all you can so that your new employee actually starts – build it into your onboarding process. And just like dating – it’s the little things that matter the most!

Why we sent our team to Bali – the surprise benefits

Fri, 26 Oct 2018 14:10:10 GMT

Last week, we sent four of our consultants on a vacation to Bali for four nights. Why pay for our staff to holiday, you ask?

Well, at Aspect, we live by our values, and ‘we develop our people’ is something we take quite seriously. From customised training and development plans for each team member, team incentives and reward and recognition programs throughout the year, we believe in celebrating and rewarding success.

Once a year, we also acknowledge our top performers with entry into our coveted Stanley Club (named after the street in West Melbourne where Aspect was founded). Individual team members are rewarded with a little downtime at a destination of their choice – usually to chase the sunshine.

And while it might seem a bit extravagant to jet off to Bali for four days; we’re proud to celebrate our high achievers and for them to do it in style. We believe that two days spent out of the office to recognise and celebrate success, drives motivation and employee satisfaction. And for all the work that our team put in, quite frankly, they deserve it.

Just to reiterate before I go on, rewarding our employees is the top of the agenda. But it’s also worth reflecting on the other surprise benefits:

They stick around– From the four employees that were awarded Stanley Club membership this year, two have been with Aspect for over two years, and the other two over seven years – not bad for an industry that replaces almost half of their team every year ! This is backed by research that has found companies with recognition programs that are highly effective at improving employee engagement have 31% lower voluntary turnover .

They are truly engaged in our business – in addition to their day job, our team members consistently go above and beyond the call of duty. For example, one of the group runs our book club and social functions and another our CSR program. There are so many stats we could quote about employee engagement – many of them are listed here . Some of the highlights include organisations with high employee engagement outperform those with low employee engagement by 202%, and companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue. We were kind of blown away when we read these stats – but the occasional trip to Bali, obviously pays dividends!

It brings the team together – and not just the ones who went to Bali. Collectively the team were excited about the trip – we checked Instagram accounts for update pics, we sent them messages of congrats and acknowledged them in our Friday wrap up meeting. For the team that went – they have now shared a unique experience together and helped strengthen their working relationships. Quoting Jenny Gottstein (2015 Forbes 30 under 30 list) “team-building activities can achieve the holy grail of company culture: an engaged, inspired, confident, supportive and innovative workforce. Effective team-building turns employees into purpose-driven evangelists for their company and their co-workers.” Thanks Jenny – we agree!

A first-class reward and recognition program is just part of our employee value proposition that has been designed so that our team have a great place to work and a meaningful career.

Underpinning everything we do, is our purpose - to empower success, make a meaningful difference and enjoy the ride. And enjoy the ride, they did.

Congratulations to this year’s Stanley Club 2017/18Sara Fife, Michael Parker, Karen Gauld and Sanj Shouan.

If you’re looking for some simple tips for recognising performance in your team, have a read of this article , or drop me an email if you don’t know where to start!

2018 PACE Survey funds the fit out of a new woodwork shop for disadvantaged & homeless youths through One Voice!

Tue, 10 Jul 2018 09:37:05 GMT

5 years ago, our MD Matt Sampson, recognised an opportunity to add value to organisations operating within the Victorian Planning, Architecture, Construction and Engineering industries, by developing and distributing a market leading report. Covering HR and recruitment trends, business conditions as well as salaries, the hard copy report became known as The PACE Survey.

Unlike most industry reports which are sold for commercial profit, it was decided from day one that PACE would be completely not-for-profit, with all proceeds being donated to an annual partner charity.

In the first 5 years, PACE raised over $62,000.00 for charities to assist them in accomplishing their mission.

This year, PACE partnered with One Voice , a Melbourne-based charity committed to restoring dignity by empowering young Australians experiencing homelessness, with the aim of raising enough money to fit out a woodwork shop in their new Life Restoration Housing Community ‘ Elevate ’.

Today, we are incredibly proud to confirm that we have achieved our goal, with the 2018 PACE Survey raising $17,184.35 in funds to support One Voice.

This achievement represents the power of community. While Aspect is only a small business, we were able to recognise an opportunity to bring together a group of individuals and organisations to produce a report that not only provides market insights, but also has the power to change the lives of many young Australians for years to come.

Thank you to everybody who has contributed to making The PACE Survey what it is today. Whether it be time, energy, or money, we could not have achieved this incredible feat without each and every one of you.

We are more excited than ever about next year’s survey and the change it will make. Watch this space for the reveal of One Voice’s new woodwork shop!

Ensuring confidentiality during your job search

Tue, 05 Jun 2018 13:09:46 GMT

Increasingly I am learning the importance of discussing resume privacy with my network of candidates, and I know I’m not alone, with this often being a topic of discussion in the Aspect office. Resumes are a highly confidential document belonging to the owner and it’s the responsibility of the Recruitment industry to treat it with respect.

Like many industries, the one I operate in (Environmental Health) is talent short and highly competitive amongst recruitment agencies. When I took over management of the portfolio in 2017, I knew one of my biggest challenges would be following best practice whilst remaining competitive. However, I’ve quickly learnt that best practice is sustainable and personally rewarding.

A Common Scenario

I recently formed an action plan with a valued candidate of mine who was ready for her next role. Not plucked out of thin air, this plan was consciously created through consultation and, as a result, we were able to identify a suitable list of employers to approach. The Candidate advised that, to her knowledge, no other agency had represented her to any of these employers within the last six months. I was enthusiastic to dedicate the balance of my day to securing her an opportunity.

During a phone conversation with a client, we discussed this candidate in detail and discovered a suitable opportunity. The client then realised this resume had been sent a couple of hours prior to our conversation with ‘a bunch of others’. Frustrated, the candidate advised this had been sent without her permission. Whilst some may argue she was still represented, the incorrect method can implicate your job search through the following:

The law is broken
Loss of privacy and control of your job search
Risk of your brand being devalued and loss of desirability
Your application doesn’t get the love it deserves – a good Consultant will advocate on the candidate’s behalf and will consult to the line manager on their value and suitability
The enthusiasm is lost, the employer becomes frustrated and puts your application in the ‘too hard basket’.

Tips to manage your job application

1. Set the expectations

State on your resume ‘not to be circulated without my permission’ or ‘strictly confidential’
Once you engage with a recruitment agency, make it very clear how you would like your resume and other personal information to be managed. A good Recruitment Consultant understands that permission must be granted prior to sending to a third party.

2. Try working with an agency exclusively

Working exclusively with an agency doesn’t mean they manage your job search forever. Rather, it allows you to work more closely with a recruiter to ensure your application is managed with full transparency and presented to potential employers with the thoroughness and professionalism it deserves.

3. Limit your agency numbers

Just because you’re signed up to multiple agencies doesn’t mean your probability of securing a role is any higher. Often employers will brief multiple recruitment agencies on the same role. Reduce the phone calls and minimise the risk by limiting numbers.

4. Put it in writing

Ensure each job that your details are put forward to is acknowledged, in writing, by the agency representing you. Ambiguous details about the employer are insufficient. The name of the position and the full details of the company should be disclosed prior to your resume being sent to them, and documented thereafter. This will make your application history a lot easier to manage, especially if you’re dealing with multiple agencies.

5. Expect professionalism and regular contact

The role of a Recruiter is not to act as a ‘resume flicker’. We’re here to offer a trusted, professional and valuable service. In my opinion, Recruitment is about being detailed, proactive, consistent, transparent and organised. My philosophy is that the relationship is only just starting once placed in a role.

With the GDPR now rolled out in Europe, expect the treatment of candidates’ personal information to receive much more publicity. While this level of regulation may not yet apply to all recruitment agencies operating in Australia, clear privacy laws exist with regards to how personal information is managed, let alone professionalism and common decency.

Q. Have you had a similar situation happen to you and if so, how did you manage this?

For a detailed discussion about the recruitment process and how to manage your job search, please contact us on (03) 9092 7200 or hello@aspectpersonnel.com.au.

Sexual harassment complaints in the workplace: Advice from Paul O’Halloran – Partner at Colin Biggers & Paisley

Mon, 04 Jun 2018 09:50:53 GMT

Advice from Paul O’Halloran – Partner at Colin Biggers & Paisley

We invited Workplace Relations Lawyer, Paul O’Hallaran, to present to some of our Engineering clients on what he considers “the biggest HR issue in the World at the moment” – Sexual Harassment.

While often a confronting topic to tackle, Paul has kindly highlighted some key considerations for employers. In an effort to create better awareness, and prevention, of sexual harassment, we wanted to share Paul’s advice with our network:

Paul commenced his presentation on sexual harassment in the Workplace by posing the question, would the following action be considered sexual harassment?

Saying to a colleague "you look hot";

Visibly eyeing someone up and down;

Viewing porn on your computer visible to others;

Talking about your sex life in the lunchroom;

Sending explicit text messages to a colleague;

Coming up behind a colleague and rubbing their shoulders in a suggestive manner.

He then advised that to amount to sexual harassment, comments or actions must be unwelcome and of a sexual nature . It must be conduct that a reasonable person considers would offend, humiliate or intimidate . It’s important to remember sexual harassment is not just limited to physical contact. Harassment can occur in a number of ways including with words or images via text messages, emails etc.

In Australia, judicial expectations requiring corporate compliance were articulated in the watershed decision in Richardson v Oracle Corporation Australia Pty Ltd. In this case, the Full Court of the Federal Court awarded $130,000 in damages to a female employee for sexual harassment, finding the employer vicariously liable for the actions of one of its male employees. Comments made by the harasser included:

"Gosh, Rebecca, you and I fight so much ... I think we must have been married in our last life";

"So, Rebecca, how do you think our marriage was? I bet the sex was hot";

"We should go away for a dirty weekend sometime";

"I love your legs in that skirt. I'm going to be thinking about them wrapped around me all day long".

The damages awarded in Oracle are no longer the high watermark. More recently in Collins v Smith, the Victorian Civil and Administrative Tribunal almost tripled the amount awarding a complainant over $330,000 in damages for proven sexual harassment.

Failure to manage complaints poses a significant corporate governance risk for employers. This is due in large part to the reputational damage caused by such claims, and the fact that employers can be held vicariously liable for acts of sexual harassment committed by employees, unless all reasonable preventative steps are taken by employers.

There is absolutely no doubt judges are willing to award large sums of money to employees subject to proven sexual harassment at work in order to send the message that sexual harassment must be eliminated from the workplace. It is therefore essential that employers make sexual harassment training and compliance a mandatory component of corporate governance practices this year and into the future.

My advice to businesses

To reduce the risk of employees being sexually harassed and employers being held vicariously liable for sexual harassment I strongly encourage employers to take the following steps now:

have an up to date sexual harassment policy compliant with the judicial expectations emerging from the case law;

ensure detailed face-to-face or interactive webinar training is conducted for all employees preferably bi-annually or at minimum once a year;

Educate senior executives and Board members of the legal and reputational risks of sexual harassment and the need for vigilant compliance;

undertake prompt, transparent and appropriate investigations into allegations using qualified and experienced investigators in order to identify and resolve complaints.

For more advice on sexual harassment, or other workplace relations matters, Paul can be contacted directly at Paul.Ohalloran@cbp.com.au .

HR Series: Does your business openly discuss mental health and implement ways to reduce stress?

Thu, 22 Mar 2018 14:14:18 GMT

LSara Fife, our Business Support Manager, hosted a roundtable luncheon today with HR professionals from the Engineering industry. The topic of discussion was Managing Mental Health in the Workplace. Guy Robbins Customer Director at Benestar provided great insight, examples and theory to the group on a very important topic that effects one in five Australian workers, and costs Australian businesses $10.9 billion every year.

For the past 20 years Guy has worked in the Employee Assistance industry – first as a clinician and since 2005 in business development and customer relationship management. Since joining Benestar in 2015 he has worked as a beyondblue facilitator to help businesses raise the awareness of mental health and build healthier, happier and more productive workforces.

45 per cent of people in Australia will experience a mental health condition in their lifetime. Mental health conditions are common and don’t discriminate – even the most resilient person can be affected by stress related to their work, as well as other life challenges.

Guy highlighted to the group that stress is the number one modifiable health risk. With appreciation that most jobs involve some degree of stress, he provided the group with proactive ways in which mental health and stress can be managed at a leadership level.

Champions – Every business should have at least 1 champion in a senior position of the organisation to drive a positive and open workplace culture.

Values – When a company develops a values-driven culture, employees find alignment between their personal values and the organisation's values creating a motivated workforce.

Leadership – A key component for building trust with others is empathy. Providing a safe environment where employees feelings are genuinely heard and considered will strengthen relationships across the business, increase collaboration, and improve productivity.

Education – Employees should be educated on mental health. What is a mental health condition? What are the risk factors/triggers? What are the protective factors? How to develop protective factors.

Benefits for cultivating a mentally healthy workforce:

For every $1 invested in mental health initiatives...there’s an average ROI of $2.30

Improved productivity

Increased staff engagement

Talent retention

Reduction in turnover (across the board)

Ethically responsible

Legally obliged

Employer of choice with current and potential employees

“You don’t need to be a large business to support mental health in the workplace, in fact, small businesses receive even larger returns when they invest in mental health, as its easier for them to involve their people in the process”Guy said.

Often businesses who may not have openly explored ways to reduce stress or open the conversation about mental health are not sure where to seek help to start building a healthier workplace.

Everyone has a role to play in creating a healthy workplace. Every workplace is unique, so each businesses approach needs to be tailored to fit their workplace.

Useful tools for building or maintaining a healthier workplace can be found online through reputable sources such as:

beyondblue – Working to improve the mental health of workers in Australia and promote the benefits of mentally healthy workplaces.

HeadsUp – Website developed to provide practical information and resources on a broad range of workplace mental health strategies.

We would like to like to thank the HR professionals who attended our luncheon today and Guy for his knowledgeable insights into a topic we take seriously here at Aspect Personnel.

Aspect turns 10!

Tue, 27 Feb 2018 11:42:36 GMT

We’re celebrating Aspect’s 10th birthday, but what are we actually celebrating?

I’ve run some stats.

In the last 10 years we’ve helped over 3,800 people further their careers and supported over 470 organisations to grow.

We take responsibility for building careers and value our people as our number one asset. We’ve helped 37 people directly develop their careers and had one hell of a time along the way. It’s nice to know the Aspect business has also supported staff in achieving their own goals. Whether it be buying a car, buying a house, or hitting up Miami for a long weekend, it’s rewarding to know we’ve helped our team along their own personal journeys.

With business success we also take responsibility for the impact we have on the wider community. We’ve been fortunate to share our success by donating over 2000 hours and raising over $125,000 for worthy causes. We’ve helped 2 young people get out of nursing homes, a 13-year-old girl go to high school with her mates, and we’ve built a science lab at a school in Kenya.

But that’s just the highlight reel… It hasn’t all been smooth sailing. There are some key people who’ve helped us make it here today.

10 years ago, I pitched Aspect to my father. I drove out to meet him at a café in Romsey, and I pitched him as to why investing in a recruitment business founded by 21-year-old with 2 years’ industry experience was a good idea. To this day, I am not sure if I ever nailed the proposal, but what I do know is that Dad and Mum have been hugely supportive of myself and the Aspect journey. I also know that if my parents were not so encouraging about the initial idea, I’d would have never had the confidence to start Aspect and the business would not exist today.

Our partners and families play a huge role in the passion, energy and drive we all have for Aspect and our careers which makes all the difference. My wife Amy has been hugely supportive and important in the success of Aspect and I know that Aspect sometimes feels like the first child that Amy never wanted – a child that takes my attention away from our actual children and from her. Her tolerance of my distraction and absenteeism to pursue my passion in an industry I love so much, I most certainly don’t take for granted.

The phrase “champagne and razorblades” is overused in the recruitment industry for a reason. We have good days and we have bad days, and as hard as we try, I know we bring our work home with us. I’d like to thank the families and partners of our team for riding the rollercoaster with us. They are the cheer squad, the mentors, the moral guidance and most important support team in our business success.

Our suppliers have helped grow our business and provided us with exceptional service year on year. We literally wouldn’t be the team we are without our business partners. You guys might not have the Aspect logo on your business cards, but to us you feel like the part of the team and we consider you an extension of the Aspect family.

But my biggest debt of gratitude is to our team - the A-Team, the A-Crew, the Aspectarians, is our genuine point of difference and the proudest achievement of my career. The business we have built - our brand, our reputation, our culture however is a testament to the incredible people that have built the Aspect business to where it is today and those who will take it to new levels into the future.

You guys are plain and simply the favourite part of my job.

As our business continues to grow and we push out further from our safe zone, the waves around us continue to rise. I’m very fortunate to be surrounded by an awesome crew - inside and outside our office. I know that journey may not always be an easy one, but it’s definitely going to be a rewarding one, and whole lot of fun.

Cheers! To 10 years!

(check out our Instagram for more photos)

Aspect's Xmas Charity drive supporting Blessing bags - the results are in!

Thu, 14 Dec 2017 11:52:23 GMT

Christmas is a special time of year, and at Aspect we particularly love the festive season. We do, however, realise the holidays can be a difficult time for many, and in the spirit of Christmas giving, each year we partner with a local charity. We choose a charity where everyone can get involved through the collection of items for those less fortunate.

In October this year we announced to the Aspect community our 2017 charity partner ‘ Blessing Bags ’. And we were on a mission to collect 750 basic hygiene items.

Blessing Bags was founded in 2015 by then 18-year-old Laura Toole. The charity’s primary focus is to offer people in need (mainly the homeless and marginalised) with bags of essentials such as dental care and hygiene products. In just 2 years, the Blessing Bags team has distributed over 5,000 blessing bags to those in need.

With more than 22,500 homeless people across Victoria, we saw this is an extremely worthwhile cause, as did our community. The engagement with this drive has been overwhelming! We have had clients, suppliers, candidates, Aspect employees, Aspect family members and industry partners join us openly in this drive. Over the past 2 weeks the Aspect elves have taken our sleigh across Melbourne, and with the volume of items we received, we weren’t quite sure it would make it back.

This year we are proud to announce that through the power of our community we have successfully raised 4,980 items for Blessing Bags Melbourne (622 blessing bags!).

Thank you to everyone who got involved, we couldn’t have done it without you and we are so appreciative and proud of our community for this amazing achievement. We would like to send a huge thank you to those companies, friends and family members who got on board with the drive:

On the 19th December 622 ‘Blessing Bags’ will be packaged up from our community contribution and directly distributed to homeless and less fortunate people around Melbourne.

Big change starts with a small difference, and we’re honoured to do our part this Christmas. But most of all, we’re proud of the Aspect community for joining our mission and championing this important cause with us.

If you are a local charity or know a local charity which you would like to recommend for next year, please contact us via csr@aspectpersonnel.com.au

Wishing everyone a safe and happy Christmas and New Year!

Q&A with Eddie Donatti

Thu, 12 Oct 2017 12:00:49 GMT

In 2014, shortly after graduating, Eddie Donatti approached Aspect to assist him with securing his first role in the Architecture industry. It’s been a pleasure to see his career progress over the last few years working alongside our Architecture & Design team. Here’s Eddie’s story.

Tell us a little about yourself.

I arrived in Australia in 2009. Prior to that I had heard a lot about this country - apart from its great food culture and the amazing cafes and great coffee - the people I met along the way during my visit, was with no doubt the reason I decided to call Australia home and the place I decided to grow socially and build my career. In 2010, I started my Architectural Building Design course at RMIT. I was extremely focussed on the detailed and theoretical aspects of architecture, plus we had great teachers that pushed us to our best. I completed the course in 2013.

What were your key goals when contacting Aspect?

After graduating, my main goal was to find a company that would allow me to learn and grow, both personally and professionally. This proved to be much harder than I expected; the whole process was daunting and very overwhelming. I decided to apply with Aspect, and despite having virtually zero practical experience, Ben called to say that my application presented well and he wanted to meet me. Not long after that, Ben and Jess found me my first role at Modscape.

I got to learn a lot about modular design, which was a nice change because it was unlike anything we’d done at uni. The people I worked with were aware I didn’t have any experience, and they gave me a lot of encouragement and freedom to learn and try new things.

After finishing your studies, what were the hurdles and pushbacks you faced when looking for your first role?

Honestly, the biggest hurdle was myself. I was very impatient at times. I wanted more and more and more. I soon realised that patience was something I had to learn, because I was just out of university – I didn’t know everything, and nor did my employer expect me to.

Tell us about your current job.

Now I’m at BE Architecture and enjoying the busyness. The core of BE Architecture is about great design, and understanding how to manage different aspects of each project. Design-wise, we do a very strong, masculine type of architecture, but it is also very quiet and suitable for all people who admire architecture.

What projects are keeping you busy at the moment?

Currently, my team is working on about 10 projects that we divide and manage amongst ourselves. The one I am focusing the most is on a two-storey residential house. It’s a beautiful project. It has pushed me to think outside the box in terms of research and finding alternatives and different products, but I’ve really enjoyed that. It’s a very simple but interesting floor plan and the house is designed with white bricks, laid vertically instead of horizontally. We always try to do something different rather than using the same designs already out there. Even though it’s a common material everyone uses, by tweaking the way we laid it, it’s ended up with an entirely different feel.

Where do you get your design inspiration from?

There’s no single source – it’s a bit of everything. I do a lot of research online. I get inspiration from my bosses, who are always pushing the team to explore different types of architecture. For example, I’d never heard of David Chipperfield before joining BE, but I really love his work and design style.

I’m also inspired by the friends from the industry and people I work with, it’s a very collaborative environment and we are always sharing ideas.

If you look back over the past five years, what’s been the highlight for you?

In a practical sense – probably becoming a registered Building Designer. It was a lot of effort and paper work but it was great to get it done and will definitely help my career.

Personally, it’s looking back and seeing where I was five years ago and where I am today. I was impatient in the beginning of my career, and wanted to move forward quickly. Fast forward to today, I have a much better appreciation of how long it takes to master the art. I try and enjoy the process as much as the outcome. I still can’t believe I’m working at (what I perceive to be) one of the best Residential Architecture companies out there. I have to say though, it didn’t just happen, I studied really hard and put a lot of effort into my portfolio.

I also made sure I was honest with my employers along the way, so whenever I was going into a new role, I never faced anything that was too out of my depth.

What advice do you have to someone starting out in their career after graduating?

Be patient, and persistent. Don’t give up after your first ‘no’, thinking that you’re not capable. You have to chase what you want, and chase hard.

Mistakes don’t kill relationships. Handling them badly does.

Thu, 05 Oct 2017 14:20:28 GMT

.I’m feeling fresh after a week’s holiday with my wife and young daughter in New Caledonia. It was a great trip – sunshine, palm trees, and cheap French wine.

One slight blemish was my experience with a car rental company on our arrival at Noumea airport.

Anyone who has travelled with an 18-month-old child will understand that you don’t spend the plane trip watching movies and drinking wine. Rather, your time in the air is spent trying everything and anything to entertain/distract said child to best ensure you don’t become public enemy number 1 on the flight.

Needless to say, when we arrived at Noumea airport at 6:30pm, I was tired, and hopeful that the next phase of the journey would be a smooth one. It was not.

We had booked a SUV from a well-recognised car rental company for the week, so that we could explore the island. Upon picking up the car, I was advised that there was no baby-seat available, despite acknowledging that one had been booked. We managed to “borrow” an ill-fitting car seat that, with a bit of “Macgyver-ing” would suffice for a short trip, but wasn’t an acceptable permanent option.

I called the car company the next day and they committed to delivering a replacement car the following morning at 8am.

They did not.

I called them at 9:30am to ask where the car was. They advised that no-one was able to deliver the car so I would need to pick it up. I drove into town and was presented with a small hatchback which, again, did not fit the car seat we had been given.

No solution could be provided, so I told them that I would simply return the car and have my money refunded.

I was told that my money could not be refunded as “the invoicing system was down”. To add fuel to the fire, I was then told I would be charged for not returning the car with a full tank of petrol and I would have to find my own way back to my hotel.

In summary:

I had paid for a rental car, including a car seat that fits, for 7 days
I had got a rental car, without a car seat that fits, for 1 day (and a whole lot of time wasted)

Two weeks later, I am still working on securing a refund. Will I ever use this car company again? Absolutely not. But not because of the mistake they made, but because of the terrible way it was handled.

I have worked in the recruitment industry for the last 12 years and have made many a mistake. But I have done my very best to rectify those mistakes to minimise any lasting negative impact.

Counterintuitively, some of my biggest mistakes have gone on to lead to some my strongest client relationships.

Why? Because mistakes bring the opportunity to work more closely and intensively with a client on solving an immediate issue.

From my experience, in both running business and when renting cars, is to follow these steps when you make a mistake:

Own it. Quickly. As soon as you become aware of a mistake, admit there is a problem and concede your role in creating it.
Apologise. Sincerely.Acknowledge the pain or inconvenience that has been caused as a result of the mistake.
Recommend a solution.Most importantly, advise the person how you are going to solve the problem that has been created. Prove that you are taking the situation seriously and are committed to resolving it.
Don’t make promises you can’t deliver.Two wrongs don’t make a right. Be certain that you can deliver on any solution you recommend.
Learn from it. Once the dust has settled and the immediate issue has been resolved, invest the time to review the situation and amend your approach, procedures, technology, people, to ensure that the mistake is not made again. Let your client know the changes you have made so they know the mistake won’t happen again
Move on.Once you have successfully resolved the mistake, move on from it. Expect your client to do the same. Don’t let mistakes of the past tarnish your relationship in the future.

Mistakes are made by best of us. An oversight, a breakdown in communication, a missed deadline. It’s how you handle them that determines whether they will end a relationship or strengthen it.

So, you missed out on that candidate? Here’s the real reason why…

Thu, 21 Sep 2017 13:45:19 GMT

Does this story sound familiar?

You identified that your business has a recruitment need – this means you’re probably already short staffed.

You spend two hours sharpening up a position description.

You pay for an Ad and spend an hour highlighting why your business is THE best place.

You spend a few hours screening through applications, speaking to candidates and make a short list of 3-4 suitable candidates.

You interview these candidates twice and identify your next superstar.

You create an offer, send through the contract, and start planning for them to come on board.

You have dedicated around 20+ hours of your precious time to this process, and that’s before you consider the investment of your emotional energy.

…only to have your offer rejected.

Now you’re back at square one.

If this is an all too familiar story, it can be a very disheartening process as you are constantly investing your time and effort, and you’re still coming in second or worse still, you’re having to settle for second best.

Maybe you start to think that despite all your efforts, you won’t find anyone to fill this role, or that no one wants to work for your company.

Before you start to panic , you should consider if you are making any of the following “fatal” recruitment errors that regularly lead to a rejected offer;

1. You waited too long

They say time kills deals and in this instance, this rings true. Delays in relaying feedback, finalising offers, and contracts that never arrive are some the biggest and most effective deal breakers. In this market, a good candidate has at least a couple of other prospects. If you wait too long to communicate your intentions or get a formal offer out, you are greatly decreasing your chances of securing your chosen candidate. Make sure you are prepared; know what you are looking for and ensure that you have hiring approvals. A stop-start process is the most effective way to kill a candidate’s confidence in your company.

2. Your offer wasn’t competitive

If time kills deals, then under bidding buries deals alive. Nothing is more of a turn-off than being offered well below what you deserve. Providing that candidates are asking for salaries that are around the market standard, there is little reason to offer considerably lower salaries. If you’re unsure what you should be paying, a little bit of research and a chat with your friendly neighbourhood recruitment consultant will ensure you enter the hiring process equipped to offer a fair and competitive salary package.

3. You didn’t make the candidate feel special

Don’t underestimate the power of rolling out the red carpet to a candidate through the interview and offer stage. Simple gestures such as an introduction to some key team members, a quick tour around the office and a follow-up email, are all things that will help a candidate feel connected to your organisation. Get your candidates excited by telling them about the projects that they will be working on, and talk about them as though they are already an integral part of the team.

4. You ignored the unchangeable

By ignoring facts that can’t be changed like the company’s location, the types of projects and the size of the company, you can effectively sabotage your chances of securing your star candidate. In the most recent edition of the PACE Survey , our clients reported that 33% of the resignations they had in 2016 was due to Location, Projects and Size of Company; all elements that you are unlikely to be able to affect. By asking the right questions to understand a candidate’s motivations, circumstances and aspirations, you can effectively increase your chances of securing the most suitable candidate for your business and potentially save yourself a lot of heartache down the line.

Ask any Manager or Business Owner what their greatest asset is, and they’ll undoubtedly tell you, it’s their people. Why wouldn’t you pull out all the stops to secure your top candidate?

By ensuring that you are prepared to hire, and invest in the candidate, as well as being conscious to the sometimes-subconscious impressions that you are giving, you will dramatically increase your chances of successfully securing your chosen candidate.

Is complexity killing my business?

Tue, 29 Aug 2017 12:13:47 GMT

Yesterday I saw ANZ CEO, Shayne Elliot, speak at the Australia-Israel Chamber of Commerce Luncheon in Melbourne.

While pleased to be invited to the event, I’ll admit I had my skeptisism about how engaging listening to a bank CEO would be.

Side learning – don’t judge a book by its cover, or assume that all bankers are boring. It turns out they’re not.

One topic of conversation that resonated with me was Shayne’s commentary on the dangers of complexity in business.

Before I go on, a quick comparison between ANZ and my own business:

ANZ employ around 45,000 people.

My business employs exactly 20 people (including me).

I am under no false sense of grandeur, nor of the belief that the complexity of my and Shayne’s businesses are on par. But the theory of pursuing simplicity over complexity stands, no matter the size of your business.

As I grow my business, I am faced with new challenges on a daily basis. Increasing our headcount, expanding our service offerings, diversifying our industry specialisation, augmenting our client engagement strategy. The list goes on, and they are just the internal ones…

What about external ones? Emerging technologies, new competitors, evolving customer buying patterns, regulatory changes, economic instability, Donald Trump…

One thing is for certain, running a business seems a whole lot more complicated than it did 10 years ago, where the most complex of business problems were solved over a 6-pack and a game of Wii Sports.

So how does a business respond to this increased complexity? Well we fight fire with fire. Policies, processes, procedures, methodologies, complex decision making chains, working groups, a white board filled with shapes and arrows, and an over-enthusiastic MD standing in front of it, saying the word “game changer” a lot.

I like to think that I am not naïve. As a business grows, it is inevitable that so too must the formality of its operations – the alternative is inconsistency and unfairness, poor quality of service, increased and unsustainable risk, dissatisfied customers and frustrated employees.

But is there a tipping point in the pursuit of efficiency, where adding complexity to an organisation’s structure and its processes begins to have a negative impact on productivity?

According to the complexity curve, the answer is yes:

As layers of complexity are added, decisions become harder to make due to the sheer amount of considerations that are forced to be given and, in turn, the decision-making process can often drag out. We find that the very efficiency that we were pursuing is what we end up losing and, yep, productivity diminishes. On top of that, staff risk being confused, irritated by red tape and ultimately disengaged.

So, what’s the solution? Throw all our processes and procedures in the bin and dust off the Wii?

Absolutely not. The result would be nothing short of chaos.

Instead, I’ll take a leaf from Shayne Elliot’s book and commit to the pursuit of simplicity over complexity. I’ll do my best to best to focus on the objective, not overcomplicate decisions and avoid getting lost in flow charts and Venn diagrams along the way.

So… Is complexity killing my business? No it’s not, but I feel it’s lurking in the shadows ready to pounce. I’ll be sure to keep an eye on it, because if decision making can seem this complex when Aspect has 20 staff, I shudder to think about when we have 45,000.

MS.

The 2017 PACE Survey funds the building of a classroom for kids in need

Fri, 30 Jun 2017 09:55:51 GMT

Like every other business, Aspect Personnel has a set of corporate values. One of those values is Responsibility, which we believe extends past our immediate stakeholders to include the broader community. I know what you’re thinking – standard commercial rubbish to mask the underbelly of corporate greed. However, I implore you to read on.

When our team came up with our company’s values, we made a deal with one another that we only get to talk about those values if we live them as well, that they wouldn’t become meaningless words on a company brochure.

Today we get to talk about, and celebrate, living our value of Responsibility.

Unlike most industry reports which are sold for hundreds, if not thousands of dollars, for commercial profit, it was decided from day one that PACE would be completely not-for-profit, with all proceeds being donated to an annual partner charity.

In the first 4 years, The PACE Survey raised over $46,000 for local, charitable funds to assist them in accomplishing their mission.

In 2017, The PACE Team wanted to do something a little different…

Enter One Heart Foundation, a Melbourne-based charity founded by Dean Landy of ClarkeHopkinsClarke. One Heart has created a village in Kenya where orphaned and abandoned children are cared for in a family environment, while also attending an on-site school. The school has won numerous national and international awards, and consistently ranks as one of the highest-performing schools in Kenya.

In 2017, PACE partnered with One Heart, with the aim of raising enough money to build a classroom in One Heart’s Kenyan village.

Today, we are incredibly proud to confirm that we have achieved our goal, with the 2017 PACE Survey raising $16,152.00 in funds to support One Heart.

This achievement represents the power of community. While Aspect Personnel is only a small business, we were able to recognise an opportunity to bring together a group of individuals and organisations to produce a report that not only provides critical market insights, but has the power to change the lives of a Kenyan community for years to come.

The PACE Classroom will be a permanent reminder of what you can do if your organisation’s values are more than just obligatory corporate jargon. Big change starts with a small difference. Today we made a big change, thanks to the power of many making a small difference, and we’re incredibly proud about it.

We are more excited than ever about next year’s survey and the change it will make. Until then, we have a classroom to build!

Making the most of your performance review

Thu, 18 May 2017 13:52:42 GMT

End of financial year: The time of year that can create equal parts stress from the pressures of meeting targets and anticipation for the clean slate ahead (and, if you’re lucky, EOFY celebrations).

As intimidating and tedious as they can sometimes be, performance reviews provide an excellent opportunity for you to evaluate your successes and challenges from the past 12 months and set objectives for the year ahead. It’s also the time to think about your longer-term career and personal goals and how you’re tracking towards achieving them.

Hopefully you’re in a work environment with an open-door policy and you’re comfortable in bringing up any challenges you’re facing day to day. But if not, this is the time to do it.

Transparency is key.

How to Prepare

Many companies are very structured when it comes to review time, providing you with a set of questions and tools to evaluate your own performance. Other companies, however, are less prescriptive, so it is up to you to compile relevant data or information to discuss.

Failure to prepare properly means that you’re less likely to get any benefit from the meeting, and you’ll be left feeling ill-equipped to work towards your professional and personal goals.

Evaluating your performance

Hopefully you have a wealth of statistics at your fingertips on a company database. If not, review your position description and any specific targets that have been set for you.

Consider the following:

What are your KPIs? How are you tracking now vs. where you wanted to be?

The strength of relationships you’ve built with both external and internal stakeholders

What have you enjoyed most about your role? What have you enjoyed least?

What successes have you experienced? Do you have figures/data to back them up?

What were the biggest challenges you faced? Do you have any suggestions on how they can be addressed?

Your Manager and the Team

What kind of relationship do you have with your manager?

What works well and what could be improved?

How well do you feel that you fit into the team and what do you do to promote collaboration?

Company Culture and Values

Think about the culture of the company. What do you like and what do you think could be improved?

What are the company values? How do you align with them and how do you live and breathe those values?

Your immediate and longer term goals

What are they?

What are you currently doing to reach those goals?

What do you need to do to get you closer? E.g. Additional training, more responsibility, exposure to different areas of the business or mentoring from a colleague

Salary

This can be a tricky topic to broach. Do your market research, know the industry norms, and if you feel that you deserve a salary increase, be prepared with examples of your achievements that warrant this. They say, ‘don’t ask, don’t get’ but you also have to be able to back yourself and your performance.

Whilst performance reviews are a great tool for reviewing your successes and planning ahead, it’s important to remember that if something is weighing you down at work, don’t wait for this once-a-year opportunity to bring it up. The same goes for that awesome light bulb idea – don’t hold back on proposing new initiatives!

As daunting as reviews can be, do the ground work, be prepared, and use your review as an opportunity to set yourself up for great year ahead!

How to network like a pro

Thu, 06 Apr 2017 14:30:23 GMT

This week, I had the pleasure of joining the Property Council of Australia’s Future Directions group at their “Build Your Professional Brand” event. I was on a panel with Tim McCluskey, relationship manager at LinkedIn, where we covered some really interesting topics about how to best brand yourself and build your network.

I am a big advocate for networking. Meeting people you wouldn’t normally speak with gives you the ability to get a new perspective, fresh ideas on how to approach life, and add value to others. By building a strong network of people with similar professional interests, you’re building relationships for the future.

Below are some of the tips and tricks I have used in the past to build my network and relationships in the Property and Construction sector, along with common questions I get.

Network like you mean it

First of all, it is completely normal to feel nervous and uncomfortable when entering a room full of strangers. Everyone at some point in their career has felt this way.

Be sincere genuine and present. It is obvious when you are speaking to someone if they are engaged in what you are saying or not.

Ask open-ended questions . For example, what do you enjoy about your role vs do you like your role? People enjoy speaking about themselves. By letting people talk, you get the opportunity to listen and respond, building rapport and similar interests as the conversation flows.

Keep in touch. Relationships build over time. If you have enjoyed speaking with someone, work out the best way to keep in touch in the future. You may suggest swapping business card or mention that you will send a LinkedIn request. Make sure that when you do send the request, you add a personalised message, like good luck with your project.

What’s the best approach to expanding your networks, online and in person, without coming across as a business-card-collector? Be interested and engaged in the conversation. You may have at stack of business cards at the end of the night, but what do you actually know about the people whose details you have? One of the best ways to create a partnership with someone is to offer to help them and add value.

What happens if I walk into the room and I don’t know anyone?

First, I head to the bar (you don’t need to get an alcoholic drink while you’re there, either). It’s a good place to find others who are hanging out by themselves, and you can say hello without it being too full on.

Failing that, make eye contact with someone also standing by themselves, go over, and say hello — they will welcome the effort.

One thing that’s easy to do when you are alone at an event is to look at your phone and message your mates. I suggest you avoid this tactic. While it might help you feel less awkward, you are making yourself unapproachable and difficult for anyone to come and speak with you.

What happens if I see someone I want to avoid?

Simply smile, say hello, and keep moving. Making it obvious that you are avoiding someone is awkward for everyone mainly you. is you don’t know who that person is speaking and you are cutting yourself off from the wider next work at the event.

What happens if I forget someone’s name?

Hopefully they’re wearing a name badge! If not, ask a colleague or someone who does appear to know them. You can also simply own up to the slip and say, “I’m sorry, we’ve already met, but what is your name? I have a terrible memory for names.” What you don’t want to do is make the situation awkward by avoiding the elephant in the room.

Should you wish to discuss your best approach to networking or have any questions you would like to ask me, either pop a comment below or give me a call at 0478 049 447.

Aspect are now a preferred recruitment supplier to MAV organisations!

Tue, 21 Mar 2017 12:18:32 GMT

Aspect are extremely proud to announce that we’ve been selected as a preferred recruitment supplier to member organisations of the Municipal Association of Victoria (MAV).

This exciting accomplishment recognises the quality and innovative service that Aspect has delivered to Victoria’s local councils in the past eight years.

The service agreement relates to the provision of both permanent and contract recruitment services to MAV members throughout Victoria, South Australia, and Tasmania. It will allow Aspect to strengthen existing relationships and build ones within the local government sector.

Aspect’s consultants recruit for a variety of roles in Local Government, including Engineering, Town Planning, Open Space, Environmental Health, Landscape Architecture, Urban Design, Building Surveying, and Enforcement. The team also have a dedicated Candidates & Contracts Manager available, ensuring the recruitment process is seamless for both councils and the new employees joining them.

“We’re passionate about managing our candidates’ careers and committed to helping councils reach their full potential with the right team members. Being a preferred recruitment supplier for MAV organisations means we’ll be able to do this on a larger scale. We’re thrilled that we can offer our years of expertise as we source, screen, and select Australia’s leading talent for local government roles,” said Mark Parrent, Aspect’s Planning, Government, and Construction Manager.

For more information about engaging Aspect, please contact our Local Government team members or visit our website.

Mark Parrent – Manager

03 9092 7204

m.parrent@aspectpersonnel.com.au

Recruits for: Statutory Planners, Subdivision Planners, Strategic Planners, Planning Enforcement Officers

Marc Buckley – Consultant

03 9092 7208

m.buckley@aspectpersonnel.com.au

Recruits for: Local Laws Officers, Environmental Health Officers, Landscape Architects Open Space Planners, Urban Designers

Michael Parker – Consultant

03 9092 7207

parker@aspectpersonnel.com.au

Recruits for: Building Surveyors, Civil and Project Engineers, Construction Engineers, Design Engineers, Development Engineers, Drainage Engineers, Facility Managers, Project Managers, Traffic Engineers, Transport Planners

Natalie Brooker – Candidate & Contracts Manager

03 9092 7218

n.brooker@aspectpersonnel.com.au

Assists with the recruitment, resourcing, and administration/operational activity for the Public Sector Unit

Changing Anna’s life: PACE 2016 update

Thu, 23 Feb 2017 12:22:02 GMT

Meet Anna.

Anna is 13 years old. She is charming, charismatic, funny, and infectiously cheerful. She is in year 7 and loves Drama and Music as well as the colour pink. She has 6 pets – 4 cats and 2 birds.

Anna also has severe Arthrogryposis Multiplex Congenita, a condition that limits her mobility, range of movement, muscle development, and overall growth. To date, she’s had more than 44 procedures and will likely require more. Anna stands at 127cm and will not grow much taller.

At the end of last year, Anna completed primary school and wanted nothing more than to join her friends at the secondary campus of her school. Unfortunately, this seemingly straightforward move would take a toll on her health. The secondary campus was significantly more spread out and, with Anna’s limited mobility, it would be too difficult to move between classes on time without arriving exhausted.

Heartbreakingly, Anna faced the prospect of saying goodbye to her friends and moving to a special needs school where, in her words, she would not “be able to reach my full potential and be the best I can be”.

That’s where PACE stepped in.

PACE is a not-for-profit project started by Aspect in 2012. Each year, our consultants reach out to clients, some of Melbourne’s leading businesses in the built and natural environment, and ask them to fill out an anonymous survey about salary levels, business conditions, hiring trends, and more. Using the data collected, we produce a Victoria-specific report covering the planning, architecture, construction, engineering, and surveying industries To date, more than 355 firms have participated.

What makes PACE so special is that companies make a donation in order to secure their copy. Every dollar that’s contributed is then donated to that year’s charity. In 2016, we partnered with Variety – the Children’s Charity to help children who are sick, disadvantaged, or have special needs get the equipment they require to lead fulfilling lives.

For Anna, that meant a grant from the organisation that allowed her family to purchase a Freerider Luggie Elite Mobility Scooter. The scooter, which folds up neatly into the family car, allows her to get around school and arrive to classes on time and full of energy. The “kids version of a red Ferrari” scooter, as Anna describes it, has storage space to carry Anna’s books and school supplies so she can keep up with her friends.

The grant money for Anna’s scooter came directly from the money raised by those who purchased the 2016 PACE report. While PACE has always been not-for-profit, never have I been so proud of the project than I was meeting Anna, having the privilege of speaking with her, and seeing the direct impact PACE has had on her life.

Thank you to the entire PACE community. From the team at Aspect Personnel to the hundreds of people who contribute data and donate to the project, together, we’ve changed Anna’s life.

Should your engineering “go-to guy” be a woman? A conversation with VicRoads’ Anita Curnow

Thu, 02 Feb 2017 14:45:32 GMT

My introduction with Anita Curnow was far from traditional. Anita, the Executive Director Access and Operations at VicRoads, had seen a role my firm was advertising on behalf of our clients that included the term “go-to guy.” Anita questioned whether that type of language would deter a woman from applying for the position and, after a moment’s consideration, I agreed.

While an unintentional oversight (not an excuse) on my firm’s behalf, having this pointed out perfectly exemplified unconscious bias. It’s a notion I have become more and more interested in, particularly as the Managing Director of a recruitment consultancy specialising in the built and natural environment, an industry traditionally dominated by men.

I thought that a conversation with Anita, an extremely successful and well-regarded Transport Engineer could enlighten me, and the wider Aspect community, a bit more about the topic as it relates to our industry. She graciously agreed to an interview to discuss how she got into engineering, when she realised the industry might have a diversity problem, and how VicRoads, where’s she been for 14 years, is addressing the challenge head on.

Choosing engineering

Anita’s interest in studying Engineering originally stemmed from an interest in maths. Because pure science wasn’t an option Anita was particularly interested in — “I felt it was a bit disconnected from solving problems” — her maths teacher suggested she consider engineering as a career.

Anita flourished at Monash University’s engineering department. And while she was always encouraged in her studies, it was apparent, particularly coming from an all-girls school, that this was a male-dominated field.

Still, as a talented student and employee, Anita never noticed how work opportunities might be different for women. It wasn’t until she had children, that she realised how things might be different for women.

“After I had my first child and began working part-time, I found myself in this pattern of thought that said, ‘They’ve been good enough to give me part-time work, I can’t ask for a promotion.’”

Anita knew she could do more and be in more senior roles, but she wasn’t sure how to apply for them; the job adverts never mentioned part-time or flexible work. It wasn’t until her husband could scale back to part-time hours that Anita felt they’d have the right balance within their family.

Changing the culture

That’s just one of the reasons Anita is so committed to changing the workplace culture at VicRoads. In 2014, the organisation sent out the Victorian Public Sector Commission’s culture survey– the “People Matter” survey, gauging things like job satisfaction and engagement.

VicRoads was able to gather valuable information about the engagement and productivity of its diverse workforce which identified the untapped female talent within VicRoads.

VicRoads leaders started talking to staff about what type of culture they wanted throughout their 40+ offices, and this resulted in a catch-cry of “Care, Share, Dare.” Including “Dare” empowers employees to make decisions from the bottom up.A “Care, Share, Dare” culture is a key building block to encourage and facilitate diversity throughout the business.

VicRoads realised that a culture of flexibility in the workplace — flexible start and finish times, part-time roles, job sharing and greater engagement with women in particular was necessary to further improve employee engagement amongst all staff and help them grow within the organisation.

Anita sees this “flexibility without stigma” as a way of attracting and retaining different types of people, no matter what their gender, sexual preference or life stage.

“It’s accessible to everyone, and becomes expected, rather than being seen as ‘this person got special treatment because they’re a woman or have small children,’” said Anita.

Leaders are also encouraged to put women in acting roles for up to 6 months, giving women the opportunity to prove to others and, most importantly, themselves, that they have the talent to take on more responsibility and grow with the organisation.

“We found that women were not putting themselves forward because they didn’t believe they have what it takes to do a certain role,” Anita said.

A lot of this is a result of the “mini-me” syndrome, or another form of unconscious bias, where leaders select those like them to mentor, champion, and follow in their footsteps. Unfortunately, when most of those leaders are men, they tend to choose other men, leaving little room for women to move up the ladder, or with no examples of females in executive positions to “look up to”.

By giving women the opportunity to prove themselves in acting roles, they’re instilled with the confidence to keep pursuing the next step in their careers and encouraging them to consider leadership positions.

Today, VicRoads’ goal is to have the same gender representation at leadership levels as it does in the wider business. Women make up about 37 percent of the business. Two years ago, the executive team was about 14 percent female; today, women comprise 30 percent of the executive roles. Additionally, the recent intake of 2016 graduates across all disciplines at VicRoads compromised 64 percent women.

When the People Matter survey was conducted in 2016, VicRoads saw a 70 percent response rate, up from 47 percent in 2014. More than 650 comments were received, half of which related to culture, something that hadn’t come up just two years earlier. Half of these comments were positively-geared, (this was not expected as typically a “free comments” section receives more critique than praise).

Though the organisation is clearly making progress, they’re not nearly finished. “It’s a dangerous thing to ever think we are done,” said Anita. Since gender diversity improvement is going so well, VicRoads is looking at how it can better champion cultural diversity going forward.

Diversity makes business sense

What VicRoads has noticed is that greater diversity doesn’t just mean they’re doing the right thing — it makes business sense, too.

They have found that the more diversity and inclusion efforts the business makes, the higher the retention and engagement rates amongst their staff. In fact, in VicRoads 2016 People Matter survey, job satisfaction and engagement scores both increased by 8 percent since 2014. The organisation’s strides in cultural transformation, including greater diversity, are paying off. Additionally, the feeling of being valued as individuals improves the intent to stay thus driving people to perform better which increases productivity.

Having diversity goals doesn’t replace merit-based hiring, either. Instead, it just means that more efforts are made to ensure that VicRoads taps into their entire talent pool. And as the organisation becomes more transparent about the culture it’s trying to build, it attracts the types of people who are ready to engage in that type of inclusive workplace.

For Anita, tackling these sorts of gender and cultural diversity issues are critical in the workplace, but they can start even earlier, at the university level. She noted that the Engineering industry still sees a similar percentage of female graduates as it did when she left school, some 25 years earlier.

Anita attributes some of that to engineering’s reputation and the lack of emphasis on experience other than coursework. Though technical expertise is important, after a certain point, it’s the soft skills like communication and leadership that can set engineers apart.

For women interested in the engineering field, or who are considering balancing their careers with a family, it’s important to know what you’re good at and not forget it, she said. “It’s easy to forget what you always knew you were capable of.”

New parents quickly learn skills in self control, self management, and other-centeredness that are highly transferable to the workplace. Don’t forget to add your new experiences on your CV and what the skills you’ve acquired in your “new normal” have taught you. “You now have more, not fewer, offerings,” she said.

Finally, Anita encouraged women to continue advocating for themselves and others in the workplace.

“Be picky about who you want to work for, but be a change agent as well.

Here’s how much we collected for Foodbank Victoria!

Wed, 21 Dec 2016 12:26:31 GMT

At Aspect, corporate social responsibility is a huge part of our business. From our weekly soup kitchen volunteering at St Mary’s House of Welcome to our quarterly bar charity, where we donated all the proceeds from the A-Bar to a small, local organisation where the funds can really make a difference, we try and give back to the community whenever we can. But our annual holiday drive is a bit different.

Each year, as Christmas draws nears, we invite our clients and suppliers to join us in giving back to those less fortunate to show what the true Aspect spirit is about. In previous years, we’ve collected professional clothing for women in need through “ Fitted for Work ” and donated reading glasses to “ Recycle for Sight. ”

This November, we set a goal for our 2016 initiative – collecting 500 food items for Foodbank Victoria, a not-for-profit food relief organisation, delivering nutritious, healthy food to individuals and families in need.

Throughout Melbourne, our fantastic clients and suppliers really threw themselves into the task, going above and beyond our expectations. Thanks to their generosity, Aspect was able to donate 1,241 food items!

Because of this year’s holiday drive, over 700 kg of food – which equates to 1,400 meal parcels – will be distributed to the hungry throughout Victoria, just in time for Christmas.

A huge thank you to those companies who got on board with the food drive:

ARM

Astute

Buildcorp

Cardno

Comensura

Connor Pincus

Fordham

GHD

Gray Puksand

Insitu

Lanskey

NDY

Optus

RCSA

SEEK

Set Metrics

Spiire

Umow Lai

Waterman

WSP

Big change starts with a small difference, and we’re honoured to do our part. But most of all, we’re proud of the Aspect community for joining our mission and championing this important cause with us. The Christmas spirit is truly alive.

Aspect’s first-ever charity auction raises more than $1,600 for breast cancer research

Mon, 07 Nov 2016 12:30:06 GMT

The Aspect team gathered Friday afternoon for a different kind of happy hour – a charity auction benefiting breast cancer research here in Australia. With 1 in 8 women being diagnosed with the disease in her lifetime, this is a cause that’s close to our hearts.

The event was organised by Aspect’s CSR team as a way to get involved in October’s Breast Cancer Awareness Month. Though we were a few days into November, spirits were high with over a dozen items and experiences up for bidding.

The guidelines were simple – nothing could be purchased specifically for the auction and any ‘services’ had to be for something that employees don’t do for work. The Aspect team got creative: from being a personal barista for a month to giving golf lessons in Albert Park to creating a sweet treats tour of Melbourne, there were some terrific items up for grabs.

With Managing Director Matt Sampson playing the part of auctioneer, the fun began. The bidding was intense, particularly for the two mystery boxes up for grabs, but nearly everyone walked away a winner. Between bids and drinks purchased, the Aspect team raised $1,689 for breast cancer research in just two hours! We’re thrilled to be able to make a difference, and look forward to the auction becoming an annual event!

Restoring dignity: Aspect team donate 360 hot showers to Melbourne’s homeless community

Thu, 21 Jul 2016 12:36:06 GMT

Incentives are nothing new for recruitment agencies, with many firms using them to recognise and reward high performance amongst staff.

These perks are often self-centric – a gift certificate to a nice restaurant or a set of movie passes. But Aspect Personnel’s Public Sector Manager, Mark Parrent, thought his team would be equally motivated by the prospect of helping others as they would be about earning another perk for themselves.

Mark had recently read an article in The Age about One Voice . The not-for-profit organisation operates a mobile shower bus at Enterprise Park in Melbourne’s CBD four times a week, providing a safe place for disadvantaged people to get a hot shower and access hygiene products at no cost.

“Reading the article really resonated with me,” Mark said. “To think that something we take for granted like showering is such a struggle for so many people was an eye opener. I thought One Voice was really innovative and wanted to give my team an opportunity to get involved.”

“When we put One Voice as our incentive goal, our focus was not only on our commercial success, but on making a difference in the community right outside our office,” he said. “It was inspiring to see the team rise to the challenge and really get behind One Voice’s mission.”

In just three months, the three-person Public Sector team earned an incentive of $1,440. At $4 a shower, they were able to donate 360 showers to people experiencing homelessness in Melbourne.

“We’re grateful for the contribution of organisations like Aspect Personnel, who give back to their community,” said Josh Wilkins, Founder/CEO of One Voice. “People aren’t numbers. They’re human beings who deserve investment and giving them a place to shower is the first step.”

2016 PACE Survey raises $11,315 for children’s charity

Mon, 11 Jul 2016 12:40:30 GMT

A huge “thank you” to our supporters of the 2016 PACE Survey. Because of you, so far we’ve raised $11,315 for this year’s partner, Variety – The Children’s Charity !

We started the PACE Survey project to provide recipients with unique insights into market and salary trends while raising much-needed funds for a fantastic cause. As in years past, the report is proudly a not-for-profit project – every dollar raised from its distribution is donated directly to a deserving charity, fulfilling one of our values , taking responsibility for the community around us.

This year, we were thrilled to partner with Variety. This children’s charity is a national organisation committed to empowering Australian children who are sick, disadvantaged, or have special needs overcome the obstacles they face and live life to the fullest.

The donations we’ve received so far will allow us to donate several items to Variety, where they’ll be distributed to those children in need, including a Wizzybug powered wheelchair specially designed for children and an epilepsy monitor.

We are incredibly appreciative of the generosity shown by firms that have supported this year’s PACE Survey, either by contributing data, donating to the survey, or purchasing a copy of the report. To know the work that goes into publishing the report not only adds values to our industry but also will change the lives of Australian children is extremely rewarding.

If you haven’t made a donation, there’s still time! You can make a contribution here .

The Art of Delegating

Thu, 26 May 2016 14:57:16 GMT

There’s something that I have never been very good at – delegating! After a recent training session on the topic, I understand the importance and necessity of the concept… but the art of delegation is definitely a skill which requires practice.

Delegating is a key ingredient in business. The very point of having a business structure and teams is to have the support to complete all the tasks required to make a business run successfully and efficiently. As a business grows, so does the necessity to delegate. My business unit at Aspect has grown considerably over the last 12 months. This has meant that my own role within the business has also expanded and, as an additional Consultant joins my team this week, hoarding work and trying to do everything myself is simply not a feasible option.

As a people manager, I avoid delegating for the same reasons that other people find it uncomfortable:

Entrusting a task to someone involves handing over control
There is an assumption that “I’ll do it better myself”
It takes time and effort up front, so it’ll be quicker if I just do it
I feel bad asking people for help

On speaking to my peers, these are common reactions, but the avoidance of delegation can be damaging not just on yourself but also your team. In turn, by delegating, you can have a positive impact on both yourself and your team.

Here are 3 advantages of successful delegation:

The effect on yourself –

As you begin to advance your career and take on additional projects, it is impossible to juggle all of your responsibilities. Too much work, not enough time, and unnecessary stress is not pleasant for anyone – including your teammates who have to listen to you sighing every 10 minutes! Whilst the delegation of some of your tasks may take time and effort initially, it will save you time in the long run and allows you to focus on the, more important aspects of your role.

The effect on your team –

Entrusting someone with a task, that you would have ordinarily done yourself, demonstrates your confidence in their ability. It also allows others to develop new skills, take on greater responsibility and accountability, and ultimately grow in their own career.

But delegating doesn’t mean just throwing a task someone’s way and expecting a certain result. It’s a process which you may need to repeat until the person you’re delegating to has developed the necessary skills in order to assume full responsibility to deliver the task successfully.

The effect on the organisation –

Pushing work as far down the hierarchy enables the business as a whole to grow and expand. Decision making is quicker because it is shared at all levels.

Here’s 4 tips for successful delegation:

Prepare :

You need to first decide what task is appropriate to delegate, and who you should delegate to. Some tasks may be business critical, with zero room for error, and should actually be done by yourself.

When you do decide a task is appropriate to delegate, think about what time you have, and leave enough time for mistakes and the possibility of a back-and-forth on the first go. Select who you are confident will be self-motivated,, will enjoy the increased responsibility, and who has the capacity to complete the task. Learning the strengths, weaknesses and motivators of your team will help you to delegate appropriately.

Communicate :

Explaining the detail of a task face to face is preferable, allowing questions as you go along. Be clear on your expectations, timeframes and what you need the person to deliver. Providing tools, templates and examples will help. Sending a follow up email with guidance, expectations time-frames, and support is more likely to produce the result you want.

Check in, but don’t micro-manage:

Don’t be overbearing! This will send the message that you don’t trust the person to complete the task. If you have given a timeframe to complete the task, decide on your check-in points to ensure they’re on the right track and leave it at that.

Have patience:

You need to remember that the task may not be completed to the standard you would like on the first go. But spending the time to review, give feedback and how to improve next time will help you in the long run.

However uncomfortable the process, it’s important to remember that delegating is a key ingredient to a successful business. Like many companies, we have started planning for the new financial year. If you too have started considering the next step in your role, I encourage you to think about what you can do to step up and take tasks off your manager so that he/she can concentrate on wider business matters, and what tasks you can then delegate to your team… and practice!

Recycle For Sight – we did it!

Tue, 12 Jan 2016 12:44:29 GMT

In the run up to Christmas, and with the help of some generous clients, Aspect ran a collection drive for the “Recycle For Sight” charity program, run by The Lions Club.

Recycle For Sight distributes regraded spectacles, to many parts of the world, to humanitarian organisations for delivery to poor people in need – at no expense on the recipient.

At the launch of the drive we set a target of collecting 200 pairs of glasses by Christmas. I am absolutely delighted to report that we gathered 603 pairs!

David Hayter, a Lion’s Club representative, popped into the Aspect office today to pick up the collection. He was thrilled!

We take for granted the gift of sight, especially given that three quarters of vision impairment is either avoidable or treatable. But for those living in impoverished areas, these impairments can lead to vision loss and associated incidents and illnesses.

Thank you so much to all of those companies that helped us to smash our target! The glasses collected will have a dramatic impact on many people’s lives.

For more information, or to ensure that you are kept informed about Aspect’s next charitable drive, please contact s.fife@aspectpersonnel.com.au / 03 9092 7209

So you’ve secured a phone interview – now what?

Wed, 16 Dec 2015 10:00:08 GMT

So your resume is looking snazzy, you’ve put together a killer cover letter and you finally get a call back for an interview. Fantastic news! But what if the interview isn’t your stock standard, office based, face to face interview?

With communications technology developing at a rapid rate, and job seekers continuing to apply for positions interstate and overseas, it’s becoming more and more common for hiring managers to conduct first round interviews over the phone or Skype (or similar video conferencing software). Although the process isn’t much different, there are a few extra things you might want to consider to ensure that you’re sufficiently prepared to ace that interview!

1. Do your research –Just because it’s a phone or Skype interview, doesn’t necessarily mean it will be brief, so be prepared. Know the company, who you are speaking with, the details of the role you’ve applied for and have some of your own questions prepared.

2. Test your technology – If you’re not a regular user of Skype, it’s a great idea to do a test run with a friend or family member to ensure that your app is up to date and that you remember your login details! You don’t want to be late for your Skype interview because you had to request a password reset!

3. Presentation – Although you’re not presenting in person, it’s important to present yourself in the same way that you would for any other meeting. Refrain from wearing your Pyjama bottoms – I too, enjoy wearing my jimmy-jams at any possible opportunity, however dressing neatly and professionally will put you in the right frame of mind.

4. Body Language – Body language is incredibly important, not only in a face to face interview but also over Skype. You may only be partially visible (or not at all, over the phone), but your Interviewer will likely be able to sense if you’re fidgeting, slumping in your seat or fiddling with objects around you.

5. Tone of voice – Your words are all you have to rely on over the phone, so your tone and inflection is particularly important. Salespeople are often taught to smile when they’re making a call and this is a great tactic to take into consideration when you’re in a phone interview (selling yourself). It might feel silly but it will positively impact the inflection in your voice, it will lift your mood and you’re more likely to come across as an engaging and personable individual.

6. Watch your speed – Be conscious of the pace at which you are speaking. I find that my mind races when I’m nervous and the affect that this has in a phone interview could cost you an opportunity of a face to face meeting or a job offer.Remember that a moment silence is ok! It probably feels like a lifetime but, in reality, it’s probably only a matter of seconds. Take a breath, gather your thoughts and calm your nerves before continuing.

7. No distractions – Put your phone away and out of sight, ensure the TV is completely off, and sit in a quiet space without others coming in and out of the room. It doesn’t take much to get distracted and lose your train of thought.

With the right preparation, your initial phone or Skype interview can give you the opportunity to make a great first impression with your new employer and take you one step closer to securing an exciting new role.

By following the tips above, I hope you’ll feel more comfortable and better prepared the next time you’re invited to interview.

Volunteering at Variety’s Children’s Christmas Party!

Mon, 14 Dec 2015 14:53:06 GMT

You may have seen the 29th Variety Children’s Christmas party on the news over the weekend? It is an annual event that allows children who have an intellectual or physical disability, terminal illness or who come from a low socio-economic background, to celebrate the joys of Christmas. Nine of the Aspect team volunteered over the two days to help set up and then host the party.

I hear set up day was physically challenging and on my arrival to the venue on the Thursday I could see why. A large part of the Convention Centre had been razzle dazzled with huge Christmas trees, fairground rides, live entertainment, slides, a North Pole grotto and of course a few areas for some R&R and creative flair. Oh, not to forget the animal petting farm which Aspect manned whilst children patted, held, brushed, hugged and kissed the lamas, calf, sheep, goats, chickens, turkey and ducks.

It was a so lovely to see the kids enjoy the animals. One parent mentioned to me that her child was quite anxious and frantic when visiting all the other rides and activities at the party yet when he came into the animal pen, he was calm. I was also pleased to be able to sign back to a few of the children who also knew Auslan (sign language).

The party is put on solely by Variety, Variety volunteers and with donations. It costs $200 to send a child to the party so it’s a huge achievement to say that circa 3,000 passed through. It was a really special day and a lovely opportunity to give back.

If you’re interested in volunteering, you can email Variety here: volunteer@varietyvic.org.au and view more on their website at Variety.org.au

What to do when a new employee asks “why do we do it that way?” (and you don’t know the answer)

Wed, 09 Sep 2015 12:55:01 GMT

Last week, I was fortunate enough to attend the RCSA International Conference. As always, they had lined up an array of brilliant speakers. One particular highlight was a fellow Gen Y, named Michael McQueen.

Michael’s message was clear. If you don’t cannibalise your business, another business will do it for you. In order to stay relevant in a changing world, we need to peel back some of the things on which your business was built.

As the proud owner of a successful business, this was a bitter pill to swallow. What do you mean that my innovative business idea is no longer innovative? How dare you say it is outdated and no longer relevant to the modern world?!?

This can be a particularly hard thing to hear, when you hear it from a new employee. Someone younger than you, someone less experienced than you, someone who has no right to tell you how you should run your business.

Right?

Wrong.

For I learned that it is the newest minds in our organisation that often have the freshest and most innovative ideas of all. They are the most inquisitive staff members. They are the ones that are not stuck doing something the way it has always been done, because they’ve never done it that way before.

Michael shared a great story about the US Military, which really resonated with me:

A few years ago, a group of new recruits were doing their basic training. One module of the training was how to use artillery guns. Their instructing officer told them that when they load a round into an artillery gun, make sure you have a watch on. For when you load an artillery round, you must wait exactly 8 seconds (not 7 seconds, not 9 seconds) before you fire it.

As the officer was about to move on to his next instruction, one of the new recruits did something that wasn’t really encouraged in military training. He raised his hand and asked “Sir, why do we wait 8 seconds”. The officer was thrown back by the question, perceiving it as insolence, dismissed the question and moved on with the training.

But the question stuck with him. A few days later the Officer spoke to another officer and asked him if he knew why we wait 8 seconds before we fire the artillery round. The Officer knew to wait 8 seconds, but did not know why, it was just the way he was taught.

After some research the pair discovered that the reason for the 8 second rule was that, years ago, the army used to use horses to haul the artillery guns to the front line. The 8 seconds was the time required to move the horses back away from the guns before it was fired, so the horses wouldn’t get startled.

This training took place only a couple of years ago. At that point, horses hadn’t been used to haul artillery for over 30 years. But the rule had stuck. It was a rule that made no sense in the modern world. The rule served no purpose. It was just the way that things had always been done.

If you were to look at your own business, are there rules, processes that simply do not make sense anymore?

I caught up with a good client recently, a well-regarded Managing Director of a leading engineering consultancy. He greeted me by saying “G’day Matt. Thanks for coming down. I see you’re still wearing that tie”.

Until a month ago, my business (a Recruitment Agency) had a dress-code policy where all male employees must wear a tie at all times. When one of our most important clients inadvertently pointed out that this was a bit odd, I asked myself “why do we do that?”

When I couldn’t come up with answer other than “it made sense in 2008 when I founded the business” it became obvious it was time to update our dress code policy to match the evolving professional environment we operate in. So we did, and we’re a better company for it.

So when an employee, on their first day, asks you “why do we do it that way?”, listen to the question and take it as a gift, not as a challenge to your authority. Don’t wait for the question to come from one of your key clients.

Wayne Dyer said “When we change the way we look at things, the things we look at change”. The world around us is changing, faster than ever before. For our businesses to remain relevant and successful, we need to be changing with it. If you don’t believe me? I would recommend giving the guys from Blockbuster, Kodak or Borders a call.

For more information on Michael McQueen, visit his website at http://michaelmcqueen.net/ .

The Impact of Good Leadership on Employee Loyalty

Mon, 30 Mar 2015 14:44:25 GMT

Last week, our office received three phone calls from three employees working within the same team at the same company (a company with whom we have never recruited for). Each had decided to look for a new job and each, independent of one another, identified the same reason behind their decision to leave – their manager.

It got me thinking of the saying “people don’t leave companies, they leave managers”.

While the events of last week suggest this saying is true, it is a little “glass half empty” for my liking. Why focus on those who cause people to leave organisations, rather than focussing on those who inspire people to stay?

So instead, for the purpose of this article, I am going to work with: “people aren’t loyal to organisations, they are loyal to managers”.

This, it seems to me, is just human nature. It is much easier to forge a relationship with another human being than an inanimate object. Those leaders who can develop and nurture strong relationships with their staff are those that intrinsically foster a sense of accountability amongst their team. It is that accountability that inspires a connection with, and responsibility to, the success of something greater than yourself.

I appreciate there may be a perceived irony in me, a Recruitment Consultant, encouraging the implementation of strategies to retain and improve productivity of your current staff, rather than recruiting additional ones. But the challenge of good recruitment is no longer just matching people with the right companies, it is also matching people with the right leaders. I therefore figure that, if I can encourage you to nurture better business leaders, I will save myself some time down the track.

So what are the types of leaders that people are looking for? What are the types of leaders that attract staff and inspire their loyalty?

Here are five in-demand leadership characteristics that consistently pop up in conversations with job seekers:

A clear, shared vision

Probably the most commonly documented leadership skill, and rightly so. Your vision: define it, articulate it to the team (with the passion it deserves) and then live it every day. Give staff regular updates to recognise progression and ensure continued engagement with your vision. If we want our staff to be part of our future, they need to be excited about what that future holds, and understand how they fit into it.

Emotional Intelligence

Defined as “the capacity to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically”, emotional intelligence is critical to the modern leader. Being aware of oneself and those around them allows the leader to anticipate reactions to situations and respond effectively. Emotional intelligence leads to a collaborative environment – a method of management that many talk about, but very few practice.

Lead by example

By consistently delivering on what they say you will, leaders develop credibility and become someone that people want to follow. Say one thing and do another and that trust erodes. If we are setting high expectations of our staff we need to ensure we are delivering to those expectations ourselves. “Do as I say, not as I do” is not a viable leadership philosophy in 2015.

Invest in your people

Investing in the professional development of your team is an extraordinary mechanism for facilitating engagement with the business. We often see that an ongoing investment in an employee’s professional welfare is reciprocated by the employee’s ongoing investment into the welfare of the business.

Recognition

As humans, we crave to be valued and appreciated. Recognition at work does not have to come in the form of financial reward. It can be as simple as saying “thank you”. Showing appreciation needs to not only recognise results, but also efforts and behaviours that support your vision and values. Make sure the gratitude is genuine and as real-time as possible.

The above five leadership characteristics seem fairly straight forward and, I assume, agreeable to most readers. I will, however, ask you when was the last time that you engaged in an activity to tangibly assess such competencies amongst your current and potential leaders? When was the last time you analysed the leadership training needs of your management team? And finally, when was the last time you invested time and money into the further development of your team’s leadership skills?

I have just started developing my business’s budgets for the next financial year. In a market that remains unpredictable, our training program, while critical to our business’s success, needs to be closely managed and expenditure justified. The challenge is, how do I justify allocating money to training a skill that is never going to be included on a corporate CV or any tender application? How do I allocate money to training a skill set that has no immediate, tangible, or measurable return on investment for my business?

Then I think about if it was me conducting three exit interviews next week, where each staff member cites “poor management” as the key reason for their resignation. I consider the costs to my business of replacing our departing employees – lost expertise and relationships, the time and cost to train replacements, the impact on team morale, the perception of our brand and, dare I say it, the recruitment fees I will pay to refill the roles. The ROI then seems a little clearer.

Staff loyalty doesn’t just improve retention, it encourages performance. If we want to build loyalty within our businesses, if we want to retain our best staff and have them work to their potential, we need to give them someone to follow. We need to empower and train our leaders to lead.

1555 items for Fitted For Work!

Mon, 02 Feb 2015 13:00:26 GMT

Last year we collected 1154 articles of women’s corporate clothing, and this year we have collected a massive 1555!

While we didn’t reach our target of 2000, we are thrilled to have increased our collection!

On Friday we dropped off our donation to the Fitted for Work office, at the Women’s Centre on Lonsdale Street. This year we had to hire a van just to transport all the boxes!

The Fitted for Work staff were already having a busy day with their monthly ‘Conscious Closet’ sale, but were very grateful to receive the donations and helped us to trolley them from the van up to the boutique.

With 350,000 women currently registered as for looking for work in Australia, Fitted for Work is an Australian charity that provides advice, interview preparation and a personal outfitting service to disadvantaged women in order to help them to secure work.

A huge thank you to our generous clients for contributing to such a great cause, and to Guardian Storage for their boxes – we couldn’t have done it without you!

To find out more about Fitted for Work please visit their website http://www.fittedforwork.org/

Two truly inspirational stories – How Kate and Grayden are celebrating life after living in a nursing home during their 20s & 30s.

Wed, 07 Jan 2015 14:39:10 GMT

This morning we were fortunate enough to be joined by two of The Summer Foundation’s Ambassadors; Kate Skene and Grayden Moore.

The Summer Foundation is a Melbourne based organisation committed to providing young people with disability and complex care needs with a range of creative and innovative housing solutions so that they have a real choice in where they live.

Kate and Grayden came into the Aspect office to tell the team a little more about the work that The Summer Foundation do and share with us their own stories.

Kate’s Story

Kate was diagnosed with Multiple Sclerosis (MS) while in her second year of university. After graduating from university, Kate started working at a Kindergarten and was living independently. Unfortunately, at the age of 30, Kate’s health worsened to the point where she was admitted to hospital for three and a half months.

When Kate was discharged from hospital, it was not realistic for her to return to live independently. The only option available was a nursing home.

Kate described her first day in the nursing home. Being dropped off by her parents and doing her best to be brave as the front door of the nursing locked behind her parents as they left.

Kate shared a room with an elderly woman who had severe dementia. She cried herself to sleep that night, as she did for many after that.

At 31 years old, Kate was the youngest resident in the nursing home. The next youngest resident was 60 years old, while all other residents were in their 80’s.

Kate began to lead an increasingly isolated life. Struggling to find anything in common with much older residents, she found it hard to socialise at the nursing home. Her friends found visiting Kate so confronting that they stopped all together. Kate would be asked to vacate her room at 8am, would be “allowed” to shower every second day and wash her hair once a week. Bed time was 6:30pm. Kate admitted that she lost the will to live and regularly considered how she could “do something stupid and make it look like an accident”.

Kate was lucky enough to have her social worker place her name on a waiting list for alternative and more suitable accommodation, which she was accepted into.

Kate now lives in accommodation in inner Melbourne, where she has her own room and the support she needs to be independent. Kate is again living a lifestyle appropriate to her age, and managing her own day. She is “never home, spending most of my days having coffees and going shopping with friends.”

Grayden’s Story

Grayden was one of Australia’s top 10 junior tennis players in Australia, and mixed doubles partner to Samantha Stosur. At 23 years old, a horrific skateboarding accident changed Grayden’s life for ever.

Grayden’s parents, who were overseas at the time, were contacted by the hospital and told to return home immediately to say goodbye to their son who lay unconscious in intensive care. Doctors advised, should Grayden survive, he would “remain a vegetable for life and never be able to talk or walk”.

For a time, Grayden’s grasp on life was tenuous though, with support, has made amazing progress. It took years for Grayden to relearn basic functions such as sitting by himself and walking again.

After being released from hospital, Grayden was placed in a nursing home. Unfortunately, Grayden could not comment on his experience at a nursing home as his injury has virtually erased his memory of the 6 years prior to his accident, and the first two years of his recovery.

What Grayden was able and proud to talk about his life today. Grayden has moved into a supported accommodation unit, surrounded by other young people (and close to the beach!).

Grayden loves managing his own diary (which he does on a large whiteboard in his living room). Grayden is also a regular at his local tennis club, where he regularly visits for a social doubles match. When asked if he keeps in touch with Sam Stosur, Grayden confesses to still “texting her some tips after watching her play on TV”.

Kate and Grayden’s stories were incredibly moving. At 29 years old myself, their stories were particularly harrowing.

While my immediate emotion was sorrow for them, they made it very clear that they don’t want sympathy, what they want is equality. They are young, fun, people who want to live a young, fun life. And now they can.

Their resilience to misfortune and overriding positivity about life is truly inspirational. Both Kate and Graydn’s faces lit up when they were given the opportunity to tell us about their lives today. The gratitude for what they have now is extremely moving. Thank you to Kate and Grayden for sharing their incredible stories with such openness and honesty.

Aspect is proud to be supporting the Summer Foundation in 2015 by donating 100% of the revenue generated by this year’s PACE Survey to the organisation to assist them in their mission to stop the 6000+ young Australians, like Kate and Grayden, from being forced to live in nursing homes because there is nowhere else for them.

To find out more about the Summer Foundation, visit their website at www.summerfoundation.org.au , like them on Facebook or follow them on Twitter .

To find out more about The Pace Survey, and to take part, visit www.pacesurvey.com.au .

Aspect win “Small Recruitment Agency of the Year” award at the 2014 SARAs

Fri, 14 Nov 2014 13:06:34 GMT

I am absolutely thrilled to announce that Aspect Personnel have been awarded the title of Small Recruitment Agency of the Year at the 2014 Seek SARA Awards.

The announcement was made at the SARA awards ceremony last night, held at the Museum of Contemporary Art in Sydney.

Traditionally based on jobseeker votes, this year Seek overhauled the judging process. Recruitment agencies were invited to submit a 2,000 word application that was judged by a panel of experts including:

Steve Granland (CEO of the RCSA)

Debra Eckersley (Partner at PwC People)

Janet Gregory (Professor of Learning Innovation at Swinburne University

Ben Lawrence (Chief Human Resources Office at Westfarmers)

The new process has allowed agencies to showcase their accomplishments while providing a qualified and improved system for objective assessment.

Thank you to Seek for not only putting on a cracking night but also for encouraging and celebrating excellence within the Recruitment industry.

A huge congratulations to our fellow finalists and winners on what you have achieved and contributed to our industry over the past 12 months.

Finally, and most of all, to the team at Aspect Personnel. Our award application was simply a transcript of the amazing work that you all do on a daily basis. I am incredibly proud to be part of such an awesome team!

#YORO

The Pace Survey Raises over $10,000 for YGAP!!

Mon, 27 Oct 2014 14:32:58 GMT

We are very pleased to announce that The 2014 Pace Survey has raised $10,000 for YGAP.

100% of the project’s revenue has been donated to YGAP to assist them in their goal to empower communities disadvantaged by poverty to become self-sustainable.

An enormous thank you to all those who donated to this year’s survey and to all those that helped us make the 2014 Pace Survey a reality!

Thanks to your generosity, we have supported:

– Providing assistance to over 1750 women that have experienced domestic abuse.

– The economic empowerment to 123 clients in Cambodia, 84% of whom now have a job.

– The running of the Ntenyo Community School in Rwanda which now proudly has a 100% success rate of passing the Primary Graduation National Exam.

If you are not familiar with the publication, The 2014 Pace Survey is a comprehensive report on salary levels, business conditions and HR practices across the Victorian Planning, Architecture, Construction and Engineering industries. The report is a 115 page, hard copy book that collates, analyses and reports on data gathered from over 200 companies within the above industries.

For more information on The Pace Survey and to order your copy,

visit www.pacesurvey.com.au or e-mail us at contact@pacesurvey.com.au

To find out more about YGAP, visit their website at www.ygap.com.au

Aspect win the 2014 RCSA Corporate Social Responsibility award!

Mon, 26 May 2014 13:11:59 GMT

Aspect are extremely proud to be the recipient of the 2014 RCSA Corporate Social Responsibility award, announced at the 2014 RCSA Gala Ball.

Sponsored by FastTrack, the award recognises excellence in CSR achievements for businesses in on-hire, recruitment and workforce consulting.

Aspect’s submission revolved around our CSR “mission” – a collection of brilliant ideas from our staff as to how we can have a positively impact on those in the community around us. Our staff’s passion makes this mission self-evolving.

Some examples of recent brilliant ideas include:

Measuring and successfully offsetting 100% of our carbon output and becoming officially Carbon Neutral.

Continuing to help our friends at St Mary’s House of Welcome serve food to the disadvantaged every week.

Publishing and selling a market and salary survey where 100% of the proceeds are donated to charity.

Successfully challenging our clients to raise over 1000 articles of corporate clothing to assist disadvantaged women find and keep work.

Aspect’s business strategy defines a responsibility beyond economic performance and legal compliance. We feel the ongoing success of our company depends not only a healthy economy, but a prosperous environment and community as well. We figure it makes good business sense to try and have a positive impact on all three!

For more information on Aspect’s CSR program, please contact Sara Fife via s.fife@aspectpersonnel.com.au .

– Matt

See more photos from the night here>