edgerecruitment

Why you are losing out on good candidates

Thu, 16 Apr 2026 22:30:01 GMT

Why are good candidates slipping away?

Employers across South Australia are still facing pressure in a tight labour market. Skilled candidates remain cautious, competition for talent is high, and many organisations are finding that good people are slipping away before offers are even accepted.

But the issue is not just candidate availability.

The latest hiring data shows that recruitment challenges are being driven by a mix of candidate caution, rising expectations, and avoidable friction in the hiring process itself.

For employers trying to secure strong talent, this means the focus cannot sit on salary alone. Process, communication, career progression and the overall value of the opportunity are playing a much bigger role in hiring outcomes.

What the latest South Australia hiring data reveals

The data points to several clear trends shaping the market:

34% of employees say limited career development opportunities are the leading reason they leave a role

62% of job seekers are engaged in at least three interview processes at the same time

36% of candidates are only passively looking or hesitant to move

When job offers fall through, the leading reasons are:

Salary being too low – 42%
Poor communication – 41%
Poor candidate experience – 35%
Hiring processes taking too long – 31%

Taken together, these figures show that candidates are not simply asking whether a role is available. They are asking whether it is worth moving, whether the process feels efficient and professional, and whether the opportunity offers enough progression to justify the change.

What employers need to pay closer attention to

Hiring outcomes are no longer being shaped by one factor alone. Employers need to pay closer attention to the full candidate proposition, including:

Career progression: Candidates want to know where the role can lead, how their skills will grow, and whether the business can offer meaningful development over time
Speed of process: Delays can cost strong candidates quickly, especially when they are already interviewing elsewhere
Communication quality: Poor or inconsistent follow-up weakens confidence and can make candidates question how the business operates internally
Candidate experience: A disjointed process can damage engagement, even where the role itself is attractive
Market-aligned salary: Pay still matters, and employers need to be realistic about how their offer compares in market

For many businesses, the problem is not always that another employer has a dramatically better opportunity. Sometimes it is simply that another employer moved faster, communicated more clearly, and created more confidence.

Why career development matters more than employers think

The strongest theme in the data is progression.

If limited career development is the top reason employees leave, candidates are clearly looking beyond the immediate job in front of them. They want to understand:

What they will learn
How their skills will develop
What progression could look like
Whether the role feels like a meaningful next step

A position may be stable, well paid and clearly scoped, but if it feels static, it becomes much harder to sell.

Practical ways to improve hiring outcomes

There are several ways employers can strengthen their hiring approach in this market:

Show the future value of the role: Do not focus only on day-to-day responsibilities. Make the longer-term opportunity clear
Tighten interview timelines: Reduce unnecessary stages and keep momentum moving
Communicate consistently: Timely follow-up and clear next steps help maintain confidence and engagement
Review the salary offering: Benchmark roles properly and be honest about whether the offer is competitive
Improve the candidate experience: Make the process feel professional, organised and respectful from first contact to final decision

A stronger hiring strategy starts with more than attraction

In South Australia’s current market, good candidates are weighing more than just salary or title. They are assessing whether the opportunity feels worth the move, whether the process is being handled well, and whether the role offers future value.

Employers that can combine fair remuneration, clear progression, strong communication and efficient hiring processes will be in a much stronger position to secure talent.

Those that rely on the role alone to do all the heavy lifting will keep losing strong candidates.

Women in Property Morning Tea 2026

Thu, 09 Apr 2026 01:07:14 GMT

Join us to celebrate the achievements of women in business and connect with excellent networking opportunities!

Now in its 21st year, Edge Recruitment's women in property events attract professionals from all areas of the property industry whilst raising funds for charity.

In support of the Cancer Council SA, a portion of every ticket sold will be donated to aid in cancer research.

DATE: Thursday 14th May 2026 , 9.00am - 10.45am
VENUE: Bobbi's @ Hilton Hotel, 264 South Road, Hilton SA
TICKETS: $60 each , includes morning tea and Cancer Council donation
RSVP: by Friday 1st May

WIN! You could take home one of our amazing lucky door prizes!

Guest Speaker

Be inspired by our guest speaker Sadie Goddard-Wrighton , a dedicated volunteer, health and wellness coach, and Ambassador with Cancer Council SA.

Sadie is a breast cancer survivor whose personal journey through diagnosis, treatment, and recovery has deeply shaped her perspective on health and resilience.

Sadie now shares her story through volunteer work to inspire hope, raise awareness, and ensure others feel less alone on their cancer journeys.

A Smart Solution to the Talent Shortage

Tue, 24 Mar 2026 11:24:27 GMT

Employers across Australia are still feeling the pressure of a tight labour market. Skilled candidates remain in high demand, and many organisations are finding it increasingly difficult to fill roles through traditional full-time recruitment.

But what if the solution isn’t simply searching harder for full-time employees?

One strategy we often recommend to employers is to reconsider the structure of the role itself. Specifically, could the role be offered on a part-time basis.

It’s an approach that many organisations overlook, yet it can open the door to an entirely new pool of highly capable candidates.

The growing role of part-time work

Part-time employment has become a significant and stable feature of Australia’s workforce. According to the Australian Bureau of Statistics, around 31.2% of employed Australians now work part-time.

This means nearly one in three workers are choosing part-time arrangements, reflecting changing expectations around work, lifestyle and flexibility.

Many experienced professionals actively seek part-time opportunities, including:

Parents returning to the workforce

Professionals transitioning toward retirement

Individuals balancing study or further qualifications

Highly skilled workers pursuing portfolio careers

Experienced candidates seeking improved work-life balance

For employers willing to offer flexibility, this represents a significant and often underutilised talent pool.

The benefits of hiring part-time employees

Introducing part-time roles can deliver several advantages for organisations struggling to attract talent.

Access to a broader candidate pool: By offering flexible hours, employers can engage candidates who may not be available for full-time work but bring valuable experience, skills and industry knowledge.

Increased productivity: Research has consistently shown that employees working flexible arrangements can be highly productive. With clearly defined responsibilities and focused working hours, part-time employees often deliver strong output during their scheduled time.

Greater retention and loyalty: Flexibility is one of the most valued benefits in today’s workforce. Offering part-time options can help employers attract and retain employees who might otherwise leave the workforce or move to more flexible organisations.

Improved diversity: Flexible roles can help organisations build more diverse teams by supporting participation from a wider range of people at different life stages.

Reduced risk of burnout: Workload distribution across part-time roles can help maintain sustainable workloads and reduce the risk of employee burnout.

Practical ways to structure part-time roles

There are several ways employers can successfully incorporate part-time positions into their workforce structure:

Job sharing: Two employees share responsibility for one full-time role, often bringing complementary skills.

Reduced hours roles: A traditional role with fewer working days or shorter hours.

Flexible scheduling: Part-time employees working set hours across specific days of the week.

Project-based or specialist support: Experienced professionals working limited hours to support projects or provide specialist expertise.

Overcoming common concerns

Some employers hesitate to introduce part-time roles due to concerns around communication, continuity or workload management.

However, with clear expectations, effective communication tools and thoughtful role design, these challenges can be easily managed. In many cases, organisations find that two part-time employees can deliver equal or greater value than a single full-time hire.

A different way to solve the talent challenge

In a competitive hiring market, organisations that rethink traditional job structures often gain a clear advantage.

Offering part-time opportunities allows employers to access skilled professionals who might otherwise remain out of reach, while also building a more flexible and resilient workforce.

For many businesses facing ongoing recruitment challenges, the right candidate may already be out ther, they just might not be looking for full-time work.

If you're struggling to fill a role in today’s market, the Edge Recruitment team can help you explore alternative hiring strategies and connect you with talented candidates across the property, real estate and administration sectors.

Strategies to Land That Interview

Tue, 17 Mar 2026 03:38:53 GMT

Getting that coveted interview invitation in today's competitive job market requires more than just sending out generic applications.

While South Australia’s property and real estate sector continues to offer vast and strong career opportunities, competition for the best roles can still be high.

If you want to secure an interview for the roles you’re targeting, sending the same resume to every job simply won’t cut it. Standing out requires a thoughtful approach, a clear story about your experience, and a willingness to keep building your skills and network.

Here are some practical strategies to help you position yourself as a standout candidate through a convincing resume and more.

1. Tailor your resume for every role

One of the most common mistakes we see as recruiters is candidates submitting the same resume for every application.

Employers want to see that you’ve taken the time to understand the role and how your experience aligns with it.

Start by carefully reviewing the job description and highlighting the key skills and responsibilities. Then tailor your resume and cover letter to show how your experience matches those requirements.

Where possible, include measurable achievements. For example:

Managed a portfolio of 120 residential properties
Reduced rental arrears by 18% through improved follow-up processes
Assisted in leasing 40+ properties over a six-month period

Clear examples like these help employers quickly understand the value you can bring.

It’s also helpful to incorporate keywords from the job ad. Many organisations use applicant tracking systems, and aligning your language with the job description can improve the chances of your application being noticed.

2. Build connections within the industry

The property and real estate industry in South Australia is a close-knit community, and relationships matter.

Attending industry events, training sessions or networking functions can help you build connections and stay across what’s happening in the market. These conversations often lead to insights about upcoming opportunities that may not yet be advertised.

Online networking is equally important. LinkedIn is widely used across the property sector, so make sure your profile clearly outlines your experience, skills and career interests.

Engaging with industry content, connecting with professionals and following relevant organisations can help you stay visible and informed.

3. Strengthen your online presence

Your LinkedIn profile is often the first place that employers or recruiters will look when considering candidates.

Make sure it reflects your professional experience clearly and accurately. Include your current role, previous positions, key responsibilities and notable achievements.

Adding a professional photo and a strong headline can also help make your profile more approachable and memorable.

For candidates looking to progress into leadership, sales or specialist property roles, sharing industry insights or engaging with discussions online can also demonstrate your interest and expertise in the sector.

4. Keep developing your skills

The real estate and property industry is constantly evolving, with new technologies, legislation and customer expectations shaping how organisations operate.

Investing in professional development can help keep your skills current and strengthen your position in the job market.

This could include:

Completing property management or sales training
Developing stronger customer service or negotiation skills
Learning new property technology platforms
Undertaking leadership or business development training

Candidates who show initiative and a commitment to learning are often viewed very positively by employers.

5. Treat every interview as a learning opportunity

Even the most experienced professionals don’t receive an offer after every interview.

Instead of seeing this as a setback, use each experience as an opportunity to improve. Reflect on the questions asked, the examples you shared and where you might strengthen your responses next time.

Practising interview responses with a mentor, colleague or recruiter can also help build confidence and refine how you present your experience.

Over time, this preparation can make a significant difference to how you perform in interviews.

At Edge Recruitment, we’ve been supporting property and real estate professionals in South Australia for more than 27 years. If you’re considering your next career move or would like advice on how to strengthen your job search, our team would be happy to help.

Career Pathways in Real Estate You Might Not Have Considered

Tue, 10 Mar 2026 01:58:12 GMT

When many people think about working in real estate, they picture sales agents and auction days. However, the industry is far broader that you might realise, with a wide range of roles offering long-term career opportunities.

While job ads nationally declined by 3% in the December quarter of 2025, South Australia recorded a 1.4% increase , with the property and real estate sector experiencing a 12.8% growth year-on-year , demonstrating ongoing demand for talent across the industry.

With strong employment conditions and increasing opportunities, real estate remains an appealing industry for those seeking a people-focused career with diverse pathways for growth.

Diverse real estate career opportunities

The wide range of real estate career pathways were the focus of a chat in a recent episode of The Property Edge, Edge’s live market update series, between our Principal Recruitment Consultant Mary-Jane Massicci and special guest Donna Hughes , Director of Property Management at Taarnby Real Estate. (Watch the full episode below).

A key theme of the discussion was how much successful agencies rely on a diverse team of professionals working across a variety of roles within real estate, each providing a structured and predictable career path.

Property management and administrative roles, for example, typically offer consistent working hours, stable income and opportunities for career progression.

Pathways for a career in real estate

According to Donna, administrative roles are often one of the most common entry points into the industry. These positions allow professionals to learn how a real estate office operates, understand the processes involved in property transactions and develop the organisational and communication skills required for client-facing roles.

From there, professionals can progress into positions such as property manager, business development manager or leadership roles within property management teams.

Donna noted that the diversity of roles within a real estate business means people can find pathways that align with their strengths and interests. As agencies grow and evolve, new opportunities also emerge across areas such as projects, operations and team leadership.

Industry misconceptions

Donna also addressed some of the misconceptions about working in real estate. She said that while the industry sometimes carries certain stereotypes, the reality is that many real estate professionals build and enjoy long-term careers focused on client service, problem-solving and relationship management.

In property management particularly, the role often involves supporting both landlords and tenants, resolving issues, maintaining strong communication and ensuring properties are managed effectively. This relationship-driven aspect of the role is often one of the most rewarding elements of working in the industry.

Ultimately, Donna highlighted that real estate is fundamentally a people-focused profession, where communication skills, trust and strong relationships play a central role in long-term success and career enjoyment.

Tips for Exploring a Career in Real Estate

For job seekers considering a move into the industry, the conversation highlighted several practical tips for getting started and building a successful career.

Start in an administration role: Administrative positions can provide an excellent foundation for a career in real estate. These roles allow professionals to learn the systems, processes and daily operations of an agency before moving into more specialised positions. By gaining experience in an administrative role first, professionals often develop a strong understanding of the industry and are better prepared to manage client relationships and complex situations later in their careers.
Focus on people skills: Real estate is ultimately a relationship-driven industry. Professionals who excel in customer service, communication and client relationship management often transition well into real estate roles. Experience in industries such as hospitality, retail or customer service can provide valuable transferable skills that are highly relevant within the property sector.
Obtain the necessary licensing: In South Australia, both property managers and sales agents require the appropriate licensing to carry out their roles. Obtaining the required qualification can demonstrate commitment to the industry and help candidates stand out when applying for positions. While some entry-level administrative roles may not require licensing, having the qualification can expand career opportunities and allow professionals to move into client-facing roles more quickly.
Be open to different pathways: One of the key takeaways from the discussion was that careers in real estate are rarely linear. Many professionals explore different roles across sales, property management, administration or business development before finding the area that best suits their skills and career goals. This diversity of pathways is one of the reasons the industry continues to attract professionals from a wide range of backgrounds.

As the South Australian real estate and property sector continues to grow, demand for skilled professionals remains strong. For job seekers looking for a career that combines people, problem-solving and long-term progression, real estate offers far more opportunities than many realise.

Beyond the traditional image of sales agents and auction days lies an industry filled with diverse roles, strong career pathways and the opportunity to build meaningful professional relationships over time.

If you’re interested in exploring a career in real estate, reach out to the team at Edge Recruitment . With over 27 years specialising in property and real estate recruitment in Adelaide, we can help you navigate career pathways and connect you with current opportunities.

State election employment slowdown?

Thu, 19 Feb 2026 03:55:54 GMT

With a South Australian state election on the horizon, it’s natural for both employers and job seekers to ask the question:

Will hiring slow down?

Election periods often bring uncertainty, and in recruitment, uncertainty can influence decision-making. But does it really mean the job market grinds to a halt?

At Edge Recruitment, we’ve worked through many state and federal elections across nearly three decades in the South Australian property and real estate sector. While we do sometimes see short-term hesitation, the impact is rarely as dramatic as many anticipate.

So, does hiring slow down?

Historically, election cycles can create a brief “wait and see” approach, particularly among organisations heavily reliant on government funding, awaiting policy clarity or making large-scale hires.

However, in the property and real estate sector, the effect is often minimal because roles are typically operationally critical and must be filled, regardless of political cycles.

“Elections can create a short pause in decision-making, but we rarely see a true slowdown in essential hiring,” says Edge Recruitment Managing Director, Peta Seaman.

“Businesses still need to operate, portfolios still need to be managed, and growth plans don’t disappear overnight.”

Recent SEEK data reinforces our job market’s resilience, with property and real estate job ads in South Australia rising by 12.8% in Q4 2025, a strong signal that demand across the sector remains steady despite any potential market caution.

What we’re seeing in the market now

Leading into election periods, we occasionally observe a small number of employers extending recruitment timeframes slightly and increase use of temporary or contract roles.

However, demand rarely stops, it simply adjusts.

In fact, for proactive employers and job seekers, election periods can present opportunity.

“Uncertainty can make some people hesitate,” says Peta. “But those who stay active during election cycles often secure excellent outcomes because there’s slightly less noise in the market.”

Should employers pause hiring?

In most cases, delaying hiring can create more risk than benefit.

Unfilled roles can increase pressure on existing teams, impact service delivery, affect client experience and reduce productivity.

If a role is business-critical now, it will still be business-critical post-election.

Strategic workforce planning, rather than reactive decision-making, is what keeps organisations competitive, regardless of who forms government.

So, it most cases, it needs to be business as usual through elections periods.

What this means for job seekers

For candidates, election periods are not a reason to delay a career move.

In fact, we often see motivated employers make faster decisions once clarity and stability return post-election.

If you’re considering a move, remaining visible and engaged in the market ensures you’re ready when the right opportunity arises.

While election periods can create temporary caution, South Australia’s employment market, particularly in the property and real estate sector, tends to remain resilient.

“We’ve seen many election cycles over the years,” says Peta. “There may be a brief pause in some cases, but good businesses continue to hire good people. The fundamentals of supply and demand don’t change.”

Job Ads Down Nationally – But SA Bucks the Trend

Mon, 16 Feb 2026 02:53:45 GMT

As we closed out 2025, the national employment market showed clear signs of cooling.

According to SEEK, Australian job ads declined by 3% year-on-year in the December 2025 quarter, reaching their lowest point since mid-2022.

At the same time, applications per job ad remained elevated compared to the five-year average, despite beginning to ease slightly after peaking earlier in the year.

In simple terms?

There are fewer roles being advertised nationally, but candidate activity remains high.

However, (and this is where it gets interesting for us locally), South Australia is telling a very different story.

The national picture

SEEK’s Q4 data shows:

National job ads down 3% year-on-year
Unemployment at 4.1% in December 2025
Applications per ad significantly higher than last year and still above long-term averages

While unemployment remains relatively low, quarterly employment growth softened to 1.2% by year-end, pointing to a labour market that is no longer expanding at the pace seen in previous years.

Across most states and sectors, labour demand eased. Many industries recorded year-on-year declines in job ads, with Professional Services among the hardest hit.

This has created a more competitive environment nationally, where candidates are applying in higher volumes for fewer roles.

South Australia: The only state in growth

In contrast, South Australia was the only state to record an increase in job ads year-on-year in the December quarter.

SEEK data shows SA job ads increased by 1% compared to the same quarter last year.

Even more notably:

SA unemployment fell to 3.9%
Applications per ad remain lower than the national average
SA job ad levels have consistently tracked above the national trend in recent years

This combination tells us something important:

While much of the country is experiencing easing demand and heightened candidate competition, South Australia remains comparatively resilient, with stronger demand and less application pressure than the national market.

Real estate & property: SA outperforming the nation

For those of us working in property and real estate, the divergence is even clearer.

According to SEEK data for Q4:

National real estate and property job ads declined by 0.8% year-on-year
In South Australia, real estate and property job ads increased by a huge 12.8% for the quarter

That is a significant contrast.

While the sector nationally is relatively flat to slightly down, South Australia’s property and real estate market is showing strong hiring activity.

This aligns with what we’re seeing on the ground at Edge:

Continued movement in property management roles
Strong demand for experienced administrators
Agencies investing in growth and team stability
Ongoing need for high-performing sales support and business development professionals

In a national market that is softening, SA’s property sector remains active and competitive.

What this means for employers

In South Australia, particularly within the real estate and property sector, employers are operating in a market where demand remains strong.

However, application volumes in SA are lower than the national average, meaning:

You may not receive the same volume of applicants as interstate markets
High-quality candidates may still have multiple options
Speed and clarity in hiring processes matter

To remain competitive:

Move efficiently: strong candidates are still in demand locally. Delays in interviews or offers can cost you.
Review salary and flexibility expectations: while the market is stabilising nationally, SA property professionals are still experiencing solid demand.
Strengthen your employer brand: clear messaging around team culture, leadership, stability and growth opportunities is critical in a market where skilled professionals have choice.

What this means for candidates

Nationally, competition has increased. But in South Australia’s property sector, conditions remain relatively favourable.

For candidates in SA real estate and property:

Opportunities are growing locally
Application competition is lower than many interstate markets
Experienced professionals remain highly valued

To stay competitive:

Position yourself strategically: update your CV and LinkedIn profile to clearly reflect measurable outcomes - portfolio size, growth achievements, team leadership or systems expertise.
Be selective but decisive: you may have options, but agencies are still moving quickly for the right fit.
Upskill where possible: with professional services nationally declining, specialised knowledge within property (compliance, legislation updates, trust accounting, leadership capability etc) strengthens your position further.

The Q4 2025 data paints a picture of a national employment market that is stabilising after years of extraordinary demand.

However, South Australia, and particularly the property and real estate sector, continues to show resilience and growth.

For employers, it’s a time to hire strategically and act decisively.

For candidates, it’s a window of opportunity locally, even as interstate markets tighten.

As we move into 2026, the data suggests a more balanced market, but in SA property, momentum is still very much alive.

If you’d like to discuss what this means for your business or your career, our team at Edge is always happy to provide insights grounded in both the data and what we’re seeing daily across Adelaide’s property and real estate industry.

Why property management is a great career choice

Tue, 10 Feb 2026 06:15:57 GMT

Are you interested in starting a career in the real estate industry? If so, property management can be an exciting and fulfilling choice for graduates and individuals interested in the real estate industry in South Australia.

Property management continues to be one of the most in-demand, accessible and stable career paths in South Australia’s property and real estate industry. With a strong rental market and ongoing demand for skilled professionals, it offers a career that blends people skills, structure, variety and long-term opportunity.

With a projected job growth of 9.5%  in the next 5 years, a 3.6/4 star rating by those in the role, an average salary of  $75-$85k  in Australia and over 4,500 job opportunities on SEEK Australia-wide (over 250 in SA), it’s easy to see why this sector has much to offer.

Mary-Jane Massicci , Principal Recruitment Consultant at Edge Recruitment, who has been recruiting property managers in Adelaide for over 17 years, says that “property management is often overlooked by people outside the industry, but it’s one of the most practical and rewarding ways to build a long-term career in real estate.”

By understanding the role and acquiring the necessary qualifications, you can embark on a rewarding journey in property management, so read on…

So, what does a property manager do?

Property Managers are at the centre of the residential rental market. They work closely with landlords, tenants and trades to ensure properties are well managed, compliant and running smoothly.

Typical day-to-day responsibilities include:

Managing relationships with landlords and tenants
Coordinating maintenance and repairs
Conducting routine inspections
Managing lease renewals and rent reviews
Navigating tenancy legislation and compliance
Problem-solving issues as they arise

“A great Property Manager is someone who can balance empathy with professionalism. You are dealing with people’s homes and investments, so strong communication and organisation are essential,” Mary-Jane explains.

No two days are the same — which is exactly what attracts many people to the role.

Why property management appeals to career changers

One of the biggest advantages of property management is how accessible it is as a career change.

You don’t need a university degree, and many successful Property Managers come from backgrounds such as customer service or retail, hospitality, administration and office support, call centres or client-facing roles and sales or relationship management

“Some of the most successful Residential Property Managers I have placed over the years came from hospitality or customer service backgrounds,” says Mary-Jane. “They already know how to manage people, expectations and pressure, and the industry knowledge can be taught.”

If you’re organised, resilient and comfortable communicating with a wide range of people, you may already have the core skills agencies are looking for.

Strong demand across South Australia

Property management remains a high-demand occupation across Adelaide and regional South Australia.

Agencies are consistently recruiting for:

Trainee or entry-level Property Managers
Inspection Managers
Assistant Property Managers
Residential Property Managers
Senior Property Managers

The ongoing shortage of experienced Property Managers has also made employers more open to training and supporting people new to the industry .

“We are seeing agencies invest more in junior and assistant roles than ever before,” Mary-Jane notes. “They know that developing the right people is critical to the future of their businesses.”

This demand creates strong job security and genuine career progression opportunities.

Qualifications & training (South Australia)

To work in property management in South Australia, you don’t need a university degree, but you do need industry-recognised training that meets SA licensing requirements.

All property managers operating in South Australia must have successfully completed a Property Management Registration and be registered with  Consumer & Business Services .

This course serves as the current minimum training requirement for property managers in South Australia. For further information about completing the required study components and qualifications to become a registered property manager, you can visit any of the following websites:

https://reisa.com.au/courses/
https://realestatetrainingacademy.com.au/
https://www.entryeducation.edu.au
https://www.realestatetrainingcentre.com/sa/

Most people enter the industry by completing a Property Management Registration and a Certificate IV in Real Estate Practice (or equivalent), often while working in an entry-level or assistant role.

“Most employers are realistic, they don’t expect candidates to know everything from day one,” says Mary-Jane. “Being enrolled in training and showing genuine interest in the role goes a long way.”

Career path: where Property Management can take you

There are a range of career paths open to property managers.

Entry level:

Assistant Property Manager / Trainee

A common starting point, supporting inspections, leasing administration and day-to-day portfolio tasks while learning the role.

Core role:

Property Manager

Managing your own portfolio of properties and building relationships with landlords, tenants and trades.

“This is where most people really find their confidence,” Mary-Jane says. “Once you’re managing your own portfolio, the career options really open up.”

Senior leadership:

Senior Property Manager

Handling more complex portfolios and mentoring junior team members.

Property Management Team Leader / Department Manager

Leading a team and contributing to the strategic direction of the business.

Longer-Term Opportunities

Portfolio or Client Relationship Manager
Business Development roles
Commercial Property Management
Agency ownership or partnership

“Property management gives you skills that translate into leadership, business ownership and long-term career stability,” Mary-Jane adds.

Is property management right for you?

Property management suits people who:

Enjoy working with people and possess strong customer service skills
Are self-motivated and proactive with a strong work ethic
Are organised and committed with an eye for detail
Can manage competing priorities and problem solve unexpected challenges
Communicate clearly and professionally
Want a career with structure and progression

“It’s not an easy role, but for the right person it can be incredibly satisfying,” says Mary-Jane. “You can build a real career, not just a job.”

For South Australians considering a career change, property management remains one of the most realistic and rewarding pathways into the real estate industry , that offers high levels of job satisfaction, excellent job prospects, career growth and good salary potential.

Whether you’re completely new to real estate or already working in sales, leasing or administration, property management offers strong demand, long-term opportunity.

If you’d like to explore what roles are available or understand where your experience might fit, speaking with a specialist recruiter like Mary-Jane and the residential real estate team at Edge Recruitment can help you take that next step with confidence and perhaps start a very rewarding career in property management.

Would you like to read more?

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Nailing Online Job Interviews: A Practical Guide

Tue, 03 Feb 2026 11:21:48 GMT

Online job interviews are now a standard part of the recruitment process.

While the format may feel more relaxed than an in person interview, the expectations from employers are no different.

A video interview is still a job interview. Preparation, presentation and professionalism all matter, and when done well, an online interview is the same opportunity to showcase your skills, confidence and communication style as a face-to-face meeting.

These early-stage interviews, whether it’s with a recruiter or a potential employer, are often your first opportunity to make a strong impression.

Even early conversations with a recruiter are opportunities to make a positive first impression with someone who may be responsible for putting you forward for jobs, and a valuable chance to practice for potential online interviews with hiring managers.

Here are some practical tips to help you feel prepared and perform at your best online.

Prepare as thoroughly as you would for an in person interview

The fundamentals of preparation don’t change regardless of the interview medium.

You still need to research the company, fully understand the role, and be ready to clearly explain your experience, achievements and career goals.

Practice answering common interview questions out loud so your responses sound confident and natural on camera.

It’s also worth reviewing the job description and your resume shortly before the interview, so details are fresh in your mind.

Dress professionally (yes, even on camera)

First impressions still count on a screen. Dress as you would for an in person interview, in line with the organisation’s culture where possible. When in doubt, it’s always better to be slightly overdressed than too casual.

Choose professional clothing in neutral or solid colours and avoid busy patterns, which can be distracting on screen. Even though only your top half may be visible, being fully dressed professionally can help you feel more confident and focused.

Test your technology in advance

Technical issues can be distracting and stressful, but most can be avoided with a quick practice run.

Before your interview:

Test your internet connection
Check your camera and microphone
Familiarise yourself with the video platform being used
Ensure your device is fully charged or plugged in

If you’ve been sent a meeting link, open it ahead of time to make sure it works and you know how to join smoothly.

Log in early

Aim to join the meeting 10–15 minutes early. This gives you time to resolve any last minute technical issues and helps ensure you’re calm and ready when the interviewer joins.

Being early also demonstrates punctuality and professionalism, just as it would in a face to face interview.

Choose a clean, professional background

Select a quiet, well lit space with minimal distractions. A plain wall, tidy room or subtle virtual background works well. Avoid novelty backgrounds or anything that may draw attention away from you.

Good lighting is important. Natural light from in front of you is ideal or use a lamp positioned at face level to avoid shadows.

Position your camera at eye level

Camera placement can make a surprising difference. Your camera should be positioned at eye level so you’re looking straight ahead, not down or up.

If you’re using a laptop, raise it using a stand or books. If you’re on a phone or tablet, use a stable holder or tripod so the device is steady and well positioned.

Have everything you need ready

Set yourself up so you don’t need to leave the screen during the interview. Have the following nearby:

A copy of your resume
Notes or key points you want to remember
A pen and paper
A glass of water

Let others in your household know you’re in an interview to minimise interruptions.

During the interview: presentation and communication

Once the interview begins:

Turn your camera and microphone on
Check that the interviewer can see and hear you clearly
Sit up straight and maintain good posture
Look at the camera when speaking to create eye contact

Speak clearly, pause if needed, and don’t be afraid to ask for a question to be repeated if there’s a technical glitch or audio delay.

Stay professional and engaged

Online interviews can sometimes feel less formal, but your behaviour should remain professional throughout. Avoid checking your phone, looking off screen frequently or multitasking.

Listen carefully, respond thoughtfully, and show enthusiasm for the role and the organisation.

When a car interview is unavoidable

We understand that not every interview can take place in a quiet home office. If you’re currently working, a car interview is sometimes the most practical option, particularly for an initial conversation with a recruiter.

Where possible, it’s always best to schedule your interview in a private, quiet space at home or in an office. However, if a car interview is unavoidable, a little extra preparation can still help you make a professional and positive impression.

Park safely and legally in a quiet location and ensure the engine is off to minimise noise and vibration
Position your phone or device securely using a holder so the camera is stable and at eye level
Check lighting — natural light is best. Avoid sitting with bright sunlight directly behind you, which can create shadows
Reduce distractions by silencing notifications and asking pets or children (if you need to have them with you) to remain settled where possible
Test your audio beforehand to ensure road noise or echoes won’t interfere with the conversation
Maintain professional presentation. Dress as you would for any interview and sit upright to convey confidence and engagement

While a car interview may feel more casual, it is still a professional conversation and often your first impression with a recruiter. Approaching it with the same care and preparation shows respect for the process and helps you put your best foot forward.

Finish strong

At the end of the interview, thank the interviewer for their time and ask any questions you’ve prepared. Clarify next steps if appropriate, and make sure you leave the meeting politely rather than abruptly.

Just as with a face-to-face interview, a follow up email thanking the interviewer and reaffirming your interest in the role is always a good final touch.

A successful online interview comes down to preparation and professionalism. With the right setup, video interviews can be a powerful way to make a strong impression and move your job search forward.

If you’re preparing for an upcoming interview and would like tailored advice or insights into the current job market, the Edge Recruitment team is here to help.

The Push for Pay Transparency

Tue, 20 Jan 2026 01:35:32 GMT

Pay transparency has shifted from a workplace “nice to have” to a growing expectation, particularly among younger employees.

2025 research from people2people Recruitment shows that a clear majority of Australian workers believe it’s time to lift the lid on salaries, with 70% saying companies should make all salaries visible internally .

The findings highlight a strong appetite for openness, fairness and accountability in how organisations pay their people. At the same time, the research reveals a clear generational divide in how comfortable employees feel discussing money, and how they respond when pay inequity comes to light.

Why salary transparency is gaining momentum

For many employees, salary secrecy is increasingly viewed as outdated. According to the research, most workers believe pay secrecy benefits employers far more than employees themselves. Around seven in ten respondents felt employers gain the most when salaries are hidden, while only a small minority believed employees benefit from keeping pay private.

This sentiment reflects a broader shift in workplace expectations. Employees want to understand how pay decisions are made, what progression looks like, and whether they are being treated fairly in comparison to their peers. In a tight labour market, transparency is also becoming a trust issue – organisations that withhold information risk appearing evasive or inequitable.

That said, not everyone is asking for full disclosure. Just over one in five employees believe salary ranges should be shared rather than exact figures, suggesting some workers still value a degree of privacy while supporting greater openness overall.

A clear generational divide

One of the most striking findings in the research is how strongly attitudes differ by age.

Millennials and Gen Z are the most supportive of salary transparency, with around 80% believing all salaries should be visible internally. In contrast, support drops to 68% among Gen X and 63% among Baby Boomers .

These differences also show up in real behaviour. Younger workers are far more likely to openly share their salary information with colleagues and feel comfortable being asked directly what they earn. Among Millennials and Gen Z, more than six in ten have already discussed their pay at work. For older generations, those conversations remain far less common.

Comfort levels mirror this pattern. While half of all employees say they would feel fine if a colleague asked about their salary, that figure rises sharply among younger workers and drops below 40% for Baby Boomers. Older employees are more likely to feel awkward or even offended by direct pay discussions, reflecting long-standing workplace norms around privacy.

What happens when pay inequity is exposed?

Transparency doesn’t just influence how people talk about money – it also affects how they respond when something feels unfair.

The research found that 43% of employees would start job hunting if they discovered a less competent colleague was earning more than them. This reaction is strongest among Gen X and Baby Boomers, who are more likely to quietly look elsewhere rather than raise the issue internally.

Younger workers, on the other hand, are more inclined to talk it through, either with colleagues or directly with their manager. While they are still willing to leave, if necessary, they are more likely to seek clarity or challenge inequity before walking away.

This distinction matters for employers. Lack of transparency doesn’t prevent dissatisfaction – it simply changes how and when it surfaces. In many cases, it results in disengagement or unexpected resignations rather than constructive conversations.

Transparency only works if pay is fair

While salary transparency can promote trust, equity and inclusion, the research also makes one thing clear: transparency without fairness can backfire .

If pay structures can’t withstand scrutiny, making salaries visible may expose inconsistencies, bias or outdated practices that damage morale rather than improve it. For employers, the real challenge is not whether to share salaries, but whether their remuneration frameworks are defensible, consistent and clearly explained.

Employees are increasingly willing to vote with their feet if organisations don’t adapt. As expectations shift, businesses that fail to address pay equity risk losing talent to employers who are more open and more prepared.

Three practical steps for employers

For organisations considering or expecting requests for greater salary transparency, the research points to a clear starting point:

Audit pay structures : Review salaries across the business to ensure they are equitable, competitive and consistent before increasing visibility, or before the younger workforce starts expecting or requesting visibility.
Define a clear pay philosophy : Be transparent about how pay bands, increases and progression are determined, so employees understand the “why” behind decisions.
Embed fairness into culture : Salary transparency should sit within a broader commitment to equity, inclusion and open communication, not exist in isolation.

The bottom line

Salary transparency is no longer a fringe idea. For many Australian workers (particularly younger generations who are the future of our workforce), it is fast becoming an expectation. Employers who approach it thoughtfully, with strong foundations in equity and communication, have an opportunity to build trust and retain talent. Those who ignore the shift may find the conversation happening anyway, just without them in the room.

Expert Job Search Tips for 2026

Tue, 13 Jan 2026 00:48:36 GMT

Seeking a new role for the new year?

By Edge Recruitment - a South Australian recruitment specialist with over 27 years’ experience in property, real estate and administration.

The start of a new year has always been one of the busiest and most strategic times in recruitment, and 2026 is shaping up to be no different.

After nearly three decades recruiting across SA’s property and real estate sector, we’ve seen one thing remain consistent: January and February are prime months for career movement .

Budgets reset, teams reassess their structure, and many professionals return from the break with fresh motivation (and sometimes fresh job frustrations) – which inevitably leads to new opportunities and fresh openings.

So now is the time to be proactive if you're ready for a career move.

Here are our top, practical job search tips to help you approach 2026 with confidence and clarity.

1. Get clear on what you want before you apply

After the holidays, many job seekers rush straight into applications without pausing to reflect. Before updating your resume or scanning job boards, ask yourself:

What did I enjoy most about my last role, and what drained me?
Do I want growth, flexibility, stability or higher earning potential in 2026?
Am I looking for a similar role, a step up or a sideways move?

In property and real estate, culture fit and role alignment matter just as much as experience . Being clear on your priorities will help you avoid applying for roles that look good on paper but won’t suit you long-term.

2. Update your resume for the market you’re in now

A common mistake we see is job seekers using the same resume they’ve had for years. The 2026 market values results, adaptability and strong communication more than long lists of duties.

Make sure your resume:

Highlights achievements and real results, not just responsibilities
Reflects current systems, software or compliance knowledge
Is tailored to the sector you are targeting

See here and here for some practical resume tips.

If you’re in an administrative or support role, don’t underestimate your value. Experienced administrators, executive assistants and property support professionals remain in high demand across South Australia.

3. Don’t underestimate the power of timing

January is not “too early” to job search; it’s often when the best roles are briefed. Many employers want candidates ready to start before the market becomes more competitive in late summer and autumn.

If you wait until you’re unhappy or burned out, you may miss opportunities that were quietly filled early in the year.

A conversation doesn’t lock you into a move, but it does keep you informed of opportunities and current state of the Adelaide job market .

4. Build relationships, not just applications

After more than 27 years in recruitment, we can confidently say: the strongest placements come from relationships, not rushed applications . Especially in Adelaide.

Speaking with a specialist recruiter who understands the South Australian property and real estate landscape can help you:

Understand current salary expectations
Gain insight into team culture and leadership style
Prepare for interviews with confidence
Access opportunities that may not be advertised

Even if you’re not ready to move immediately, starting the conversation with Edge’s experienced recruiters early puts you in a strong position when the right role appears.

5. Be open but intentional

Some of the best career moves happen when job seekers remain open-minded. A role might not have the exact title or renumeration you expected, but it could offer:

Better work-life balance
Exposure to a new industry or area of your industry
Long-term progression or leadership pathways

That said, being open doesn’t mean settling. The goal is intentional flexibility , not compromise.

6. Prepare for interviews like they’re conversations

Interviews in the property and real estate sector are increasingly conversational. Recruiters, employers and hiring managers want to know:

How you communicate with clients and stakeholders

How you manage pressure and competing priorities
What motivates you and keeps you engaged

Come prepared with examples, questions of your own, and a clear understanding of what you’re looking for. Confidence comes from preparation. Our detailed interview guide can help you prepare for every step of the process – what to do before, during and after an interview.

7. Trust your instincts — they matter

If something doesn’t feel right during the process, pay attention to that. A role might tick many boxes, but intuition plays a bigger role in long-term satisfaction than many people realise.

Likewise, if a role excites you and feels aligned, don’t talk yourself out of it just because it might not perfectly tick all your boxes.

Looking ahead to 2026

The South Australian property and real estate industry continues to evolve, and experienced professionals remain highly valued in a candidate-tight market.

Whether you’re actively looking or simply considering your options, the start of the year is the perfect time to take stock and plan your next move .

You don’t need to have all the answers — you just need to start the conversation. Edge’s highly experienced team is here to help, reach out today if you’re ready for a confident, considered and successful job search in 2026.

How to Resign From Your Job Professionally and Stress-Free

Tue, 16 Dec 2025 00:30:49 GMT

Resigning from a job is one of those career moments that can feel far more stressful than it needs to be.

Whether you’re moving into an exciting new role, taking time out, or simply realising your current position no longer aligns with your goals, the process of resigning often brings up nerves, uncertainty and a lot of “Am I doing this right?” questions.

The good news? Resigning well is a skill, and with the right approach, it can be calm, professional and positive for everyone involved.

Here’s a practical guide to help you resign from your job confidently and peacefully, while protecting your reputation and relationships.

1. Be clear on your decision before you resign

Before you say anything out loud, make sure your decision is final.

It’s normal to feel emotional or conflicted, particularly if you’ve built strong relationships or invested a lot of time in your role. However, resigning without certainty can lead to unnecessary back-and-forth or pressure to stay.

Ask yourself:

Am I leaving for the right reasons?
Is this aligned with my short- and long-term career goals?
Have I considered my notice period, finances and next steps?

Once you’re confident, you’ll communicate more clearly and calmly — which sets the tone for the entire conversation.

2. Check your contract and notice period

Before resigning, review your employment contract or award to confirm:

Your required notice period
Any obligations around handover, leave or final pay
Whether resignation needs to be in writing

In Australia, notice periods vary depending on role, tenure and contract terms. Knowing this information upfront helps you resign professionally and avoids confusion later.

If you’re unsure, HR or Fair Work Australia can provide clarity.

3. Plan the conversation (Yes, it matters)

How you resign is just as important as the fact that you are resigning.

Whenever possible, resign in person or via a video call — not by email or message. This shows respect and professionalism, even if the relationship hasn’t been perfect.

Before the meeting:

Choose a quiet, private time
Prepare what you want to say (keep it brief and neutral)
Focus on the decision, not a long explanation

You don’t need to justify your choice in detail. A simple, calm explanation is enough.

4. Keep it professional and positive

Resignation conversations don’t need to be emotional, confrontational or uncomfortable.

A clear and respectful approach might sound like:

“I’ve made the decision to resign from my role. This wasn’t an easy decision, but I feel it’s the right next step for me. I’m grateful for the opportunities I’ve had here, and I’m committed to making the transition as smooth as possible.”

Avoid:

Venting frustrations
Criticising colleagues or leadership
Over-explaining or apologising excessively

Even if your experience hasn’t been ideal, professionalism now protects your reputation long after you’ve left.

5. Follow up with a formal resignation letter

After your conversation, provide a brief written resignation. This confirms:

Your intention to resign
Your final working day
Your willingness to assist with handover

Your resignation letter should be:

Short and factual
Polite and neutral
Free of emotion or criticism

You don’t need to include reasons unless you choose to.

6. Be prepared for different reactions

Managers respond to resignations in different ways — some supportive, some surprised, some disappointed.

You may be:

Asked to reconsider
Offered changes to stay
Given immediate next steps

Stay calm, restate your decision if needed, and avoid being drawn into emotional discussions if your mind is made up.

If you are considering a counteroffer, take time to think it through rather than deciding on the spot.

7. Finish strong during your notice period

Your notice period is your final professional impression, and it matters more than you might think.

Use this time to:

Complete handovers thoroughly
Document processes clearly
Support colleagues where appropriate
Maintain your usual work standards

Finishing well helps preserve relationships, references and your professional reputation.

8. Exit interviews: Be honest, but measured

If you’re offered an exit interview, see it as an opportunity to provide constructive feedback, not a forum to unload frustration.

Focus on:

What worked well
What could improve
Insights that may help the organisation in the future

Keep feedback respectful and balanced. You never know when paths may cross again.

9. Remember: Resigning is a normal career step

Resigning doesn’t mean failure, disloyalty or burning bridges.

Careers evolve. People change. Priorities shift.

Handled well, resigning can be a positive, empowering step that opens the door to new opportunities and growth, without unnecessary stress or conflict.

Resigning from a job doesn’t have to be overwhelming. With preparation, professionalism and a calm approach, it can be a respectful and positive transition for both you and your employer.

If you’re navigating a career change or considering your next move, having the right support and guidance can make all the difference.

At Edge Recruitment, we work closely with professionals across the South Australian property and real estate sector to support confident, considered career transitions at every stage.

South Australia’s Property Recruitment Landscape: 2025 in Review and What to Expect in 2026

Mon, 15 Dec 2025 01:12:52 GMT

South Australia’s property and real estate sector has closed out 2025 with strong hiring activity, steady employment conditions, and continued demand for skilled professionals in a highly competitive recruitment year.

Ongoing skills shortages, evolving candidate expectations and rising employer focus on flexibility and benefits have shaped a market where both sides must adapt quickly to secure or step into the right roles. These shifts have influenced hiring strategies across the industry.

Against this backdrop, in the latest edition of The Property Edge , our live market update, we reflected on 2025 and explored what employers and job seekers can expect moving into 2026.

Inside the Conversation

Edge’s Managing Director Peta Seaman sat down with Taryn Widdows , who specialises in temporary recruitment across government and community housing to discuss the forces that shaped 2025 and the realities businesses and job seekers must prepare for as 2026 approaches. A clear picture emerged of the trends, challenges and opportunities defining South Australia’s property recruitment landscape.

When asked to reflect on the overall market, Taryn described 2025 as “a steady year with high demand for property professionals across the board,” spanning roles from property management through to commercial project management. This demand has unfolded amid a persistent talent shortage, creating a hiring environment where employers are often competing for the same limited pool of experienced candidates.

Peta and Taryn explored some of the clearest trends emerging across the sector. According to Taryn, specialist roles have dominated recruitment needs: “I’ve noticed there’s been a high demand for specialist roles such as conveyancers and property managers, along with leasing officers and tenancy officers in the community housing space.” At the same time, hybrid work arrangements, diversity initiatives, wellness benefits, and competitive salary offerings continue to influence candidate decisions more than ever before.

Temp recruitment, Taryn’s area of expertise, has presented its own challenges. “Stability is the biggest thing that employees are seeking,” she explained, noting that many job seekers are prioritising longer-term roles, making the short-term temp market more difficult to fill. She also highlighted growing communication challenges, with some candidates slow to respond or disengaging during the recruitment process, an issue increasingly felt across the industry.

Employers, meanwhile, have had to adapt. The competitive environment has made speed to hire critical. As Taryn noted, employers “are starting to understand that speed to hire is really important in this environment,” particularly when attempting to secure highly skilled or in-demand talent. Flexibility, both in working arrangements and compensation, has also become non-negotiable for many candidates.

Hiring managers are placing greater emphasis on soft skills, cultural alignment, and interpersonal capabilities in addition to technical expertise. With close-knit sectors like property and housing, cultural fit is often just as important as competency.

Underlying these trends is a clear shift in the way job seekers evaluate employers. Today’s candidates are highly selective, with Taryn observing that “employer branding and benefits along with salary are key for employers to get right at the start of the employment process.” Career growth potential plays a significant role as well; many candidates are choosing opportunities based on long-term development rather than short-term incentives.

Before concluding the conversation, Peta asked Taryn what job seekers need to know to stay competitive as they approach 2026. Her advice was grounded and practical—keep your resume updated, prepare your referees early, and ensure you make the process smooth for employers. Above all, professionalism matters. As she put it, “treat people with courtesy and respect,” a reminder that Adelaide’s industry is small, close-knit, and highly interconnected.

Navigating the 2026 Recruitment Landscape: Advice for Employers and Job Seekers

As South Australia enters 2026 with strong labour demand, stabilising wages and ongoing skills shortages, both employers and job seekers will benefit from adjusting their strategies for the year ahead.

For Employers

Speed to hire must be prioritised. Top candidates often receive multiple offers. Streamline decision-making and remove unnecessary delays.
Be transparent and competitive from the outset. Clear role expectations, salary ranges and benefits help position your organisation as an employer of choice.
Focus on culture and career development. Candidates are increasingly driven by long-term growth opportunities and values alignment.
Flexibility is no longer optional. Hybrid arrangements, flexible hours and wellbeing support are major drawcards.
Strengthen communication throughout the recruitment process. Timely updates and consistent engagement help maintain candidate interest and reduce drop-off.

For Job Seekers

Refresh your resume regularly. Include your most recent experience and tailor your CV to the specific role you're applying for.
Prepare your referees early. Let them know to expect a call—this can prevent delays when an offer is close.
Stay responsive and communicative. In a competitive market, prompt communication helps you stand out.
Know your value proposition. Understand your strengths, key achievements and career goals before entering the job market.
Evaluate employer culture carefully. Look for organisations that align with your values and offer genuine pathways for growth.

South Australia’s property and real estate recruitment market remains dynamic, relationship-driven and full of opportunity. With thoughtful planning, agility, clear communication - and any support you need from Edge Recruitment, industry leaders for 27 years - both employers and job seekers can position themselves strongly for success in 2026.

The Real Cost of Job Vacancy to Your Business

Tue, 02 Dec 2025 00:59:56 GMT

In South Australia’s competitive property sector, being quick to hire is no longer a luxury - it’s a necessity.

With demand for talent outpacing supply in key roles, businesses that delay or struggle to fill vacancies are paying a steep price: in lost productivity, client service gaps, team burnout, and missed growth opportunities.

According to our 2025 Employment and Salary Trends Report, extended vacancies are more than just an operational hiccup, they’re a business risk.

Here, we’re exploring the real cost of vacancy and highlighting the roles most businesses are struggling to fill across the SA market.

How prolonged vacancies can hold teams back

Unfilled roles in property and real estate agencies create ripple effects that go far beyond just empty desks. Here’s what we see affected by prolonged vacancies:

Productivity – When key positions sit vacant, the workload doesn't disappear, it’s absorbed by existing staff. This can lead to inefficiencies, mistakes, and burnout.
Client service – With fewer hands on deck, response times slip and service standards fall below expectations, risking strained relationships.
Growth – New business opportunities are missed when there’s no capacity to take them on, or when existing teams are too stretched to deliver.
Staff turnover – The longer a role stays vacant, the more pressure builds on your current team, making them more likely to look elsewhere.

Which roles are hardest to fill in SA?

Not all vacancies are created equal. Some roles are consistently proving harder to fill than others, often due to a lack of specialised talent, burnout-driven turnover, or increased competition from interstate.

Here’s what our 2025 Employment and Salary Trends Report reveals are the hardest roles to fill:

The roles with the highest vacancy pressure - property managers and facilities managers - are also those that are critical to day-to-day operations. Delays in filling these roles create immediate strain on team performance and client outcomes.

Vacancy timeframes: How long is too long?

While the average time to hire varies by role, anything over 4–6 weeks for core operational positions can begin to impact your business. Unfortunately, in SA’s property sector, many businesses are reporting vacancy durations closer to 8–12 weeks .

The longer a vacancy remains open:

The harder it becomes to maintain service levels
The more expensive it is to recover from the downstream effects
The greater the risk of further turnover from overburdened team members

Strategies to reduce vacancy impact

If your business is feeling the pinch from open roles, here are a few tactics to reduce the cost and risk of vacancies:

Streamline your hiring process – Long hiring timelines are a major contributor to vacancy impact. Move fast, be decisive, and minimise delays between interviews and offers. Have a clear process, list of decision makers and a timeline defines before you start the hiring process.
Offer competitive packages – Salary benchmarking is key (see our recent blog about this), but benefits like flexibility, bonuses, and professional development can tip the scales.
Engage temporary or contract talent – Interim placements can keep operations moving while you search for permanent hires. Edge Recruitment can help with this – we have a highly experienced team of temps specialising in real estate, property and general administration ready to start whenever you need. Many of our temps make ideal permanent employees once they gain experience in your business, making recruitment even easier.
Partner with a specialist recruiter – A recruiter who knows the local market can help you access pre-vetted talent faster and avoid costly mis-hires. We have been connecting the best people in property in South Australia since 1998. Focusing our business on property, real estate and administration has cemented our reputation as specialists in these industries.

In a market where property talent is scarce, vacancy costs are real — and rising. For South Australian businesses looking to grow, evolve, and deliver standout service, reducing the time to hire is no longer optional, it’s critical.

Need support filling a key property or real estate role in SA?

We’re working with active, experienced and professional job seekers every day and can help you move quickly, strategically, and confidently.

Get in touch with the Edge Recruitment team today to hire fast and find the very best talent for your team.

A Quarter of Australians Using AI For Job Applications

Tue, 25 Nov 2025 01:07:19 GMT

Artificial intelligence is quickly becoming one of the most common tools for job searching – and new research from Edge’s partner recruitment agency people2people shows just how quickly this shift is happening.

According to the findings, 1 in 4 Australians (25%) have used AI to help write their CV or cover letter , and for 14% of respondents, it’s something they use frequently .

Who’s using AI the most?

Across all four workplace generations, AI adoption is strong, but some age groups are embracing it faster than others

Gen X: 33%
Millennials/Gen Z: 24%
Baby Boomers: 22%

This shows that AI-enhanced job applications aren’t limited to younger generations; Australians of all ages are turning to technology to improve their chances in competitive job markets.

Where AI meets honesty: growing concerns about accuracy and trust

The research also highlights a growing issue: AI makes it easier to blur the truth.

More than a third of Australians (35%) claim to have lied or exaggerated on their CV or cover letter, and nearly a quarter (24%) admit they’ve done so multiple times.

Millennials and Gen Z are the most likely to inflate their experience (45%), compared with 32% of Gen X and 31% of Baby Boomers.

Almost all Australians (90%) believe AI tools make it even easier to mislead employers, with Baby Boomers feeling the most concerned (96%).

And while AI is helpful, job seekers still have worries about using it, including:

Sounding fake (33%)
Fear of getting caught (23%)
Accidentally lying (12%)
No fear at all (32%)

Authenticity matters more than ever

There is no doubt AI can be a powerful support tool for candidates, but only when used correctly . While AI can enhance clarity, polish grammar, and help structure applications, employers are still searching for the human behind the document. Applications that feel over-engineered or inauthentic can raise immediate red flags.

Recruiters and hiring managers are becoming increasingly alert to AI-generated content. Many organisations now introduce additional screening or verification steps.

When job seekers overly rely on AI, they risk being screened out before they even reach interview stage. In contrast, the most successful applications continue to be those that reflect genuine experience , personal tone , and honesty .

Smart ways to use AI when applying for jobs

AI isn’t going away – and as the research shows, Australians are already embracing it. But using these tools wisely can be the difference between standing out and being overlooked.

Here are some tips for job seekers to use AI effectively and remain authentic:

Keep it authentic: Use AI for structure or grammar, but ensure the content, tone, and examples remain your own.
Fact-check everything: AI tools can accidentally generate inaccurate details. Always verify any claims or statements.
Add personalisation: Generic AI text is easy for employers to spot. Tailor your application to each job and company.
Don’t overdo it: AI should polish your resume and cover letter, not create them from scratch.
Be honest: Exaggeration and false claims often get uncovered during reference checks or interviews.

The bottom line: trust still wins

AI may make job applications easier, but trust remains the foundation of recruitment. If job seekers misuse AI, they risk harming their credibility long before they walk into an interview. The future of job applications will undoubtedly include AI – but the human element is still what employers value most, so remember to keep it real .

Inclusive Language Tips for Attracting Top Talent

Tue, 11 Nov 2025 01:19:10 GMT

When it comes to attracting and retaining top talent, the words you use matter .

While many organisations proudly showcase their commitment to diversity, equity, and inclusion (DEI), the real proof often lies in the candidate experience — starting with the job ad.

In property and real estate recruitment, where people are at the heart of every transaction, inclusive communication can be the difference between broadening your talent pool and unintentionally narrowing it.

From the way you write position descriptions to the tone of your internal and external communication, inclusive language sends a powerful signal: that your business values diversity and welcomes all professionals to apply. On the other hand, outdated or biased phrasing can quickly discourage talented candidates before they even reach the application stage.

What is inclusive language?

Inclusive language is the conscious use of words that avoid bias, stereotypes, or exclusion. In recruitment, this means ensuring that any potential candidate, regardless of gender, age, background, or ability, feels encouraged to apply and sees themselves reflected in your workplace culture.

For example:

Exclusive: “Looking for a property management rockstar.”
Inclusive: “Looking for an experienced property management professional.”
Exclusive: “Must be able to lift 20kg signs.”
Inclusive: “Must be able to move signage or equipment weighing up to 20kg, with assistance if required.”

Why inclusive language matters in recruitment

It expands your talent pool: Inclusive language opens the door to a wider range of candidates, encouraging applications from professionals who may otherwise overlook the opportunity. In today’s competitive property market, that diversity can give your business a genuine edge.
It reduces unconscious bias: Phrases like “guru,” “ninja,” or “rockstar” might sound fun, but they can subtly signal a preference for younger, more masculine candidates. Using neutral, professional terms helps ensure everyone feels welcome.
It reflects a culture of equity: Equitable hiring starts with equitable job ads. Candidates want to work in environments that are fair, transparent, and respectful, and language plays a big role in communicating that.

Practical tips for writing inclusive job ads

Use gender-neutral terms: Replace gendered pronouns like “he/she” with “they,” and use titles such as “chair” or “manager” instead of “chairman” or “foreman.”
Review job titles carefully: Swap out gendered or dated titles. For example, use “Leasing Consultant” instead of “Leasing Agent (Male/Female).” Keep it simple and professional.
Avoid jargon and buzzwords: Terms like “superstar,” “hustler,” or “go-getter” can feel unrelatable or exclusive. Instead, use clear, role-based descriptors like “experienced,” “skilled,” or “motivated.”
Focus on what’s essential: Avoid unnecessary physical or technical requirements that could deter qualified candidates. If specific qualifications or years of experience aren’t mandatory, clarify that equivalent experience will also be considered.
Be conscious of tone: Words like “competitive” or “aggressive” can suggest a high-pressure environment, which may discourage some applicants. Alternatives like “goal-oriented” or “results-driven” convey ambition without exclusion.
Highlight flexibility: Flexibility remains one of the strongest attractors for diverse candidates. Emphasise hybrid options, flexible hours, or supportive return-to-work pathways.
Ensure accessibility: Consider whether your ads easy to read, mobile-friendly, and available across multiple channels.

Beyond the job ad: embedding inclusivity in communication

Inclusive language shouldn’t end once a candidate applies. To build a genuinely inclusive employer brand, this approach needs to carry through every stage of communication:

Internal communication: Review handbooks, onboarding materials, and training documents to ensure they use inclusive terms. When all employees feel represented, retention and morale improve.
External communication: Your website, social media, and even property marketing can reflect your commitment to inclusion. Candidates and clients notice when a company’s values are consistent across all touchpoints.
Leadership and team culture: Inclusive communication starts from the top. When leaders and managers use thoughtful, respectful language, it sets the tone for an equitable and welcoming workplace.

Small changes, big impact

Inclusive language isn’t about being “politically correct”, it’s about being thoughtful, intentional, and authentic. It helps you attract a broader range of skilled professionals and creates a first impression that aligns with modern workplace values.

By making small adjustments to how you write, speak, and present your roles, you can send a clear message: Everyone belongs, and everyone is welcome to apply.

At Edge Recruitment, we work with employers across South Australia’s property and real estate industry to help build inclusive, people-focused teams. If you’d like advice on how to make your job ads and hiring process more inclusive, contact our team today .

End of Year Check-In: Is Your Current Role Still Aligned with Your Career Goals?

Tue, 04 Nov 2025 02:13:47 GMT

As we start to approach the end of another working year, many of us naturally start to reflect — on what we’ve achieved, what we’d like to improve, and where we want to be job or career wise this time next year.

In the fast-moving property and real estate industry, it’s easy to find yourself several years into a role before you stop to ask: is this still where I want to be?

At Edge Recruitment, we see this time of year as one of the best opportunities to take stock of your professional journey and decide whether your current role still supports your goals, both short and long term.

The final months of the year are not just for closing out tasks and projects; they’re also a great chance to realign your goals and take charge of your next career chapter before the January job market kicks into full swing.

So, how can you go about an end of year check-in to make sure your current role still aligns with your career goals and set yourself up for a strong start in 2026?

Step 1: Revisit Your Career Goals

Before you assess whether your role still fits, take a moment to define what you’re aiming for.

Career goals aren’t static — they evolve as your skills, interests and circumstances change. Maybe you once wanted to climb the ladder quickly, but now you’re craving work-life balance. Or perhaps you’ve achieved stability and are ready for something more challenging.

Here are a few questions to help you clarify your goals:

What are my short-term goals? Think 6–12 months ahead. Are you looking to gain new skills, take on more responsibility, move into a different type of property role, or perhaps work under a different management style?
What are my long-term goals? Where do you want to be in 3–5 years? That could mean stepping into leadership, expanding into commercial or government property, or finding a role that gives you greater flexibility or regional experience.
What matters most right now? Is it salary, stability, culture, professional growth, or location? Understanding your priorities helps guide future decisions with clarity and ensures any next move aligns with what’s most important to you today.

Step 2: Check If Your Current Role Still Aligns

Once you’ve revisited your goals, it’s time to assess whether your current role supports them, or whether it might be holding you back.

Use our end-of-year alignment checklist to help guide your reflection:

Am I still learning and being challenged? If your days feel repetitive and you’re no longer developing new skills, it might be time to look for an environment that helps you grow.
Do I feel valued and supported by my employer or team? Strong leadership, good communication, and recognition are key to staying engaged and motivated.
Have I achieved the professional goals I set at the start of the year? Reflect on what you’ve accomplished, and whether your current role allows room for more.
Does this job align with my long-term direction? If you’re aiming for management or a different specialisation, ask whether you’re gaining the right experience to get there.
Am I being paid fairly for my skills and experience? Use this time to check industry salary benchmarks and assess your value in the current market.
Do I feel excited about the year ahead? If the answer is no, that might be your biggest signal that it’s time for a change.

Step 3: Take Proactive Action Before the New Year

The end of the year often feels like a time to wind down, but in recruitment, it’s actually one of the smartest times to prepare for your next move.

Many property and real estate employers start planning their new-year hires in November and December, meaning candidates who are ready early stand out when roles go live in January. Updating your resume, reconnecting with your recruiter, or exploring market trends now can give you a valuable head start.

If you’re unsure what opportunities are out there, or you’d simply like to explore your options, a confidential chat with one of Edge Recruitment’s specialists can help you understand what’s possible — whether that’s a new challenge, a higher-level role, or simply reassurance that you’re right where you need to be.

Step 4: Set Yourself Up for a Strong Start in 2026

Reflecting now doesn’t necessarily mean you have to make a big move, but it does mean you’re being intentional about your career.

By aligning your role with your evolving goals, you can walk into the new year confident that your work is taking you in the right direction.

At Edge Recruitment, we specialise in helping property and real estate professionals across South Australia find roles that match not only their skills, but their lifestyle and long-term ambitions. Whether you’re seeking better balance, new challenges, or your next step in property management, sales, facilities, or corporate support — we’re here to help you make your next move count.

Contact the Edge Recruitment team for a confidential chat before the end of the year — and start 2026 with clarity, purpose, and momentum.

How to Navigate a Real Estate Career in South Australia

Thu, 30 Oct 2025 00:31:08 GMT

Real estate in South Australia is a dynamic industry, offering far more than just selling houses.

While sales roles are often the first that come to mind, there’s a wide range of career opportunities across residential, commercial, property management and support services.

Whether you’re just starting out or looking to grow your career, understanding the options - and what it takes to get there - is the first step.

The Core Roles in Residential Real Estate

Residential Sales Consultant: The most visible role in real estate, sales consultants help clients buy and sell homes. Strong people skills, local market knowledge and resilience are key. It’s commission-driven, which can be rewarding for motivated performers.

Property Manager: Property managers are the bridge between landlords and tenants, overseeing rentals, maintenance and compliance. With South Australia’s tight rental market, property management skills are in high demand.

Property Management Assistant: Often the first step into a property management career, this role supports senior property managers with day-to-day tasks like arranging inspections, managing maintenance requests, preparing leases and liaising with tenants and trades. It’s a fast-paced, hands-on position that builds practical knowledge of how portfolios are run and provides an excellent pathway into a full Property Manager role.

Sales Administrator/Team Manager: Behind every high-performing sales team is a skilled Sales Administrator or Team Manager keeping things on track. This role coordinates listings, prepares marketing materials and contracts, manages databases, and ensures compliance with legislation and office procedures. In larger agencies, Team Managers often supervise admin staff and provide essential support to sales agents. It’s ideal for organised, detail-oriented professionals who enjoy a mix of administration, communication and leadership — and it offers a strong career pathway into operations, office management, or even sales itself.

Real Estate Agency Principal/Business Owner: For those with experience and leadership drive, becoming a principal or running your own agency is a natural progression. This role blends sales, business management and people leadership.

The Core Roles in Commercial Real Estate

Commercial Sales & Leasing Agent: Focusing on office, retail and industrial property, this role requires strong business acumen and the ability to build long-term client relationships. Deals are often more complex but can be highly rewarding.

Commercial Property Manager: Commercial Property Managers oversee office, retail, and industrial properties on behalf of landlords and investors. Their role includes managing leases, coordinating maintenance, handling tenant relationships, and ensuring compliance with commercial property regulations. They also monitor market trends, negotiate renewals, and help maximise the financial performance of each asset. It’s a fast-paced, relationship-driven role that suits professionals with strong communication, negotiation, and business skills — and offers diverse opportunities across corporate, retail, and industrial real estate.

Valuer: Registered property valuers provide professional assessments of property values for lenders, investors and government. It requires formal qualifications but opens doors to banking, advisory and consulting roles.

Facilities Manager: Facilities Managers oversee the day-to-day operation and maintenance of commercial, residential or mixed-use buildings — ensuring everything from safety systems and repairs to cleaning and contractor management runs smoothly. They’re the link between property owners, tenants and service providers, balancing budgets, compliance, and tenant satisfaction. It’s a highly practical role suited to those with strong organisational and problem-solving skills and offers great career potential within asset management or corporate real estate.

Asset Manager: Asset Managers take a strategic approach to property ownership — focusing on maximising the value, performance, and return of a portfolio over time. They analyse financial performance, oversee capital improvements, and develop long-term plans for maintenance, leasing, and investment. It’s a role that blends property knowledge with business strategy, making it ideal for professionals with strong analytical skills and an interest in the financial side of real estate.

Roles You Might Not Have Considered

Real estate careers aren’t limited to sales and property management. Many roles operate behind the scenes or in niche markets, providing essential skills that keep the industry moving.

Buyer’s Agent: Representing the buyer, not the seller, this role is growing in South Australia as more clients seek expert guidance in competitive markets.

Business Development Manager (BDM): Business Development Managers focus on growth — building relationships, identifying new clients, and bringing fresh managements or listings into the business. This role combines marketing, communication, and negotiation, and rewards professionals who are confident, proactive, client-focused and thrive in a target-driven environment.

Inspection Manager/Leasing Partner: This is a crucial role in the rental process, conducting open inspections, routine property checks, and ingoing or outgoing reports. They’re often the first point of contact for prospective tenants, handling enquiries, applications, and lease sign-ups with professionalism and attention to detail. The role suits people who enjoy being out and about, have strong communication and organisational skills, and like the balance of customer service and property knowledge. It’s also a great entry point into a long-term career in property management.

Copywriter, Marketing & Social Media Creator: Agencies increasingly rely on skilled marketers to create campaigns, manage online listings, run social media and build brand presence. This role is perfect for creative professionals who want to combine property and marketing.

Strata/Community Title Manager: These specialists manage shared properties like apartments and townhouses. It’s a career path often overlooked but offers strong stability and demand in Adelaide’s growing multi-unit developments.

Trust Account Administrator: Trust Account Administrators manage the financial side of real estate operations, ensuring all client funds are handled accurately and in line with legislative requirements. This role is ideal for detail-oriented professionals with strong numerical and organisational skills.

Navigating a Property or Real Estate Career in South Australia

If you’re considering entering the industry, here are some steps to help you get started and grow:

Get qualified: Most real estate roles require formal training and registration through Consumer and Business Services (CBS). Entry-level qualifications, such as the Certificate IV in Real Estate Practice, are essential if you want to become a registered Sales Representative or Property Manager. For those aiming higher, the Diploma of Property (Agency Management) can open doors to becoming a Licensed Land Agent or Agency Principal. Courses are offered by a range of Registered Training Organisations (RTOs) — many provide online, part-time, or classroom-based options to suit your schedule.
Work where you live: In real estate, local knowledge is everything. Choosing to work in an area you know well gives you a natural advantage — you’ll understand the streets, schools, lifestyle and community that buyers, sellers and tenants care about most. Travelling too far from home can make it harder to stay connected to your core market, so aim to build your career close to where you live and know the area inside out.
Build local knowledge: South Australian property markets are diverse, from Adelaide’s fast-paced metro suburbs to regional towns and lifestyle hotspots like the Fleurieu Peninsula. Understanding your local area gives you a competitive edge.
Choose your pathway: Decide whether you’re drawn to sales, management, support or specialist roles. Think about your strengths — are you more client-facing, analytical, or operational?
Gain experience: Entry-level opportunities such as administration or assistant property manager roles can provide valuable industry exposure and a stepping stone to other positions.
Keep developing: The industry is changing rapidly with technology, marketing and compliance requirements. Ongoing professional development and networking will help you stay ahead.

A career in property or real estate is as diverse as the properties themselves. Whether you thrive on the excitement of sales, the structure of property management, or the behind-the-scenes impact of marketing and support, there’s a role that could be your perfect fit.

At Edge, we’ve been connecting people with property, real estate and administration careers for over 27 years. If you’re ready to explore your options (or even discover a role you didn’t know existed until now!) we’re here to help you take the next step.

The Rise of AI in Property & Real Estate

Thu, 23 Oct 2025 05:44:56 GMT

Artificial intelligence (AI) is no longer a futuristic buzzword — it’s transforming the way Australians live and work today. Across the country, 86% of workers now use AI in their day-to-day roles , according to recent research, and the real estate sector is feeling that impact more than most.

In real estate and property management, AI is changing everything from how listings are written and inspections are scheduled, to how agencies attract clients and manage relationships. Predictive data tools can now estimate property values with stunning accuracy, chatbots can handle common tenant questions instantly, and automation can streamline administrative tasks that once consumed hours each week.

For recruitment, AI is helping to match candidates to roles faster and more accurately, allowing consultants to spend more time building genuine relationships with people.

But amid all this innovation comes an equally important conversation: how can the real estate industry keep its human touch while embracing technology that’s reshaping the way we work?

That’s the question we explored in the latest episode of The Property Edge , our live market update , where Mary-Jane Massicci , Principal Recruitment Consultant at Edge Recruitment, sat down with Ally Bain , Property Management Business Development Executive at Ray White SA & NT, to discuss how AI is influencing jobs, skills, and recruitment across the property industry.

AI’s Footprint in Real Estate: What the Data Shows

Edge Recruitment’s 2025 Employment and Salary Trends Report shines further light on just how deeply AI is already embedded across Australia’s property and real estate sector.

The report found that virtual property tours, automated email and content writing, and leasing or tenant management are among the most AI-impacted areas nationally — showing how far automation and digital tools have progressed beyond simple marketing or admin tasks.

Other areas seeing rapid adoption include property management platforms, data visualisation tools, and predictive analytics , helping agencies and investors make smarter, faster decisions.

Together, these findings paint a clear picture: AI isn’t a single tool or trend. It’s a multi-layered shift touching every corner of the industry — from frontline property management through to strategic business planning and client engagement.

As the report suggests, the opportunity lies not in resisting these changes, but in learning how to use AI effectively, ethically, and creatively to enhance the work that property professionals already do best.

Inside the Conversation: AI in Real Estate and Recruitment

Mary-Jane opened the conversation by asking Ally about her three-decade career journey and how it’s evolved alongside technology.

“I’ve seen the industry move from handwritten ledgers and manual forms to fully cloud-based systems,” Ally said. “Now with AI, we’re entering another huge shift — one that’s not just about speed, but about how we use data and technology to make better decisions and deliver a better client experience.”

When asked how AI is influencing real estate day-to-day, Ally described it as a practical tool, not a passing trend .

“AI has gone from being something futuristic to something that’s helping us every day,” she explained. “In property management especially, it’s improving compliance, reporting and customer communication — things that used to take hours now take minutes.”

Mary-Jane noted that some professionals still worry AI could replace people. But Ally believes the technology’s role is to enhance human capability, not erase it.

“You can’t automate empathy,” she said. “Real estate is about relationships. When someone’s moving home or dealing with a property issue, they want that human understanding. AI can support us, but it can’t replace connection.”

On the topic of recruitment, Ally said AI is also changing what employers look for. Technical expertise still matters, but soft skills and adaptability are becoming key hiring factors.

“We’re seeing a big focus on curiosity and willingness to learn,” Ally explained. “You don’t have to be a tech expert, but showing that you can adapt and embrace new tools is a huge advantage. It tells employers you’ll grow with the business.”

Mary-Jane then asked how property professionals can start introducing AI into their daily workflow without feeling overwhelmed. Ally’s advice was to start small and build confidence gradually .

“Pick one thing that slows you down — maybe creating marketing content or managing follow-ups — and try an AI tool that helps streamline that,” she suggested. “Once you see how much time it saves, you’ll start to look for other ways to use it.”

Finally, when asked about what the next few years might look like, Ally was optimistic but realistic.

“AI will continue to evolve, but our value as people will never disappear,” she said. “The best real estate professionals will be those who balance efficiency with empathy. The tech will help us do our jobs better — but it’s our people skills that make real estate, real.”

How to Use AI for Good in Property and Real Estate

AI can be a powerful ally when used with purpose and care. Here are some practical ways property professionals can use it to work smarter — not replace the human side of their roles.

1. Use AI to Streamline, Not Substitute: Let AI handle repetitive or data-heavy tasks like drafting property listings, scheduling inspections, or tracking maintenance requests. This frees up more time for client conversations, relationship-building, and strategic planning.

2. Stay Curious and Keep Learning: Technology is evolving fast, so curiosity is your best skill. Attend workshops, test new apps, and share your experiences with colleagues. The more comfortable you are experimenting, the more valuable you become to your team.

3. Keep It Ethical and Secure: Always protect sensitive data. Before using any AI tool, check that it complies with privacy regulations and keeps client information safe. Trust and transparency remain cornerstones of real estate.

4. Maintain Your Personal Voice: Whether writing emails, marketing materials, or social posts, use AI to assist, not author. Let it suggest drafts or summaries — then add your own tone and insight. Clients can tell when something feels authentic.

5. Focus on the Skills AI Can’t Replicate: Empathy, negotiation, creativity, and emotional intelligence are irreplaceable. Strengthen these skills and you’ll stay ahead, no matter how technology evolves.

6. Build a Balance: As Ally reminded during the livestream, “AI helps us work smarter — but the heart of real estate will always be people.” By blending innovation with authenticity, professionals can create workplaces that are both efficient and deeply human.

AI isn’t just reshaping the real estate industry — it’s redefining what it means to be a great agent, manager, or recruiter. The technology can automate processes, analyse data, and speed up communication, but the empathy, trust, and local knowledge that define property work still rest firmly in human hands.

As Ally put it best: “AI is here to stay, but it’s not here to take over. The more we use it to support people — clients, colleagues, and communities — the stronger our industry will become.”

You can watch the full live-streamed episode here on the Edge YouTube channel .

Temporary Property Roles in Government and Community Housing: A Career Path Worth Exploring

Thu, 16 Oct 2025 06:18:55 GMT

When people think about government or community housing jobs, they often picture frontline tenancy or policy positions. But behind the scenes, property roles play a vital part in keeping government works and public and community housing running smoothly — and many of these are offered on a temporary basis.

In South Australia, the demand for skilled property professionals extends well beyond the private property and real estate sectors. Government departments and community housing providers regularly recruit temporary staff to manage assets and projects and ensure housing services continue to meet community needs.

Why Temporary Property Roles Matter

Temporary positions in the property space provide:

A pathway into government or not-for-profit housing. Many professionals use temporary contracts as a stepping stone into the sector.
Hands-on experience. Roles are often project-based, giving exposure to compliance, maintenance and housing strategy.
Flexibility. Shorter contracts allow you to test out a new sector without long-term commitment.
Networking opportunities. Temporary placements often put you alongside senior managers, contractors, and other housing professionals.

Common Property Roles in Government

Government agencies and local councils often recruit temporary staff for:

Property Officers – managing housing stock, inspections, and tenancy-related property matters.

Asset & Maintenance Coordinators – overseeing property repairs, upgrades, and contractor engagement.

Project Officers (Property / Housing) – supporting capital works, redevelopment or refurbishment programs.

Facilities Managers – ensuring buildings and housing complexes meet safety and compliance standards.

These roles directly support the state’s social housing and capital works programs.

Common Property Roles in Community Housing

Community housing providers — from large organisations to smaller not-for-profits — also need skilled property professionals. Temporary roles include:

Housing & Property Officers – balancing property inspections with tenant support.

Property Administrators – managing databases, maintenance requests, and contractor scheduling.

Compliance & Reporting Officers – ensuring housing assets meet regulatory and funding requirements.

Development Support Roles – assisting with new housing projects or community redevelopments.

Working in this sector provides the chance to make a direct impact on people’s lives, supporting those who need safe, affordable housing.

Roles You Might Not Have Considered

Beyond the frontline, property-related temporary opportunities also exist in:

Procurement & Contracts – managing supplier agreements for maintenance or building works.

Sustainability & Energy Projects – supporting initiatives to improve housing efficiency.

Data & Asset Systems Support – working with property management systems and reporting tools.

These roles are less visible but are vital in ensuring housing organisations run effectively.

Navigating a Career Through Temporary Roles

If you’re interested in the property side of government or community housing, temporary roles can be an excellent way in. Here are some tips:

Showcase your property and real estate skills. Experience in property management or facilities management is highly transferable.
Be open to short-term contracts. Many temporary roles lead to extensions or permanent positions.
Get your clearances sorted. Many government and community housing roles require a current Working with Children Check and a National Police Check before you can start work (and sometimes even before applying). Having these ready in advance can save time and show employers you’re prepared and job ready.
Highlight compliance knowledge. Understanding tenancy legislation, asset management, or WHS is highly valued.
Work with a recruiter. Agencies like Edge can assist you to access these roles, saving you time in the search.

Property roles in government and community housing are about more than bricks and mortar — they’re about ensuring safe, sustainable homes and buildings for South Australians.

Temporary positions in this space not only provide rewarding work but also open doors to long-term career opportunities.

At Edge, we’ve been connecting property professionals with meaningful roles for over 27 years. Whether you’re seeking to broaden your experience or step into a sector that makes a real difference, we can help you find the right temporary property role.

Money, Security and Balance: What Australian Workers Really Think

Thu, 25 Sep 2025 02:47:58 GMT

When it comes to careers, salary has always mattered — but SEEK’s 2025 Money Matters report shows just how much financial pressures are reshaping what Australians want from work.

At Edge Recruitment, we know recruitment is about more than filling roles. It’s about understanding what motivates people — and helping employers and job seekers find the right fit.

From pay and side hustles to flexibility and balance, the research paints a clear picture of a workforce making tough trade-offs in today’s climate...

Financial security feels fragile

The research shows only one in three workers (36%) feel financially secure , while 96% are worried about the cost of living .

For younger generations, the challenge is even sharper: a third of Gen Z say housing affordability is their biggest concern, compared to virtually none of the baby boomers surveyed.

Even steady employment no longer guarantees comfort. Two in five workers say they can’t live comfortably on their current salary, with most people believing they need $80,000–$100,000 to feel secure. Yet, more than half of those earning under $83,000 don’t believe they’ll reach that figure in the next three years.

The rise of side hustles

With financial goals feeling out of reach, many workers are looking for ways to boost income outside their day job. The report found 52% intend to take on second jobs , while 56% already have or are considering a side hustle .

This is particularly true in industries like retail, hospitality and admin support where workers feel limited opportunities for salary progression.

Flexibility versus money: a balancing act

The report highlights the constant trade-offs Australians are making. While flexibility is highly valued, 76% of workers would give up working from home and return to the office full-time for a pay rise .

But flexibility still matters deeply: 24% say no amount of money would convince them to give it up , especially parents, carers, and those managing health needs.

Interestingly, remote workers may earn slightly less on average, but they save significantly on commuting, clothing and meals — proving that flexibility holds both financial and lifestyle benefits.

Beyond pay: what workers want

When pay rises aren’t possible, Australians are clear on their priorities:

Extra annual leave (41%) is the most appealing benefit
Reduced working hours, rostered days off, and flexible arrangements also rank highly
Traditional perks like company cars or discounts barely feature

This shift shows that workers increasingly value time as much as money.

Balance versus big bucks

Despite financial pressures, two-thirds (65%) of Australians say work-life balance is more important than a higher salary .

Baby boomers and women are most likely to prioritise balance
Gen Z workers lean more heavily toward salary, reflecting housing and cost pressures

That said, significant financial incentives can shift priorities. Many workers admit they’d compromise on balance — by working longer hours or taking on more responsibility — for a 20% pay rise .

What this means for employers and job seekers

The takeaway is clear: Australians want both security and balance but often must compromise.

For employers, this means salary remains critical, but it isn’t the whole story. Flexible arrangements, time-based benefits and genuine pathways for career growth are equally powerful tools in attracting and retaining talent.

At Edge Recruitment, we see this play out every day. Understanding these dynamics helps us support both employers looking to build strong teams and job seekers wanting workplaces that meet their financial and lifestyle needs.

Looking to hire with these trends in mind? Talk to Edge about building competitive, people-focused workplaces that attract the right talent.

Thinking about your next career move? Get in touch with our experienced team - we can help you find the balance of financial security and lifestyle that works for you.

Is Your Workplace Psychologically Safe?

Tue, 09 Sep 2025 05:05:34 GMT

With R U OK? Day this week, it’s a timely reminder that mental health and wellbeing should be a year-round priority—not just a conversation once a year.

At Edge Recruitment, we believe that employee wellbeing relies on not just physically safe workplaces, but psychologically safe and supportive workplaces as well.

That’s why we recently hosted an exclusive session for our clients featuring Dr. Tessa Bailey , a recognised expert in psychosocial safety and workplace mental health and CEO of The Opus Centre.

The focus? Psychosocial hazards —a topic that’s becoming increasingly important in modern workplace wellbeing conversations.

What Are Psychosocial Hazards?

Psychosocial hazards are factors in the workplace that can cause psychological or emotional harm. These include things like:

Unreasonable workloads or tight deadlines
Poor workplace relationships or bullying
Lack of role clarity or communication
Inadequate support from leaders or peers
Job insecurity or organisational change

Left unmanaged, these risks can seriously impact employee wellbeing, productivity, and engagement.

Why It Matters

Psychosocial risks aren’t just about compliance—they’re about creating a culture where people feel safe, supported, and empowered to thrive.

Dr. Bailey’s session helped equip leaders and people managers with the knowledge and tools to identify, assess, and respond to psychosocial hazards before they escalate.

And the message was clear: workplace wellbeing isn’t just a HR issue—it’s a leadership responsibility, and it’s everyone’s business.

What can Employers & Leaders do?

Whether you're leading a team or running a business, here are some proactive steps you can take:

Identify common psychosocial hazards: Look for early signs of stress, low morale, or conflict. Be proactive, not reactive.
Use lead indicators: Don’t just wait for issues to show up in exit interviews or sick leave reports. Conduct regular wellbeing check-ins and culture audits.
Encourage open communication: Create safe spaces for employees to raise concerns without fear of judgement or backlash.
Invest in training: Equip your leaders and managers with the skills to support mental health and recognise psychosocial risks.
Act early: Intervene before problems become critical. Small changes—like workload adjustments or conflict resolution—can make a big difference.

What Employees Can Do

Workplace wellbeing is a shared responsibility. Here’s how employees can contribute:

Speak up: If something’s impacting your wellbeing, raise it early with a trusted leader, HR, or mental health support service.
Know your rights: Psychosocial safety is now a recognised part of workplace health and safety laws in many states.
Support each other: A kind word, a check-in, or a shared break can go a long way. Everyone can play a part in building a supportive culture.
Educate yourself: Understand what psychosocial hazards are, and learn the signs—not just in yourself, but in others too.

The Bottom Line

As we reflect on R U OK? Day , let’s go beyond just asking the question. Let’s create environments where people feel safe enough to answer honestly , and where leaders are ready to take meaningful action.

A proactive approach to managing psychosocial risks doesn’t just improve wellbeing—it boosts performance, retention, and culture , too. And at Edge Recruitment, we’re proud to be part of that positive change.

�� Want to learn more about how to foster a healthier workplace culture?

Get in touch with our team or follow us on LinkedIn for upcoming events and resources.

What's Hot in Hiring

Mon, 01 Sep 2025 02:20:23 GMT

In the latest edition of The Property Edge , Edge’s live social media market update, our experienced recruitment team did a deep dive into what’s hot in hiring right now.

Our Managing Director Peta Seaman was joined by Edge’s senior consultants—Kelly Armstrong, Mary-Jane Massicci and Taryn Widdows to unpack exactly what’s happening in the property job market right now - what roles are in most demand, what skills employers are really looking for, and which roles have been the hardest to fill.

Together, they painted a comprehensive picture of the South Australian property and real estate job market, weaving in observations, advice, and a few candid warnings for employers and candidates alike.

Roles in High Demand

The discussion kicked off with what roles have been in hot demand in 2025. Kelly was quick to point to commercial roles: “We seem to have a lack of candidates in lease administration… a lot of it has been going offshore, so we really lack that experience.” She added that mid-level commercial property managers are perennially in demand, with a noticeable shortage between juniors and highly experienced professionals. Conveyancers, too, are proving difficult to source: “There’s a real shortage of registered conveyancers in the industry.”

Mary-Jane offered a similar perspective from the residential real estate side, saying, “Residential property managers are probably the hottest jobs at the moment.” She noted that agencies are scaling up quickly ahead of the busy spring selling season, not only in permanent roles but also in sales support and temp cover. As she explained, “real estate agencies can’t afford gaps when staff take leave,” making temporary placements a vital piece of the puzzle.

Taryn brought in the temp and contract angle, highlighting a spike in high-level administrators and project managers to deliver government and community infrastructure work. For temp roles, she emphasised urgency: “They don’t often have time to train someone when they need a temp… the person needs to be able to hit the ground running pretty fast.”

Where Employers Struggle Most

The panel then turned to the question of roles that remain hardest to fill. For Kelly, the mid-tier gap in commercial property management is still glaring. She argued that companies should be more open to hiring juniors straight from tertiary qualifications: “Sometimes having somebody that’s fresh is the best way to represent the company… you can mould them the way you’d like for your business.”

Mary-Jane was candid about her biggest challenge: “Senior residential property managers, the ones with three to five years’ experience, have been the toughest roles to fill at the moment. The job is demanding, the talent pool is limited, and we need people with the staying power to handle the pressure.” Agencies that succeed, she added, are those offering f lexibility, training opportunities, and supportive workplace culture .

Taryn agreed that expectations play a part, but for her, the sticking point is often money. She explained, “Clients might want project managers at award rates, but those candidates can often earn more in the private sector.” In other words, salary mismatches can block progress, even when good candidates are available.

Skills That Make Candidates Stand Out

Across all three sectors, formal qualifications remain a must-have. Whether it’s a property management certificate, sales registration, or a property degree, candidates without the right licences often can’t be or don’t get considered. But the consultants agreed that employers are increasingly scanning for more than just technical compliance.

Mary-Jane highlighted technology as a new non-negotiable: “Tech skills are on the rise… everybody is looking for candidates with program experience.” She paired this with an emphasis on communication: keeping clients informed and building trust can separate good performers from great ones.

Taryn reinforced the importance of readiness in temporary placements: “The person needs to be able to hit the ground running pretty fast.” Employers want confidence that a new starter can walk in, pick up systems, and deliver value almost immediately.

And beyond hard skills, Peta prompted a reflection on personal qualities. Mary-Jane’s view was simple but powerful: “Positivity, staying power and a genuine client-first approach” remain the bedrock of long-term success in real estate.

Career Advice for Job Seekers

The consultants also shared candid advice for those looking to move in 2025.

Kelly urged flexibility on pay scales, particularly for entrants: “So many people would love property and want to get into property… but if you’re entering the industry, be open to changing salaries.”

Taryn stressed professionalism and responsiveness: “Always have open communication and be contactable. Adelaide’s a small place and courtesy and kindness are always noticed.”

Mary-Jane encouraged intentional decision-making: “When you go to an interview, know what matters to you—growth, balance, or the right team culture. Don’t jump at the first job offer that comes your way.”

As the discussion closed, all three agreed that now is an opportune time to move. Kelly described property as “always busy… and fun,” with career options ranging from residential to commercial to temping. Mary-Jane pointed to the traditional spring surge: “Good people are in demand. It’s a good time to explore options.” And Taryn offered a note of encouragement: “Persistence always pays off… stay positive and something really good will come along.”

Five Ways Employers Can Stay Competitive

Drawing on the team’s discussion, several clear strategies emerged for South Australian property and real estate businesses to stay ahead in the recruitment race in the back end of 2025:

Offer flexibility and culture. Candidates value employers that provide work-life balance, career growth, and supportive teams.
Meet the market on salaries. Unrealistic budgets hold hiring back—particularly in specialist and mid-level roles.
Streamline your hiring process. Avoid long delays and communicate clearly. Candidates won’t wait around in a busy market.
Look beyond the CV. Fresh candidates with the right attitude and qualifications can be moulded into long-term assets.
Prioritise tech skills and communication. These qualities, alongside formal certification, are increasingly what separates top performers.

Ultimately, the message from the Edge team was clear: South Australia’s property and real estate sector is buzzing with opportunity, but competition for great people is fierce. Employers who adapt—by offering flexibility, realistic salaries, and a supportive culture—will be the ones who attract and retain the talent they need. And for job seekers, the outlook is equally positive: with persistence, preparation, and the right mindset, 2025 could be the year to make a confident career move.

How Flexibility Can Help You Land a Job

Mon, 18 Aug 2025 04:17:13 GMT

In 2025, we’re noticing a growing trend among candidates that’s raising eyebrows for employers and recruiters alike, and it’s time to talk about it.

There has been a noticeable increase in the number of job seekers who come to us saying they want a new job, but when it comes to being flexible, responsive, or genuinely open to exploring opportunities during the recruitment process, they stall.

Whether it’s limited availability to interview, hesitation to consider slightly different roles to what they have their mind set on, or holding out for a “perfect” job that may not exist — this lack of flexibility can seriously hold you back.

So, if you’re serious about making a career move this year, here’s why staying open and adaptable can make all the difference.

The Market Is Moving — Are You?

Right now, the property and real estate job market is active. Agencies are hiring across sales, property management, leasing, admin, BDM roles and more. But while jobs are available, employers are being more selective — looking not just for skill, but cultural fit and attitude .

Candidates who are keen, responsive, adaptable, and ready to engage quickly often move through the process much faster — and land better roles.

Why? Because hiring managers want people who are:

Genuinely motivated to work
Open to learning or trying new things
Respectful of the process and people involved

In contrast, when candidates delay responses, struggle to make time for interviews, or are overly rigid in what they will or won’t consider, employers may move on, even if they have the right experience on paper.

Availability Matters More Than You Think

If you’re job hunting but not available to interview within a few days’ notice, or aren’t responding to calls or emails promptly, it sends a message, even unintentionally.

It may suggest:

You’re not serious about making a move
You’re hard to engage or communicate with
You may behave similarly once hired

We get it — you might be working full-time, managing kids, or juggling commitments. But being transparent and proactive about your availability makes the process smoother for everyone.

Tip: If you’re actively looking, try to set aside a time block each week for interviews or recruiter catch-ups, even if it’s after hours or via Zoom.

Be Open to Slightly Different Roles

Another common trend: candidates saying they want a new job — but only if it ticks every single box from day one.

The reality is, great opportunities don’t always look perfect at first glance . Sometimes:

A sales support role can evolve into a sales agent role in 6 months
A smaller agency may offer more hands-on growth than a bigger one
A sideways move can give you the work-life balance you’re craving

By staying open to roles that may differ slightly from what you’ve done before — or even considering contract, temp or part-time work — you increase your chances of getting a foot in the door, building experience, and proving your value.

Recruiters Are Your Advocates — Help Us Help You

When we connect with a candidate who’s clear about what they want and open to ideas, it makes it easier for us to match them to the right employer.

But if communication is slow, you ghost our interviews, your preferences are rigid, or interest fades mid-process, it limits what we can do to support your goals.

If you’ve reached out to a recruiter, show up ready to engage . That doesn’t mean saying yes to everything, but it does mean being open-minded and responsive.

The best opportunities often go to those who are prepared, proactive, and open. If you’re truly ready for a new role in the property industry, your flexibility could be your biggest asset.

✅ Be available to interview (and let us know in advance if you can’t make a set interview time)

✅ Be open to different role types or agency sizes

✅ Be responsive and ready to explore

That kind of attitude doesn’t just make you more employable — it makes you more likely to find a role that actually suits you long-term.

Ready to Get Started?

We’re currently recruiting across a range of real estate and property roles in South Australia, so reach out for a confidential chat if you’re open and ready to take the next step in your career.

Tackling Talent Shortages in South Australia’s Property Industry in 2025

Mon, 04 Aug 2025 03:21:30 GMT

As South Australia’s property industry continues to expand, employers are facing an uphill battle to secure the right talent. With a surge in commercial developments, retail evolution, and residential projects across Adelaide and regional hubs, the need for skilled property professionals is only increasing.

According to the ABS, South Australia’s unemployment rate stood at 4.2% in June 2025, slightly under the national average of 4.3%, indicating a tight labour market. The same month saw record employment highs, with over 976,000 people employed in the state.

Yet, even as job listings grow, competition for candidates is shrinking, particularly in property. Real

estate and property job ads in SA grew by 19% year-on-year, but the number of applications per job dropped by 41%.

This mismatch between job supply and talent availability underscores a critical challenge: finding — and keeping — the right people. Employers can’t just rely on salary anymore. They need to rethink flexibility, culture, and growth opportunities to stay competitive in 2025’s evolving employment landscape.

On the Ground: Real Talk from Industry Experts

In a recent episode of The Property Edge, Edge’s live-streamed market update, our senior recruiter Kelly Armstrong sat down with Kylie Neal, Centre Manager at Harbour Town Premium Outlets Adelaide, a long-time industry professional and client of Edge.

Kylie shared some first-hand insights into what makes recruitment in the property sector so uniquely challenging in South Australia.

“I'd say management roles are particularly challenging to fill due to the relatively small talent market in South Australia,” Kylie said. “These positions actually acquire a unique blend of skills — retail operations, property management, customer experience and stakeholder engagement.”

For Kylie, the right personality and team fit are just as important as technical skills. That’s where the challenge grows.

She also highlighted how candidate expectations have evolved.

“Candidates are definitely more direct about their non-negotiables now,” Kylie explained. “What’s interesting is how priorities vary by life stage. Younger professionals want clear career progression, whilst experienced professionals prioritise company culture and job security.”

Flexibility, professional development, and authentic leadership are the new benchmarks for attraction and retention.

Kylie explained how her own team at Lewis Land Group has adapted.

“We've started hiring for attitude and aptitude rather than just shopping centre experience. And then we provide comprehensive training. In this tight market, retention through flexibility, genuine professional development is far more cost-effective than constantly recruiting.”

These adjustments have paid off. Kylie noted their organisation maintains high retention, not just because of salary but because of culture and values.

“I actually believe life's too short not to enjoy work. We're actually here quite a while!” she said.

For Kylie, the shift in talent dynamics isn’t a passing phase — it’s a long-term evolution.

“I think we're in a new normal where we just need to be much more creative about sourcing and retaining talent rather than just competing for the same small pool of candidates.”

Tips for Employers: How to Stay Competitive in 2025

If your business is facing similar hurdles in hiring or keeping great people, here are some strategies that reflect what’s working on the ground in South Australia right now:

1. Think Beyond the Job Title

Today’s candidates are looking for purpose, team culture, and long-term growth. Showcase how your workplace supports this from the first interaction.

Practical Tip: Talk about internal career progression, culture initiatives, and how you invest in people — not just the tasks they’ll be doing.

2. Hire for Potential, Not Just Experience

Especially in management roles, transferable skills and cultural alignment often outweigh sector-specific experience.

Practical Tip: Open up your candidate pool to professionals from aligned industries like retail or hospitality who demonstrate aptitude and attitude — then train them up.

3. Flexibility is a Must

Even in roles that require onsite presence, offering input into rosters or promoting work-life balance can be a game-changer.

Practical Tip: Conduct stay interviews with current staff to identify what flexibility means to them — and deliver on it where possible.

4. Lead with Transparency

Candidates are more informed — and selective — than ever. They’re asking hard questions about leadership, progression, and work-life balance.

Practical Tip: Be upfront in interviews. Share real examples of how people have advanced in your organisation and how you support personal wellbeing.

5. Partner with a Specialist

In a tight, competitive market, a recruiter with niche knowledge can connect you to candidates that general advertising won’t reach.

Practical Tip: Engage a recruitment partner that understands your industry inside-out and can match you with candidates aligned to both skills and culture.

As Kylie put it so clearly: “Make sure you're listening to the industry salary for the role to ensure that you're being competitive. Beyond that, be genuine about your leadership style and company culture during the recruitment process. Candidates can actually tell when you're wanting them to succeed.”

The bottom line? Finding great talent in property isn’t impossible — but it does require a shift in mindset. Companies willing to adapt, invest in people, and lead with authenticity will come out on top in 2025 and beyond.

5 Clever Questions to Ask in a Job Interview

Tue, 29 Jul 2025 02:05:59 GMT

At Edge Recruitment, we speak to hundreds of property and real estate professionals each year—and there’s one insider tip we find ourselves sharing with candidates to help them stand out among their job-hunting competitors: your questions in an interview say as much about you as your answers do.

Asking thoughtful, strategic questions doesn’t just show that you’ve done your homework. It shows that you’re serious about your next move, interested in the success of the team, and thinking beyond your start date. But not all questions are created equal. Some have become so overused such as “What’s the culture like?” or “Where do you see the company in five years? that they may no longer spark meaningful conversation.

We asked our Senior Recruitment Consultant, Mary-Jane Massicci, what types of questions can really get noticed by hiring managers in real estate right now. With over two decades of experience in the Adelaide property sector, Mary-Jane knows exactly what separates standout candidates from the rest.

“The best questions show you’re not just looking for a job—you’re looking for the right fit, the right tools, and the right opportunity to grow,” says Mary-Jane.

So what should you ask?

Here are some of the clever, current, and genuinely insightful questions candidates should consider asking at their next interview:

“How will I be onboarded, and what ongoing training or mentoring is available?”
“What CRM or software tools do you use, and how do they support day-to-day work?”
“How is success measured in this role, aside from sales targets?”
“What do you enjoy most about working here?”
“Can you tell me about someone who’s progressed within the team, and how they achieved that?”

All these questions can give you real insight into how the agency operates—and help you gauge whether you’ll be set up to succeed.

You could even consider asking how the agency supports its agents with marketing and building their personal brand. This shows them that you're thinking long-term about your success, and shows you what kind of resources, training, or tools the agency provides to help you grow your visibility and client base.

“It’s not just about whether you fit the team, it’s about whether the environment supports your growth ,” added Mary-Jane. “If you’re someone who wants to build your personal profile or work with the latest tools, these are the things you need to ask about.”

Asking about onboarding and training can also reveal whether a business invests in its people or expects new hires to sink or swim. And when it comes to performance, smart candidates are digging deeper than just commissions or monthly numbers.

“A lot of agencies now look at things like client feedback, repeat business, or even how well you work with the broader team,” Mary-Jane says. “If those things matter to you, bring them up.”

Equally telling is the response you get when you ask someone what they personally enjoy about their job. If they light up and start sharing stories, it can give you a much more authentic picture of what it’s like to work there.

Ultimately, asking better questions leads to better conversations—and better decisions. You’ll walk away with more than just a surface-level impression, and the employer will walk away knowing you’re a proactive, thoughtful professional.

“I always tell my candidates: don’t wait until after the job offer to work out if it’s the right move,” says Mary-Jane. “Use the interview to really explore whether this is a place where you can thrive.”

Edge Recruitment connects high-performing professionals with career-defining opportunities in real estate, property and general administration across Adelaide. Want personalised advice for your next interview? Reach out to our experienced team today.

Salary Benchmarking in Property: Are You Paying or Earning Market Rate?

Tue, 22 Jul 2025 05:58:43 GMT

The midpoint of the year becomes a natural checkpoint for employers and professionals alike to re-evaluate salaries, benefits, and hiring strategies. In South Australia’s property sector, competitive salary packages and career progression have become key motivators for both attracting and retaining top talent.

Backed by insights from our 2025 Employment and Salary Trends Report, this article unpacks the current salary landscape across property and real estate roles in SA — and asks the critical question: Are you offering, or receiving, the market rate?

Salary Trends in South Australian Property Roles

Over the past 12 months, South Australia’s property and real estate market has shown resilience and steady growth. As demand for skilled professionals rises, salary expectations have followed suit — particularly across asset management, commercial leasing, and development roles.

Some examples of mid-range salary benchmarks include:

Note: These salary benchmarks from the national 2025 Employment and Salary report are based on insights from over 100,000 job seeker interviews, industry expertise, and market data. In the SA market they can vary based on experience, portfolio size, and sector (residential, commercial, or industrial).

66% of Employers Plan to Grow Their Teams in 2025

According to the 2025 report, 66% of property and real estate employers plan to expand their teams in the coming year. This growth is fuelled by both new development projects and continued demand for property services.

As the war for talent continues, hirers are shifting their focus beyond base salary to offer more holistic and attractive remuneration packages.

Salary Packages Are Evolving: Beyond the Base

To compete in a talent-short market, employers are increasingly sweetening offers with benefits. Here’s how hiring managers are enhancing packages in 2025:

Bonuses – 56% include performance-related bonuses
Work-from-home flexibility – 56% offer hybrid/remote work options
Tech perks – 38% include a company laptop and/or phone
Flexible hours – 36% support adaptable work arrangements
Additional leave – 26% provide extra paid days off
Company car – 20% include a vehicle as part of the package
Car parking – 19% offer secure parking perks

These inclusions don’t just attract talent — they signal a commitment to employee wellbeing, work-life balance, and modern workplace culture.

What This Means for Employers

If you haven’t reviewed your salary and benefits structure in the last 12 months, now is the time. Ask yourself:

Are your salaries aligned with current market expectations?
Could benefits be added or restructured to make your offers more competitive?
Are your team members at risk of being lured away by better packages elsewhere?

Salary benchmarking is not just about attracting talent — it’s also critical for retaining the high performers already on your team.

What This Means for Candidates

For professionals working in property and real estate, the current market presents opportunity. Whether you're seeking a salary increase, greater flexibility, or a better cultural fit — now is the time to assess your options.

If you're unsure what your role is worth, or how your package compares to the market, a conversation with a specialised recruiter can offer clarity and direction.

As we move into the second half of 2025, one thing is clear: employers who remain proactive in aligning with salary trends — and who invest in competitive, values-aligned packages — will be best positioned to attract and retain the industry’s top professionals.

Need help benchmarking salaries or staying up to date with current employment trends?

Request your free copy of our 2025 Employment and Salary Trends report for full salary tables and tailored property industry insights.

Edge Recruitment Named SA’s Best – 4 Years Running

Mon, 21 Jul 2025 04:00:23 GMT

We’re thrilled to share that Edge Recruitment has once again been named Best Recruitment Agency in Real Estate and

Property in South Australia , at the 2025 Sourcr Awards – marking our fourth consecutive win in this category!

Our senior consultant Mary Jane Massicci has also been named Best Recruiter in Real Estate and Property, SA for 2025.

This double triumph is a testament to the dedication and passion that drives our team every day.

The Sourcr Awards are based on authentic feedback from clients and candidates—not judging panels—so winning four years in a row shows consistent excellence, trust, and impact in our field.

Mary Jane’s win highlights the calibre of our individual team members—someone who truly embodies the professionalism and passion of Edge Recruitment.

Our team at Edge Recruitment loves what we do. We’re deeply proud to represent the real estate and property sector in South Australia and to deliver outstanding service year after year.

To our incredible clients and candidates – some of whom have placed their trust in us for 27 years – thank you. Your support and confidence are what fuel our success.

To everyone we partner with—thank you for trusting us with your career and recruitment needs.

We’re excited about what the future holds and can’t wait to keep delivering exceptional results in 2026 and beyond!

Qualifications vs. Experience: What Matters Most in Today’s Property Job Market?

Mon, 07 Jul 2025 03:46:47 GMT

The South Australian property and real estate industry continues to evolve in a fast-paced market shaped by shifting buyer expectations, digital disruption, and regulatory changes. For professionals aiming to enter or advance within this field, one question frequently arises: What matters more — qualifications or experience?

The answer is not entirely straightforward. Both qualifications and experience bring value to the table, and their relative importance often depends on the specific role, stage of career, and employer expectations. Let’s explore the balance between these two factors and what today’s job market really demands.

Regulatory Requirements: Qualifications You Can’t Skip

In South Australia, certain qualifications are mandatory for many roles in the real estate industry. To work as a real estate sales representative, property manager, or auctioneer, individuals must hold appropriate certification or licensing, as outlined by Consumer and Business Services (CBS).

For example:

To work as a registered sales representative or property manager , you must complete the Certificate IV in Real Estate Practice (CPP41419) through a registered training organisation (RTO).

To operate independently or manage an agency , a Land Agent’s Licence is required, which demands further study and experience.

Ongoing professional development is also essential , with CPD (Continuing Professional Development) obligations ensuring that practitioners stay current with legislative changes and best practices.

In short, qualifications aren’t optional — they’re the baseline. But once the necessary certifications are in place, the conversation shifts to what really differentiates candidates in a competitive market: experience.

The Power of Practical Experience

While qualifications open the door, it’s experience that often determines how far someone can go in their career. Employers regularly tell us that real-world, on-the-job learning — whether it’s negotiating deals, managing client expectations, handling tenancy disputes, or navigating the nuances of property marketing — is what sets high performers apart.

In today’s market, particularly in roles such as:

Residential and commercial sales agents

Property and strata managers

Business development managers

Leasing consultants

...hiring managers are placing a premium on people who have already demonstrated success in the field. That includes:

A proven sales track record

Strong interpersonal and negotiation skills

Local area knowledge

An ability to work independently and hit the ground running

These qualities are rarely taught in a classroom. They’re honed over time, under pressure, and through exposure to real market dynamics.

So, Which Matters More?

The truth is: you need both — but not always in equal measure .

For entry-level roles , the correct qualifications are non-negotiable, but employers often seek out candidates who have customer service or administrative experience in fast-paced environments. A background in hospitality, retail, or call centres can demonstrate the right soft skills to transition into property roles.

For mid-level positions , experience typically becomes the most important factor. Agencies are looking for professionals who can manage portfolios, build client relationships, and work with minimal supervision. At this stage, further training (such as a diploma or CPD courses) can help a candidate stay competitive, especially when moving into new sectors like commercial or industrial property.

For senior or leadership roles , a mix of extensive industry experience, a solid track record, and a strong understanding of compliance and risk is essential. In these positions, leadership and strategic skills become just as valuable as technical qualifications.

Striking the Right Balance as a Job Seeker

If you’re early in your career, don’t underestimate the importance of gaining foundational experience — even if that means starting in a support role. Work ethic, reliability, and eagerness to learn can quickly lead to promotion in this fast-moving industry.

For those already in the field, upskilling can be a smart move. Consider:

Specialised short courses (e.g. commercial leasing, buyer’s advocacy)

CPD workshops focused on technology or legislation

Leadership training for career progression into management

In South Australia's real estate industry, qualifications are essential, but experience is often the differentiator. They are two sides of the same coin: one provides credibility and compliance, the other provides capability and confidence.

Whether you’re hiring or job-seeking, the most successful outcomes come from recognising how these two elements complement each other — and how together, they create well-rounded, in-demand professionals.

Where Employers Are Getting Staff Benefits Wrong in 2025

Mon, 07 Jul 2025 03:26:30 GMT

As Australian workplaces continue to evolve in 2025, a new report from people2people Recruitment reveals a growing disconnect between what employers think their staff want—and what employees actually value when it comes to workplace benefits.

Despite good intentions, many organisations are investing in perks that don't resonate, while overlooking benefits that could genuinely improve retention, satisfaction, and productivity.

The Mismatch Between Intent and Impact

At first glance, many Australian employers appear proactive in offering benefits. However, the data shows that these efforts often miss the mark. Key benefits that employees actually want—like AI and tech upskilling, overtime payments, and legal or tax advice—are still not being widely delivered. Meanwhile, more traditional perks like car parking and employee referral bonuses continue to receive outsized investment despite limited employee interest.

Key Gaps in Benefit Delivery

Here’s where the largest gaps between employer offerings and employee preferences lie:

AI and tech upskilling: 44% of employees want it, but only 24% of employers provide it.
Overtime payments: Important to 46% of workers, yet only 30% of companies offer them.
Mentorship programs: Desired by 39%, but available at just 27% of workplaces.
Connectivity allowances: Sought by 27%, but only 10% of employers deliver.
Legal and tax advisory services: Valued by 23% of employees, offered by just 6%.

These figures highlight an urgent need for HR and leadership teams to reevaluate benefit strategies—not based on assumptions or legacy perks, but on up-to-date insights into what their people truly need.

What's Working Well

Some employers are getting it right. Benefits with strong alignment between what employees want and what companies offer include:

Bonuses: Desired by 53%, offered by 60%.
Mobile phone/laptop allowances: Valued by 59%, delivered by 63%.
Employee discounts: Close alignment, with 44% of employees valuing them and 47% of employers providing them.
Access to industry publications: A rare perfect match at 44%.

These results show that when employers pay attention to data and feedback, it’s possible to deliver benefits that resonate across the board.

The Overinvestment Problem

At the same time, the report reveals some surprising insights into where employers are overdelivering—but not necessarily adding value. For example:

Car parking: Offered by 54% of employers, but only 30% of employees value it.
Company cars or car allowances: Provided by 39%, yet only 18% see it as important.
Employee Assistance Programs (EAPs): Widely available at 81% but appreciated by just 48%.
Referral incentives: Offered by 53%, valued by only 22%.
Association memberships: Provided by 42%, but only 26% care.

These mismatches suggest that employers could be misallocating valuable budget toward benefits that have little real impact on employee engagement.

Why the Disconnect?

The modern workforce has changed—especially with the rise of hybrid and remote working models. Daily commutes are no longer the norm for many, and workers are increasingly focused on flexibility, digital access, and future-proofing their careers through skills development.

Outdated assumptions about what staff want—like free parking or corporate memberships—can quickly lead to a stagnant benefits offering that fails to keep pace with the evolving workplace.

Getting the Balance Right: Five Tips for Employers

To build a benefits package that truly supports, motivates, and retains staff in 2025, employers need a more responsive, data-driven approach. Here are five practical strategies to consider:

Ask, don’t assume: Regular employee surveys and feedback loops are essential. Avoid guessing—let your workforce tell you what matters.
Prioritise flexibility and personalisation: One-size-fits-all doesn’t work anymore. Benefits should be adaptable to individual lifestyles and career stages.
Focus on future-ready skills: Upskilling in AI and emerging technologies isn’t just optional—it’s becoming essential for both individual and organisational success.
Cater to a multigenerational workforce: Different age groups have different needs. Customising benefits can make a big difference in satisfaction and retention.
Reallocate low-impact perks: Id entify benefits that aren't resonating and consider redistributing that budget toward high-impact options employees actually want.

In a competitive talent market, benefits aren't just a nice extra—they’re a critical component of employer branding and workforce strategy. The organisations that actively listen to their people and adapt their benefits accordingly will not only reduce waste—they’ll also gain a tangible edge in attracting and retaining top talent in 2025 and beyond.

Mid-Year Property Recruitment Outlook for SA

Tue, 01 Jul 2025 01:36:06 GMT

What Employers and Candidates Need to Know for FY 2025

As we enter the new financial year, the South Australian property and real estate industry is showing signs of cautious optimism — with steady demand in residential sales, increased activity in commercial leasing, and growing pressure on property management teams.

For employers and candidates alike, FY 2025 presents a unique mix of opportunity and challenge . Skills shortages persist across some key roles, but businesses are also reshaping their teams to reflect changing market conditions and client expectations.

Here’s what you need to know about the current hiring landscape — and where demand is rising across the industry.

Hiring Trends: What We’re Seeing Right Now

1. Quality Over Quantity

After a couple of years of rapid growth and aggressive hiring, many real estate businesses are shifting focus toward strategic, sustainable growth . The emphasis is now on hiring people who:

Can deliver results independently
Bring strong interpersonal and tech skills
Align with long-term team culture and values

As a result, recruitment processes are becoming more selective — but also more proactive. Employers are open to conversations with high-potential candidates even if roles aren't officially advertised.

2. Increased Investment in Support Roles

With rising workloads and compliance pressures, agencies are increasingly hiring:

Sales administrators
Leasing assistants
Receptionists and office coordinators

These roles are critical in improving efficiency and client service, and they often serve as stepping stones for those looking to move into sales or property management.

3. Retention Is a Priority

Many agencies are focused not just on hiring, but on keeping the talent they already have . Expect to see more emphasis on:

Career development plans
Flexible work options
Bonus and incentive structure reviews

This also means internal promotions are on the rise — but only for those who’ve shown loyalty, growth and performance.

Where Demand Is Growing

1. Residential Property Managers

The demand for property managers continues to outstrip supply. Burnout and attrition remain issues in the sector, prompting agencies to offer:

Higher salaries
Reduced portfolio sizes
Better admin support

Candidates with strong communication, organisation, and conflict resolution skills are especially sought after — even if they’re coming from outside the industry.

2. Business Development Managers (BDMs)

As competition increases, many agencies are turning to BDMs to grow their rent rolls and expand market share. This role is ideal for candidates with:

A sales mindset
Strong local knowledge
A passion for client relationships

There’s also a push for hybrid roles , where BDMs assist with leasing or property management when needed.

3. Commercial Leasing & Asset Management

The commercial market is showing signs of resurgence, especially in logistics, retail, and office repositioning. This is creating demand for:

Commercial leasing consultants
Junior asset managers
Assistants in corporate property teams

Employers are open to upskilling candidates with residential backgrounds who show strong aptitude and professionalism.

4. Strata & Facilities Management

As apartment living grows and building compliance becomes more complex, strata managers and facilities coordinators are increasingly in demand. These roles suit highly organised professionals who can juggle stakeholder management, budgeting, and compliance tasks.

Emerging Opportunities to Watch in FY 2025

Sales agents with a digital edge: Those who know how to use CRM systems, digital listing tools, and social media are becoming more valuable than ever.
Tech-savvy property managers: Agencies are investing in cloud-based software and automation — and they need staff who can adapt quickly.
Sustainability and compliance-focused roles: Especially in commercial property, there’s growing attention to ESG (Environmental, Social, Governance) and building compliance, which may create new specialist positions in the coming years.

For Employers: Time to Reassess Your Hiring Strategy

Now is the perfect time to:

Review your team structure
Identify future skill gaps
Invest in recruitment before the spring rush

Hiring reactively in peak season can lead to poor fits. Starting the search now gives you the upper hand — and access to quality candidates before the competition ramps up.

For Candidates: Be Proactive, Not Passive

If you’re thinking of a move this financial year, now is the time to:

Update your resume
Reach out to recruiters
Consider what kind of role or culture best supports your growth

FY 2025 is likely to reward those who are clear on their goals and confident in their next step.

The property industry in South Australia is evolving — and so are the expectations around who’s hired and why. Whether you’re running a business or building your career, staying ahead of these trends can make all the difference.

Need help navigating the FY 2025 market? The Edge Recruitment team specialises in real estate and property roles across SA. Let’s talk about how we can support your next move — or your next great hire.

Why EOFY Is the Smartest Time to Change Jobs or Hire

Tue, 24 Jun 2025 02:14:57 GMT

The end of the financial year is a busy time across South Australia’s property and real estate industry — not just for accountants and agencies reviewing the books, but also for professionals reassessing their career direction.

Whether you’re in sales, property management, leasing, or support, July often marks a fresh start . And if you've been considering a career move, there are some compelling reasons why right now might be the best time to take action .

1. New Budgets Mean New Hires

At the start of a new financial year, most property and real estate businesses reset their annual budgets. That means:

New headcount is approved
Growth targets are locked in
Teams that were stretched thin during the past year are finally given the green light to hire

For job seekers, this creates a surge in demand for talent — particularly for roles in sales, business development, and property management where revenue growth is key.

Agencies are also more likely to invest in onboarding, training, and marketing new staff now, rather than mid-year or during the Christmas slowdown.

2. Performance Reviews Are a Catalyst for Change

EOFY is traditionally when many employees receive formal performance reviews and commission payouts. While positive reviews can lead to promotions or salary increases, for others, this period can shine a spotlight on:

Unmet expectations
Lack of progression opportunities
Underappreciation or under-compensation

If you’ve walked away from your review feeling deflated, that’s a clear sign it may be time to explore new opportunities — particularly if your current role no longer aligns with your long-term goals.

3. The Spring Property Market Is Coming — Get In Early

We all know that spring is one of the busiest times of year for the property market, and smart candidates position themselves well in advance. If you start your job search in July:

You have time to transition into a new role
You can complete onboarding and training
You’ll be ready to hit the ground running when market activity spikes in September

Waiting until spring often means you’ll be competing with more candidates for fewer roles, with less lead-in time to settle into your new environment.

4. Candidate Supply Is Still Tight — Leverage That Advantage

Across South Australia, we’re still seeing a shortage of experienced candidates in many parts of the property and real estate industry. Sales agents, property managers, and leasing consultants with proven track records are in high demand — and employers are increasingly willing to offer:

Competitive salary and commission structures
Flexible working arrangements
Stronger professional development pathways

If you’ve got the experience and drive, now is the time to negotiate from a position of strength.

5. Clarity and Momentum Matter

There’s something about July that naturally invites people to reset. The first half of the year is behind you, and there’s still time to make big career moves before the year is out.

Whether you’ve outgrown your current role, want to break into a new segment of the industry, or are just feeling burnt out — making a change now can give you the clarity and momentum you need.

HOT TIP: Don’t Wait for “The Perfect Time”

Many people stay in roles longer than they should because they’re waiting for the “right moment.” But as with most facets of the property and real estate industry — timing is everything .

With budgets resetting, hiring activity on the rise, and the spring market just around the corner, EOFY is the window of opportunity you’ve been waiting for.

Ready to Make Your Move?

Edge Recruitment specialises in connecting property and real estate professionals with the right roles across South Australia. Whether you're actively job hunting or just want to explore what’s out there, our team is here to help.

Get in touch for a confidential chat — your next role could be just around the corner.

What Employees Really Want in 2025

Tue, 17 Jun 2025 03:19:43 GMT

Each year, we ask: what really matters most to employees?

Our 2024 national Employment and Salary Trends report highlighted that career opportunities, management support and training and development were the top priority for employees.

Fast forward to the 2025 report, which reveals that employee priorities have continued to evolve—and in some cases, shift significantly— influenced by changing economic conditions, workplace dynamics, and societal expectations.

So, what do employees really want in 2025?

1. Work-Life Balance: The New Top Priority

Once a nice-to-have, work-life balance is now the top priority for employees in 2025, reflecting a post-pandemic emphasis on personal well-being. While it was important to 68% of employees in 2024, this figure has risen to 74% and definitively overtaken other traditional motivators such as salary. This reflects a wider societal shift where boundaries between personal and professional life have become more defined—especially in the wake of return-to-office policies.

| Compared to 2024: Work-life balance has moved from a top-three concern to the undisputed #1 priority in 2025.

2. Job Security and Career Opportunities: Equal Importance

While career opportunities led in 2024, with 71% of employees prioritising them, job security has now become equally important, with both factors at 70% in 2025. This shift suggests that employees are balancing aspirations for long-term growth with a desire for stability, especially amid uncertain economic conditions when job security becomes a non-negotiable, and workers want to see a clear path forward in their roles.

| Trend Note: Career progression was a rising priority in 2024. The fact that it’s now level with job security shows employees want more than a job—they want a future.

3. Management Support and Trust: A Critical Factor

In 2024, management support and trust were crucial for 70% of employees. In 2025, this has slightly decreased to 69%, but it remains a significant factor. Trust in leadership is no longer optional. Employees want to feel heard, supported, and valued and continue to seek leaders who are supportive, transparent, and trustworthy, valuing open communication and ethical leadership.

| 2024 vs. 2025: This factor has climbed in importance, indicating that the human element of leadership is just as important as strategic direction.

4. Training and Development: Still a Necessity

Training and development were important for 69% of employees in 2024. In 2025, this has remained fairly steady at 67%, indicating a continued emphasis on skill enhancement. As automation and AI continue to reshape job roles, employees are recognising the need to prioritise skills growth to stay relevant and ensure career mobility.

| Significant Shift: In previous years, training was often overlooked in favour of compensation. Now, it’s a top five requirement.

5. Company Culture: Still a Key Consideration

Company culture remained important for 65% of employees in 2024. In 2025, this has slightly decreased to 60%, suggesting that culture alone is no longer enough to win top talent—it must be paired with practical benefits and career pathways.

| Hot tip: culture still plays a vital role in employee satisfaction so don’t underestimate it - a positive, inclusive, and supportive culture contributes to higher engagement and retention.

6. Salary and Bonuses: Gaining Ground Again

After a period where purpose and flexibility seemed to eclipse pay, salary and bonuses have crept back up the priority list in 2025—rising from 57% to 59%. While still not a top-three factor, this modest increase suggests that economic pressures like uncertain interest rates and cost of living are making compensation packages more front-of-mind for employees again.

| What this means for employers: Competitive salaries are once again part of the decision-making equation—not the whole story, but an important piece.

7. Diversity, Equity & Inclusion: A Quiet but Steady Climb

In 2025, 57% of employees identified diversity, equity, and inclusion (DE&I) as a key priority—up slightly from 56% the year before. While not topping the list, this upward trend signals that DE&I is no longer viewed as a “nice-to-have,” but as an expected part of a healthy workplace culture.

| Key takeaway: Employees want to see DE&I embedded into everyday practices—not just highlighted during awareness months.

8. Purposeful Work: Still Valued, but Less of a Priority

In 2024, 64% of employees said it was important that their work felt meaningful. In 2025, that number has dipped to 57%, suggesting that while purpose still matters, it's no longer a leading motivator in career decisions. As economic and practical concerns like stability and balance rise in importance, ideals like purpose may be taking a temporary back seat.

| Insight for leaders: Purpose still plays a role in engagement—but in 2025, it needs to be grounded in real opportunities, not just messaging.

9. Flexible Working: Now an Expectation, Not a Perk

In 2024, 57% of employees considered flexible working a key priority. In 2025, that figure has dropped to 49%. This decline doesn’t suggest flexibility is no longer valued—it likely means it’s become a baseline expectation. Hybrid or remote options are now standard in many industries, so they're no longer viewed as standout benefits.

| The message to employers: If you’re still treating flexibility as a “bonus,” you may be behind the curve. In 2025, it’s often expected to be part of the job description.

10. Mental Health Support: Still Important, But Less Front-of-Mind

In 2024, 54% of employees prioritised mental health support when evaluating employers. In 2025, that number has decreased to 48%. This drop may reflect that many workplaces have already integrated basic mental health initiatives, making it feel less urgent or differentiating.

| The takeaway: While mental health support remains a valued part of the employee experience, it’s now expected to be part of the standard offering—no longer a standout benefit, but a baseline requirement.

11. Corporate Social Actions: A New Entry That Matters to Nearly Half

New to the list in 2025, corporate social actions—including sustainability efforts, community involvement, and ethical business practices—are a priority for 48% of employees. While it hasn’t cracked the top tier of concerns, its debut at nearly half suggests that employees are paying closer attention to how companies show up in the world beyond profit.

| Why it matters: In a competitive job market, demonstrating genuine social impact can strengthen employer brand and build trust—especially with younger, values-driven candidates.

Emerging Trends in 2025: What’s Next for Employers?

The 2025 data tells a clear story: employees are recalibrating what they value —and it’s no longer just about flashy perks or trendy policies.

Work-life balance , job security , and career growth dominate the top of the list, signalling a desire for both personal well-being and long-term professional stability.
Purpose and mental health , while still important, have slipped slightly—perhaps reflecting shifting focus in a tougher economic climate.
Flexibility and inclusion are no longer seen as standout offerings, but as baseline expectations in today’s workplaces.
And for the first time, corporate social actions have entered the conversation—showing that nearly half of employees are now factoring in how businesses behave beyond the office.

The Bigger Picture:

The modern workforce is becoming more values-conscious, but also more pragmatic . Employees want to feel supported, secure, and seen—but above all, they want to work for employers who understand that people are whole humans, not just workers.

For employers, the message is clear: it’s not just about offering more —it’s about offering what matters most .

If you'd like to delve deeper into these trends or discuss strategies to align your organisation with employee expectations, feel free to reach out to the highly experienced Edge Recruitment team.

Will You Have to Work Into Your 70s?

Thu, 05 Jun 2025 04:25:56 GMT

Will You Have to Work Into Your 70s? What Property Professionals in South Australia Need to Know

It’s a question that’s starting to weigh heavily on the minds of many Australian workers, particularly the younger generations: Will I need to work until I'm 70—or even later?

According to a new survey released by our partners people2people recruitment, for many, the answer is a likely “yes.”

This research paints a sobering picture of the expectations younger Australians have about their working futures. In particular, 50% of Gen Z respondents said they expect to work until they are at least 70. A staggering 38% said they anticipate working into their mid-70s or beyond.

Among Millennials, nearly as many share the same sentiment. The belief that retirement is simply out of reach is becoming mainstream, driven by economic pressures, changing retirement expectations, and job market uncertainty.

So what does this mean for South Australians pursuing or building a career in the property industry?

Let’s take a closer look at the data, the driving forces behind these expectations, and what it means for jobseekers, especially in one of South Australia's most essential and evolving sectors.

Why Are Australians Expecting to Work Longer?

There are several key factors contributing to these shifting retirement expectations:

Cost of Living and Financial Pressures: As the cost of living continues to rise, particularly in housing, energy, and healthcare, more Australians are finding it difficult to save enough to retire comfortably. Superannuation balances, especially for those under 40, are often not sufficient to support the traditional retirement age of 65.
Changes to Pension and Superannuation Access: Access to the Age Pension in Australia is gradually increasing, and future changes to the superannuation system could delay when people can retire. Many fear they will not have enough saved and therefore plan to keep working.
Longer Life Expectancy: Australians are living longer, which is good news—but it also means their retirement savings need to last longer. This reality is prompting many to consider how they can remain employable and financially secure for decades after 65.
Changing Attitudes to Work: Interestingly, many people also want to remain in the workforce—either for social engagement, purpose, or flexibility that wasn’t available in the past. Remote work and more adaptable work arrangements may allow for longer careers on one's own terms.

What the Survey Tells Us About the Property Industry's Workforce

The people2people survey highlights broader workforce trends that can be directly applied to the property and real estate sector in South Australia.

The survey, conducted in April 2025, included over 1,000 workers and jobseekers across the country. Only 7% of Gen Z and 8% of Millennials said they believe they will ever retire completely. This contrasts sharply with older generations: 21% of Gen X and Baby Boomers said they see retirement as achievable.

This generational divide is important for employers and candidates in the South Australian property industry to understand. As an industry that values long-term relationships, local knowledge, and client trust, property often provides excellent opportunities for longevity. However, it’s also an industry that is seeing significant transformation: from technology disruption in real estate, to regulatory changes, to shifting demand in regional versus metropolitan areas.

The South Australian Context

South Australia's economy has remained relatively stable, and the property industry is no exception. While housing affordability challenges persist, there is ongoing activity in both residential and commercial markets. Large-scale development projects, regional growth, and infrastructure investment are creating opportunities for professionals at all stages of their careers.

According to recent ABS data, the national unemployment rate in April 2025 sat at 4.1%. But despite the addition of nearly 89,000 new jobs, the participation rate rose even faster—to 67.1%—indicating that more people are entering or re-entering the workforce. This is a critical sign that, even as jobs are added, competition remains strong, especially for older professionals who may not have the same digital or technical fluency as younger workers.

Moreover, the same survey revealed a troubling belief about the prospects of older workers: 90% of respondents said employers rarely or never hire people near or past retirement age. A full third said people over 65 have no chance at all of finding new employment. For property professionals thinking about their future, this statistic is particularly concerning.

Opportunities and Challenges for Property Professionals

While these findings may feel disheartening, there are reasons for optimism—especially within South Australia’s property landscape.

Opportunities

High Demand for Experience: Many agencies and developers in South Australia value experience, maturity, and long-term client relationships—assets more often found in older professionals.
Lifelong Learning and Upskilling: With property tech, AI in listings and valuations, and data-driven marketing growing in prominence, there’s an opportunity to stand out by mastering new tools, no matter your age.
Flexible Work Models: The rise of hybrid and remote work means more roles—such as property administration, leasing support, and conveyancing—can be done flexibly, even into later life stages.

Challenges

Age Discrimination: Despite the value older professionals bring, unconscious bias and hiring practices may exclude them.
Rapid Digital Change: Staying relevant requires continuous professional development, particularly in digital literacy, CRM tools, and marketing platforms.
Physical Demands in Some Roles: For those in field-heavy roles like property management or on-site development, physical stamina may become a limiting factor over time.

What Can You Do Now to Future-Proof Your Career?

If you're working in—or entering—the property sector in South Australia, here are a few ways to prepare for a potentially longer working life:

Invest in Training: Stay ahead by upskilling in areas like property technology (PropTech), AI applications, and compliance. Consider courses in digital marketing, sales analytics, or sustainability in housing—skills that will be in demand well into the future.
Embrace Adaptability: Be open to new work arrangements. Whether it’s part-time consulting, mentoring younger staff, or moving into client relations or education, there are many ways to stay active in the industry.
Challenge Age Bias: Don’t accept ageist assumptions. Advocate for inclusive hiring and highlight your value in terms of experience, stability, and relationship management.
Plan Financially: Consult with a financial advisor about retirement goals, superannuation strategies, and property investments that can support you in the long term.
Use Recruitment Support: Engage with recruitment partners who understand the local market—like us. We work closely with agencies and employers who value talent of all ages and can help match you to roles where your skills and experience are appreciated.

The notion of working into your 70s may feel daunting—but in today’s economic and employment climate, it’s a reality many professionals, including those in property, need to prepare for.

The key takeaway? It’s less about how long you’ll work and more about how you’ll work smart. By staying current, embracing new tools and approaches, and advocating for yourself, you can not only extend your career but find greater fulfillment in the process.

If you're seeking your next role or planning your career future in the South Australian property industry, Edge Recruitment is here to help you navigate it—at every stage of your journey.

2025 Trends in Property Recruitment

Thu, 05 Jun 2025 03:41:50 GMT

As we move further into 2025, the Australian property and real estate industry continues to evolve—this time not just in property trends, but in the people behind them. While housing prices and rental demand grab headlines, there’s another story unfolding: a wave of career reassessment , role movement , and renewed expectations from both employers and jobseekers in the property sector.

According to SEEK’s recent Employment Dashboard, job ads across the Real Estate and Property category rose by 14.2% year-on-year nationally, with South Australia recording one of the strongest upticks in candidate applications.

At the same time, retention remains a challenge—professionals are seeking more than just a paycheck; they want roles that align with lifestyle, values, and progression.

Recruitment in real estate is no longer about filling gaps—it’s about building resilient teams who can thrive through change. This includes everything from sales agents to property managers, administrators, and leadership roles. And with low unemployment, high mobility, and a growing appetite for purpose-driven work, the competition for top talent is fierce .

Industry Insights: What's Really Happening on the Ground?

In a recent live stream conversation, Peta Seaman, Managing Director of Edge Recruitment, and Deanne Goodwin, Department Manager, New Business with Gary J Smith Real Estate, shared firsthand insights from both the hiring and candidate sides of the industry.

Peta opened the conversation by noting that 2025 started with a marked increase in movement across the board. “It’s almost like the floodgates opened at the start of February,” she said. “We had people reassessing their roles, more clients recruiting, and a noticeable shift in energy from the quieter January period.”

This trend isn’t just about change for the sake of change. As Deanne observed, today’s real estate professionals are much more intentional about where and how they work. “People want their roles to reflect their values,” she said. “Whether that’s being closer to home, having more flexibility, or working in a supportive culture—it matters more than ever.”

This sentiment is translating into more selective job searches. Peta explained that candidates are asking different questions than they were even a year ago. “They’re not just looking at salary anymore. They want to know about leadership style, growth pathways, team structure, and even mental health support,” she shared.

For employers, this means traditional job ads aren’t cutting it. If you want to attract high-quality talent, you need to communicate your culture clearly—and back it up. “The agencies doing well are the ones who are clear on who they are, what they offer, and who will thrive there,” Peta added.

Deanne also spoke about the internal shifts happening in agencies. With pressure on performance and retention, there’s a growing focus on investing in staff development and wellbeing. “You can’t just assume people will stay because they’re good at what they do,” she said. “You’ve got to look after them, give them reasons to grow with you.”

What Employers and Jobseekers Should Focus on in 2025

If you're recruiting—or being recruited—into the property space this year, here are the top priorities and actions to keep in mind:

For Employers: Sell More Than Just the Role: Gone are the days when a job ad listing duties and salary was enough. Today’s candidates want to know about your leadership, support systems, flexibility, and future plans. Use your interviews as a two-way conversation, not an interrogation. What makes your business a great place to stay?
For Candidates: Know Your Non-Negotiables: Peta and Deanne both spoke about how candidates are more confident in knowing what they want—and what they don’t. That clarity is a strength. Whether it’s location, work-life balance, career path, or company culture, being upfront helps you find a role that truly fits.
Create Environments Where People Stay: Retention is just as critical as recruitment. Employers should think long-term: are your team members growing with you, or growing restless? Regular check-ins, honest conversations, and career development plans can turn good staff into long-term leaders.
Flexibility is No Longer Optional: Hybrid and flexible work expectations have filtered into every corner of real estate—from admin roles to leadership. Even in a people-facing industry, staff are looking for ways to balance work and life without compromising performance. Businesses that adapt to this reality will attract and keep better people.
Professionalism is Rising Across the Board: Peta noted that candidates are preparing more for interviews, updating resumes, and treating job searches with a high level of professionalism. This is also being mirrored in how people apply for rental roles or internal promotions. For jobseekers, this is your edge—present well and you’ll stand out.

A New Chapter for Real Estate Careers

There’s no doubt that 2025 is a year of mobility and maturity in the property sector.

As roles evolve, expectations rise, and people reassess what truly matters in their careers, the agencies who listen, adapt, and invest in their people will be the ones who thrive.

As Peta said during the session, “The people who are open to movement and growth—those are the ones thriving.”

And for employers, the opportunity is clear: be the place where great people want to grow.

You can watch the full chat covering all the key trends shaping the property landscape across Australia and New Zealand in 2025 via LinkedIn here .

In Pictures: 2025 Women in Property Morning Tea

Tue, 03 Jun 2025 04:28:33 GMT

Enjoy the official pictures from our 2025 Women in Property Morning Tea!

Thank you to everyone who joined us at the 20th anniversary of the first Edge morning tea. Together we raised over $1300 for the Cancer Council SA's Australia's Biggest Morning Tea campaign.

We extend our sincere thanks to our special guest speaker Sarah Gun for sharing her story and inspiring us with the work of the GOGO Foundation.

Thank you also goes to our supporters who donated lucky door prizes: Harbour Town Adelaide, Harris Real Estate, Tessa the Photographer, Mylk Bar, Tynte Flowers and First National Real Estate Murray Bridge.

A big thank you to Mylk Bar on Waymouth for their excellent hospitality, the venue, food, coffee and service were incredible.

We also thank White Rabbit Event Hire and Casadi Blooms for the most beautiful photo backdrop and floral arrangement.

Enjoy the gallery shot by Jon Wah and edited by Tessa Milford-Behn.

We look forward to seeing you all in 2026, as our annual fundraising and networking event turns 21.

The Property Edge Chat: Why Temporary and Contract Roles Are a Smart Move in 2025

Tue, 20 May 2025 02:33:29 GMT

In 2025, temporary and contract roles are taking centre stage in the job market, particularly in South Australia’s property industry.

With economic uncertainty, rising business costs, and shifting workforce expectations, more organisations are turning to flexible staffing models—and more job seekers are seeing the benefits of temp work.

According to the Australian Bureau of Statistics, job vacancies across South Australia decreased by 8% in early 2025 compared to the previous year, but demand for short-term roles in industries like property, administration, and construction is on the rise. Businesses are finding themselves in need of staff who can hit the ground running—without the long-term commitment. Meanwhile, workers are seeking flexibility, career variety, and faster hiring processes, all of which temp and contract work provide.

This shift reflects a broader workplace evolution. As many organisations continue to navigate cost pressures, delayed decision-making, and restructuring, they’re using temp staff to remain agile and maintain productivity.

At the same time, workers are choosing temp roles to gain experience, explore new industries, and maintain work-life balance. The result? A booming market for temporary and contract talent that benefits both employers and job seekers.

Insights from The Property Edge: Why Flexibility Matters

During a recent episode of The Property Edge , Peta Seaman, Managing Director of Edge Recruitment, was joined by Senior Recruitment Consultant Taryn Widdows to unpack the value of temp and contract work in today’s property market. Their conversation highlighted the strategic advantages of this hiring model—and why both businesses and professionals should be paying closer attention.

“Whether you're a business looking to adapt or someone thinking about temp work yourself, there's a lot to unpack,” Peta opened. “From a business standpoint, bringing on temp staff can help you navigate seasonal peaks, cover long-term absences or kick off new projects that need immediate support.”

Taryn agreed, pointing to the changing mindset among employers. “When businesses aren't sure what the next few months will look like, committing to a permanent hire can feel risky,” she said. “Temp staff offer a flexible solution. They can be brought in quickly, often within a day, and they help fill gaps without the long-term financial commitment.”

For employers, this means the ability to respond to change quickly, reduce hiring costs, and keep operations running smoothly. Taryn noted that temp workers are often used for backfilling roles during recruitment, covering for staff on extended leave, or managing project-based workloads that need urgent support.

Peta also highlighted the fast pace of hiring as a key advantage. “The hiring process is typically much faster,” he said, “meaning you could start work earning right away.”

But it’s not just about business benefits. For job seekers, temp and contract roles present a range of opportunities to build careers. “There’s so much value in temp and contract work, which often gets overlooked,” Taryn said. “It’s a great way to build your skillset, get exposed to new systems, broaden your experience across industries and grow your professional network.”

This exposure, Taryn explained, can often lead to permanent positions as employers get to know and trust a temp worker’s capabilities. The roles also appeal to those looking for greater flexibility or a better work-life balance—something many candidates are now prioritising more than ever.

Making the Most of Temp and Contract Roles in 2025

If you're considering a temp or contract role—or thinking about hiring one—here are a few key takeaways to keep in mind:

For employers:

Be proactive, not reactive. Consider temp and contract options early when planning workforce needs, especially for seasonal peaks or upcoming projects.
Speed is key. The biggest benefit of temp hiring is its agility. Having a reliable recruiter who understands your business needs can help get someone on board quickly.
Use temps strategically. Whether it’s backfilling, supporting long-term leave, or trialling a new role, temporary staff can be a powerful tool to test ideas without long-term commitment.

2. For job seekers:

Think of temp work as career growth. Every temp role can add to your experience, broaden your skillset, and strengthen your CV. It's also a chance to try new industries or roles.
Be flexible and open-minded. The more open you are to different opportunities, the more likely you are to find a role quickly—and possibly land a permanent opportunity.
Build relationships. Treat temp work as an extended interview. Be professional, reliable, and proactive—you never know what permanent opportunity it might lead to.

In 2025, the property industry in South Australia—and beyond—is being shaped by flexibility, fast decision-making, and the desire for agility on both sides of the hiring equation.

As Peta summed it up, “Temporary and contract roles are fast becoming the smarter career move.” Whether you're looking to hire or be hired, now is the time to embrace the opportunities they bring.

You Snooze You Lose – Pitfalls of Slow Recruitment

Mon, 12 May 2025 01:49:10 GMT

Don't Let a Clunky Process Cost You Top Talent

Let’s be honest—great candidates aren’t going to hang around while your hiring team co-ordinates calendars, revises job ads, or waits to “see a few more people.”

According to Edge's 2025 Employment and Salary Trends Report, 42% of hiring managers have lost candidates due to speed in 2025.

According to the report, nearly half of all standard recruitment processes for permanent roles takes 2 months. 15% actually take 3 months or more. Only 10% reportedly take less than a month.

Nationally, over half (52%) of job seekers find a recruitment process longer than 2 weeks too slow, yet the average hiring time is 1.5 months for permanent roles and 3 weeks for temporary or contract roles.

Particularly in South Australia’s property and real estate recruitment market, speed matters . It's a competitive industry and the best candidates often have multiple offers on the table (64% of them in fact).

If your recruitment process is slow, unclear, or overly complicated, you're not just missing out— you’re handing great talent to your competitors.

South Australia’s property sector is facing real hiring challenges: experienced professionals are in short supply, skilled admin staff are highly sought after, and employers are competing harder than ever to attract and retain the right people. In regional areas, the talent pool can be even tighter. A drawn-out recruitment process doesn’t just delay business—it can derail it.

So Why Do Organisations Drag Out the Process?

Many hiring teams fall into common traps that create unnecessary delays:

Over-interviewing: Wanting to explore every option before making a decision.
Too many voices at the table: Involving multiple team members to assess cultural fit, but slowing down decision-making.

Old-school thinking: Believing that making candidates wait will reveal how dedicated they are.
Rigid rules: Holding off until a minimum number of candidates are interviewed “for comparison’s sake.”

These delays may seem justifiable at first—but they often signal a deeper issue.

Where It Goes Wrong: Common Recruitment Pitfalls

Let’s look at where organisations typically stumble:

No structured plan before advertising the role.
Unclear decision-making authority —too many cooks in the kitchen.

Uncertain job requirements , which leads to confusion during interviews.
Lack of urgency , treating recruitment as a secondary task instead of a business-critical priority.

�� Quick Tip: If you're not sure exactly who you're looking for, you’re not ready to recruit.

The Hidden Costs of a Slow Recruitment Process

Taking too long to make hiring decisions can quietly cost your business far more than you realise.

Lost Talent: Top candidates won’t wait around. If you’re not quick to engage and progress, they’ll accept another offer—and you’re back to square one.
Negative Employer Brand: A drawn-out or disorganised process leaves a poor impression. Word spreads, especially in local industries like property and admin. Future applicants may be wary.
Strained Teams: Vacant roles increase the load on existing staff, leading to burnout, low morale, and a drop in productivity.
Wasted Resources: Restarting the process, re-interviewing, and juggling diaries eats up your internal time and costs you money—without delivering results. In Australia, for mid-to-senior level roles, the cost of losing an employee can reach over $50,000.
Decision Paralysis: The longer you wait, the harder it becomes to choose. Over-analysis leads to hesitation and, often, the loss of great candidates.

How to Steamline Your Recruitment Process

Fast doesn’t mean rushed. It means prepared, clear, and purposeful. Here's how to streamline your recruitment process without sacrificing quality.

✅ 1. Start With a Plan

Define the role, responsibilities, and required experience.
Decide on the number of interview rounds and timeline.
Determine who will be involved in decision-making—and brief them upfront.

✅ 2. Keep It Lean

Involve only the essential people.
Avoid unnecessary layers of approval.
Empower your team to act quickly when the right person comes along.

✅ 3. Communicate Clearly

Let candidates know the process from day one: stages, timing, and when they’ll hear from you.
Stay in touch. Silence sends the wrong message.

✅ 4. Move With Intention

Don’t wait for the perfect shortlist. If someone ticks 80% of the boxes and fits culturally, they’re worth serious consideration.
Provide feedback quickly and make decisions confidently.

✅ 5. Review and Improve

After each hire, debrief. What worked? What didn’t?
Ask candidates for feedback—whether they were hired or not.

�� Real Advantage: A well-structured process boosts your employer reputation and keeps your team engaged during the hiring phase.

Ready to Hire Smarter?

A slow recruitment process is no longer just inefficient—it’s a liability. In South Australia's competitive property sector, your ability to act decisively could make the difference between hiring a high performer or starting all over again.

Take the time to build a recruitment process that’s clear, focused, and ready to run when you are. You’ll attract better people—and secure them faster.

How to Choose the Right Person Every Time: A Proactive Guide for Employers

Thu, 08 May 2025 07:30:57 GMT

Hiring the right team member can feel like striking gold—especially in South Australia's fast-paced property industry. But too often, employers face frustrating setbacks:

Candidates who nail the interview but don’t deliver on the job.
New hires who walk away within six months, taking your training investment with them.
Disruptive additions who upset team dynamics and morale.
Employees who stray from their core responsibilities, chasing tasks outside their scope.

Sound familiar? If so, you’re not alone.

But here’s the good news: there are practical strategies you can implement to reduce these pain points and increase your odds of hiring the right person—every time.

1. Go Beyond the Interview

It’s easy to get swept away by a candidate with polished answers and a charismatic presence. But performance in an interview doesn’t always translate into performance on the job.

Pro tip: Use situational or task-based assessments. Ask candidates to complete a short project or role-play a real-world scenario they’d likely face in the job. This gives you a preview of how they think, communicate, and handle pressure—beyond just words.

Also, reference checks are a crucial part of the process and shouldn’t be treated as just a formality. At Edge Recruitment, all our candidates are thoroughly vetted through reference checks, and we ask specific, pointed questions to gauge real-life experience and performance:

“Can you describe a time they were under pressure in a role?”
“Would you rehire them, and why or why not?”
“How did they interact with colleagues or clients?”

2. Hire for Culture and Competence

A great candidate isn't just skilled—they also need to fit into your existing team culture. A misaligned hire can quickly create tension and reduce productivity across the board.

Pro tip: Introduce key team members into the later stage of your hiring process. Let candidates meet their potential colleagues informally. Observe how they interact and ask your team for their impressions afterward.

When we interview candidates, we always include values-based questions in interviews to gain insights into how well they will fit in with your current culture:

“What work environment helps you thrive?”
“Tell me about a time you clashed with a colleague—how did you resolve it?

3. Define the Role Razor-Clearly

One of the most common issues in recruitment is mismatched expectations. If a candidate doesn’t fully understand what’s expected—or if the role keeps evolving without clarity—they may drift or lose interest.

Pro tip: Provide a detailed job description and stick to it. During interviews, paint a realistic picture of what day-to-day life looks like in the role. Be transparent about challenges as well as perks.

And set boundaries early. If someone’s veering off track and taking on tasks outside their role, have a proactive conversation to bring the focus back.

4. Create a Stellar Onboarding Experience

The first 90 days are crucial. It’s where expectations are set, relationships are built, and loyalty is won—or lost.

Pro tip: Structure your onboarding process. Have a clear plan that includes:

A welcome session with team introductions
Clear training objectives and timelines
Weekly check-ins for the first month
An open-door policy for feedback and questions

The better the onboarding, the more likely your new hire is to succeed and stick around.

5. Work With a Specialist Recruitment Partner

Let’s be honest: finding the right candidate is time-consuming. And when it goes wrong, the costs—both financial and cultural—are high.

That’s where we come in. At Edge Recruitment, we specialise in matching high-performing professionals with top-tier roles in South Australia's property industry. We understand the nuances of the market, and we know how to screen not just for skill—but for staying power and cultural fit.

In Summary

To avoid common hiring pitfalls:

Don’t rely on interviews alone—test real-world skills
Hire for cultural fit as well as capability
Set clear job expectations from day one
Make onboarding a priority
Partner with experts who understand your industry

Choosing the right person every time isn’t a pipe dream—it’s a process. And with the right strategies (and support), it’s absolutely achievable.

Why You Shouldn’t Oversell Yourself in an Interview (And What to Do Instead)

Mon, 28 Apr 2025 02:59:15 GMT

We know what you’re thinking…

“Shouldn’t I sell myself as much as I can in an interview?”

Yes. But here’s the catch: you should sell your authentic self—not a version of you that’s over-polished or exaggerated.

Interviews are about showcasing your:

✅ Experience

✅ Knowledge

✅ Personality

✅ Skillset

It’s about helping your future employer see what you genuinely bring to the table— not selling them a dream you can’t deliver on.

Being ambitious and stretching yourself is a great mindset. It’s how we grow. But there's a difference between stepping out of your comfort zone and stepping into a role you’re not actually ready for. Overselling yourself in an interview might land you the job—but it can also set you up for a tough, unsustainable ride.

Here’s why playing it straight is always the better option:

1. They’ll See Through It—And It Could Cost You the Job

Before you even get the job, overselling can backfire.

Recruiters and hiring managers have seen hundreds of CVs and sat through countless interviews. They know what real experience looks like. If you’re bluffing your way through a skill or trying to sound more advanced than you are, it’ll raise red flags.

And let’s face it: if you’re dodging specifics or can’t back your claims with real examples, it starts to look like you’re not confident in your own experience.

Instead:

Be honest about your current skill level
Talk about where you want to grow
Show you’re coachable—that’s something employers love
Prepare real-life examples that match the job spec instead of stretching the truth to fit it

Overselling doesn’t just risk rejection—it can come across as arrogance. Confidence is good. But confidence with self-awareness is better.

2. You’ll Be Held to What You Promised

Let’s say you go big in the interview. You talk the talk. They’re impressed. You get the job. ��

But then reality kicks in.

The expectations? Huge. Your manager expects you to:

Smash ambitious targets
Lead projects you may not be ready for
Train others
Work independently right away

And if you can’t deliver what you promised? You’re now under pressure, overwhelmed, and possibly on the back foot with your employer.

Instead:

Set realistic expectations from the start. Show you’re hungry to learn and grow—but be clear about where you’re at now. This allows your employer to support your development and set you up for success —not stress.

3. You Won’t Feel Safe Asking for Help

When you oversell your abilities, there’s an unspoken problem: you box yourself into being the “expert”. That makes it much harder to raise your hand later and say, “Actually, I’m not sure how to do this.”

It can feel like admitting defeat, and for many candidates, that leads to:

Quietly struggling
Avoiding asking questions
Piling on pressure
Eventually burning out

Instead:

Being honest in the interview about where you’re still learning opens the door to ongoing support. You’ll feel comfortable asking for help, feedback, and clarity when things get tough.

And in turn, your manager can:

Help you skill up
Identify your strengths and development areas
Support your career growth with a clear plan
Give you the confidence to truly thrive

No one expects you to know everything. In fact, most companies prefer someone who is self-aware and coachable over someone who pretends to have it all figured out.

So, What Should You Do in the Interview?

Here’s how to be authentic and impressive:

Align your real skills with the role
Be honest about what you’re still learning
Show your drive to grow, not just your current abilities
Prepare examples that highlight what you’ve actually done
Ask thoughtful questions about support and development

Being confident is great. But confidence rooted in honesty is what builds a long-term, successful career.

Want help preparing for interviews and knowing how to present yourself authentically?

We support property professionals across South Australia in landing roles where they don’t just survive—they thrive.

Get in touch with our team and let’s chat about your next move.

The Evolving Working Life in South Australia’s Property Industry

Tue, 22 Apr 2025 04:39:29 GMT

The way Australians work has changed dramatically over the past few years—and South Australia’s property and real estate sector is feeling the impact.

From career change trends to longer working lives, job seekers and employers alike are navigating a market that’s more dynamic, competitive, and flexible than ever before.

A recent ‘Evolving Working Life’ report by SEEK shared the latest insights into the evolving working life, highlighted key shifts that are reshaping how we think about careers—and how businesses recruit and retain talent.

Here, we break down what this data means for the property industry in South Australia, and what job seekers and employers can do to stay ahead.

Career Crossroads: People Want More Than Just a Paycheck

A major insight from SEEK: over half of Australians (52%) regret their original career choice—and many are looking for something more meaningful.

In South Australia’s property industry, this translates into:

More professionals exploring roles right across the industry, even if they’re coming from outside the sector
A growing appetite for roles that offer flexibility, career growth, and real impact on local communities

For Job Seekers:

If you’ve been thinking about moving into property or real estate or pivoting within the industry (from sales to leasing, for example), you’re not alone. The key is identifying what you’re passionate about and aligning that with roles that match your lifestyle, values, and strengths.

For Employers:

It’s not just about offering a job—it’s about offering a career path . Employees today want:

Clarity around progression
Training to transition into new areas (e.g. sales to property management)
More flexibility and autonomy

To attract and retain motivated people, your business must show candidates how they can grow within your organisation—not just at their next job.

Longer Careers: What This Means for Hiring and Retention

Thanks to longer life expectancy and rising costs of living, more Australians expect to work into their 70s. According to SEEK, 38% expect to work beyond traditional retirement age —and that number is climbing.

For Job Seekers:

If you're in your 40s, 50s, or even early 60s, a long and rewarding career in property is possible. South Australia’s property and real estate landscape offers options for:

Portfolio-style work across different roles
Flexible hours and part-time arrangements
High-impact positions where experience is valued (e.g. BDM, mentoring, team leadership)

Upskilling—especially in tech, client communication, and compliance—is a great way to stay competitive and confident.

For Employers:

Don’t overlook mature candidates. They often bring:

Deep local knowledge
High client service standards
Strong stability and loyalty

Make sure your recruitment and onboarding processes are inclusive for all age groups, and consider creating roles that balance experience with flexibility , like part-time consultants or contract agents.

Career Mobility is Here to Stay

Property professionals are becoming more mobile moving between agencies, sectors (like sales, marketing, property management), and even between industries. In fact, half of Australians have worked across three or more industries , showing a big shift in how people view long-term careers.

For Job Seekers:

If you’re new to property or considering a lateral move within the industry, don’t wait for “perfect timing.” Use online learning, mentoring, and industry networking (like the PCA, REISA or local events) to explore opportunities and upskill.

Property and real estate particularly welcome career changers—especially those who bring customer service, finance, or project coordination experience.

For Employers:

Many of your best future employees are currently working in other industries .

Create clear entry points with:

Realistic job ads that welcome transferable skills
Internal training or mentorship for career changers
Strong onboarding to support long-term retention

The Burnout Risk: Work-Life Balance Matters More Than Ever

While many Australians are prepared to work longer, they’re also concerned about what it will cost them. Burnout, stagnant pay, and lack of flexibility are real concerns. In property, where work often extends beyond 9–5, these challenges are magnified.

For Job Seekers:

Look for employers who genuinely value work-life balance—agencies and developers that offer:

RDOs or flexible hours
Clear boundaries around after-hours communication
Technology that supports remote work or automation of admin tasks

You’ll not only perform better—you’ll enjoy your career more.

For Employers:

Flexibility isn’t just a perk anymore. It’s a necessity. Review your team’s work patterns. Are long hours being normalised? Are expectations clear and fair? Support your team with:

Mental health resources
Burnout prevention training for leaders
Tech and systems that make workflows easier and more efficient

A well-supported team is a productive one—and a loyal one, too.

Embracing the Future of Work in SA’s Property Sector

The world of work is changing fast—and South Australia’s property industry must evolve to keep pace.

For Employers:

Be proactive with career development and flexible work policies
Embrace age diversity and career changers
Streamline recruitment and onboarding for a better candidate experience

For Job Seekers:

Reflect on what really drives you—lifestyle, growth, flexibility?
Don’t be afraid to pivot or explore new parts of the industry
Invest in upskilling and be open to change

The evolving working life is not just a national trend—it’s playing out locally across South Australia every day. By embracing the shift, we can build a stronger, more adaptable, and more rewarding workforce for the future right across the property industry.

Want to attract top talent or make your next career move in property or real estate?

The Edge Recruitment team is here to help.

Get in touch for personalised support or explore current opportunities.

Women in Property Morning Tea 2025

Tue, 08 Apr 2025 04:24:59 GMT

Join us to celebrate the achievements of women in business and connect with excellent networking opportunities!

Now in its 20th year, Edge Recruitment's women in property events attract professionals from all areas of the property industry whilst raising funds for charity.

In support of the Cancer Council SA, a portion of every ticket sold will be donated to aid in cancer research.

DATE: Thursday 29th May 2025, 9.00am - 10.45am
VENUE: Mylk Bar on Waymouth, 82 Waymouth St, Adelaide SA
TICKETS: $55
RSVP: by Friday 16th May

WIN! You could take home one of our amazing lucky door prizes!

Guest Speaker

Be inspired by our guest speaker Sarah Gun , a pioneering social innovator and thought leader.

Sarah founded GOGO Events, a social enterprise that works to employ women facing complex barriers to employment as well as the GOGO Foundation that offers an Inclusive Work Program, creating pathways to meaningful employment for women marginalised from the workforce.

SA Real Estate Recruitment in 2025: Challenges & Opportunities

Mon, 07 Apr 2025 03:02:46 GMT

As the South Australian property market continues to evolve, the landscape for real estate recruitment is also undergoing major transformation. With the unemployment rate in South Australia dropping to 4% in February 2025—matching the national average—and a record 20,000 more people employed over the previous month, it’s clear that confidence in employment is strong. However, despite this, job ad volumes in the state fell by 4.4% in February, following a traditionally busy January, indicating a stabilising yet competitive recruitment environment.

Within the property and real estate sector specifically, job ads were down only 0.9% in February versus January, showing resilience and consistent demand. Several roles stand out as being particularly in demand in 2025: residential and commercial property managers, registered conveyancers, and tenancy officers in the community housing space. Employers are responding to this demand by enhancing their offerings—higher salaries, flexible work conditions, and development opportunities—making this a prime time for job seekers in real estate.

But what are the real challenges and opportunities behind the scenes? In a recent episode of The Property Edge, Peta Seaman, Managing Director of Edge Recruitment, sat down with Emma Slape, CEO of Turner Real Estate and board member of the Real Estate Institute of South Australia, to dig deeper into these topics and what they mean for recruitment moving forward.

In Conversation: Real Estate Hiring Trends and Culture

Running one of Adelaide’s largest real estate agencies with over 70 staff, Emma Slape offered valuable insights into the evolving recruitment challenges and opportunities in real estate. One of the key points raised was the shift in administrative needs and the increasing importance of finding candidates with both technological proficiency and cultural alignment.

“Getting the right people in admin is really, really crucial,” Emma explained. “Salaries in real estate probably aren’t always as high as they are in the public sector, so you’ve got to find people that are genuinely passionate about what they do.”

Emma highlighted that at Turner Real Estate, the recruitment strategy often includes hiring junior staff with the intent to train them internally. These junior team members, often referred to as Property Management Assistants, are nurtured into more senior roles—a model that allows the agency to shape talent from the ground up while fostering a strong team culture.

Team fit and resilience are essential traits Emma looks for during the hiring process. “We can train skills… but I’ve got to have people that are willing to work in a big team, take direction, and be receptive to change,” she said.

Emma also noted how the COVID-19 pandemic shifted career perspectives across industries and brought about new expectations. In property management, this led to a reduction in available talent and a need for stronger relationship-building capabilities. “We can’t replace the relationship with AI,” she said. “But a really good relationship manager can use technology to their advantage.”

Recent market changes—such as cost-of-living pressures and hybrid working expectations—have added more complexity to the job. Emma explained how Turner Real Estate has adopted structured remote work options, allowing up to two days of work-from-home per week depending on the role. “Twelve months after we did that permanently, some people mentioned in their reviews how much that had meant to them—how the dog got walked more or they felt they had more time,” she shared.

This flexibility has not only improved employee well-being but also led to unexpected benefits. “We’re seeing a few more tenants at home when we drop by, and that’s a great opportunity to build relationships with our clients.”

Looking ahead, Emma sees the biggest opportunity in offering flexibility and embracing cloud-based systems to attract top talent. “Real estate can be flexible,” she noted. “You’ve got to put the work in… but it can actually be a better balance than we’ve ever been able to provide before.”

Staying Competitive: How Real Estate Agencies in SA Can Attract and Retain Top Talent

So, what can real estate agencies do to stay ahead in this competitive recruitment landscape? Here are a few key takeaways:

Prioritise Cultural Fit: Skills can be taught, but attitude and alignment with company values are harder to instill. Building a team that collaborates, adapts, and supports each other should be the priority during recruitment.
Invest in Training and Internal Growth: Offering clear development pathways helps retain staff and ensures a steady pipeline of talent. Promoting from within also boosts morale and reinforces loyalty.
Offer Structured Flexibility: While not all roles can be flexible, where possible, allowing hybrid work options can significantly improve work-life balance. Set clear guidelines to maintain productivity and team cohesion.
Strengthen Tech Capability While Retaining the Human Touch: Leverage cloud-based systems and smart technology but never underestimate the importance of personal relationships in real estate. Training staff to balance both is key.
Create Entry-Level Pathways: Developing roles like Property Management Assistants helps bring new talent into the industry while allowing agencies to mentor and mould future leaders.
Promote Your Employer Brand: Candidates are seeking workplaces that offer more than just a salary. Showcase your culture, flexibility, growth opportunities, and team success stories across your channels.

With rising demand across the property sector and a stabilised yet competitive job market, agencies that adapt, nurture talent, and offer flexibility will be the ones to thrive. As Emma so aptly put it, “If you make it work for your lifestyle, it can actually be a better balance than we’ve ever been able to provide before.”

The Most in Demand Property Jobs of 2025

Mon, 07 Apr 2025 02:43:33 GMT

As South Australia's property market continues to evolve, there is a growing demand for skilled professionals to navigate its complexities.

From urban growth to regulatory changes, the industry is experiencing a surge in the need for experts in various roles which are critical to ensuring smooth transactions, strategic growth, and compliance with changing laws and market conditions.

So, if you're thinking about a job change in any of these areas, you will be in the 'power seat' when it comes to opportunities in 2025.

Residential Property Managers

As South Australia sees continued high demand for rental properties, residential property managers are more crucial than ever. The residential real estate sector continues to experience a lingering shortage of quality residential property managers, leaving many agencies stretching resources to manage their rent rolls.

We’ve noticed an improvement in the offering employers are willing to make to entice candidates including increased salaries and improved benefits and working arrangements.

Agencies are also offering roles at various levels to build their teams, creating opportunities to enter the profession at varying level of experience. This was confirmed in a recent interview between Edge's Managing Director Peta Seaman and the CEO of Turner Real Estate, Emma Slape. Emma said, "we tend to look for either a really senior property manager or we'll look for someone more junior and work with them to train them up… So having that sort of senior and junior… they’re really important in assisting the senior people.”

In years past, property manager salaries have been relatively low compared to roles with similar levels of responsibility (lingering perception about lower pay levels may be another reason for the candidate shortage), however salaries in the property management industry continue to improve.

Commercial Property Managers

Due to South Australia’s growing commercial sector, the demand for skilled commercial property managers is on the rise. As more businesses look to establish or expand their presence in South Australia, commercial property managers are playing a critical role in maintaining and growing these valuable assets.

There is also a good level of investor activity and interest in the Adelaide commercial and industrial market at the moment. Employers are willing to sweeten the deal to attract quality candidates in this space.

Retail Property Managers

Retail property managers are in high demand as South Australia continues to see the evolution of its retail landscape. With the growth of shopping centres, high-street shops, and commercial retail spaces, the role of retail property managers has become increasingly essential.

In 2025, as the retail sector adapts to changing consumer behaviours, including the growth of e-commerce and the shifting dynamics of brick-and-mortar shopping, retail property managers will need to be particularly adept at navigating these challenges.

There is a relatively small number of retail property managers in SA, so there isn’t a huge pool of experienced candidates to draw upon, which puts anyone experienced in this field in the box seat when considering a job change.

Conveyancers

In 2025, conveyancers are in high demand in South Australia's property industry due to several factors driving the complexity and volume of property transactions. With ongoing population growth and a strong demand for both residential and commercial properties, more people are buying, selling, and investing in real estate. This has led to an increase in the need for professional expertise to navigate the intricacies of property laws, contracts, and local regulations.

Additionally, the evolving landscape of property taxes, zoning laws, and sustainability initiatives has made the role of conveyancers even more critical. As South Australians face increased market uncertainty, conveyancers offer vital guidance to ensure smooth transactions, mitigate risks, and handle the legal details of property deals. Their role in managing the legal complexities has made them indispensable for buyers, sellers, and real estate agents alike.

Tenancy Officers (Community Housing)

As South Australia grapples with an increasing demand for affordable housing, government initiatives to increase affordable housing, and a growing focus on tenant welfare, tenancy officers in the community housing sector are in high demand.

With tenants requiring both guidance and support in navigating housing systems, the need for experienced professionals who can manage relationships, resolve disputes, and ensure compliance is vital. Additionally, South Australia’s focus on social inclusion and community-oriented policies has created further opportunities in this role.

Project Managers

Project managers specialising in the state's building sector are seeing increased demand as the state embarks on a wave of construction projects aimed at modernising its infrastructure. From schools to hospitals and public housing, South Australia is heavily invested in enhancing its built environment, creating numerous opportunities for experienced project managers.

The growing scale and complexity of state construction projects, combined with a desire for efficiency and cost-effectiveness, have highlighted the need for skilled project managers who can navigate the challenges of both private and public sector collaboration. As demand for new and upgraded facilities continues to rise, project managers are essential to driving the success of these major initiatives. This has created a competitive job market for experienced professionals in this field, with attractive incentives being offered to secure top talent.

Contract Managers

Contract managers in the state’s building sector are experiencing a surge in demand due to South Australia's significant infrastructure development and urban regeneration projects. With major initiatives underway such as new housing developments, public facilities, and transport upgrades, the need for skilled professionals who can oversee contract management and ensure projects are delivered on time and within budget has never been higher.

As government investment in infrastructure grows, there is a noticeable shortage of professionals with the necessary experience, putting contract managers in high demand. Furthermore, South Australia's emphasis on sustainable building practices and innovation has led to the need for contract managers with specialised knowledge in green building standards and environmental compliance.

Lease Administrators

Lease administrators who can manage the administrative process of putting together commercial and retail leases are hard to find in the Adelaide market. A major contributor to this low supply is the lack of companies who have property departments in Adelaide, as most commonly they are based in the eastern states.

Locally, lease administration is most likely to be handled by a commercial or retail property manager and often they will be aided by a administrative staff or a property assistant.

We are more likely to be able to recruit commercial property management assistants with some leasing experience in their skill set. These factors make pure lease administrators hard to find locally and in turn causes people with these skills to be in high demand.

Residential Sales Administrators

The boom in residential sales in SA is unlike anything we have seen before! Many sales departments had scaled back and automated or outsourced sales administration duties in the last 3-5 years, but the sheer volume of residential enquiries and sales since earlier this year means that sales departments have boomed, and they need more support.

These roles have been in particularly high demand so far this year, meaning job seekers are in a commanding position to pick and choose the best jobs opportunities and negotiate favourable terms.

The Number One Reason Talented People Stay In Their Roles

Wed, 12 Mar 2025 06:52:45 GMT

In the competitive world of recruitment, understanding why top performers stay in their roles is just as important as attracting them in the first place.

Australian businesses face the ongoing challenge of retaining talented employees, which requires a deeper understanding of what drives their long-term commitment.

The good news is that recent studies have highlighted several key factors that strongly influence why talented people remain loyal to their organisations.

Interestingly, the number one reason might not be what most people expect.

While salary and job titles are often discussed, the research points to a much deeper, more intrinsic driver that keeps top talent engaged.

Let’s explore the reasons why talented employees in Australia stay in their roles.

1. They Want to Leave a Legacy

The number one reason that talented individuals stay in their roles is the desire to leave a legacy . It’s not simply about salary or a title. Instead, high-performing employees are driven by the opportunity to make a meaningful impact within their organisation. A 2024 report by the Australian Institute of Management found that employees who felt their work contributed to something significant were far more likely to remain with their employer long-term.

In fact, the report noted that 72% of employees in leadership positions said they would prefer to remain in a job where they felt they were building something impactful for the future, rather than seeking a role that focused only on financial rewards or personal accolades. High-performing talent wants to leave a legacy through innovative work, nurturing teams, and shaping the company’s future.

2. A Sense of Belonging

Top talent also stays because they want to feel like they truly belong within an organisation.

According to a 2023 LinkedIn Australian Talent Trends Report, 58% of Australian employees cited a strong sense of belonging as a key factor in their decision to stay with their current employer. Talented people want to work in environments where they feel valued, supported, and challenged by their colleagues.

This sense of belonging is also tied to the idea of working alongside other top-tier professionals. Rather than focusing on being the best themselves, employees want to collaborate with others who can help them grow. When employees feel like they are part of a team with shared goals and values, they are far more likely to stay engaged and committed to the organisation.

3. Opportunities for Personal and Professional Growth

The opportunity for personal and professional growth is another key factor driving retention among talented employees in Australia. A 2024 survey by PwC Australia found that 65% of employees stated that the chance for career advancement and personal growth was one of the most important reasons they stayed in their jobs.

In a competitive job market, employees are increasingly looking for organisations that offer development opportunities, be it through mentorship, further training, or career progression. Talented individuals seek roles where they can continually develop their skills and achieve both their personal and professional goals. In fact, the PwC report found that employees who have access to career advancement opportunities are 3.5 times more likely to remain in their roles than those who do not feel supported in their growth.

4. Work That’s Meaningful and Challenging

Another key reason talented individuals stay is because the work itself is meaningful and challenging . According to a study by the Australian Bureau of Statistics, 62% of employees are more likely to stay in their role if they felt the work was both engaging and intellectually stimulating.

Meaningful work provides a sense of purpose and connection to broader goals, which is why employees in sectors like technology, healthcare, and education are especially motivated by the potential to create real-world impact. This is particularly relevant in Australia’s rapidly evolving job market, where talent is more likely to stay if they feel their efforts are driving change and innovation.

5. Leadership Worth Following

One of the strongest predictors of talent retention is strong leadership . A 2024 report from Leadership Management Australia (LMA) revealed that 70% of employees said their decision to stay with an organisation was directly tied to the quality of leadership. Employees want to feel that their leaders are approachable, supportive, and capable of guiding the team toward success.

The research further highlighted that when employees trust their leaders and feel their opinions are valued, they are significantly more likely to stay. Conversely, poor leadership, a lack of direction, or toxic management can drive talented people to leave, regardless of other benefits or perks the organisation offers. As the LMA report noted, employees often leave because of poor leadership, with many stating they would have stayed if their manager had been more supportive.

6. Competitive Compensation and Benefits

While not the primary driver, competitive compensation and benefits still play a crucial role in talent retention in Australia.

According to an Australian Workforce Survey by Workplace Insight, 58% of employees said they would leave their role if they felt their compensation did not reflect their contributions or was below market standards.

However, it’s not just about salary. Flexible work arrangements, health benefits, and a positive work-life balance are increasingly important factors. a 2024 Australian Employee Benefits Survey found that benefits such as remote work options and paid time off were rated as highly important for employee retention. When compensation is combined with a supportive work culture, employees are more likely to stay.

What Will Your Legacy Be?

As we’ve seen, the number one reason talented people stay in their roles is the opportunity to leave a lasting legacy —to make an impact that goes beyond their own personal success. This insight is especially relevant in Australia, where there’s a strong culture of collaboration, growth, and meaningful work.

If you’re an employer, think about what you can do to help employees create their own legacies within your organisation. Providing them with opportunities for growth, fostering a culture of belonging, offering meaningful work, and supporting strong leadership are all essential steps in ensuring that top talent remains engaged and committed to your business.

And for those of you working within an organisation, take a moment to reflect: What will your legacy be? It’s a question worth considering, as it can help guide your professional journey and inspire you to leave a mark that’s both meaningful and impactful.

Let’s work together to create an environment where talented individuals don’t just come to work—they stay, thrive, and leave a lasting legacy .

The Property Edge Chat: Balancing Work & Family as a Parent

Tue, 25 Feb 2025 00:30:58 GMT

In today's fast-paced world, achieving a healthy work-life balance is a challenge faced by many working parents. With the increasing demands of both professional and family life, it's no surprise that many struggle to find equilibrium.

Recent data from the Australian Bureau of Statistics highlights that three-quarters of all couple families have both parents employed, and 70% of working parents report difficulties in balancing their responsibilities. Additionally, 40% of Australian parents experience stress, anxiety, or depression as a result of these challenges.

This growing concern has led to a shift in how employers and employees approach work-life balance. Flexible working arrangements, supportive workplace cultures, and strong personal support networks are becoming essential in managing the pressures of modern parenthood.

In the latest edition of Edge Recruitment’s The Property Edge market update, Peta Seaman, Managing Director and Mary-Jane Massicci, Senior Recruitment Consultant, explored the real-life experiences of working parents and shared insights into how employers can better support their staff.

The Reality of Balancing Work and Family

As a busy working mother with two teenage boys, Mary-Jane knows firsthand how challenging it can be to juggle work and family commitments.

"To be honest with you, Peta, the truth about it is I don’t do it very well," she admitted. "I am an early riser in the mornings. I do get up any time from 4:30 in the morning onwards to make sure that my household runs quite smoothly throughout the day."

Like many parents, Mary-Jane faces the added complexity of managing her children’s after-school jobs, sports, and social activities. The situation is made even trickier when parents work different schedules, as is the case in her household.

"My husband works various different hours, not office hours. So we’re maintaining different rosters. Sometimes we are ships in the night. With parents, it's about communication. It's about working together as a family unit to get things right for everybody concerned."

Practical Strategies for Working Parents

One of the key takeaways from the conversation was the importance of seeking support and not trying to do everything alone.

"You can’t be everything to everybody. So ask for help," Mary-Jane advised. "If that means having a cleaning lady once a week, if it means having a gardener, if it means having a pool maintenance man—have it. If that’s what it takes to get you through, have it."

She also highlighted the power of community. "Ask if your children need a lift to a sporting commitment. Work together with your community around you, and things will go fine."

Peta echoed these sentiments, noting how essential it is for families to stay organised.

"Communication is definitely key. I know with my own family, we have to have a family diary so that we know where everyone is at all times."

How Employers Can Support Work-Life Balance

For employers, providing flexibility is one of the best ways to help working parents maintain balance.

"Post-COVID, I think employers have got very good with managing flexible working hours," Mary-Jane observed. "Whether it means coming in at 9:30 so you can do your school drop-off and working until 6:00 at night or coming in early and leaving early to go to those sporting commitments at the end of the day, most employers are looking at that sort of arrangement."

She also pointed out that allowing employees to adjust their schedules can lead to a more engaged and productive workforce.

"It might also be working longer hours a couple of days a week so that you can leave at 3:00 in the afternoon to go coach a soccer team. Flexibility is the key to securing the best talent for your office."

Practical Tips for Achieving a Healthy Work-Life Balance

Achieving work-life balance requires intentional effort and planning. Here are some practical strategies for both employees and employers:

Set Clear Boundaries: Define work hours and personal time to ensure neither aspect of life takes over the other.

Prioritise Tasks: Focus on the most important and time-sensitive tasks first to avoid feeling overwhelmed.

Leverage Flexible Work Arrangements: Discuss flexible work options with your employer, such as remote work or adjusted hours, to better align with family commitments.

Delegate Responsibilities: Both at work and home, delegation can help reduce stress and workload.

Utilise Support Networks: Lean on family, friends, or community groups for help with childcare or other responsibilities.

Take Breaks and Personal Time: Self-care is essential. Whether it's a short walk, meditation, or a hobby, taking time for yourself can improve overall well-being.

Encourage Open Communication: Employers and employees should maintain an open dialogue about workload expectations and flexibility needs.

Work-life balance isn’t about achieving perfection—it’s about making adjustments that allow you to thrive both professionally and personally. By fostering a culture of flexibility and support, both individuals and businesses can benefit from a more balanced and productive workforce.

For more insights on how to maintain a healthy work-life balance, check out this guide.

people. performance. purpose.

Get in touch with Edge Recruitment

Adelaide, South Australia

We connect the best people in property in South Australia. Since 1998, we have helped thousands of individuals and businesses to achieve their goals. Edge Recruitment has been named the top property recruitment agency in SA for the last 3 years. Focusing our business on property, real estate and administration has cemented our reputation as specialists in recruitment for these industries.

Top Reasons Your Resume Was Dismissed

Mon, 10 Feb 2025 05:13:29 GMT

For many job seekers, having a job application rejected is just part of the process of job hunting.

However, it may be your resume that is unknowingly turning off recruiters and employers.

As a recruiter, your resume is our first impression of you, so your success in the job market relies heavily on getting this important document right.

A well-structured and succinct CV should not only demonstrate your skills and experience clearly and succinctly, but also acts as a marketing tool, promoting your personal brand to prospective employers.

Here are the most common resume mistakes we have seen by job seekers – so you can avoid making them too!

Applying for roles you are not experienced or qualified for

This is our number one reason for dismissing a job application. If this occurs, you have clearly not read the job description thoroughly.

For example. your application will be turned away if you are a real estate receptionist with two years’ experience applying for a senior property management role requiring five plus years’ experience.

Inconsistent or vague dates

You may be surprised how often we see vague, missing or inconsistent dates of employment on resumes, which can look like you are trying to hide something.

For example, ‘2012-2014’ could mean you have been in that role for as little as 12.5 months or a maximum of three years – a large disparity. So, when listing your previous jobs – especially if you have been in a role for less than 5 years – provide the year and the month for both start and completion dates.

Missing dates

Not explaining any absences or gaps in your employment timeline only leaves it up to the recruiter or employers’ imagination.

Make sure you address gaps such as travel, study, parental leave, redundancy, surgery, or temp/freelance work, also providing the year and the month for the start and end of these periods.

Misleading information

Recruiters use several methods to authenticate the information given on resumes. So, providing false or misleading information will be detrimental to your chances of getting the job.

For example, if your resume does not match the information provided on your LinkedIn profile, this is an immediate red flag for recruiters.

Spelling & grammar errors

It is amazing how many resumes we receive with typos and grammar mistakes in them. One typo could be forgiven if the rest of your application is great but resumes containing multiple spelling errors and poor grammar will be rejected.

We recommend you read and re-read your resume and get a friend to check it and provide some feedback. Submitting a resume with errors is a waste of both your time and the recruiters, so do not rush it!

Stretching the truth

Alarm bells ring when we see candidates stretching the truth on their resume. It causes us to consider what other key details may have been embellished or left out.

For example, when a candidate indicates they have three years of experience in property management on their resume and we find out in an interview that it is more like 18 months. So keep it truthful!

Extra-long resumes

Recruiters and employees see a lot of CVs, so resumes that are 10 pages long simply may not get read word for word and may reduce the effectiveness of your application. We estimate that only 50% of the resumes that we see hit the mark and concisely convey the information needed to progress in the application process.

A concise resume of two to three pages is the ideal length, which clearly outlines your education, job history, skills and contact details in an easy-to-read format.

No achievements, just skills

Many people only list day-to-day duties they did in previous jobs, rather than describing their achievements in those roles.

As much as you can, showcase the impact you had in previous roles rather than just tasks undertaken, with results/outcomes quantified with numbers, percentages, or specific outcomes.

For example, instead of saying “managed a team,” say “managed a team of 10, increasing productivity by 20% within six months.”

Too many buzzwords

We see many ten-dollar words used when a five-dollar word will work perfectly. Write your resume in clear, understandable language.

For example, don't feel the need to say "utilise" instead of "use" or load up your resume with buzzwords like "proactive" and "synergy" unless they're the only words that will express your thought.

Recruiters and hiring managers need to skim your resume in a few seconds to find out what you do, not spend hours reading it like it was a detective novel, trying to piece together the clues.

Remember - keep your resume brief, simple and easy to understand, and impress with your achievements, not with your fancy language. This is how you'll get the interview, and then your dream job.

Insider Tips Every Job Seeker Should Know (Before Applying to a Recruiter)

Tue, 04 Feb 2025 03:50:54 GMT

These insider tips from Edge Recruitment’s experienced recruiters are worth their weight in gold to help you nail the job search process!

Recruiters/employers may look at your social media profile

Both recruiters and employers can view publicly accessible information to help decide if a candidate would make a good cultural fit for their organisation.

Have you considered how your past online activity could be viewed by potential employers? Do you know what images, posts and comments are publicly available? Have you Googled yourself recently?

Make sure the content and photos on your Facebook, LinkedIn or Instagram profiles are appropriate for future employers.

Interview no-shows can affect your chances of getting future jobs

Ghosting or having a poor excuse for not showing up to your interview with your recruiter can crush your chances of winning future roles.

Whilst legitimate excuses are fine, not attending your interview – especially after you have confirmed your attendance - demonstrates a lack of reliability and indicates that you may not be relied upon to show up for future interviews, let alone be at work on time.

We recommend thinking twice before not attending an interview without letting your recruiter know in advance.

Not all jobs are advertised

Up to 80% of our jobs at Edge Recruitment are filled via networking and database searches, even before we have ever advertised it. Therefore, it really pays to register with us as soon as you are ready to start your job hunt.

If you are registered with us and we have a job that suits your skills and experience, you may get a call from our consultants without even applying for the role.

Your resume IS make or break

Certain elements on a resume can detract from your professional image or lower your chances of even being considered by a recruiter or hiring manager, so make sure you get it right from the outset.

Firstly, carefully read a job description and ensure you meet the core requirements to prevent applying for jobs that you are unqualified for. Next, do some research to learn about the company’s values, culture, and mission to determine if it is a good fit for you.

Next, customise your resume and cover letter for that job to highlight relevant skills and experiences that align with the job description.

Lucky for you, Edge has you well covered in the resume department. Read these 10 resume hacks and avoid these 15 things , and you can’t go wrong.

A job interview may be just around the corner

Be prepared that you may need to attend an interview sooner than you think. Recruitment periods vary wildly from employer to employer, so smarten your wardrobe if it is needed and get a haircut if it’s looking neglected.

Whilst most job searches take a while, sometimes job offers can result from the very first interview.

Read Edge Recruitment’s comprehensive interview guide to ace every step of the interview process.

Be prepared to answer questions about salary

Whilst it is unlikely you will be asked about salary in a first interview with an employer, a first meet or phone call with a recruiter will include a discussion about salary expectations. So, it pays to be prepared. We highly recommend that you do some salary research and consider what your expectations are before applying for jobs.

For more advice and support for your job search, reach out to the experienced Edge Recruitment team today who are ready to help you land your dream job.

Managing the Four-Generation Workforce in 2025

Tue, 21 Jan 2025 03:39:46 GMT

As the workforce continues to evolve in 2025, one of the most significant challenges employers will face is managing a multi-generational team.

With people from four distinct generations working together—Baby Boomers, Generation X, Millennials (Gen Y), and Generation Z—the workplace is a dynamic melting pot of different values, communication styles, and work habits.

According to recent studies, 70% of organisations believe that managing multi-generational teams is essential to long-term business success. However, only 40% have a strategy in place to address these complexities.

With varying communication styles, technology preferences, and career expectations, businesses often find themselves struggling to align organisational goals with employee satisfaction and productivity.

In 2025, this diverse mix is likely to be even more pronounced, and employers must find ways to navigate this complexity effectively. But with the right strategies, managing a multi-generational workforce can also become one of the greatest opportunities to drive innovation, enhance productivity, and create a more inclusive culture.

The characteristics of each generation

It’s important to understand the characteristics of each generation:

Baby Boomers (born 1946–1964): Known for their strong work ethic, loyalty, and experience, Baby Boomers often have a more traditional approach to work. They value face-to-face communication and tend to prefer structured, stable work environments.
Generation X (born 1965–1980): Often seen as independent, resourceful, and adaptable, Gen Xers are known for their pragmatism and tech-savviness. They balance work and life effectively and appreciate flexibility and work-life integration.
Millennials (born 1981–1996): Millennials are typically seen as digital natives, entrepreneurial, and purpose-driven. They seek meaning in their work, crave feedback, and tend to prioritise flexibility, collaboration, and career development.
Generation Z (born 1997–2012): The youngest group in the workforce, Gen Z is highly tech-savvy, values diversity and inclusion, and thrives in fast-paced, innovative environments. They are also more financially conscious and driven by a desire for social impact in their work.

Each of these groups has its own unique perspectives and preferences, which can sometimes lead to friction, but it also presents an opportunity for synergy when harnessed correctly.

The challenges of a multi-generational workforce

Communication styles: Each generation has its own preferred communication style. Baby Boomers may prefer face-to-face or phone conversations, while Millennials and Gen Z often favour digital communication via email, chat, or social media. Miscommunication can arise if these preferences aren’t considered.
Different work styles: Baby Boomers tend to value loyalty and long-term commitment to an organisation, while Millennials and Gen Z are more likely to prioritise job satisfaction and career development opportunities. Gen Xers often strive for work-life balance and autonomy. These varying approaches can lead to misunderstandings regarding expectations, work ethic, and job loyalty.
Technological gaps: While Baby Boomers may not be as comfortable with emerging technologies as younger generations, they bring a wealth of experience and institutional knowledge. On the other hand, Gen Z and Millennials are digital natives who are often eager to adopt new technologies, which may sometimes leave older generations feeling overwhelmed or out of the loop.
Conflicting expectations of leadership and career development: Each generation has different expectations of leadership styles and career advancement. Baby Boomers often appreciate a more hierarchical leadership approach, while Millennials and Gen Z tend to prefer more democratic, feedback-driven environments.

Strategies for managing today’s multi-generational workforce

Embrace flexible communication: To bridge communication gaps, it’s important to embrace a variety of communication methods. For example, use digital communication tools like Microsoft Teams for quick, informal conversations and provide face-to-face meetings or phone calls for more in-depth discussions. Regularly check in with employees through both formal feedback systems (like performance reviews) and informal channels to ensure alignment and address any concerns promptly.
Foster cross-generational mentorship: Creating a mentorship program where employees from different generations can learn from one another can be incredibly effective. For instance, Baby Boomers and Gen Xers can share their industry expertise and knowledge with younger generations, while Millennials and Gen Z can offer insights into new technologies and digital trends. This fosters mutual respect and creates a learning culture where everyone benefits from the experience and skill sets of others.
Offer flexible work options: Different generations have varying preferences for work schedules. While Baby Boomers may be more accustomed to traditional 9-to-5 work hours, Millennials and Gen Z are likely to value flexible working hours, remote work, and work-life balance. Offering hybrid work models or flexible schedules can help meet these diverse needs and create an environment where all employees feel valued.
Provide continuous learning and career development: Investing in professional development programs is key to keeping all employees engaged and motivated, regardless of their generation. Older workers might be interested in upskilling in areas like technology, while younger generations might seek mentorship, leadership development, and career growth opportunities. Offering a range of training programs—both technical and soft skills—will ensure that all employees feel supported in their career progression.
Promote an inclusive and collaborative culture: Inclusivity is crucial in a multi-generational workforce. By creating an environment that values the diverse experiences, perspectives, and strengths of each generation, you promote collaboration and innovation. Organise team-building activities, encourage knowledge-sharing, and cultivate a sense of unity. Generations working together in a collaborative environment often leads to increased creativity and better problem-solving capabilities.
Adapt leadership styles: Effective leadership in a multi-generational workforce means adapting your style to accommodate different preferences. Some employees may prefer a hands-on, directive leadership approach, while others thrive with autonomy and regular feedback. Training managers to identify these differences and adjust their leadership techniques accordingly can help increase employee engagement and reduce friction.
Focus on shared goals and purpose: At the end of the day, all employees—regardless of generation—want to feel that their work contributes to the organisation’s success. By aligning the workforce around a shared purpose, such as company values, mission, and goals, employers can help bridge generational divides. When employees feel connected to the bigger picture, they are more likely to collaborate and work effectively, despite their differences.

Managing the four-generation workforce of 2025 presents challenges, but it also offers an unparalleled opportunity to leverage the diverse perspectives, skills, and experiences of employees. Embracing the strengths of each generation and fostering an environment that allows all employees to thrive and work together will help drive productivity and ensure a positive workplace culture for all employees.

15 Things You Should NEVER Put on Your Resume

Thu, 09 Jan 2025 05:27:25 GMT

When crafting your resume, it's important to avoid certain elements that can detract from your professional image or lower your chances of landing a job.

Here’s a list of 15 things to NOT put in your resume, as recommended by recruiters.

If your resume contains any of the following items, we recommend that you change it and change it fast…

Cover page. If all it says is your name and “resume”, we don’t need to see it. We will work out pretty quickly what the document is.
A full-page photo headshot. In fact, any photo of you. Especially if it is taken in active wear, at a social event or with you dressed up in formal attire.
Work history going back to any decade with the numbers 1970, 1980 or 1990. Even Early 2000’s can be questionable now so only include any early history which is highly relevant to roles you are applying for.
Objective statement. Instead, consider using a professional profile summary that highlights your skills and what you bring to the role.
Personal information such as date of birth, age, marital status or tax file number.
Excessive buzzwords. Jargon like “innovative,” “team player,” or “synergy” without examples can make your resume sound generic and obviously written by ChatGPT.
An unprofessional email address like "partyboy1234@gmail.com" or "cutiepie@hotmail.com". Use a simple and professional address with your name, ideally from a service like Gmail or Outlook.
A reference that is a relative of any kind (unless the only person you have EVER worked for is your relative and you had no contact with anyone else in the business).
A copy of the duties straight out of a job description that you have pasted into your resume. Be a bit more creative.
Every single thing that you did in your role but writing it creatively. Summarise key duties into like topics e.g. organising boardroom lunches, choosing catering, paying catering invoices and quality control can all be summed up as “boardroom catering” and we will know what you mean.
The salary you were paid in your roles. Although it makes a recruiter or employers life easier and makes for interesting reading, leave it out.
Details of structured study you have undertaken which is ambiguous. For example, Bachelor of Management – Marketing, Uni SA 2014. Did you start in 2014? Did you finish in 2014? Did you go to one lecture in 2014? Try again: Bachelor of Management – Marketing, Uni SA 2012 – 2014. If you completed 1 year, we recommend that you document this.
Irrelevant professional development and training. Doing a half day training session in Corel Draw in 2001 is not relevant to anyone. At all. Critically look at the professional development you have undertaken. If the training that you have taken is still relevant leave it in. If standards, legislation or software has changed since you last studied, leave it out.
Pages 6, 7, 8, 9 etc. Keep your resume tight and lose the length.
Listing too many hobbies or personal details that are unrelated to the job. This can take up valuable space so just include a few key hobbies that give a little insight into your personality.

By avoiding these pitfalls, you'll create a cleaner, more professional resume that appeals to recruiters and hiring managers.

New Year, New Job? Essential job search prep to get hired in 2025

Thu, 12 Dec 2024 05:43:25 GMT

As we prepare to turn our calendars to a new year, it's naturally a time for reflection and resolutions, and for some, that might mean taking the next career step or moving into a new job.

If you are considering a job search in the new year, there are some important things to think about before you start.

It’s a good time to reflect on why you might want a new job and get an understanding of the top essentials recruiters and employers look for when hiring, to ensure you are a desirable and stand out candidate when you begin your search.

BEFORE YOU START A NEW YEAR JOB SEARCH…

Stop and visualise

Before you start applying for jobs, visualise what kind of organisation you’d like to work for. Is it a corporate environment, or perhaps somewhere more relaxed; is it a small organisation or a big one? Is it in the same or different industry? Are you seeking a similar role to your current one or a more senior one?

Prioritise job factors

Think about what factors are most important to you in a job and order them from most important to least important. This will help you diagnose if a job offer is right for you. Factors could include location, salary, flexibility (can you/do you want to work from home?), opportunities for training and professional development, workplace culture and nature of the role.

Start with self-assessment

Before applying for jobs, consider your strengths and weaknesses, thoroughly revise your work history, review your achievements and career goals and be prepared to answer questions about them.

Don’t keep doing what you’ve always done

As the saying goes, “If you keep doing what you’ve always done, you’re going to get what you’ve always got”. Change is difficult! If it wasn’t you’d be doing it all the time. Ask what it is that stands in your way. Is it confidence, qualifications, time? Each of these roadblocks can be overcome, often in conjunction with the other.

Consider temp work

If you haven’t found permanent work, consider temp work. Temping can be a great way to make new contacts and learn new skills while you are job hunting. It can also lead to a permanent placement, as more than 20% of our temp placements go permanent.

HOW TO BE A STANDOUT CANDIDATE…

Job seekers often tell us they don’t know what recruiters and employers are looking for when hiring.

As recruiters, it’s our job to place candidates who match our client’s requirements, ensure they are a good cultural fit, and are well positioned to excel once in the role. To do this successfully, we look for several essentials when assessing a candidate’s suitability that go well beyond simply having done the job before.

To ensure you are a desirable candidate, prepare to demonstrate these five important traits:

Adaptability to change

This is a timelessly important skill that is often overlooked. Candidates who can demonstrate their ability to produce excellent work during a time of change are highly valuable and more attractive to employers.

Good stability

As the saying goes - past behaviour predicts future performance. Having a stable work history shows that you are a secure choice, is an indicator of loyalty and may be why you are chosen over another candidate with similar experience and skills.

Enthusiasm

People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace. Therefore, candidates who come to their job interviews equipped with enthusiasm and a positive attitude are more likely to win the role.

Motivation to grow

You can exhibit drive and determination by showing your motivation to grow within an organisation. Candidates that can show a history of moving upwards in a business are more impressive than those who lack a desire to progress.

A great attitude

When it comes to choosing the best candidate, your attitude will outweigh your skills and experience for importance. A person’s attitude encompasses their personality, outlook on life, work ethic and how they respond to challenges. These are elements that can’t be taught on the job. You can fill in any gaps in skills and experience with training, but you can’t teach attitude.

With a little thought, planning and preparation before you start a new year job search, you can set yourself up for success and land the job you dream of.

How to Avoid End-of-Year Burnout and Thrive in 2025

Tue, 10 Dec 2024 05:47:11 GMT

As the year draws to a close, many workers face the familiar challenge of end-of-year burnout.

With deadlines mounting, long hours, and the relentless pressure of closing out projects, it's no surprise that fatigue levels - both mentally and physically - spike during this period.

This fatigue isn’t just a fleeting feeling – it can impact long-term productivity, career growth, and overall wellbeing.

In Australia, recent statistics underscore the severity of this issue: 67.5% of workers report feeling more burnt out now compared to the beginning of the year. This highlights the importance of addressing burnout proactively before it takes a serious toll.

So how can workers survive the holiday hustle?

Here are some practical tips to stay energised, focused, and motivated as you approach this year’s finish line:

1. Prioritise rest and recovery

It’s easy to fall into the trap of working longer hours to "catch up" or complete year-end projects but pushing through fatigue without proper rest can lead to diminishing returns. Instead of trying to work harder, aim to work smarter by prioritising rest and recovery. Schedule breaks, take a mental health day if you’re feeling overwhelmed and ensure you’re getting enough sleep each night to help your body and mind recover.

2. Set realistic goals and expectations

At the end of the year, the pressure to meet final deadlines, push for last-minute sales, or finish projects can be overwhelming. It’s essential to set realistic expectations for yourself and communicate them clearly to your team or manager. Break down big tasks into manageable steps and manage expectations for deadlines.

3. Practice time management

Effective time management can alleviate some of the stress that often comes with year-end deadlines. With careful planning, you can make the most of your remaining weeks while also protecting your wellbeing. Use a calendar or planner to allocate time for both work and self-care, say no to new tasks or responsibilities that aren’t urgent or aligned with your priorities and delegate when possible.

4. Nurture your mental health

The mental strain of year-end stress can be just as significant as physical exhaustion. It’s essential to nurture your mental health during this time to maintain focus and resilience. Take a few minutes each day for mindfulness exercises or meditation, stay connected with friends, family, or colleagues, and set clear boundaries to protect your time outside of work.

5. Stay physically active

Exercise isn’t just good for your physical health – it’s crucial for your mental health too. Physical activity releases endorphins, which can help improve mood and reduce stress. Incorporate movement into your day and find an exercise buddy to help keep you motivated and accountable.

6. Embrace the power of ‘unplugging’

With the holidays and year-end work piling up, it’s important to give yourself permission to unplug. Constantly checking emails or scrolling through work-related messages can make it harder to relax, leading to burnout. Set boundaries around technology, especially in the evening, try to avoid checking emails or work messages outside of office hours and use your downtime to engage in hobbies that don’t involve screens.

7. Celebrate small wins

In the rush to meet year-end goals, it’s easy to forget to acknowledge your accomplishments. Take a moment to reflect on your progress, no matter how small. Make a list of what you’ve accomplished, both big and small, and celebrate the milestones.

It's crucial to take these proactive steps to finish the year strong without sacrificing your wellbeing and ensure you perform at your best in both work and life, well into 2025.

Unlocking Happiness at Work in 2025

Tue, 03 Dec 2024 03:28:53 GMT

Employee happiness is central to almost any metric of workplace success. Happy team members are more engaged in their work and more productive. They’re less likely to look for a new job, saving on recruitment costs. They’re more motivated to go above and beyond the responsibilities of their role, which drives better outcomes for the organisation.

SEEK’s Workplace Happiness Index 2024 Report reveals what makes Australian workers happy, which can be used as a guide for employers to build a happier, more productive workplace.

While you may expect salary to be a main driver of workplace happiness, the SEEK report shows that isn’t the case. Instead, the most impactful aspects on workplace happiness are purpose at work, the managers who are in control of daily work and the daily responsibilities that relate to the individual’s contributions to that work.

In terms of what Aussie employers are currently happiest with, their location of work (65%), day-to-day responsibilities (61%), work-life balance (61%) and sense of purpose (58%), came out on top.

Workers are least happy with their salary (42%), stress levels, (41%) and career progression opportunities (37%).

One particularly striking insight from the SEEK report is that South Australians are the happiest workers in the country, with 67% of respondents in SA reporting general happiness at work, 10% or more ahead of other states.

Nationally, 55% of Australian’s are currently happy in their jobs, with 9% ‘extremely happy’ and 46% ‘somewhat happy’. This means almost half of this country’s workforce are at best feeling neutral in their jobs or at worst feeling extremely unhappy, so there is a lot of room for improvement, even here in SA.

So, what can employers do to ensure they are keeping their employees happy?

Build a sense of purpose and meaning

Employers can build a sense of purpose by communicating a clear and compelling company mission and vision, allowing employees to see how their individual work impacts the broader organisation and creating opportunities for employees to get involved in charitable or community initiatives that resonate with their values.

Foster a positive and inclusive company culture

To build a positive culture, employers should create an inclusive, diverse workplace where employees feel safe and respected, regularly recognise employee achievements, and foster open communication and transparency, ensuring employees feel heard and involved in company decisions.

Provide career development and growth opportunities

Employers should provide access to ongoing training, education, and mentorship, clear career progression paths and regular performance reviews and opportunities for employees to take on new responsibilities, participate in leadership programs, or contribute to cross-departmental projects.

Promote work-life balance

Employers should consider offering flexible working hours or compressed workweeks, remote work options or hybrid models and support for family needs, such as parental leave and childcare assistance.

Offer competitive compensation and benefits

Employers can improve happiness by offering competitive salaries that are on par with industry standards, providing benefits such as health insurance, wellness programs, and retirement savings plans and offering performance-based bonuses or profit-sharing models that reward employees for their contributions.

Encourage Regular Feedback and Engagement

Employers should conduct regular employee satisfaction surveys and implement changes based on feedback, create open channels for communication, such as town hall meetings or one-on-one check-ins and actively listen to employee concerns and suggestions, and take action where appropriate.

The data is clear: employee happiness is a key driver of business success. From work-life balance and career development to company culture and fair compensation, employers have the tools to create a happier, more engaged workforce.

South Australian employers can build on our state’s strong employee satisfaction scores by continuing to invest in their people. By fostering an environment where employees feel valued, supported, and engaged, businesses can attract top talent and maintain high levels of employee satisfaction to ensure long-term success.

You can access the complete SEEK Workplace Happiness Index Report here .

The Secret to Getting Hired: What Employers are Valuing Most

Tue, 26 Nov 2024 03:37:59 GMT

When it comes to hiring, in this tight employment market, employers are more discerning than ever.

As you prepare for your next job opportunity, it’s important to understand what employers are prioritising when making hiring decisions and tailor your application and interview responses to position yourself as the obvious choice.

Here’s a breakdown of the key factors influencing hiring decisions today according to our 2024 Employment and Salary Trends Report:

Cultural Fit

One of the top qualities that employers are looking for is whether a candidate will fit into their company culture. It’s not just about sharing similar values; it’s also about aligning with the team’s working style and the company’s overall environment. A good cultural fit often leads to higher job satisfaction, better collaboration, and long-term retention. In fact, nearly three-quarters of employers (74%) consider cultural fit a top priority when making hiring decisions. As a candidate, it’s essential to research the company’s culture and find ways to demonstrate how your values and approach to work align with theirs.

Motivation

Employers want candidates who are motivated, driven, and eager to contribute. A motivated employee is more likely to take initiative, go above and beyond, and bring fresh ideas to the table. With 68% of employers citing motivation as a key consideration, it’s clear that enthusiasm and energy matter. Show your interest in the role and the company during the interview process and be sure to explain how your goals align with the organisation’s mission and vision.

Adaptability

In today’s fast-moving business world, adaptability is essential. Employers need employees who can pivot quickly and respond to new challenges. Around 65% of employers emphasise the importance of adaptability, particularly in industries that face constant change or uncertainty. Showcasing your ability to learn new skills, embrace change, and thrive in dynamic environments can set you apart from other candidates. Whether it’s adjusting to new technology or responding to evolving customer needs, demonstrating your flexibility is key.

Future Potential

Employers are no longer just focused on what a candidate can do today; they’re also interested in what they could achieve in the future. Nearly half of employers (49%) consider a candidate’s future potential when hiring, looking for individuals who can take on greater responsibility and contribute to the company’s long-term success. Be prepared to highlight your aspirations and showcase how you can grow and develop within the company.

Soft and Transferable Skills

Soft skills like communication, teamwork, problem-solving, and leadership are now considered just as important as technical expertise. Employers understand that these skills are transferable across different roles and industries, making them highly valuable. In fact, 48% of employers value soft skills when assessing candidates. Whether it’s your ability to collaborate with colleagues, communicate effectively, or resolve conflicts, highlighting these strengths can make a significant difference in your application.

Field Experience

Relevant field experience remains an important factor for many employers, with 44% considering it when making hiring decisions. While it’s not always necessary to have years of experience, showing familiarity with the industry, its challenges, and trends can be beneficial. Employers appreciate candidates who have hands-on experience that demonstrates their ability to apply knowledge in real-world settings. Whether through internships, previous roles, or personal projects, be sure to showcase any experience that reflects your understanding of the industry.

References and Recommendations

Even in today’s digital age, references and recommendations still play an important role in the hiring process. Employers rely on the insights of previous colleagues or managers to gain a better understanding of a candidate’s work ethic, strengths, and performance. Around 37% of employers say references are a significant factor in their decision-making process. Cultivating strong professional relationships and ensuring your references can speak positively about your abilities will only enhance your chances of success.

Qualifications and Hard Skills

While qualifications and hard skills remain important, they are no longer the sole focus for many employers. Around 35% of employers place significant weight on these factors, but they often look for candidates who bring a well-rounded skill set. While having the required certifications, technical expertise, or specialised knowledge is essential, it’s important to complement these hard skills with the broader qualities that make you a well-rounded, valuable employee.

Interview Performance

How you perform during an interview is crucial, and employers are closely assessing how well you communicate, your enthusiasm for the role, and your ability to answer questions thoughtfully. With 34% of employers considering interview performance as a key factor, preparation is vital. Research the company, practise common interview questions, and come ready with insightful questions to ask your interviewer. A strong interview performance can be the deciding factor in a competitive hiring process.

Salary Expectations

Salary expectations are another consideration for employers. With 33% of employers factoring salary alignment into their hiring decision, it’s important to ensure that your expectations match the company’s budget for the role. Before entering the interview, research the typical salary range for the position based on your experience and qualifications. Being open to negotiation or flexible on compensation can also work in your favour.

Industry Experience

While industry experience can certainly be an advantage, it’s not always a deal-breaker. Only 28% of employers consider it a top priority, as many are willing to train candidates who bring transferable skills and a strong work ethic, even if they don’t have direct experience in the field. This is great news for those looking to transition into a new industry or role.

How will the property market evolve across South Australia in 2025?

Wed, 20 Nov 2024 03:48:20 GMT

As we head towards 2025, Australia's property market has been undergoing significant transformations. Throughout 2024, there have been notable shifts, especially in the recruitment landscape within the property sector. Adelaide, in particular, has seen consolidation in the industry, with larger brands acquiring smaller residential agencies. Additionally, there has been an improvement in candidate quality for advertised positions, yet a persistent shortage of specialised roles, such as commercial property managers and lease administrators. These dynamics highlight the complex and evolving nature of the property recruitment market in Australia.

Salaries have also seen an increase, particularly in entry-level roles like administrative support, providing promising opportunities for those entering the industry. However, with higher salaries come higher expectations, and job seekers must be prepared to meet these evolving demands. Flexibility remains a key theme, with many employers offering hybrid work arrangements where possible, although certain roles still require a physical presence. As we look to the future, understanding these shifts and staying agile in responding to market needs will be essential for both employers and job seekers.

Moreover, the demand for property-related roles has been influenced by broader economic trends, such as rising interest rates and fluctuating property values. These factors have contributed to changes in hiring practices and salary expectations, making it crucial for both employers and candidates to stay informed and adapt accordingly. The increased focus on sustainability within the property market has also led to new opportunities, particularly in roles related to green building practices and energy efficiency. This evolving landscape means that staying updated on industry trends and developing relevant skills will be key to thriving in the property sector in 2025.

"Flexibility Goes a Long Way in Employment"

Edge Recruitment’s Senior Consultant Kelly Armstrong joined a recent episode of "people2people's Australian Market Update: Thrive in 2025," with people2people’s Mary Savova to discuss the current state of the property recruitment market. Together, they provided valuable insights into how employers and candidates are adapting to ongoing changes, particularly within South Australia.

Kelly highlighted a significant change in leadership roles within the industry over the past year.

"This year in South Australia, we have seen a change in some of the leadership roles within the industry and also the smaller residential agencies being bought out by larger brands”, said Kelly.

“This consolidation has led to more stability compared to the high level of movement experienced last year. Nevertheless, certain challenges remain, particularly the shortage of qualified candidates for specialised roles.

“There is still a shortage of qualified commercial property managers, residential property managers, lease administrators," Kelly added, reflecting the ongoing demand for skilled professionals in the property sector.

One of the more interesting observations by Kelly was the shift in workplace expectations, particularly around flexibility. She pointed out that flexibility is still an important topic for many candidates, even though it varies by role. For instance, property managers often have built-in flexibility as they are constantly in and out of the office, whereas administrative roles are typically more office-bound.

"It is quite amazing to see how a bit of flexibility though with employer goes a long way," Kelly said, emphasising the importance of small accommodations, such as allowing an employee to pick up their children or adjust hours for appointments.

Another key point discussed was the evolving salary landscape within the property sector. Kelly mentioned that salaries had increased across many roles, especially for entry-level positions, which is beneficial for attracting talent. However, she also pointed out a critical consideration for candidates: "When there's more money, normally there's more demands in a role." This underscores the need for clear communication between employers and job seekers regarding expectations, as well as the importance of preparing for the responsibilities that come with higher compensation.

Mary added her perspective on the return to office trends within Adelaide. She noted, "We're seeing a big shift in employees going back to the workplace. In Adelaide CBD, Thursdays have become the new norm." With many employees still working from home on Fridays, Thursdays have become the busiest days in the city, commonly referred to as "knock-off Thursdays," where social activities often mark the end of the week. This change demonstrates how hybrid work arrangements are evolving and how both employers and employees are finding new rhythms in their work schedules.

Tips for Navigating the Property Market in 2025

As the property market continues to evolve, both employers and job seekers need to adapt to stay competitive. Here are some key tips to navigate the challenges and opportunities in the recruitment landscape for 2025:

Embrace Flexibility: Employers who can offer even small amounts of flexibility can significantly improve employee satisfaction and retention. Whether it's allowing for flexible start times or the ability to work from home occasionally, these measures can make a big difference.
Understand the Changing Expectations: With salary increases often come higher expectations. Job seekers must be prepared to demonstrate their value and meet the rising demands of employers. Employers, in turn, should be transparent about the responsibilities that come with higher pay, ensuring that candidates have a realistic understanding of the role.
Focus on Specialisation: There remains a shortage of specialised roles in the property sector, such as commercial and residential property managers. Job seekers looking to enter the property market should consider upskilling or specialising in these areas to improve their employability.
Leverage the Hybrid Model: While hybrid work may not be possible for all roles, where it is applicable, it can help strike a balance between productivity and work-life satisfaction. Understanding which roles lend themselves to remote work and adjusting expectations accordingly can benefit both employers and employees.
Stay Informed on Market Trends: The property market is constantly shifting, and keeping up with the latest trends is crucial. Whether it's new legislation, shifts in leadership, or changes in salary expectations, staying informed can help job seekers and employers alike make better decisions.

As we move into 2025, the property market presents both opportunities and challenges. By staying agile, embracing flexibility, and understanding evolving expectations, both employers and job seekers can thrive in this dynamic environment.

The Flexibility Revolution: How to Embrace Hybrid Work

Wed, 13 Nov 2024 02:03:52 GMT

As we move into 2025 and the work landscape in Australia continues to evolve, hybrid work models are becoming the norm, rather than the exception.

The post-pandemic shift towards flexible working has transformed the expectations of employees. According to our 2024 Employment and Salary Trends Report, 62% of employees want flexible working hours, and over half want flexibility on their working location.

Organisations are increasingly finding themselves in a position where if they don’t offer some form of remote or hybrid model, they may find it harder to attract new talent and to retain the workforce they already have.

Hesitancy to embrace flexibility can also cost, with 37% of employees expecting a 10-20% pay rise to return to the office full time.

As an employer, it can be challenging to balance productivity concerns with employee satisfaction. However, those who embrace these challenges and adapt will position themselves as more desirable employers, especially when it comes to sectors with younger, more mobile workforces.

Here are some tips for employers on how to embrace hybrid work and ensure you are offering the flexibility required to attract and retain good talent.

1. Understand the hybrid model

Hybrid work is not a one-size-fits-all solution. It typically combines remote and in-office work, allowing employees to choose where and how they work best. Employers should take the time to understand the specific needs, preferences, work habits, and the challenges of their workforce. 49% of teams have individual flexibility arrangements in 2024, so consider tailoring your model for individual needs rather than taking a one-size-fits all approach.

2. Foster a culture of trust and autonomy

Trust is the foundation of a successful hybrid work model. Ensure you communicate transparently to ensure employees understand the reasons behind work arrangement decisions and empower employees with the autonomy to choose how they complete their tasks. This approach fosters trust and can also drive productivity.

3. Focus on outcomes, not hours

Encourage managers to focus on outcomes rather than emphasising the number of hours spent in the office or at home. Instead, focus on the results employees deliver. This shift in mindset can improve morale, engagement and productivity.

4. Implement technology solutions

Investing in the right technology is crucial for supporting hybrid work. Tools for collaboration, communication, and project management are essential to keep teams connected and engaged, regardless of their physical location. Ensure that all employees have access to reliable technology, including video conferencing tools, instant messaging platforms, and project management software.

5. Create a flexible work policy

A clear and comprehensive formal flexible work policy can help set expectations and guidelines for hybrid work. This policy should address work hours, communication protocols, and performance evaluation metrics. Make sure the policy is easily accessible and communicated regularly to all employees.

6. Prioritise employee wellbeing

Mental health and wellbeing are increasingly important in the hybrid work environment. Ensure employees are taking breaks, stepping away from their desks, and managing their time effectively. Employers should provide resources and support for mental health, including access to counselling services, wellness programs, and initiatives that promote work-life balance.

7. Consider an ‘anchor’ day

One of the arguments against flexible working is the benefits of face-to-face connection for overall team wellbeing and relationships. Our 2024 Employment report shows that 33% of teams with hybrid working models have an ‘anchor’ day, where the entire team is in the office. Regular in-person check-ins and team-building activities can help foster a sense of community and connection among both remote and in-office employees.

8. Encourage continuous learning and development

Offer training programs that equip employees with the skills needed for remote collaboration and self-management. Encourage attendance at workshops, online courses, and industry conferences to foster professional growth and innovation.

9. Embrace diversity and inclusion

Hybrid work can provide opportunities for a wider range of candidates, including those who may have previously faced barriers to traditional office work. Employers should actively seek to create inclusive environments that celebrate different perspectives and backgrounds through equitable hiring practices and ensuring diverse representation at all levels of the organisation.

10. Collect feedback and adjust

Lastly, it’s vital to continuously seek feedback from employees about their experiences with hybrid work. Regularly assess the effectiveness of your policies and practices and be open to adjusting your arrangements based on employee input.

As we head into 2025, embracing a modern hybrid work model is not just a trend but a necessity for South Australian employers who want to attract and retain top talent.

Offering flexibility can lead to enhanced productivity and a stronger bottom line. In this evolving work landscape, flexibility is key—embrace it and watch your talent pool flourish.

10 Best Resume Hacks to Land Your Dream Job

Thu, 24 Oct 2024 02:43:29 GMT

Your resume is the first impression you make on a recruiter or hiring manager, so having a well-structured and succinct resume is crucial to standing out from the crowd.

Here are ten essential hacks to help you create an impressive resume that can make a significant impact and increase your chances of securing that coveted interview.

1. Understand the job description

Before you even start writing, take a close look at the job description to identify key skills, qualifications, and responsibilities that the employer values. Then use this information to tailor your resume to highlight the most relevant experiences and skills. Use the same terminology found in the job listing to create a connection between your experience and the employer’s needs. AI-driven resume builders and optimisation tools such as Kickresume, Jobscan, Visual CV, Rezi or Resume.io can help with this.

2. Craft a compelling summary statement

Your resume should start with a strong summary statement that captures who you are as a professional. This brief paragraph should highlight your years of experience, key skills, and what you bring to the role. Avoid clichés and instead focus on specific qualities that set you apart.

3. Focus on achievements over duties

Rather than simply listing your job responsibilities, emphasise your achievements in each role. For instance, instead of stating, “Responsible for managing a team,” you could say “Led a cross-functional team of five resulting in a 20% increase in project efficiency” to demonstrate concrete evidence of your abilities.

4. Use metrics to quantify your impact

Whenever possible, use quantifiable data to showcase your impact and achievements. For instance, you could highlight sales growth percentages, cost-saving figures, or project completion times. Data not only adds credibility to your resume but also provides concrete evidence of your performance and capabilities.

5. Use a clean and professional format

Presentation matters. Use clear headings, bullet points, and a legible font. Avoid excessive colours or graphics that can distract from the content. Aim for a format that reflects the professionalism of the industry you are applying to, while also being visually appealing. Download the template from our website for a clean, professional format that is easy to read and navigate.

6. Incorporate relevant keywords

Many companies use Applicant Tracking Systems (ATS) to screen resumes before they even reach a hiring manager. To increase your chances of passing this initial filter, incorporate relevant keywords from the job description throughout your resume. This practice ensures that your application is not only noticed by the ATS but also aligns closely with what the employer is seeking.

7. Highlight soft skills

While technical skills are essential, soft skills are becoming increasingly important for many roles. Highlighting traits like teamwork, communication, adaptability, and problem-solving can differentiate you from other candidates. Use specific examples to demonstrate these skills in action. For instance, instead of just listing “strong communication skills,” describe a scenario where your communication skills led to a successful project outcome.

8. Include professional development and certifications

In an ever-evolving job market, continuous learning is key. If you’ve completed relevant courses, certifications, workshops or training, be sure to include them in your resume. This demonstrates your commitment to professional growth and shows that you are up to date with industry trends.

9. Keep it concise

Aim to keep your resume to one or two pages, depending on your experience level. Focus only on information that directly relates to the job you’re applying for. Remove any outdated or irrelevant positions and ensure that every line adds value to your application. Hiring managers often skim resumes, so clarity and briefness are essential.

10. Proofread and get feedback

Before submitting your resume, thoroughly proofread it for spelling and grammatical errors. Even minor mistakes can create a negative impression. AI tools such as ChatGPT can help with this. However, you still require a personal touch so have someone else review your resume. Fresh eyes can catch errors you might have missed and provide valuable feedback on how your resume reads.

Your resume is often your first opportunity to make an impression on potential employers, so take the time to ensure it reflects your qualifications and aspirations accurately. By following these hacks you’ll be one step closer to securing that dream job you’ve been aiming for. Happy job hunting!

Leveraging AI in Your Job Search: Essential Do’s and Don’ts

Tue, 22 Oct 2024 03:23:28 GMT

In today's job market, artificial intelligence (AI) is not just a buzzword. Understanding how to harness these powerful tools can be a game-changer for job seekers. From resume optimisation to interview prep, AI offers numerous advantages. However, using them effectively is crucial.

Here are some dos and don’ts to help you make the most of AI in your job search.

Do: Optimise Your Resume with AI Tools

You can use AI-driven resume builders and optimisation tools such as Kickresume, Jobscan, Visual CV, Rezi or Resume.io to tailor your resume for each application. These tools can analyse job descriptions and suggest keywords and phrases to align with specific job requirements, increasing your chances of your resume standing out and landing an interview.

Don’t: Rely Solely on AI for Resume Writing

While AI tools can help with formatting and keyword optimisation, they cannot replace the personal touch needed for a compelling resume. Avoid relying entirely on automated suggestions. Craft your resume to reflect your unique skills, experiences, and achievements.

Do: Utilise AI for Job Matching

AI-powered job boards and career platforms like LinkedIn and Indeed can recommend job opportunities based on your skills, experience, and preferences. These platforms use algorithms to match you with roles that fit your profile, potentially uncovering opportunities you might not have found otherwise.

Don’t: Ignore Platform Customisation

AI recommendations are based on the data you provide. If your profiles are outdated or incomplete, the job suggestions you receive may be off target. Make sure to regularly update your profiles and refine your job preferences and skills to get the most accurate job matches.

Do: Utilise AI to Write Your Cover Letter

AI-powered writing assistants like Grammarly, Jasper, or ChatGPT can help tailor your cover letter to the job description by highlighting relevant skills and experiences. Input key details about the job and your experience to receive suggestions on how to effectively align your letter with the role. They can also suggest impactful language and ensure that your content is free of grammatical errors.

Don’t: Submit a Generic Cover Letter

While AI can help structure and edit, it’s crucial to inject a personal touch into your cover letter. After using AI to draft your cover letter, personalise it by including specific details about the company and how your background uniquely fits the role. Highlight why you are excited about the opportunity and how you can contribute to the company’s goals.

Do: Prepare for AI-Driven Interviews

AI is increasingly being used in initial screening interviews. These interviews might involve video-based assessments where AI evaluates your responses and body language. Familiarise yourself with these tools to understand what might be expected. Practice common interview questions and ensure you’re comfortable with video conferencing tools. Maintain good posture and eye contact during the interview to make a positive impression.

Don’t: Underestimate the Human Element

While AI can assess certain aspects of your responses, it lacks the nuance of human judgment. Focus on presenting your best self rather than trying to game the system. Authenticity and personality still play crucial roles in the hiring process so be genuine in your responses and interactions. AI might assess your content and delivery, but your unique personality and enthusiasm for the role are what truly set you apart.

Do: Leverage AI for Skill Development

Identify the skills required for your desired roles and use AI-powered learning platforms to acquire or enhance those skills. AI-driven platforms like Coursera and Udemy offer personalised learning paths based on your career goals and skill gaps. While most aren’t yet accredited in Australia, these tools can help you stay competitive by providing knowledge and skills to keep your profiles updated.

Don’t: Overlook Soft Skills

AI excels at analysing technical skills and qualifications but often falls short in assessing soft skills. Focus on developing and demonstrating skills like communication, teamwork, and problem-solving, which are highly valued by employers. Make sure you highlight your soft skills in your resume and during interviews and provide examples of how you’ve applied them in real-world situations.

Do: Use AI for Network Building

AI tools can help you expand and manage your professional network. Platforms like LinkedIn use algorithms to suggest connections, join groups, and follow industry leaders. These connections can provide valuable insights and opportunities. Engage actively with your network by sharing content, participating in discussions, and connecting with professionals in your field. This proactive approach can enhance your visibility and open doors to new opportunities.

Don’t: Neglect the Importance of Personal Branding

AI can assist with identifying opportunities, but personal branding remains a human-driven process. Ensure that your online presence reflects your professional identity and goals. Regularly update your LinkedIn profile and personal website with your latest accomplishments and insights. Engage in industry-related discussions and share relevant content to build a strong personal brand.

AI tools can significantly enhance your job search however they should be used as part of a broader strategy that includes personal authenticity, human interaction, and continuous professional development. By balancing cutting edge AI with a genuine personal touch, you can navigate the recruitment process more effectively and increase your chances of landing your ideal job.

Achieving a Healthy Work/Life Balance: Tips for Managers and Employees

Tue, 15 Oct 2024 03:37:57 GMT

Maintaining a positive work-life balance is essential for a happy and satisfying life both personally and professionally. Poor work-life balance can lead to lower levels of productivity, burnout and higher employee turnover.

However, achieving a healthy balance between work and the rest of our lives is easier said than done – it requires responsibility and effort from both employers and their workers.

Here are some practical tips tailored for both managers and employees to achieve a healthy work-life balance:

Tips for Managers

1. Model work/life balance

As the saying goes, practise what you preach! Demonstrate your own work/life balance by leaving work on time, sending or scheduling emails within work hours and taking breaks during the day and annual leave, to encourage employees to do the same.

2. Offer and encourage flexibility

Providing the ability to job share, work remotely from home or at another location and alter working hours to choose when they start and finish supports your employees to manage their personal responsibilities without compromising their work commitments.

3. Prioritise mental health

Provide employee support services such as an Employee Assistance Program – external providers can support people to work through personal, family or work-related issues that could be affecting their work performance. Also consider wellness programs and workplace benefits (there are some good ideas here ) and normalise taking mental health days.

4. Set clear boundaries

Establish clear expectations about work hours and communication. Encourage employees to disconnect after hours, reducing the pressure to be constantly available. If your employees have an opportunity to forget about work and de-stress, they’ll be more productive and motivated when they return to the office.

5. Promote team collaboration

Encourage teamwork to share workloads and reduce individual stress. Also consider setting up a social committee; social activities in and outside the office give employees an opportunity to take their minds off work and relax.

6. Check in regularly

Conduct regular one-on-ones to discuss workloads and employee well-being. Show genuine concern and identify what is working and adjust what is not.

Tips for Employees

1. Set boundaries

Establish boundaries such as sticking to clearly defined work hours, not taking work home, and not checking work email on weekends. While there are likely to be occasional exceptions or last-minute emergencies, do your best to stick to these boundaries.

2. Start small

If work-life balance is new for you, starting small can be an effective strategy. Try establishing one work boundary and sticking with it for a few weeks before introducing another one, to give your manager and colleagues time to adjust to your new routine and increase your chances of being successful.

3. Take breaks and utilise your time off

Make a habit of regularly using leave days and personal time. Stepping away from work is crucial for recharging your mind and maintaining productivity over longer periods.

4. Engage in hobbies

Dedicate your time outside of work to hobbies or activities that bring you joy. This can significantly improve your overall well-being and also helps you be more present at work, knowing that you have ample opportunities for a full life outside of work.

5. Practice mindfulness

Incorporate mindfulness techniques like meditation or deep breathing exercises into your daily routine. These can help reduce stress and improve focus.

6. Communicate Needs

Don’t hesitate to communicate your needs to your manager or team. If you’re feeling overwhelmed, ask for support or adjustments in your workload.

By implementing these strategies, everyone can contribute towards creating a supportive culture that not only benefits the health and wellbeing of all employees, but also the overall performance of organisations.

We can all work together to foster environments where both professional and personal lives can thrive through the ever-elusive work-life balance!

How To Decide Whether To Change Jobs

Tue, 01 Oct 2024 03:49:24 GMT

Your job should offer a sense of contentment and the feeling that you're on the right path.

If you’re feeling restless or dissatisfied in any way, sometimes it’s hard to tell whether you’re just having a bad work week or whether there is something deeper at play.

Here, we explore the signs that it might be time to change jobs, some important things to consider, and how to decide whether you should make a switch.

Signs that it's time to find a new job

You're not excited about going to work. Your job should offer you a level of contentment.

Your personal life is affected. Work challenges can sometimes be stressful, but they should be at a level where you can leave the stress at work – it shouldn't impact on your personal life.

You’re not feeling valued. If you are contributing your best ideas and effort into your work, you want to feel valued for it.

Your loved ones have commented that you should find a new job. Your friends and family know you best and can usually tell when something isn't quite right.

Your living situation has changed. Your wage needs to support your basic cost of living needs. If your situation changes and your salary or wages no longer cover your cost of living, consider whether there are higher paying options out there for you.

You daydream about having a different job. Regularly imagining that you have a different job, or even different career, could be a sign that you need a change.

If any of the above applies to you, keep reading…

What to consider before changing jobs

Job satisfaction. Take some time to reflect on your overall contentment and fulfilment at work. Consider whether the work conditions, interpersonal relationships and compensation are working for you.

Your career goals. Consider whether your current job is helping you reach what you hope to achieve in your career. Can your current job lead to the next step in your career path?

Work environment. Is your current organisation a positive workplace that encourages friendly relationships and collaboration? Is the overall culture inclusive, supportive and team-oriented? Is your emotional and physical wellbeing supported?

Professional development opportunities. If you aren't receiving helpful training or constructive feedback, it may take longer for you to reach your professional potential. Does your current employer offer professional development opportunities along with regular feedback?

Progression opportunities. Does your current employer provide opportunities rise from one position to another? Are there leadership opportunities if that’s what you desire? Or even lateral movement opportunities into different roles to learn new skills or receive different benefits or flexibility changes?

Work-life balance. Consider whether the balance between the amount of time and energy you spend on work and work-related tasks (including your commute) versus the time and energy you spend in your personal life works for you. Does this balance sit well with you and fit with your lifestyle?

Offers from recruiters. Have you been contacted by recruiters for available roles in your field? This likely means that you possess desirable skills, qualities or qualifications. Consider these recruiting offers more seriously if you haven’t been - these offers could include a new or better title, opportunity or compensation.

Employee turnover. While people leave jobs for many reasons, if you have recently lost a higher than usual number of colleagues, this could be an indicator that your workplace is unstable or no longer competitive against other employers.

If you’ve considered the above factors and you’re thinking it might be time to move on, what are the steps to take to lock in your decision?

How to decide whether you should change jobs

Make a list of goals. Include short-term professional goals such as having more time in your day or less stress and long-term professional goals including your ideal career and lifestyle. Then briefly outline the steps you need to take to reach these goals and a rough timeline for when you’d like to accomplish them. Does staying at your job help you achieve your goals and timeline?

Identify your primary concerns. It is important to fully evaluate what is going on at work, so you can identify what your primary concerns are. Carefully review the considerations above. If any of these areas are of concern to you, then a job change may be the right decision.

Voice your concerns. After identifying your concerns, let someone at work know how you're feeling. Whether you want to stick with your current employer, or you're thinking of departing, speaking up about your experiences can help you reach your goals and help improve the overall culture and environment at work.

Prioritise your wants and needs. Outline your personal ideal for work and evaluate the personal fulfilment and happiness that stems from your professional life. If your current job satisfies your needs but doesn't include your wants, you may choose to say. If your needs are not being met, then you might consider changing jobs.

Consult others you trust. Speaking with a trusted friend, mentor or family member can help you organise your thoughts and gain clarity. That person may also have helpful insights for you to consider.

And finally….

Decide and take action. After reviewing your goals, feelings and consulting friends or family, you should have a pretty good idea of whether you want to change jobs. If you decide that you want to stay at your current job, then take the necessary steps to try to find satisfaction and contentment at work.

If you decide you want to change jobs, the experienced team at Edge Recruitment can support your search for your next opportunity. We have been connecting the best people in property, real estate and general administration in South Australia for over 26 years. Register as a new candidate or update your details with us, so our experienced team can be in touch when a suitable opportunity comes up.

Strategies for Attracting Top Talent in 2024

Thu, 26 Sep 2024 09:48:40 GMT

Australia’s current 4.2% unemployment rate (at August 2024) presents a significant challenge for employers seeking to fill positions - even more so in South Australia, where the unemployment rate is the lowest in the country at 3.9%. This tight labour market makes it imperative for employers to stand out when attracting top talent.

Here are some recruitment strategies to compete for quality candidates in 2024:

Embrace flexible work arrangements

The pandemic has permanently altered the perception of work, with many employees now valuing flexibility more than ever. Our national 2024 Employment and Salary Trends report shows that 55% of job seekers look for flexibility when searching job ads. To attract talent, employers should consider implementing flexible work policies that allow employees to balance work and personal life such as hybrid models, flexible hours, or even compressed workweeks.

Cultivate a strong employer brand

Our 2024 employment report indicates that 63% of job seekers consider a company’s reputation when job searching. This statistic underscores the importance of building a positive company image that resonates with potential candidates. To enhance employer branding, companies should focus on:

Employee testimonials: Encourage current employees to share their experiences on social media or company review sites.
Company culture: Highlight unique aspects of your workplace culture, including diversity and inclusion initiatives, team-building activities, and employee recognition programs.
Social responsibility: Showcase community involvement and sustainability efforts. South Australians value local engagement, with many preferring to work for companies that contribute positively to their communities.

Invest in employee development

Candidates are increasingly looking for organisations that invest in their growth. Our 2024 employment report shows that 73% of job seekers are attracted by career opportunities. By offering training programs, mentorship, and clear career progression paths, employers can attract ambitious candidates eager to develop their skills.

Enhance diversity and inclusion initiatives

Diversity and inclusion (D&I) are crucial components of a modern workplace, and they significantly impact talent attraction. To attract diverse talent, employers should:

Implement inclusive hiring practices: Use blind recruitment techniques to minimise unconscious bias in the selection process.
Foster an inclusive culture: Create support networks for underrepresented groups and provide diversity training for all employees.
Highlight D&I efforts: Promote your company’s commitment to diversity in job postings and on your website.

Offer competitive compensation and benefits

While work culture and flexibility are critical, competitive compensation remains a primary factor in attracting talent. To stay competitive, employers should conduct regular salary reviews. Our 2024 Salary Report incudes a comprehensive national salary guide, so request your copy to benchmark against industry standards. In addition to salary, offering comprehensive benefits—such as health insurance, wellness programs, and parental leave—can enhance your appeal.

Optimise the ways candidates find out about you

According to our 2024 employment report, 75% of job seekers visit a company’s website to learn about them a potential employer. Make sure your website puts your best foot forward and highlights the reasons your employees work for you. 61% of job seekers learn about potential employers via search engines, 47% go straight to LinkedIn and 22% go Facebook and Instagram so review your online presence and ensure it leads to and highlights employee testimonials, success stories, your company culture and community engagement.

Attracting top talent in 2024 requires a multifaceted approach that addresses the evolving needs and preferences of job seekers. By embracing these strategies, employers can position themselves as desirable workplaces. In a tight labour market, these strategies will not only attract quality candidates but also help cultivate a motivated and engaged workforce for the future.

The SA Property Recruitment Landscape in 2024

Tue, 17 Sep 2024 02:15:10 GMT

The South Australian property industry is experiencing a period of transformation. In response to Adelaide’s bustling real estate market and regional property development, the property recruitment landscape is fast evolving.

As we move through 2024, several key factors are shaping the recruitment dynamics in SA’s property industry.

Market Growth

In recent times, SA’s property market has shown resilience and growth. Property prices in Adelaide have risen by approximately 6% over the past year despite national fluctuations. Our residential property sector is buoyed by a combination of low interest rates, a growing population, and increasing demand for housing. Additionally, there is a noticeable upswing in property development projects, which is further stimulating the job market.

Demand for Talent

This increasing activity is driving a strong demand for skilled professionals. The employment rate in the real estate and property sector has grown by 10% in the past year. This growth reflects the rising need for roles such as real estate agents, development consultants, and property managers which have been in extremely high demand for our expanding Edge Recruitment clients.

"The employment rate in the real estate and property sector has grown by 10% in the past year. This growth reflects the rising need for roles such as real estate agents, development consultants, and property managers which have been in extremely high demand for our expanding Edge Recruitment clients."

Recruitment Challenges

Despite the positive market conditions, the recruitment landscape in SA’s property industry is not without its challenges. One significant issue is the ongoing skills shortage. The Property Council of Australia’s latest report highlights that 40% of property firms here in SA are struggling to find candidates with the right technical skills and industry experience.

The increasingly competitive nature of the job market is exerting upward pressure on salaries and benefits. Data from Seek indicates that average salaries for property professionals in SA have increased by approximately 7% over the past year. This rise is partly a response to the heightened demand for skilled individuals and the need to attract top talent amidst a competitive hiring environment.

Evolving Recruitment Strategies

To address these recruitment challenges, property firms here SA are adopting innovative strategies. There is a growing emphasis on enhancing employer branding and creating compelling employee value propositions. Companies are investing in building strong workplace cultures and offering attractive benefits to differentiate themselves from competitors and attract top talent.

Focus on Diversity and Inclusion

Diversity and inclusion are becoming increasingly important in the recruitment practices of SA’s property industry. There is a concerted effort to foster inclusive work environments and to attract a diverse pool of candidates. The South Australian Equal Opportunity Commission reports that diverse teams contribute to improved problem-solving and decision-making, which is why property firms are prioritising diversity in their hiring practices.

Programs aimed at increasing gender diversity, addressing unconscious bias, and promoting an inclusive workplace culture are being implemented. These initiatives are helping to create more equitable opportunities and to attract a broader range of talent to the industry.

Looking forward, we expect that the recruitment landscape in SA’s property industry will continue evolving, and the demand for skilled professionals will likely remain strong as the market grows and changes.

For both employers and job seekers, staying informed about industry trends will be crucial for success, so subscribe to Edge Recruitment’s Newsletter for the latest updates and insights.

You can also explore the Edge Recruitment website for current available jobs , resources , top talent , and access to our national 2024 Employment and Salary Report for the latest salary trends and talent attraction and retention strategies.

Promoting Wellbeing in the Workplace: Tips for a Healthier Work Environment

Thu, 12 Sep 2024 03:00:24 GMT

In today’s fast-paced work environment, fostering a supportive atmosphere for employee wellbeing isn’t just a nice-to-have—it’s essential for productivity and job satisfaction.

When colleagues feel valued and cared for, they’re more engaged, motivated, and resilient.

Here are some practical tips to help you create a healthier, more supportive workplace for everyone.

Encourage open communication

Effective communication is the cornerstone of a supportive work environment. Create channels where employees feel comfortable sharing their thoughts, concerns, and feedback. Regular check-ins, whether through one-on-one meetings or team discussions, can help identify and address potential issues before they escalate. Make it clear that everyone’s voice is valued and heard.

Ask, ‘R U OK’?

Each September, R U OK Day reminds us that taking just a few moments to ask, "�� ?" can open a world of support.

However, checking in doesn’t have to wait for a special occasion. Make every day a day to check in. Sometimes, that’s all it takes to show that you care, and that someone isn’t walking through tough times alone. A conversation today could be the difference someone needs.

Promote work-life balance

Striking a balance between work and personal life is crucial for wellbeing. Encourage employees to set boundaries and respect their time off. Implement flexible working hours or remote work options if possible. Encouraging breaks throughout the day and respecting employees’ time away from work helps prevent burnout and promotes a healthier work-life balance.

Foster a positive work culture

A positive workplace culture can significantly impact employee wellbeing. Celebrate achievements, both big and small, and recognise individual and team contributions. Foster an environment of mutual respect and support, where employees feel they belong. Encourage teamwork and collaboration to build strong, supportive relationships among colleagues.

Provide mental health resources

Mental health is as important as physical health. Offer resources and support for mental wellbeing, such as Employee Assistance Programs (EAPs), counselling services, or workshops on stress management. Make sure employees know how to access these resources and feel comfortable seeking help when needed.

Promote physical health

Physical health is closely linked to overall wellbeing. Encourage healthy habits by providing amenities like standing desks, ergonomic chairs, or access to fitness programs. Consider organising wellness challenges or providing incentives for healthy behaviours. Creating a space where employees can move, stretch, or take a walk can also help alleviate stress and improve overall health.

Provide opportunities for growth

Professional growth and development contribute to employee satisfaction. Offer opportunities for skill development through training, workshops, or mentorship programs. Encouraging employees to pursue their career goals within the company not only benefits them but also enhances overall team performance and morale.

Create a supportive physical environment

The physical workspace plays a significant role in employee wellbeing. Ensure that the work environment is comfortable and conducive to productivity. Pay attention to factors like lighting, noise levels, and workspace layout. Providing quiet areas for focus and relaxation can also enhance the overall work experience.

Encourage social connections

Building strong interpersonal relationships at work can boost morale and job satisfaction. Facilitate team-building activities and social events that allow colleagues to connect outside of their regular work tasks. Encouraging informal interactions, such as team lunches or coffee breaks, can help strengthen bonds and create a more cohesive team.

Support flexibility and personal needs

Life can be unpredictable, and employees may need flexibility to manage personal responsibilities or unexpected events. Being understanding and accommodating these needs can help reduce stress and improve overall wellbeing. Consider offering options like paid family leave or personal days to support employees in balancing their personal and professional lives.

Lead by example

Leaders play a crucial role in setting the tone for workplace wellbeing. Model the behaviours you want to see in your team, such as taking breaks, managing stress effectively, and maintaining a healthy work-life balance. Your actions can influence the culture and expectations within the workplace, helping to reinforce a supportive and caring environment.

The benefits of a well-cared-for workforce are far-reaching, leading to increased satisfaction, productivity, and overall success for the organisation. Investing in your colleagues’ wellbeing is not just a good practice—it’s a strategic advantage that pays dividends in every aspect of work life, so remember to ask, ‘R U OK’?

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Why Temp Work Can Be a Smart Career Move

Wed, 11 Sep 2024 03:10:44 GMT

In today’s fast-paced and ever-evolving job market, many professionals are turning to temporary positions for a variety of reasons. While the idea of temporary work might initially seem like a stopgap solution or a last resort, it comes with a host of benefits that can positively impact your career and personal life.

Here’s a closer look at why temp work might just be one of the smartest moves you can make.

Flexibility and work-life balance

Unlike traditional full-time positions with rigid schedules, temp jobs often come with the freedom to choose when and how much you work. This flexibility can be especially valuable for those who are balancing other commitments, such as family responsibilities, further education, or personal projects. For instance, you can opt for short-term assignments to fit around your other activities, helping you maintain a healthier work-life balance.

Diverse experience and skill development

Short term temp assignments allow you to try new industries and roles without having to commit to them full time. Many of our temps will work for us time and time again and can easily transfer their skills from one sector to another. Each new role presents a chance to learn new technologies, processes, and best practices, enabling you to go into a permanent search armed with greater knowledge, skills and experience.

Networking opportunities

Temp work can be a fantastic way to expand your professional network. Each assignment introduces you to new colleagues, managers, and industry professionals, which can open doors for future opportunities. Building relationships within different companies can lead to valuable connections and potential job offers down the line. Additionally, temp roles often involve working with staffing agencies that have extensive networks and can assist in finding future positions that align with your career goals. You never know where a temp booking can lead!

Exploring career paths

If you’re unsure about your long-term career goals or considering a career change, temporary work provides a low-risk way to explore different fields and roles. By taking on various temporary assignments, you can gain insight into different industries and job functions, helping you make more informed decisions about your future career path. This hands-on experience can be particularly useful in clarifying what you enjoy and what you don’t, guiding you toward a more fulfilling and aligned career direction.

Quick access to work

For those who are currently unemployed or looking to re-enter the workforce, temporary positions offer a faster way to start earning income and gain work experience. Our temp bookings tend to be last minute so candidates who are available immediately are very attractive to our clients needing urgent cover. Temp roles can also serve as a bridge between jobs or a means to build a resume while searching for a permanent position. They often have shorter hiring processes compared to full-time positions, allowing you to quickly secure employment.

Travel opportunities

Rural and labour-style jobs aren’t the only option for travellers visiting Australia with working holiday visas – office jobs are a safe and secure option to know you have a steady income close to amenities while getting to experience living in a great city like Adelaide! Temping is also a good option for people who have relocated from interstate to network, gain experience and earn money while you figure out your next career move locally.

Opportunities to go permanent

Contrary to popular belief, temporary positions can sometimes lead to permanent job offers. Many companies use temp roles as a trial period to evaluate a worker’s fit for a permanent position. If you perform well and fit well with the team and company culture, you might be offered a full-time role once the temporary assignment ends. This can be a great way to transition into a permanent position without going through a lengthy application and interview process.

Earn money quickly

It can be daunting to find yourself out of work and one of the benefits of temporary positions is that you can start earning money again quickly. Temp work can provide financial stability without long-term commitment. If you’re in a situation where you need to secure immediate income but don’t want to commit to a long-term position, temporary jobs can be an ideal solution. Additionally, many temp positions offer competitive wages and benefits, providing a financial cushion while you explore other career opportunities.

Being a temp worker might not be the conventional career path, but embracing the advantages of temp work can lead to a more fulfilling and dynamic career journey.

At Edge Recruitment, our temps are always in demand due to their specialised knowledge and experience across property, real estate and general administration in these areas:

Residential, commercial and retail property management
Administrative, secretarial and accounts
Community housing
Facilities management and asset management
Building and construction
Local and state Government
Executive-level roles

If the idea of temping in any of these areas is of interest to you, or if you would like to know more, get in touch with our temp specialists Taryn Widdows (Government, Professional & Business Services) and Mary-Jane Massicci (Real Estate).

What the Right to Disconnect laws mean and how you can manage them

Wed, 28 Aug 2024 03:17:21 GMT

While the details are still being worked out, one thing is clear: as the new Right to Disconnect laws come into effect in Australia, workers at businesses with more than 15-employees will have a new right to refuse contact outside their working hours.

So what does this really mean for employers and their employees?

Basically, an employer isn't able to contact an employee outside of working hours anymore unless it's deemed ‘reasonable’ for them to do so.

The laws do not prohibit an employer contacting or attempting to contact an employee – they have introduced a new right for employees to refuse to monitor, read or respond to contact from an employer or a third party outside of their working hours unless that refusal is ‘unreasonable’.

When working out whether an employee’s refusal is unreasonable, the following factors must be considered:

the reason for the contact
how the contact is made and how disruptive it is to the employee
how much the employee is compensated or paid extra for:
being available to perform work during the period they're contacted, or
working additional hours outside their ordinary hours of work
the employee’s role in the business and level of responsibility
the employee’s personal circumstances, including family or caring responsibilities.

Other matters may also be considered.

It will be unreasonable for an employee to refuse to read, monitor or respond if the contact or attempted contact is required by law.

Also, employees can’t be disciplined or let go for refusing contact outside of work hours.

These rules are designed to make it easier for employees to 'switch off' and avoid working overtime without pay, especially those with family and carrer responsibilities.

The rules should also empower employees to establish a better work-life balance, like in nations like Belgium and France, where such rules already exist.

Recent polls conducted by Edge Recruitment partner people2people recruitment reveal 78% of employees say they are more likely to work for companies with clear Right to Disconnect policies.

Australian employees and businesses have expressed concerns when it comes to its implementation and management.

“From an employee perspective, I know first-hand how difficult it can be to set clear boundaries, especially when you work from home, with overseas teams or teams with flexible work hours,” said Peta Seaman, Managing Director of Edge Recruitment.

The people2people recruitment survey also revealed Australians’ main concern as employers will most likely be the difficulty to enforce such rules (62%), followed by the impact on work culture (15%), on productivity (12%) and collaboration (11%).

“While enforcing the Right to Disconnect might be challenging both for employers and employees at the start, it is positive news and will benefit employees’ work-life balance and mental health,” added Peta.

“While there are concerns about implementation and the potential impact on work culture, these laws offer an opportunity to create a more respectful and supportive workplace. By taking proactive steps, both employers and employees can successfully navigate this transition and enjoy the benefits of a more balanced and fulfilling work life.”

5 tips for employers to implement the Right to Disconnect:

Communicate, communicate, communicate! Ensure that your right to disconnect policy is clear and easily accessible to all employees, and ensure management communicates it on a regular basis.
Provide training sessions. Provide training sessions for management and staff on the new laws, emphasising the importance of respecting personal time and the benefits of a healthy work-life balance.
Lead by example, always. Promoting a culture that values work-life balance can’t happen if management doesn’t follow it in the first place. Encourage all employees to fully disconnect after working hours.
Monitor and adapt. Your first policies will most likely need a review as your company learns better ways to enforce the Right to Disconnect. Gather feedback from employees and be open to making adjustments that better serve the team.
Use technology wisely. Implement tools that support the right to disconnect, such as email or messaging systems that can schedule communications during work hours or automatically notify senders that recipients are unavailable outside of these hours.

4 tips for employees to manage the Right to Disconnect:

Set your own boundaries. Communicate your working hours to your team and ensure that you stick to them. If you’re working flexible hours, clarify how and when you can be reached.
Respect your team’s boundaries. The Right to Disconnect will only work if everyone respects each other’s work hours. Avoid sending emails or messages to your colleagues outside of their work hours when possible.
Prioritise tasks. Focus on completing your most critical tasks during your designated work hours. Proper time management will reduce the need to work outside of these hours.
Take advantage of technology. Use tools like auto-responders or status updates to indicate when you are offline. This helps set expectations and reinforces your right to disconnect.

The new laws will come into effect for small businesses (14 or fewer employees) from Tuesday August 26, 2025.

You can find out more in the Department of Employment and Workplace Relations' fact sheet and The Fair Work Commission's educational materials about the right to disconnect.

Why employees quit – and how to get them to stay

Tue, 20 Aug 2024 03:36:41 GMT

Recruitment can be expensive in terms of both time and money.

There are time costs in training and productivity of the team impacted by the person leaving, not to mention the impact a resignation has on the rest of the team’s workload if the recruitment process takes a while. There are also the monetary considerations - on average, for a mid-level to senior position, the cost of a resignation can easily reach $50,000 depending on the role.

Therefore, employee retention is critical to the success of any organisation. Let's look at the reasons employees are quitting according to our 2024 Employment and Salary Trends market report.

Lack of career opportunities: In 2024, 56% of employees resigned due to a lack of career opportunities, in a huge increase since 2022. This is not surprising given that 71% of employees said they value career opportunities over anything else.
Low pay: 32% of quitters moved jobs to chase a higher salary. This is also not surprising given the ongoing cost of living pressures.
Lack of benefits: 16% of employees left a job in 2023 due to a lack of employee benefits. Gone are the days when a competitive salary and standard perks were enough to entice top talent. In today's tight employment market, employers are going the extra mile by offering enticing and surprising workplace benefits to prospective employees.
Management and non-supportive culture: In the last 12months, 15% of employees who quit left due to management issues and feeling unsupported.
Stressful working conditions: 15% of quitters left due to increased stress. In many cases this is due to inadequate staffing levels – if this is an issue in your business, reach out to the Edge Recruitment team .
Failure to address work-life balance: The report shows that 68% of employees value work-life balance, 4% more than in 2023, so it comes as no surprise that 14% of resignations in 2023 were a result of poor work/life balance.
Lack of flexibility: 13% of quitters left due to their employer not offering enough flexibility. Don’t confuse this with the point above – work/life balance and flexibility aren’t the same things. Flexible working is one of the ways to create a better balance between our work and our lives outside of work.

Now let’s look at the main reasons people chose to stay in their current role in 2023, and what can you do as an employer to reduce resignation levels and retain your talent.

Increased pay: 59% of employees stayed in their jobs due to an increase in base or variable pay. 22% of current job seekers say their salary isn’t in line with market levels. Our 2024 Employment and Salary Trends report includes detailed medium salary guides by industry and city, so request a copy of the report to make sure your salaries are on par with expectation.
Additional training and development: 51% stayed in their job because of additional training and development. Continuous learning is not just crucial for career growth, it’s essential for setting up your business up to survive – and thrive – in turbulent times. When times are tough economically for businesses, staff training is one of the first areas to be targeted. However, the opposite is necessary, so get creative and find ways to maximise and stretch your training budget.
Stronger retention efforts on critical roles: 45% stayed due to stronger retention strategies. According to the report, employees are 4x more likely to stay for at least two years in a company if their manager provides clear work priorities. In fact, 90% of employees are more satisfied and engaged if their manager uses employee feedback to drive change within their team. Consider the level and quality of feedback you give as a manager - 31% of employees said their managers haven’t given them enough guidance during one-on-ones, even though it would improve their performance and productivity.
Offering alternative work arrangements: This kept 38% of people in their jobs. Employers that are resistant to including flexibility in their workplace are missing out on a huge pool of talent that deem their job opportunities unsuitable and may even risk losing existing team members to competitors that do. Read some of the ways employers can set up flexible work arrangements in their workplace.
Increase in lateral promotions: 26% stayed in their roles due to promotion opportunities. 77% of employees would stay longer in their job if it was easier to change jobs internally and would rather make a lateral move if it offers better learning opportunities, so ensure an annual review of what promotional opportunities are being made available in your organisation.
Review of employer value proposition: If it is a surprise to you that this kept 10% of employees in their roles last year, it might be time to review your EVP and ensure it is well-defined, attractive and geared towards your employees. This can give your people a reason to want to continue to work at your company, as well as helping to attract good new talent if you need it.

Employee retention is not just crucial because it can save money - it can also foster better relationships, lead to better employee performance, generate more revenue, and make your company a more enjoyable place to work overall (which in turn will attract good new talent faster if you need it). So make sure you consistently offer an environment that keeps your employees happy and engaged.

How to Ace a Job Interview

Thu, 08 Aug 2024 05:29:20 GMT

Preparing for a job interview in these rapidly changing times involves more than just reviewing the job description and researching the company.

It involves greater preparation, being aware of what to expect in any interview format and becoming adept with new technology.

Have no fear – armed with this guide, you can ace every step of the interview process and take confident strides towards landing your dream job.

BEFORE THE INTERVIEW

Know your resume. Go over your resume before your interview to refresh your memory of what you included.

Know what you want. Be clear on your career goals, the kind of mission or vision you connect with and your non-negotiable conditions.

Review your online presence. Make sure the content and photos on your Facebook, LinkedIn or Instagram profiles are appropriate for future employers. Make sure your LinkedIn profile is up to date and showcases your skills and experience.

Research the business. Dig into the company’s website and social media pages for some insight into their culture, mission, values, achievements and current projects. As these will likely frame interview questions, you can tailor your responses to showcase how you align with the role and company.

Prepare your story. Prepare a succinct ‘elevator pitch’ where you describe who you are, your strengths and weaknesses and what you can bring to a new role to make this easier for you and prevent rambling.

Dress appropriately. You’re not only representing yourself, but also how you would represent the potential employer, so it’s important to make a positive impression. Businesses have a wide variety of dress codes so until you are familiar with them, it’s best to dress up than dress down.

Practice interviewing with AI. There are multiple free online tools such as ChatGPT and Final Round AI that can give you a mock interview. Simply input information about the position, company and job description along with your resume, and you’ll be asked questions you’re likely to receive in a real-life interview which you can answer via type and request feedback.

Prepare for a video interview. Dial in 10 minutes early to check video and audio settings and blur your background or select a suitable background image. Know how to mute, share your screen and use the chat function in case you need it and have a quiet, uninterrupted place to sit. If you need to be in your car (or other less-than-ideal place while on your lunch break!), flag this in advance with the recruiter and interviewer.

DURING THE INTERVIEW

Be punctual and organised. Know the exact date, time, location, what you need to bring and details of who you are meeting with, including a name and contact number in case something unexpected happens. Arrive early (no more than 15 mins) to show eagerness, responsibility, and a genuine interest in the position.

Bring hard copies of your resume and cover letter. Although it’s likely your interviewer will have a hard copy if they require one, bringing your own shows preparation.

Be engaged. Use a positive tone of voice, give your full attention with eye contact and limit note taking. Avoid slouching and fidgeting.

Highlight achievements, not just skills. Highlight real-life examples showcasing your skillset and speak to your accomplishments with data and metrics whenever possible.

Showcase industry expertise. Research the sector or industry you have applied to and be ready to share relevant articles, news or data to show your passion, knowledge, and ability to stay informed.

Ask questions. Prepare thoughtful questions that demonstrate genuine interest in the company, role, and team. This showcases initiative and engagement.

AFTER THE INTERVIEW

Ask for next steps. Ask for the next steps in the interview process and when they expect to make a decision. This shows that you are interested in the role and can help you stay patient through the days (or weeks) following your interview and help you gauge when to follow up.

Send a thank-you. Leave a lasting impression with a personalised thank you. You could also recap why you’re a good fit for the role or add something if you have thought of a better answer to one of the interview questions.

Take time for self-reflection. Review your interview experience to reflect on what you did well during the conversation and ways to improve for the next one.

Check in again (if necessary). If needed, send a gentle follow-up email with a note reaffirming your interest and asking if there were any new developments. Remember to be patient – persistent follow-ups could be considered too keen.

For more support ahead of your next interview, reach out to the experienced Edge Recruitment team – we’re always here to help you prepare and put your best foot forward to reach your goals.

Edge named best agency in SA – again!

Tue, 06 Aug 2024 04:06:24 GMT

We are thrilled to share that Edge Recruitment has been named the Best Agency - Property and Real Estate SA for 2024 at the prestigious Sourcr Recruitment Awards - the third year in a row we have claimed the Best Agency title.

The Sourcr awards celebrate the best talent in the recruitment industry. Unlike other awards in the industry which are decided by a judging panel, winners are based on third-party reviews received from both clients and candidates throughout the year.

We are honoured to be recognised for this achievement and it reflects our passion for helping to build businesses and shape careers.

To rank as the top agency in SA for three consecutive years is a testament to our team's passion and dedication to connecting the very best people in property, real estate and general administration in South Australia.

Thank you to our incredible clients and candidates for your continued support and trust. Here’s to another 26 years of leading the way in South Australian property and real estate recruitment!

To work with the top rated agency in SA, get in touch with our team today!

What matters most to employees in 2024? It’s not what you might think…

Tue, 16 Jul 2024 10:51:24 GMT

According to our national 2024 Employment and Salary Trends market report, what Australian employees value most in their jobs and careers has changed rapidly over the past few years.

Here are some of the key things that matter most in 2024, to how employers can use this insight to enhance talent attraction and retention strategies:

Career opportunities

There has been a rising focus long-term job prospects and career development which has taken more of a back seat in earlier years. The report highlights that it’s career opportunities that matter most to 71% of employees in 2024, surpassing management support and trust by 1%.

A 9% increase over 2023, job seekers are increasingly focussed on seeking roles that offer clear progression and growth which is essential for long-term success and happiness in the workplace. Increased job satisfaction gives individuals a sense of achievement and fulfilment and employers benefit from people who have had the opportunity to continuously improve their skills, knowledge, and abilities.

Training and development

Up 5% from 2023, 69% of employees say they value training and development, indicating that employees are eager to enhance their skills and stay competitive in their fields. This provides a great opportunity for employers to take advantage of the opportunities that come from upskilling their workforce such as attracting new talent, retaining current employees, and saving money with reduced hiring costs.

Work-life balance

Not surprisingly, in a post-COVID landscape, 68% of employees value work-life balance, 4% more than in 2023. Studies have shown that overwork can have a seriously negative effect on both physical and mental health, with poor work-life balance potentially leading to lower levels of productivity, burnout and higher employee turnover.

There’s a lot an employer can do to help employees strike a better balance between work life and personal life based on individual needs such as flexible working hours, job sharing and remote working locations.

Company culture

Up 3% on 2023, 65% of employees said a company’s culture is of key importance. A culture includes ways of working, workplace relationships, values and expectations, and whether or not an employer is invested in building a positive workplace culture. Studies have shown culture has a huge impact on workplace happiness, career trajectory and longevity in a role, so it is crucial for retention to create and foster a positive workplace culture.

Salary

The 2024 Employment and Salary Trends market report shows an increased emphasis on financial compensation, with salary and bonuses seeing a 5% increase in importance from 2023, now sitting at 57%.

This is not surprising given the current cost of living crisis being faced by most Australians and not something that is likely to change much year on year in the near future.

Leadership style

On par with salary and bonuses, 57% say they value leadership style as a key job satisfaction driver, an increase of 4% on 2023. Good leaders are crucial as the ones responsible for setting the vision, providing guidance, and driving their teams towards achieving goals. Effective leadership has also been shown to have a significant impact on employee engagement, job satisfaction, productivity, and overall organisational performance.

Mental health

54% of employees stated mental health as a key priority in 2024, a 4% increase on 2023.

Since we spend so much of our lives at work, our working lives can affect mental health. Aside from the obvious legal obligation to providing a mentally healthy workplace that protects and promotes mental health and responds to people who may be experiencing mental ill health in a supportive way, positive mental health of employees also leads to lower absenteeism, increased productivity and less injury claims.

What matters most in the property sector?

The 2024 market report shows that employees in the property space highly value flexible working hours, training and development, work from home options and the opportunity to earn bonuses.

59% of the property sector stated flexible working hours is of the highest importance, followed career development and training at 53%, increasing the need for robust training programmes and on the job support.

It may come as a surprise that the other end of the list showed the benefits of least importance to property sector employees was additional leave, rated by only 24% of people, and a company car rated as important by just 12%.

One thing is clear from these 2024 trends – development opportunities and financial rewards are key drivers in attracting and retaining talent.

Our 2024 Employment and Salary Trends market report includes more information about recruitment trends and detailed salary tables for each industry, including property. You can request your own copy of the full report , to stay ahead of employee benefit and salary expectations to ensure you attract and retain the best people possible.

Could dogs be the key to getting employees back in the office?

Tue, 16 Jul 2024 03:22:40 GMT

As workplaces continue to navigate the evolving landscape of hybrid work, a pressing question emerges: could dogs be the key to getting employees back in the office more regularly?

According to recent statistics from a ‘Dogs at Work’ survey by people2people recruitment, the answer may well be yes.

The survey results have highlighted the significant impact of dogs on workplace dynamics. Notably, it reveals that a substantial 75% of respondents have observed improvements in employee turnover and job satisfaction when dogs are allowed in the workplace.

In addition, 78% of pet owners would choose to come to the office more often if it was pet-friendly, and 79% would do so if they could bring their own dog.

The Dogs at Work study revealed key benefits of having dogs in the workplace:

Employee Morale: 75% agree dogs positively impact employee morale.

Stress Reduction: Over 70% agree that dogs reduce stress levels and improve well-being.

Productivity: Over 60% believe dogs have a positive impact on productivity.

Sense of Belonging: Over 65% agree dogs contribute to a sense of belonging and positively influence teamwork.

This survey mirrors global research which indicates that benefits of having dogs around the workplace include enhanced workplace culture, stronger psychological contracts, increased employer brand, lower absenteeism, positive mental health, reinforced organisational values, lower stress levels and increased communication. We can even learn some leadership lessons from dogs!

For the past four years, people2people’s OZTOPDOG campaign has been shining a positive light on the impact of office dogs, but also working dogs such as mobility dogs, guide dogs, custom dogs, police dogs, among others.

In 2024, Edge Recruitment is a proud supporter of this campaign that celebrates unsung canine heroes and highlights the permanent paw prints dogs leave on our lives.

You can nominate your furry friend by 9th August at www.oztopdog.com.au for a chance to win the coveted TOPDOG trophy and prize pack – and the title of Oz’s Top Dog!

How to stay ahead of changing job market trends

Tue, 09 Jul 2024 04:14:45 GMT

In today’s fast-paced world, it can be challenging to stay relevant and competitive in a constantly changing job market.

As industries evolve and new technologies emerge, the demand for certain skills shifts. Navigating changes in job market trends and staying informed about in-demand skills is essential for career success.

Here are some tips and strategies to stay informed about in-demand skills and stay relevant in today's dynamic job market:

Identify in-demand skills

Regularly analysing job postings in your field can provide insight into what skills and qualifications employers are currently looking for. You can also increase your understanding of current in-demand skills through researching industry-specific trends online and seeking insights from other professionals in your field. Keep in mind that in-demand skills aren’t always hard skills - in some industries soft skills such as communication, adaptability, and problem-solving are equally or more valuable.

Upgrade your skills

Once you've identified the in-demand skills for your desired role or industry, the next step is to acquire or strengthen those skills through education, training, or hands-on experience. Attending workshops and conferences and exploring additional certifications or professional development programs are great ways to upskill.

Promote and demonstrate skills

It is crucial to demonstrate your proficiency in in-demand skills to potential employers. Ensure you highlight your relevant experiences, projects, and accomplishments that showcase your skills and expertise in your resume and cover letter. It is also crucial to have a strong online presence, so ensure your professional profile is up-to-date and provides evidence of your skills, achievements, qualifications and expertise.

Networking

Building relationships with other professionals in your industry can help you stay up-to-date on the latest industry news and trends, and could even lead to a new job opportunity! Take advantage of online networking through social media for professionals such as LinkedIn and get busy attending networking events and joining professional associations.

Embrace change

Instead of resisting change, use it as an ally! Change challenges our adaptability and resilience, helping us to grow and develop, builds innovation by pushing us to explore new ideas and approaches, and brings new opportunities by opening doors we might not have considered. So, embrace new challenges and be open to new ways of working.

If you are seeking some more information on the latest industry trends, in-demand skills and current jobs available in the Adelaide property and real estate industry, get in touch with the Edge Recruitment team to take advantage of our decades of experience and insider industry knowledge.

Edge Recruitment supporting the search for Oz’s top dog

Tue, 09 Jul 2024 04:11:27 GMT

Edge Recruitment is excited to be a supporter of the 2024 #OZTOPDOG competition in partnership with people2people.

TOPDOG celebrates our furry best friends and sheds some light on the positive impacts they have on our lives and mental health, especially in the workplace.

Global research indicates that benefits of having dogs around the workplace include enhanced workplace culture, stronger psychological contracts, increased employer brand, lower absenteeism, positive mental health, reinforced organisational values, lower stress levels and increased communication.

We can also learn some leadership lessons from dogs , and they might just be the key to getting employees back in the office !

With 400 pooches entering the competition last year and over 20,000 votes, this year is set to be bigger and better. Three awards are once again up for grabs:

Top Office Dog, recognising our top canine colleagues
Top Dog with a Job, celebrating the positive impact of working dogs
Top Dog People's Choice, shining a light on the best dog stories across Australia and voted on by the public.

Nominate your furry friend by 9th August for a chance to win the coveted TOPDOG trophy and prize pack – and the title of Oz’s Top Dog!

Enter your dog at: www.oztopdog.com.au .

Leadership lessons we can learn from dogs

Fri, 05 Jul 2024 04:17:30 GMT

Throughout history, dogs have earned their reputation as man's best friends. In addition to boosting morale, increasing productivity, and reducing stress, these furry companions have valuable lessons to teach us – if we are observant enough to learn. Dogs actually serve as excellent mentors in leadership skills, and the remarkable aspect is that they lead by example.

Learn to let go of grudges

One of the remarkable qualities dogs possess is their ability to forgive and forget. Dogs don't hold onto feelings of resentment or harbour hatred towards those who may have hurt them in the past. For instance, if you scold your dog for chewing on the sofa, within minutes they will have forgotten the scolding and will be happily wagging their tails at you. Learning not to bear grudges as a leader helps establish positive relationships with your employees or colleagues, which ultimately contributes to your effectiveness as a leader.

Focus on the present

Leaders often get caught up in planning, strategising for the future, or dwelling on past mistakes, inadvertently neglecting to appreciate the small victories happening in the present. Unlike humans, dogs live in the here and now. They don't burden themselves with thoughts of the past or worries about the future. Dogs embrace each day as it comes, finding joy in the simple pleasures it brings. Great leaders understand that the journey itself is a reward, and taking time to celebrate small wins with their team is crucial for achieving even greater goals.

Be willing to get your hands dirty

As a pet owner, you're familiar with how dogs eagerly embrace getting their paws dirty while playing in the mud, sand, or simply scratching the ground. Although it may be irritating for the pet owner who has to clean them afterwards, it imparts a valuable lesson to leaders. If you aim to tackle bold and audacious goals, you must be willing to dive into the work and get your hands dirty. It's not about ego but about achieving the ultimate goal.

Demonstrate loyalty

Who better to teach us about loyalty than our dogs? Dogs are unwaveringly loyal. They stand by our side through good times and bad. As a leader, you know that success isn't easily attained, and the path to success can be challenging. Along the journey, you'll need to work with individuals whom you can count on, even during the toughest moments. As the saying goes, "trust is earned," and the best way to cultivate a loyal team is by demonstrating loyalty to them first.

Prioritise rest and rejuvenation

Dogs typically sleep for about 10 to 12 hours a day. They don't take pride in constant busyness but recognise the importance of rest and rejuvenation. Leaders can glean valuable lessons from this behaviour. While humans may not require as many hours of rest, ensuring adequate sleep and recharge can greatly benefit a leader's productivity, mental well-being, and overall health.

By embracing these leadership lessons inspired by our four-legged companions, leaders can foster positive relationships, celebrate small victories, tackle challenges head-on, cultivate loyalty, and prioritise their own well-being.

Do you have a furry friend you think could be the best dog in Oz?

Edge Recruitment is excited to be supporting the 2024 #OZTOPDOG competition in partnership with people2people! TOPDOG celebrates our furry best friends and sheds some light on the positive impacts they have on our lives and mental health, especially in the workplace.

Entering your pooch in the OZTOPDOG competition is quicker than a game of fetch. You can nominate your furry friend at www.oztopdog.com.au by 9th August for a chance to win the coveted TOPDOG trophy and prize pack – and the title of Oz’s Top Dog!

Why EOFY is a great time to be a job seeker

Thu, 06 Jun 2024 10:21:22 GMT

Did you know that the end of the financial year (EOFY) – and the start of a new one – is an ideal time to look for a new job?

This is an important and exciting time for job seekers. With fresh budgets and projects on the near horizon, now is the time when hiring managers start to think about the people they require to achieve the next year’s goals.

Here are some reasons why now is an ideal time to job search:

Less Competition

There is generally less competition in the job market towards the end of the financial year than in January and February.

Fresh job opportunities

More job opportunities often arise at EOFY when many organisations begin a recruitment process as new projects are being set up. Our 2024 Employment and Salary Trends report shows 26% of employers hiring temps do so to cover project work. Temp roles can give you exposure to a new industry, provide greater flexibility or help you explore a whole new career change.

A temp role can also lead to a permanent opportunity, with 52% of all Australian employers recruiting someone temp-to-perm in the last 12 months. Edge recruitment has a temp specialist, Senior Recruitment Consultant Taryn Widdows who can help you explore our current temp opportunities.

Budgets

Many organisations will be evaluating their yearly expenses and more specifically, where to invest for the new year. This means more money is available to be spent on recruitment and could be looking to grow their teams if necessary.

Time for a fresh start

You could think of July 1 as a fresh start! As the halfway point of the calendar year, this is an ideal time to reflect on whether you are still on track with your career goals. If your current job isn’t turning out as planned, this is a good time to transition into a new job rather than waiting until year’s end.

Here are some tips to put your best foot forward and capitalise on EOFY opportunities:

Start conversations now

Having conversations early will put you ahead of those waiting until July and front of mind to hiring managers looking to hire early for new starters to commence in the new financial year.

Plan ahead

Revisit conversations you may have previously had throughout the year with recruiters, hiring managers and within your network to remind them you are on the lookout for a new role.

Rebrand yourself

Use this as a time to update your CV. Remember to tailor it to highlight certain skills specific to the role you are applying for. We found the No.1 resume hack that will save you hours .

Also, as many hiring managers and recruiters will look at your online profile, ensure you update your LinkedIn profile so it reflects the information in your CV.

Know your worth

Our 2024 Employment and Salary Trends report includes a comprehensive guide of salary trends by role and city for Australia, New Zealand and the UK. Request a copy of the report to have an idea of salary expectation before you approach interviews.

So, if you’re looking for a change, with a little planning and some help from the experienced Edge Recruitment team, you can make sure you’re in the right place at the right time to take advantage of all the new opportunities the EOFY brings, so get in touch with us today.

More Generation Zs Ghosting Job Interviews

Tue, 28 May 2024 04:21:13 GMT

There has been a sharp rise in Generation Zs ghosting employers at job interviews - and even after being offered a role. However they say ghosting goes both ways.

Also known as ‘Zoomers’, Generation Z is made up of those born between 1997 and 2012.

A 2024 Edge Recruitment survey of 250 Zoomers showed that 34 per cent of all South Australian Gen Z job hunters has ghosted an employer multiple times, 15 per cent has done so once and half have never ghosted.

Ghosting, or suddenly cutting off all communication without explanation, is more prevalent today than it was before 2020.

Job seekers ghosting recruiters or hiring managers is highly indicative of the current labour market dynamics. In 2021, as the labour market gradually recovered from the COVID-19 pandemic, job opportunities were not as abundant as they are today, and job seekers prioritised job security. This led to 7% of hiring managers identifying candidate ghosting as a significant recruitment challenge, according to our comprehensive market report, which encompasses data from over 1,050 employers.

As the talent-short market flourished and surged in 2022, job seekers gained substantial negotiation power, and ghosting emerged as a significant issue for 30% of hiring managers.

With the market deceleration in 2023 and 2024, the incidence of ghosting also declined by 28% in 2023 and 24% in 2024, although it has not yet reverted to pre-2020 levels.

Edge’s senior recruitment consultant Kelly Armstrong said ghosting is symptomatic of a larger issue – a lack of communication styles during the recruitment process.

With almost 5 million Gen Z in Australia (19% of the national population), by 2030, they will represent a third of the Australian workforce. As they continue to enter the workforce over the next decade and gradually become the largest generation in the workforce, it is important to not just understand the largely-publicised changing expectations that this generation has towards their careers – but their communication style and expectations as well.

Kelly also issued a warning to the job seekers considering ghosting, or those who have.

“South Australia is a small world, and it’s essential for job seekers to understand the long-term impact ghosting can have on future opportunities within the organisations they have ghosted.

“Such actions will remain on record and may affect their future applications with those same organisations or people,” said Kelly.

There have also been reports of ghosting on the other side of the recruitment process, with Edge Recruitment’s newest team member Nina Poulsom Toral saying that during her recent job search, she submitted 200 job applications within a month and heard back from only two.

“I find it very frustrating that employers don’t text you back, even if you haven’t successfully gotten the role,” said Nina.

“Sometimes an interview will go really well, and you believe you’ve been short-listed and then you never hear from them again.”

Employment platform SEEK conducted a study of 403 job seekers in 2023 and found 66 per cent of prospective candidates had been ghosted about their application with a company.

The study found the most common time to be ghosted was after the application, with 37 per cent experiencing it post application, while 23 per cent experienced it after both application and interview stages.

If you’re a job seeker or an employer who has experienced ghosting (by Gen Z or not!), Edge Recruitment’s highly experienced team of recruiters with decades of experience in the South Australian property industry can help you find exactly what you’re looking for - with no ghosting! Get in touch today to discuss your next career move or staffing needs.

Women in Property Morning Tea

Tue, 16 Apr 2024 04:28:10 GMT

Join us to celebrate the achievements of women in business and connect with excellent networking opportunities!

Now in its 19th year, Edge Recruitment's women in property events attract professionals from all areas of the property industry whilst raising funds for charity. In support of the Cancer Council SA, a portion of every ticket sold will be donated to aid in cancer research.

DATE: Thursday 16th May 2024, 9.00am - 10.45am
VENUE: The Brompton Hotel, 5 First St, Brompton SA
TICKETS: $55
RSVP: by Friday 10th May

WIN! You could take home one of our lucky door prizes, including an amazing bouquet from Edible Blooms

Guest Speaker

Be inspired by our guest speaker Kelly Baker Jamieson , the co-founder and Managing Director of Edible Blooms, voted by the Australian public as Canstar’s 2022 Australian #1 Online Gift Delivery Company.

An advocate for women leading in business, Kelly was named the 2011 SA Telstra Business Woman of the Year.

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New Managing Director to Lead Edge Recruitment

Tue, 26 Mar 2024 04:34:07 GMT

Edge Recruitment CEO Jane Carey will step down from her role and move to a non-executive director position with the company, effective from Monday 1st April 2024.

Peta Seaman, who has been working closely with the Edge team for the last 12 months, will assume the role of Managing Director and continue to guide and grow the company. Peta has extensive recruitment experience in both Adelaide and Sydney, and is looking forward to continuing her work with the team.

Jane Carey co-founded Edge Recruitment with Gary Beesley in 1998. Edge has since grown to be recognised as the pre-eminent recruitment agency in the South Australia, working with clients in the property and associated sectors.

In 2023, Edge Recruitment joined forces with award-winning recruitment agency people2people, and while tapping into the resources of the larger company, will continue to operate under the Edge brand in the property sector.

“I have had the privilege of working with an amazing range of clients and candidates over the last 26 years", said Jane.

"The diversity of the property sector and the opportunity to make an impact on so many organisations and individuals have made this a truly amazing journey, for which I am very grateful.

“I am looking forward to working on the next stage of the evolution of Edge Recruitment at a board and strategy level. The company is in great shape and our team will continue to be focussed on what we do best – connecting people in property!”

Peta Seaman can be contacted on 08 8232 2220 or peta@edgerecruit.com.au.

The Industrial Relations Minefield

Thu, 21 Mar 2024 10:55:28 GMT

The march of the current government to make wholesale changes to our industrial relations landscape continues.

While there are employers who treat employees more than poorly, the reality is that in such a labour short market, most employers are bending over backwards to keep employees happy and engaged.

The constant pace of change to industrial relations laws over the last 12 months adds extra complexity and legislative compliance to organisations of all sizes. In fact, it is the biggest change to the IR landscape since Work Choices in 2005.

As highlighted by Jessica Tinsley, Director of Workplace Relations for the Australian Chamber of Commerce and Industry at a recent SA Business Chamber breakfast, the definition of a casual employee will now span 5 pages. This can present huge challenges for your average SME with limited internal HR resourcing to ensure they are meeting their employment obligations.

So how do you navigate this increasingly complex industrial relations landscape?

Set things up right from the very start: Engage a HR or IR specialist who can understand your business and draft employment contracts for your staff from the very first person that you employ. Have a draft ready to go before you start recruiting to avoid delays which may lose an impatient job applicant.
Don’t forget existing employees: For established organisations, seek advice around pay rates and terms and conditions of existing employees to confirm you are meeting award and Fair Work requirements – don't assume changes only apply to new employees.
Don’t wait to address issues: Get advice early if issues with employees arise. Don't wait until a situation is a boiling point to seek professional advice. If you have an inkling something may go south, work out a plan early.
Keep records: Have sound records management around employment and consider whether an online platform such as Employment Hero would be of value.
Stay informed: Industry groups, business chambers, Fair Work Australia and the like all offer ongoing training and support. Ignorance is no defence regardless of the complexity of employment law.

For any start up or small business it is imperative that among your suite of trusted advisors is a HR expert or industrial relations lawyer. Medium to larger business may employ an in-house resource but will likely still need external legal advice depending on the situation.

Regardless of your size, be proactive and be prepared. The changing industrial relations landscape is too important to ignore.

Employment Market Wrap for 2023

Mon, 11 Dec 2023 10:58:39 GMT

As we head into the Christmas break, it is always useful to reflect on the past year. Record low unemployment (3.6% as of October) in South Australia continued to underpin a strong employment market in 2023 skewed in favour of job seekers. The lament for many businesses continued with difficulty in finding staff in many areas of property at almost any level, it seemed.

Emerging trends

An emerging trend saw organisations appointing less experienced people in some roles to manage resourcing issues. This opened opportunities for people looking to enter areas of the industry such as administration and residential property management. While this added additional challenges for employers, some organisations have benefited from thinking laterally and diversifying their teams.

Hard-to-fill roles

As has been the case since before COVID-19, the demand for residential property managers remained unchanged. There is a big challenge for the real estate sector to address this persistent problem which shows no signs of abating in the short or medium term.

For the first time in many years, we experienced greater difficulty in recruiting facilities managers , commercial property managers and retail managers . These roles that were traditionally quick to fill have taken many months to find the right person. In addition, organisations that usually attracted talent via their reputation as an employer of choice were no longer immune from the shortage.

Rising costs and wage pressures

It was challenging for employers undertaking mid-year reviews to strike a balance between spiraling inflation pushing up wages, and protecting long-term company profitability should the economy slow as predicted. Anecdotally many of our clients ended up implementing wage increases of 4 to 4.5% for their workforce.

Government vs private sector

There have been some great opportunities in local and state government in property and project-related roles, but the growth in salaries in the private sector over the last 2 years presents recruiting challenges, as the market has well and truly outpaced government for a range of roles. Government still offers great benefits to attract talent including excellent working conditions and the unique type and scale of projects. If the market does start to pull back, government roles will always be attractive to job seekers because of their stability.

Our local property industry

It is fair to say the employment market in South Australia has remained stronger for longer than expected, assisted by the strength of the property industry overall. We expect some heat to come out of the employment market over the coming 12 months if the economy does slow, but gradually. The challenge may be sustaining high salaries paid to secure people, as these will be scrutinised as organisations tighten their belts. Interstate candidates are still looking to Adelaide to either come home or move to, drawn by the allure of a lifestyle shift and a more manageable cost of living.

As we are telling job seekers, it’s a propitious time to work in property in South Australia. For employers, the challenge remains to strike a balance that satisfies employees' expectations while accounting for the economic uncertainties at hand.

Words by Jane Carey

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6 Reasons You Lost Candidates In the Hiring Process

Thu, 23 Nov 2023 11:03:56 GMT

What drives away talent through the hiring process? Whilst the chronic candidate shortage has eased slightly, we’re still in a tight employment market where job seekers have plenty of choice. In this competitive space, employers need to have smart recruitment strategies in place to successfully attract high-quality talent. These are the most common mistakes employers make that can cause candidates to go elsewhere.

Failing to act swiftly
Time is of the essence, especially in a competitive job market. Candidates often have multiple offers on the table, and a slow hiring process can be a deal-breaker. If the competition is moving swiftly, providing a clear timeline from application to offer, it’s likely to sway candidates in their direction. Our recommendation for employers is to streamline their hiring process. This includes prompt feedback, efficient scheduling of interviews, and a transparent communication channel.
Not offering remote work options or flexibility
Remote work has become a desirable option for many professionals. Offering the option to work remotely or a hybrid model (for jobs where it is feasible), can give employers a significant advantage over the competition. By crafting workplace policies that allow for flexibility and a healthy work-life balance, employers can position themselves as attractive and desirable places to work.
Below-par salary and benefits
In a market where talent is at a premium, compensation is a crucial factor. If the competitor is offering a more competitive salary or an attractive benefits package, it can be a significant pull. Employers need to align their compensation and benefits with industry standards to remain competitive. Seeking data-driven insights and salary benchmarks can be instrumental in making competitive offers.
Poor Communication
Trust is a two-way street. If a candidate perceives that the competition communicates more transparently and honestly about the role, expectations, and company direction, it can be a decisive factor. Job seekers value openness and clarity throughout the hiring process.
Not showcasing company culture
One crucial aspect that often tilts the scales is company culture. Candidates are not just seeking a job; they are looking for an environment where they can thrive. If the competitor showcases a vibrant and inclusive culture, with employee testimonials and a transparent look into daily operations, it looks like an appealing prospect. Employers can showcase their unique culture through social media, job ads, employee spotlights, and engaging content on their career pages.

By recognizing the changing expectations of job seekers and addressing their needs, smart businesses can position themselves as attractive and desirable workplaces and succeed in the hiring stakes.

— Jane Carey, CEO at Edge Recruitment

Through addressing factors such as the speed of the hiring process, competitive compensation and communication, employers can enhance their recruitment strategies. In doing so, they not only attract top talent but also retain a competitive edge in the ongoing fight for skilled professionals.

The Number 1 Resume Hack That Will Save You Hours

Thu, 12 Oct 2023 10:35:17 GMT

When it’s time to get serious about job hunting, you want a resume that looks seriously professional. It needs to be sharp, easily scannable and make an impact in a short space of time. A popular method of getting this done is to use a resume builder, but with countless choices out there, finding the right one can be a challenge. In our hunt for the best and brightest resume builders to recommend, we found a super useful hack that we had to share. This is by no means new, but many job seekers may not be aware of it yet.

Why use a resume builder?

The number one reason to use a resume builder is time efficiency. AI resume builders are designed to save you time, energy, and the headache of formatting dilemmas. They can also analyse industry trends, tailor your resume to specific job descriptions, and, most importantly, they keep evolving.

What we found is that most resume builders require you to upload an existing resume to build upon. If you don’t have one, you’ll need to input your personal details, each item of work history, education, achievements and a summary of your skills. Whilst this part takes some effort, it’s still a massive time saver because it does all the formatting for you. This is fair enough – you can’t expect a resume builder to produce something out of thin air! Or can you?

Our number 1 resume hack

Kickresume has an innovative tool that links to your LinkedIn profile and migrates the information into a stylishly laid-out resume. You can choose from a range of resume designs and in one single click have a resume, ready to use. Simply copy and paste your LinkedIn URL and see your resume magically appear!

The free version gives you four chic-looking resume templates, thousands of pre-written phrases and plenty of examples to inspire you. It also has a useful resume checker feature that provides feedback on your resume by comparing it with others in their database.

Keep in mind that the results will be directly copied from your profile. So, if your profile isn’t up to date, or is overly brief, you may need to make further edits.

Other options

This feature is not exclusive to Kickresume. There are other resume builders that offer this tool like VisualCV and Rezi , but we found Kickresume to be the best all-rounder to recommend.

Did you know that LinkedIn also provides the option to create a resume directly from your LinkedIn profile? Simply visit your profile page, choose ‘more’, then select ‘build a resume’. However, the results are on the basic side and lack the polish that the others offer.

Tailoring your resume to the job

Once you’ve created your resume, take a moment to reflect on your strengths, the industries you're targeting, or if you have a particular role you are applying for. Resume builders are also useful for helping you finetune your resume further. Keep in mind that resume builders are using AI to add in content, which is not always 100% accurate and the results may contain assumptions rather than facts.

Your path to success

In the ever-competitive job market, a well-crafted resume is your ticket to success. We hope our recommendations are useful, but the final decision rests in your hands. Choose the method of resume creation that works for you, whether that’s using a resume builder, generative AI or perhaps you prefer to format it from scratch. Your dream job awaits—let your resume be the key that unlocks the door. Happy job hunting!

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Does Anyone Want to Work Full-Time Anymore?

Thu, 24 Aug 2023 04:49:23 GMT

In today's competitive job market, finding the right talent to drive your company forward can be a daunting challenge. Many employers focus their recruitment efforts on full-time roles, but there's a vast pool of untapped potential that often gets overlooked – part-time candidates. By incorporating more part-time opportunities into job ads, employers can open the door to a much larger pool of quality candidates, helping to reduce the issue of talent shortages.

The rising popularity of part-time work is reflected in job ads. Only 5% of job ads were categorised as part-time in 2013; in 2023, that figure has doubled to 10% , according to the latest report from SEEK . As of July 2023, almost a third of our workforce 29.8% was employed part-time (ABS) .

Who are part-timers?

For many of the 4,155,600 people working part-time in Australia, working full-time is not an option. This could be for a variety of reasons including study, caring for a loved one, health reasons, parenting commitments or greater work/life balance.

The increasing demand for part-time jobs can be challenging for employers looking to employ full-time staff, especially those running a small business. After a failed campaign to recruit staff, a frustrated agency principal recently called me for assistance and said, “Does anyone want to work full-time anymore?” They could not find any applicable candidates who wanted to work full-time, stating all applicants wanted varying part-time hours.

— Mary-Jane Massicci, Senior Recruitment Consultant, Edge Recruitment

Benefits of including part-time opportunities in your job ads

Expanded talent pool

By incorporating part-time opportunities into your job ads, you immediately broaden the candidate pool. This enables you to attract candidates who are highly skilled, but who may also have family commitments, are studying, or are simply seeking improved work-life balance.

Reduced recruitment costs

A larger pool of candidates means you're less likely to encounter prolonged vacancies. This reduction in turnover can ultimately lead to significant cost savings in terms of recruitment and training.

Higher job satisfaction

Part-time positions can offer employees a better work-life balance, leading to increased job satisfaction, more loyalty and better retention rates. Happier employees are more likely to contribute positively to your company's growth.

Diverse skill sets
Part-time workers often bring a diverse range of skills and experiences gained from various roles and industries. This diversity can inject fresh perspectives and innovative ideas into your business.

Strategies for crafting part-time friendly job ads

Label your job ads accordingly
Part-timers only search for roles that are advertised as part-time on job boards like SEEK. So, it’s very important for employers and hiring managers to categorise their job ads accordingly. By advertising a job as full-time, you eliminate any part-timers from applying even if you would consider them.

Be clear and specific
Clearly outline the part-time nature of the role in your job ad. Mention the number of hours required, the flexibility of the schedule, and any opportunities for remote work if applicable.

Highlight benefits
Emphasise the benefits that part-time employees can enjoy, such as flexible hours, the ability to pursue other interests and work-life balance. Paint a picture of how their role fits into the larger company mission.

Showcase growth opportunities
Assure candidates that part-time roles can serve as stepping stones to larger responsibilities within the organisation. This communicates a commitment to employee development and career advancement.

Focus on skills
Shift the focus from rigid qualifications to desired skills and competencies. Highlight how the candidate's unique skill set can contribute to the success of the team and the company.

Adaptability is key to surviving the challenges of workforce management. Opening your doors to part-time applicants could be the game-changer your business needs to overcome talent shortages and thrive. So, the next time you're crafting a job ad, remember that the potential to find your next star employee might just lie in embracing a part-timer.

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The rise of part-timers | How to Excel in a part-time career

Thu, 10 Aug 2023 10:47:14 GMT

Part-time careers have surged in popularity over the past decade, offering individuals a unique blend of flexibility and work-life balance. No longer are students, parents with young children and people with a disability the only ones seeking part-time employment. Shifting attitudes toward part-time employment show that anyone who seeks greater work-life balance may consider this a career choice.

As of April 2023, 29.9% of our workforce was part-time. Only 5% of job ads were categorised as part-time in 2013. In 2023, that figure has doubled to 10% according to the latest report from SEEK .

Interest in part-time work is strong and steady. We receive many requests from candidates looking for part-time roles such as 4 days a week, school hours or a 9-day fortnight. Employers that only consider full-timers are missing out on a pool of potentially great talent.

— Mary-Jane Massicci, Senior Recruitment Consultant at Edge Recruitment.

Keys to Thriving in a Part-Time Career

Success in a part-time career is entirely achievable with the right strategies and mindset, but it also comes with its own set of challenges. Here are some valuable strategies to help you excel in your part-time career:

Effective Time Management

One of the cornerstones of success in a part-time career is effective time management. With fewer hours dedicated to work, every minute counts. Prioritize tasks, set clear goals, and use time management tools to stay organized and ensure productivity.

Be Results-Oriented

In a part-time role, focusing on outcomes is paramount. Instead of fixating on the number of hours you put in, showcase the quality and impact of your work. Demonstrating consistent, high-quality results will reinforce your value to the organization.

Leverage Technology

Take advantage of technology tools that streamline communication and collaboration, even when you're not physically present. Virtual meetings, project management platforms, and communication apps can help bridge the gap between part-time and full-time employees.

Clear Communication

Since part-timers are not present as often as full-timers, clear communication becomes essential. Regularly update your colleagues and supervisors about your progress, and proactively seek feedback to demonstrate your commitment and dedication to the team's success.

Stay Positive and Adaptable

Flexibility is key to success in a part-time career. Embrace change, stay positive in the face of challenges, and adapt to new situations with an open mind. Your resilience will set you apart as a valuable team member.

Master the Art of Networking

Part-time careers don't have to mean limited networking opportunities. Attend industry events, join online communities, and connect with professionals in your field. Networking can open doors to new projects, collaborations, and even potential full-time opportunities if that's what you eventually desire.

In a world where career paths are more diverse and flexible than ever, excelling in a part-time career is entirely feasible. By embracing the advantages of flexibility, focusing on results, and fostering strong communication and networking skills, you can carve out a fulfilling and successful part-time career that aligns with your personal and professional goals. Remember, it's not the quantity of hours you put in, but the quality and impact of your work that truly matters.

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Sourcr Award Winners

Mon, 24 Jul 2023 05:46:29 GMT

We are thrilled to announce our multiple award wins at this year's Sourcr Recruitment Awards . The awards are based on third-party reviews received from both clients and candidates throughout the year. We are honoured to be recognised for this achievement and it reflects our passion for helping to build businesses and shape careers.

Mary-Jane Massicci also took out two individual awards.

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Navigating Rising Costs and Salary Expectations

Mon, 17 Jul 2023 06:20:34 GMT

This year, many employers are finding it extra challenging to balance rising operational costs and wage pressures. Recent developments, such as the 5.7% increase in the minimum wage (which will flow onto many award wages) implemented by the Fair Work Commission and the rising cost of living, have sparked discussions and expectations surrounding pay rises.

Employees, facing mounting financial pressures are seeking better compensation. Simultaneously, businesses are grappling with their own challenges, including escalating costs and the need for increased productivity throughout their organisations. So, what can employers do to strike a balance?

First and foremost, it is essential to foster open and transparent conversations with your staff about salaries. By engaging in honest and constructive dialogue, employers can convey the need for a realistic approach to wage rises. It is vital to emphasize that businesses, too, are facing rising costs and uncertainty regarding the future performance of the economy in the next 12 months. Encouraging employees to understand the broader context can help manage expectations and foster a sense of shared responsibility.

Here are some key takeaways to consider when navigating salary negotiations and managing employee expectations:

Explore Alternative Rewards
In cases where meeting salary expectations is not feasible, it is crucial to consider other ways to reward employees. Instead of only focusing on monetary compensation, think about the potential for non-financial incentives. Are there upcoming projects or significant tasks where employees can take the lead or showcase their expertise? By offering new challenges and responsibilities, you can provide avenues for growth and professional development.
Accelerate Advancement
Identify roles or responsibilities that align with employees' aspirations and consider bringing those opportunities forward. Granting employees the chance to assume positions they aspire to not only recognises their potential but also instils a sense of motivation and satisfaction. This approach allows employees to see the value of their efforts beyond immediate financial gains.
Make use of bonuses
Consider introducing one-off bonuses tied to specific outcomes or achievement of goals and targets. This approach ensures that employees are rewarded for their contributions. By linking the bonus to measurable results, it demonstrates the recognition of their efforts while providing an avenue for employees to achieve a slight salary increase.

Ultimately, the goal is to find mutually beneficial solutions that address the financial realities faced by both parties. Through open communication, exploring alternative rewards, accelerating advancement opportunities, and implementing performance-based bonuses, employers can strike a balance that satisfies employees' aspirations while accounting for the economic uncertainties at hand. By nurturing a supportive work environment, employers can foster employee engagement, productivity, and long-term loyalty.

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Double The Hustle: Why Second Jobs Are Soaring

Thu, 06 Jul 2023 07:16:30 GMT

Are you thinking about getting a second job? If so, you’re not alone. At least 6.6% of the workforce has more than one job with many more considering this option. The number of multiple job holders has been steadily increasing since the pandemic began in early 2020, rising from 788,000 to nearly a million by March 2023, according to the ABS .

A recent poll conducted by Edge Recruitment on LinkedIn showed that 52% of respondents were considering a second job or actively looking for one in the next quarter.

So why are so many people considering a side hustle? The primary driver is financial stress. As interest rates and the cost of living continues to bite, more people are considering a second job to make ends meet. Other reasons include working on a passion project or because a primary job is part-time or casual.

Of the 4 million people who earned less than $1000 per week in their main job, 8.9% (350,000) had a second job. Of people who earned $1000 or more per week, 4.5% had a second job, showing that lower-income earners are more likely to work multiple jobs.

The negatives

What will the consequences be of this growing trend? Spending more hours at work can lead to reduced work-life balance, a potential decline in overall well-being and physical and mental exhaustion. Striking a healthy balance between work and personal life is crucial to avoid burnout and maintain overall happiness and productivity. This will be harder to avoid for those adding more work hours to their week.

The positives

It’s not all doom and gloom though. Additional jobs can provide increased financial security, a sense of control, and the ability to meet financial obligations. They may also offer opportunities to diversify skills, expand professional networks, and gain experience across multiple industries.

If you're considering taking on a second job, it's important to approach the decision thoughtfully. Here are a few things to consider:

Notify your current employer
It is a good idea to let your current employer know if you are taking a second job. Additional employers may pose a conflict of interest and some employers have clauses about second jobs in their contracts.
Identify your skills and interests
Look for second job opportunities that align with your skills and interests. This can not only make the experience more enjoyable but also provide avenues for personal and professional growth.
Seek flexibility
Consider second job options that offer flexible working hours, allowing you to manage your time effectively and minimize conflicts with your primary job and personal commitments.
Evaluate your current financial situation
Understand your income and expenses to determine if a second job is necessary. Create a budget to gain clarity on your financial goals and assess how a second job would impact your overall financial well-being.
Prioritize self-care
Remember to prioritize self-care and allocate time for relaxation, hobbies, and spending quality time with loved ones. Maintaining a healthy work-life balance is key to avoiding burnout.

There are pros and cons to taking on a second job. While it can alleviate financial strain, it can also create more challenges. Assess how much time and energy you can realistically devote to a second job. Maintaining a healthy equilibrium between work and personal life is essential for well-being and successfully maintaining both roles.

Words by Jo Kiley

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Edge Recruitment Joins Forces With people2people

Mon, 03 Jul 2023 11:14:36 GMT

We are thrilled to announce our partnership with award-winning recruitment agency people2people . Effective immediately, the two teams will share resources and collaborate while continuing to service their own markets.

It's Business As Usual
First and foremost, it will be business as usual for our clients and candidates. The same recruitment team will be maintained, led by our CEO, Jane Carey . We continue to specialise in the property industry, as we have done for the past 25 years operating under the same brand and company structure.

Shared Values
People2people shares our core values and commitment to exceptional service which has made the transition seamless. This partnership brings together the best of both worlds, combining our expertise and resources with theirs, to provide an even stronger and more comprehensive service.

“We are genuinely excited about this new chapter and the opportunities for both our clients and the job seekers we service. Partnering with a privately owned agency that has an international presence provides us with expanded networks and resources, a wider pool of talent and cutting-edge technologies. This will help to cement our reputation as the market-leading recruitment agency for the property industry."

— Jane Carey, CEO Edge Recruitment

“This is a major milestone for both our agencies. The ability to leverage each other’s experience and systems will enable us to provide our sophisticated recruitment approach to a broader audience of employers and job seekers, while maintaining the level of service we have been known for in South Australia.”

— Peta Seaman, SA Managing Director, people2people

All existing agreements, contracts, and commitments with our agency remain intact and business will continue as normal.

Should you have any questions regarding the transition, please do not hesitate to reach out to us on 08 8232 2220.

About people2people

People2people is an Australasian recruitment company built on an established reputation for providing professional and personalised recruitment services since early 2005. At people2people recruitment, their focus is on identifying potential today to build careers and businesses of tomorrow. Recruitment expertise includes accounting & finance, business support, executive, government, human resources, legal, marketing & digital, property, sales, supply chain management and technology.

How To Win Candidates With Competitive Salaries

Tue, 13 Jun 2023 02:14:09 GMT

What salary should be offered to a potential employee? When planning to recruit, an important part of the process involves working out an appropriate salary. In this candidate-tight employment market where job seekers have so many options, employers need to be strategic about salary to attract and retain quality teams. Low unemployment rates and high job seeker confidence is resulting in high candidate demand and employers are finding it a tough environment to hire in.

Interest rate rises, and general cost-of-living increases are making salary a top priority for people. If you want to recruit a quality person to your team, they need to be rewarded appropriately for their role. Offering $50k for a receptionist, administrator or property management role, will simply get you no results anymore.

— Mary-Jane Massicci, Senior Recruitment Consultant specialising in real estate

Our top tips for employers when considering what salary to offer:

Start conversations about salary early
Should employers advertise salary information in the job ad or wait until later in the recruitment process? We recommend talking about salary early in the recruitment process to ensure job applicants are genuine in their intentions to move forward. Waiting too long to discuss salary could see an employer’s top applicants suddenly getting cold feet and going elsewhere. Job ads that contain salary information have higher rates of traffic than ads that don’t. Be aware, however, when advertising salaries up front, they must be market competitive to start with to attract quality applications.

Research, research, research
Thoroughly research the market salaries and salary packages for similar roles in your industry and location. This will give you a benchmark to ensure your salary offer is competitive and attractive to candidates. Look to a reputable, local recruitment company in your sector, ask a relevant industry association or research similar roles on job boards such as SEEK.

Consider the market
What is the market demand for the role? How hard is it going to be to find someone with the skills and expertise you require? If the job market is highly competitive for a particular role, you may need to offer a more competitive salary to attract the right candidates.

What is your Employee Value Proposition (EVP)?
Salary is just one part of the overall employment offering. Consider the value of benefits such as flexible work arrangements, professional development opportunities, health and wellbeing programs and other perks. For many job seekers, improved work-life balance and greater choice of when and where work is conducted are important factors when considering a job move and can be a powerful tool to attract quality candidates.

Lowballing will get you nowhere
Employers need to confidently go forward with a strong salary offer to achieve the best results. In this employment market, going in with a low salary will simply not work and you will receive a low volume and low quality of job applicants, which wastes money and time.

Employers looking to successfully recruit in this challenging employment market need to offer competitive salaries that are well researched, timely, and consider market conditions as well as meeting candidate expectations.

For confidential and free salary advice on roles in the South Australian property industry, contact one of the friendly team at Edge Recruitment on 08 8232 2220.

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Eye-catching Workplace Benefits That Will Wow You

Thu, 01 Jun 2023 07:24:07 GMT

As a recruiter, we’re noticing some eye-catching benefits being offered to candidates by our clients during the recruitment process. Gone are the days when a competitive salary and standard perks were enough to entice top talent. In today's tight employment market, employers are going the extra mile by offering enticing and surprising workplace benefits to prospective employees. This trend not only reflects the changing expectations of job seekers but also demonstrates how companies are evolving to create a more attractive and engaging work environment.

A key reason behind this trend is the intensifying competition for skilled professionals. With a limited pool of qualified candidates, employers are realizing the need to stand out from the crowd. Whilst applications per job ad are rising (up 7.7% nationally in April, according to SEEK) they have come from a very low base, so employers are still having to work hard to attract quality candidates.

And employers are getting creative! From wellness initiatives to personal and professional growth programs, it’s clear that those employers that offer an appealing suite of benefits are in the best position to attract and retain the best talent.

Employers that are keen to have their team based in the office are also having to “earn the commute”, to make it worthwhile for them to travel to work as opposed to working from home.

— Jane Carey, CEO Edge Recruitment

Here are just some of the plethora of great benefits being offered by our clients that we can share with you.

Bring your dog to work
Dog-friendly workplaces where staff can bring their dog to work on rostered days
Mental health
6 free mental health consults a year with a psychologist
Massage
30-minute massages offered fortnightly
Financial discounts
Discounts on home finance and financial advice
Pilates
Twice weekly pilates classes before work
Get-togethers
Team lunch and a glass of champagne on Fridays
Health insurance
Discounts on private health insurance
Shopping discounts
Discounts on popular stores such as Harvey Norman, Myer and JB HiFi
Charity leave
One day of additional annual leave a year to support a charity or community organisation of your choosing
Income protection
Fully paid income protection insurance after five years of service
Internet costs
$60 per month allowance to cover home internet costs
Dry cleaning
A weekly dry-cleaning allocation
Free food
Breakfast, snacks and weekly fruit deliveries for staff.
Additional leave
Extra annual and maternity leave

While the trend of workplace benefits undoubtedly benefits job seekers, it also poses a challenge for employers. Crafting attractive offerings requires careful consideration of employees' needs as well as aligning them with the company's values and culture. Additionally, organizations must ensure that these benefits are sustainable in the long run and contribute to the overall success of the business.

This increasing trend signifies a shift towards a more candidate-centric approach to recruitment. By recognizing the changing expectations of job seekers and addressing their needs, smart businesses can position themselves as attractive and desirable workplaces. These benefits not only help attract and retain top talent but also foster a culture of innovation, well-being, and growth within organizations. As the competition for skilled professionals continues to intensify, it is clear that workplace benefits will play a pivotal role in shaping the future of recruitment and employee engagement.

What work perks are important to you?

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The top skills needed to manage remote teams

Tue, 02 May 2023 07:51:21 GMT

It seems Australians are still in love with remote work. More and more people are looking for work-from-home opportunities, as seen in the latest data released from SEEK , which shows that ‘work from home’ is the number one search term used by job seekers.

We regularly speak to clients who appreciate the benefits of remote work for their employees but lament the additional challenge of managing them.

To successfully manage remote teams, managers need to possess certain skills that are essential to the job. In this article, we suggest which skills to brush up on to get the job done.

Nearly half (46%) of all Australian employees now work from home to some degree, according to the ABS report from April 2022. 34% of Australian businesses use remote work for at least some of their team.

Get comfortable with technology
No matter how many Teams Meetings we may have, it seems there is always some glitch with the video or the sound! If you aren’t already tech savvy, make a point of upskilling to improve your own efficiency and to be able to assist your team with any issues.
Communication skills
When you are working remotely, there are fewer opportunities to pick up the nuances of casual communication than in a shared office. Body language is very hard to pick up via video and is non-existent on the phone. Ensuring that you are in regular personal contact with team members is essential to keeping them engaged. Our advice is to check in with people regularly, whether they have been in contact with you or not.
Goal setting and workflow management
It is important to be very clear with expectations, deadlines, workflow and the time management of remote team members. It can be easy to assume things are being done if there aren’t regular milestone check-ins along the way. So, it is important to hold people to account, but this can only be done if they understand the expectations in the first place. Technology can be a great tool to help with this, and many of the regular programs we are already using have features that can be utilised to assist with this such as; Slack, Monday, Microsoft Teams, Zoom and Asana.
Organisational skills
Effective management of teams demands strong organisational skills and great time management to stay on top of everything. It involves juggling multiple projects, different technologies, assigning tasks to team members, and monitoring their progress towards desired outcomes.
Develop personal relationships
Don’t make it all about business! Make sure there is time for team members to talk about themselves. This helps to build trust and camaraderie within your team. Think of it as the conversation you might have in the kitchen while making a cup of tea, but online.
Avoid micromanaging
Smart managers focus on outcomes and goals, rather than what individuals are doing every half an hour. Micromanaging is time-consuming for everyone and rarely achieves the desired outcome.
Ask for feedback
What is working well for employees working remotely and what isn’t? You may be surprised by the answers and what improvements you can make. Similarly, let team members know the same from a management perspective for an open and honest conversation to achieve a positive outcome for everyone.

Managing remote teams requires a specific set of skills that are essential for success. Effective communication, time management, trust and accountability, flexibility and adaptability, and technological proficiency are all important skills that managers need to possess. By developing these skills and putting them into practice, managers can successfully lead their remote teams and achieve their goals.

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Celebrating Women in Property

Tue, 18 Apr 2023 08:57:27 GMT

Experience a little bit of hotel luxury and celebrate the achievements of women in business. Enjoy a delicious morning tea prepared by the chefs at Sol, be pampered with a hand massage from an EOS Spa & Wellness therapist, relax with a cocktail/mocktail from the 'Mini-Bar' Bar and savour the stunning views over Adelaide.

Now in its 18th year, Edge Recruitment's women in property events attract professionals from all areas of the property industry whilst raising funds for charity. In support of the Cancer Council SA , a portion of every ticket sold will be donated to aid cancer research.

DATE: Thursday 18th May, 9 am - 10.45 am
VENUE: Sol Rooftop Bar & Restaurant
TICKETS: $65
RSVP: by Friday 14th May
WIN! One lucky guest will win a night's accommodation for two people at EOS by Skycity .

Guest Speaker

Be inspired by our guest speaker Jenni Eyles . She's an award-winning blogger, businesswoman, cancer thriver and positive body image advocate. Her remarkable story and 'tell it like it is' style will empower and motivate you.

Find out more

BOOK NOW

Can AI write your resume?

Fri, 31 Mar 2023 10:18:18 GMT

Searching for a job can be an overwhelming and daunting task, especially in today's competitive job market. One of the most crucial components of a successful job search is having a well-crafted resume that showcases your skills, experience, and accomplishments. However, creating a resume that stands out from the crowd can be a challenge, and that's where AI comes in.

This week I tested how accurately AI could write my resume by putting ChatGPT (An easily accessible, free tool) through its paces. By putting myself in the shoes of a job seeker, I wanted to find out if generative AI really does live up to the hype. Keep in mind I asked for a resume without details of which job I was applying for.

The question asked

“Write a resume for [insert name], [insert job title] at [insert company] aimed at the property industry.”

This is a simple question and could be extended to get more detailed results. For example, you could put the job title and company of the job you’re applying for.

What it got right

What was most impressive was the layout presented. It was nicely designed showing nice font choices and well-spaced areas for contact information, work history and education.
It provided an accurate blurb of my skills at the top of the resume before the work history.
My skills and experience were correct and beautifully written.

What it got wrong

The work history was inconclusive and only showed my two most recent roles. It listed my current job as two separate roles within the same company. A lower-level role and then a more senior role in the most recent years, which is incorrect.
For some reason, it listed the wrong qualifications, even though they are easily accessible on LinkedIn for anyone to see. Apparently, I have a Bachelor of Business (Marketing) which is close, but not correct.

Best practice tips

The best way to use generative AI tools to your advantage is to give them super detailed instructions. For example, include the job description you are applying for and see your results tailored accordingly. If at first, you don’t get the desired results, tweak your question to include further details such as which skills you would like to emphasise and how many pages it should be.

What else can AI do?

Cover letting writing
Job interview role playing
Brainstorm questions to ask in your interview
Correct any spelling and grammar errors in your resume, cover letter and application emails.

There are many paid and free tools out there to help job seekers such as ChatGPT , Jasper and Grammarly and some specific resume and cover letter generators such as kickresume and Jobscan to name a few.

The short answer is yes, AI can help write your resume, but use it with caution. It is unlikely it will give you a complete document that is 100% accurate and may be full of assumptions rather than facts. However, it can be an excellent way to get started and save a huge amount of time during your job search.

Words by Jo Kiley

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Are microcredentials the future of learning?

Thu, 16 Mar 2023 10:32:00 GMT

The pace of change in jobs and education continues to accelerate as we move further into the digital age. The idea of undertaking a university degree or structured course that will then set you up for a career is fast becoming obsolete. In fact, some commentators believe that in the current changing world many university degrees may only be relevant for 3-5 years before the information learned will become outdated.

An emerging solution for employers and employees to some of these challenges are microcredentials. Microcredentials are short certified courses or mini qualifications that provide learners with a digital certification or a digital badge once completed. The courses allow people to learn new skills very quickly at TAFE or university level.

These bite sized courses must fit standards set out in the National Microcredentials Framework which has been overseen by the Australian Government. The standards include the following outline for course requirements:

Run for at least an hour and up to several months
Have a clear industry-based learning outcome
Test knowledge through at least one assessment like an exam or essay

The study can be focussed on hard skills (for example digital marketing, cyber security for small business) or soft skills (for example leadership skills, problem-solving). Going forward the currency these courses carry with employers is expected to increase substantially.

Undertaking a microcredentials course offers lots of benefits to employers and employees alike. They aren’t as time intensive and can provide very targeted learning. They are generally less expensive than a long course and in some cases there is HELP government funding available. There is flexibility in learning models and the training is being delivered by TAFE or at University level.

If you are an employer next time you see a short course on a resume explore a little further whether it is a microcredential, which may add weight to the application. If you are an employee or job seeker, why not explore what microcredentials could be available to you to quickly upskill or prepare you further for the future of work….

Further resources can be found in the following links:

https://www.education.gov.au/higher-education-publications/resources/national-microcredentials-framework

https://www.open.edu.au/advice/insights/what-are-microcredentials

https://www.training.com.au/ed/how-micro-credentials-can-benefit-you/#why-are-micro-credentials-important

Is Chat GPT coming for your job?

Thu, 09 Feb 2023 10:39:23 GMT

There are currently two types of people in the world– those who have heard of ChatGPT and those who haven’t. Over time everyone is likely to be exposed to this supercharged artificial intelligence tool, whether you realise it or not.

ChatGPT launched on 1st December 2022 and within five days had one million users. In comparison, Instagram took 2.5 months to hit this milestone and Facebook 10 months. In January ChatGPT had 590 million visits and had reached 100 million users.

Co-founded by Elon Musk (who has described ChatGPT as “scary good”) Microsoft has confirmed it will invest $10 billion on top of the $1 billion already committed.

At the most basic level of explanation ChatGPT is an advanced AI chatbot with the ability to conduct conversations. The system can interact with users and have human-like conversations to answer questions or have fully-fledged conversations with users. It can then not only analyze responses but remember past responses to add context.

So why all the hype? ChatGPT is programmed to understand human langue and generate responses based on a truly enormous amount of data and parameters. In short, it has the ability to gather data or carry out tasks within seconds, and put it into user friendly format. There are some commentators predicting it will replace Google, such is its skill to provide accurate and useful information.

It is this ability to gather data and prepare human like responses that will impact on many current-day jobs. It is free, quick and easy to set up a ChatGPT account and start to play with the technology. In a 10 minute session I was able to ask the system to generate for a me a job description for a facilities manager, prepare a social media marketing plan to promote temporary staff and explain the role of Fair Work Australia. All the answers were generated in less than 5 seconds and were in a very readable form.

In the property sector ChatGPT will impact on roles in both the negative and positive. Social media campaigns could be written instantly by AI, removing the need for human involvement. Editorial articles describing a property for sale may no longer need a journalist to prepare. Research on property values could be sourced instantly online bypassing engaging a valuer….. the list goes on.

History has shown us that has we evolve, so does industry and jobs in society. When computers were invented there was a structural shift away from human labour in many areas. Data processors were replaced by online systems, manual telephone switchboard operators by electronic exchanges and production lines by robots. Other roles have been created such as web developers, social media influencers and software engineers.

ChatGPT will impact your current job in ways that we can’t even yet imagine. It may sound overstated but it appears that we are at a pivotal point in time, with the use and impact of artificial intelligence about to take a huge leap forward. Perhaps what makes it all the more so is it feels like ChatGPT is much closer and accessible for everyday use, than some of the high end AI which runs cleverly in the background. Embracing the possibilities right now may seem unnecessary, but history shows that technology will march forward impact on us.

 The question is will you be an early adopter or a co-opted bystander?

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Recruiting staff in 2023 – Is there light at the end of the tunnel?

Mon, 23 Jan 2023 03:09:12 GMT

Covid-19 bought the world innumerable challenges. The biggest surprise that was never predicted was a chronic and sustained shortage of staff. “Help Wanted” signs are still the norm in retail stores and hospitality window venues across Australia. A sign in a regional Victorian bakery last year saying “Please be patient, the whole world is short staffed”, summed up the situation up perfectly.

The most common online version of the “Help Wanted” sign – Seek.com – has enjoyed boom times and while job ads on the platform declined 4.9% month-on-month in November, they are still 40% higher compared to November 2019. In a sign of the times however, the number of people applying for jobs on the platform remained lower than pre-pandemic levels. A perfect storm exists of record high vacancies, and a lower than usual number of applicants.

As at November 2022 national unemployment was at 3.4% and in South Australia it was 4.1%. The graph below shows just how low unemployment in Australia is in comparison to levels over the last 12 years.

Source: Australian Bureau of Statistics

So how will 2023 look in light of this?

Deloitte Access economic predicts Australia is at a turning point in the labour market, suggesting a slowdown has begun to emerge which will initially impact blue collar workers first, leaving the white-collar jobs market tight for some time to come.

In South Australia its predicted we will see a gradual easing of the tight employment market over the next 12 months, but there will be no magic bullet for employers. At a national level the Albanese government is working a range of measures to ease the skills shortage including increase the permanent migration cap from 160,000 to 195,000, introducing reforms to childcare subsidies and announcing a range of TAFE subsidised training courses.

At the local level the advice given to employers is by no means ground breaking – but it will put you in the race for your next team member:

Move fast! Interviews, offers, contracts – make them a priority and wrap each stage up within days, not weeks
What is your offer? Flexible start/finish times, work from home, employee support, mentoring, on-site parking…. if you aren’t offering some or all of these things you are next in line of choice
Represent your company well. Websites, office environments, online presence – you will be judged on all of these things and people have choice
Always be in recruiting mode, even when you are not

It is a great time to be in business in South Australia! The economy is strong and looks to remain so, even in light of global economic headwinds.

But now more than ever it is necessary for employers to invest time implementing effective recruitment strategies with an equal eye on retaining existing staff.

We look forward to seeing what will unfold in 2023!

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Top work perks to consider for 2023 and beyond

Mon, 12 Dec 2022 10:44:02 GMT

Employers have done it tough this year, having to recruit talent in a vastly candidate-short market at the same time as battling record-high numbers of people leaving their jobs.

In the war for talent, employers are offering all sorts of work perks to sweeten the deal for prospective employees and to ensure they hold onto existing staff.

31% of occupations are experiencing skills shortages
42% increase in jobs advertised in August 2022 compared with the same time last year.

Many people had the opportunity during the pandemic to work from home and were introduced to the benefits of a flexible work lifestyle. For job seekers, improved work-life balance and greater choice of when and where work is conducted is now the most important factor for many when considering a job move.

So what work perks can employers offer to help stay on top of skills shortages? Here are some options to consider.

Dogs in the Office
A pet-friendly workplace is one option some employers have taken to entice their employees back into the office. Studies have shown that pets in the workplace can reduce stress levels and also allows employees to bring a little piece of home into the office with them. Find out why this Sydney-based employer chose to offer this benefit to their team.

The 4 day work week
This is a trend that is growing momentum locally, with at least 20 Australian companies reporting that they have started trials this year. Employees retain their full-time salaries while working 80% of the time and delivering 100% of business outcomes. After a successful trial with their New Zealand team, read about how Unilever is rolling out a trial with their Australian team in 2023.

Work anywhere, anytime
Atlassian, an Australian software company offers all employees the option to work from home or in the office every day. They can also work outside of their designated work location for up to 90 days of the year as long as they are in a compatible time zone. Whilst this level of flexibility may not be possible for all employers, it shows the extreme end of what flexible work arrangements can look like.

Rolling over annual leave
A candidate we recently placed was able to bring their existing leave balance with them into their new job. The new employer was happy to grant this allowance as it was one of the benefits that got the candidate over the line to accept the role. When candidates have been with one organisation for a long time, it can be hard to give up annual leave and long service leave allowances. This is another benefit that employers can include in their employment offering to attract talent.

Flexible working arrangements
The most obvious and powerful tool is to provide flexible work arrangements to your team. Flexibility may be the reason an employee chooses to stay with you despite the lure of higher wages elsewhere. This could include; working from home, flexible start/finish times, compressed hours, part-time work, the option to purchase extra paid leave, job sharing and more.

Health and well-being programs
Many employers are already offering 1-2 health and wellness days per year to their staff. Wellness days allow employees to focus on their physical and or mental well-being.

Subsidised private health excess
Offering support for those occasions when life throws the unexpected, one of our clients offers subsidised private health insurance excess, if their employees or their immediate family members require hospitalisation.

Memberships to organisations
Offer to pay for memberships to relevant industry organisations. Industry memberships not only provide valuable resources, networking opportunities and industry support, they also give their members a great deal of credibility.

Additional leave
Some employers offer five weeks of annual leave or more instead of four as an additional incentive. This should not affect an employee’s yearly salary.

Bonuses
Whether they are sign-on, performance-based or at the end of the financial year, a bonus is always a powerful tool to attract and retain talent.

It’s the small things
Don’t forget that small things can go a long way toward employee satisfaction. Getting staff involved in charity events, and celebrating birthdays and milestones all contribute to employee satisfaction and help to build morale. The added benefit is that many of these options could be tax-deductible expenses for your business.

What will the future of your workplace look like? It's clear that those employers that offer a flexible working lifestyle and added perks are in a great position to attract and retain the best talent.

Why Administrators Are Getting Top Job Perks

Mon, 10 Oct 2022 10:53:16 GMT

We’ve never seen the employment market this tight before! Candidate availability is at an all-time low and employers are having to rethink how they structure their workforce and maintain their workloads. With skills shortages prevalent in many professions, employers are looking to administrators to assist and shoulder some of this pressure. That’s why now is a great time for administrators to capitalise and gain a huge range of benefits in their working life.

With almost a third of occupations in Australia struggling to find workers, the pressure is on employers to sweeten their employment offering when recruiting. Better wages, more responsibility and more flexible work arrangements are just some of the benefits that administrators can look forward to when job hunting. Those that are willing to learn on the job, are open to upskilling and are happy to sidestep industries are in the best position to reap these rewards.

For example, one of our commercial property clients was recently looking for a commercial property manager but due to candidate shortages, ended up hiring a property administrator as a stop-gap measure. Our recruiter was able to find an administrator that was happy to gain their property management licence and grow quickly in the role. This meant that a higher salary, more favourable employment terms and more flexible working arrangements could be negotiated. In addition, the client offered to pay for the property management course costing about $800. The employer was pleased to keep on top of rising workloads and the candidate was happy to be able to fast-track their career – a win for both parties!

With possibilities opening up, these are some of the employment benefits administrators may be able to access.

Hybrid job opportunities
Higher levels of responsibility
Higher paying salaries and bonuses
More flexible working conditions
More favourable terms of employment
Employers are offering to pay partial or full fees for certificates, courses and other training required to upskill.

Recent Placements

To demonstrate the types of administration roles available, these are the permanent and temporary placements we have made across Adelaide in the past few months. Other admin roles we regularly recruit are property administrators, executive assistants, project administrators, customer service administrators, trust account administrators and marketing administrators.

If you’re working as an administrator or looking to step into administration or return to administration, now is a great time to leverage the tight candidate market and gain a whole range of job perks.

Looking for jobs in administration?

View the temp and perm jobs on offer at Edge this week .

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Why flexibility is your hiring superpower

Tue, 20 Sep 2022 10:56:44 GMT

The pandemic has caused a major shift in workers' attitudes and expectations. Improved work-life balance and greater choice of when and where work is conducted is now the most important factor for many job seekers when considering a move to a new organisation. We’re flooded with articles and statistics about the tight employment market; however, some employers are still not getting the hint that adding flexibility to their employment offering equals big hiring power.

Employers that are resistant to including flexibility in their workplace are missing out on a huge pool of talent that deem their job opportunities unsuitable and may even risk losing existing team members to competitors that do.

When struggling to attract quality candidates, employers should think about how they can add more flexible work arrangements to their workplace structure, where possible. Those that do so are in an excellent position to leverage this attitudinal shift, attract more quality candidates and inspire their existing team.

Here are some of the ways employers can set up flexible work arrangements in their workplace.

Work from home
Location flexibility, hybrid work or work from home means that employees can work from a location different to the main work site. This could be at home, a café, a coworking space or any other offsite location, empowering the employee to decide where they will work most effectively. This could be offered as a mixture of in-office and work-from-home hours such as 1 or 2 days a week at home and the rest on site. For those jobs that can’t be done offsite and require face-to-face` contact such as receptionists and customer-facing roles, flexible start/finish times could be offered instead.
Flexible start and finish times
Flexible work hours can make a huge difference to employees with minimal interruption to workplace dynamics. For example, starting at 9.15 am could be a big help to someone doing school drop-offs or navigating a long commute.
Condensed hours
Allows employees to work a standard work week over a period of less than 5 days in one week or 10 days in two weeks. Or one week of longer hours and one week of shorter hours. For example, a full-time employee might choose to work 8 am – 6 pm over 4 days instead of 9-5 pm over 5 days.
Part-time
Offering part-time doesn’t have to be a huge difference in hours to a full-time role. There are many ways to structure a part-time job offering, such as offering school hours equating to 27.5 - 30 hours a week. Demand for part-time jobs has increased there are many job seekers who simply won’t apply for a role unless it’s advertised as part-time or with the possibility for part-time.
Other flexible work arrangements could include the option to purchase extra paid leave , job sharing , the banking of/annualising hours and offering extra leave .

One of the reasons some employers are reluctant to offer greater flexibility is about measuring employee productivity. However, if a job can be done with the same or increased productivity under flexible working conditions, then when not offer it? There are many excellent tools businesses can use to monitor employee productivity such as Timely , Terramind and Hubstaff to name a few. Smart employers will already have productivity measures in place, regardless of their employment policies.

Businesses that are having trouble attracting quality talent may want to consider adjusting the flexibility of their employee offering. Small changes to the structure of a role could provide big returns in the quality and volume of candidates that apply.

How to negotiate with employers for job flexibility

Thu, 01 Sep 2022 10:59:17 GMT

Have you seen a job that you’d like to apply for, but it doesn’t offer the flexibility you seek? Don’t rule it out. Candidates that are looking for more flexible work arrangements such as working from home, flexible start/finish times or condensed hours are in a great position to negotiate due to the ongoing tight candidate market. So, how do you ask for these changes without affecting your chances of winning the role? Here is our advice on the best way to gain the terms you're looking for.

Some employers are more open to flexible work arrangements than others and every workplace is different. Two businesses that do the same thing can have completely different ways of doing things. It's about finding the workplace culture that’s right for you. If you have a skill set that an employer really wants, they may be more amenable to offering flexibility.

Here are some important points to consider.

Keep it real
Is your request realistic and reasonable? If you are applying for a busy receptionist role with a high level of foot traffic, it may not be possible for the employer to grant flexible work arrangements. Think about what the employer may be able to say yes to and tailor your request accordingly.

Be open-minded
It is a good idea to try and “feel out” an employer reasonably early in the recruitment process as to whether they might offer flexibility. Unless zero flexibility is an absolute dealbreaker, try to be open-minded. A role that offers little in the way of flexible work arrangements could have lots of other benefits that are of interest to you.

Demonstrate past success
A good negation tool is to demonstrate success working with the terms you request in a past role. That way the employer will be able to check with previous employer/s how well that arrangement worked for them.

Give and take
Some employers are happy to grant requests for flexible work arrangements after an induction or trial period. For example, it’s common for employers to require new employees to spend the first 3 months or so working in the office, whilst they learn systems and procedures and get to know you and your working style. Keep in mind that any requests you make may be granted, but not immediately.

Explain your motivators
When asking for more flexible work arrangements, it may help to provide your motivation. For example, your motivator might be to cut down on commute time to save time and money or to reduce stress. Or you may work more effectively at home than in an office environment. So having that one day a week at home to work on tasks that require more focus such as creative writing or financial forecasting, may be of great benefit. Once an employer understands the benefits, they may be more inclined to agree to your request.

Examples

If you get knocked back for a request, it can be useful to know why. For example, one of our clients has flexible work arrangements in place but requires all staff to be in the office on a Wednesday with no exceptions. This ensures the whole team has a chance to connect professionally and includes a team lunch, where everyone can catch up socially. So, working from home is possible on all days except a Wednesday in this workplace.
We recently had a situation where our client was offering 5 weeks annual leave as part of the role. However, the candidate wanted additional time off during the year to do some travelling. The compromise was that the client offered 5 weeks of leave and the extra time off as leave without pay, which satisfied both parties.

It’s important to ask for the employment terms that will make you happy and fulfilled in your job. Sometimes this is about finding a balance between your ideal scenario and what the employer can grant you. Remember trust plays a key role and when an employer trusts you and your work ethic, those requests may flow more easily in your direction.

Unbelievable Candidate Job Interview Behaviour

Tue, 26 Jul 2022 11:01:27 GMT

You won’t believe what some candidates get up to during job interviews! Our consultants have compiled their most jaw-dropping scenarios to share a slice of the behind-the-scenes world of recruitment. As a recruitment agency, we conduct hundreds of job interviews a year and while most candidates do an excellent job, some get it unbelievably wrong!

A growing trend since the arrival of COVID has been video job interviews. Some candidates assume that video interviews will be more casual than face-to-face interviews, but this is not the case. Employers and recruiters need to evaluate a candidate’s suitability for a role, whether it’s conducted in person or online.

We recommend to our candidates that they put the same amount of preparation, if not more, into video job interviews, due to the technical aspects of setting up video communications.

Here are the most inappropriate things candidates have done during job interviews.

Started smoking
Yes, someone lit up a cigarette during a video job interview! Our consultant turned around to grab some paperwork and when she turned back the candidate had lit a cigarette and was happily puffing away.
Wore a singlet and thongs
One candidate turned up for a face-to-face interview wearing a singlet and thongs. No, it wasn’t for a job as a tour guide in Bali, it was for an administrative role. Needless to say, they didn’t get the position.
Made a coffee
One candidate popped into the kitchen to make themselves coffee in the middle of a video job interview. No, there wasn’t an agreed-upon break or recess, the candidate simply took their laptop with them and continued to talk whilst they added milk, sugar and coffee to a mug and stirred.
Brought their mother
We’re not kidding, one candidate brought their mother along to a job interview. They applied for the job for themselves but had intended to present their mother as the job candidate instead when they arrived. Whilst we understand the altruistic reasons behind this person's motives, it’s simply not a good look to lie or deceive your recruiter.

Whilst we can’t divulge every scenario for confidentiality reasons, we hope you enjoyed these few stories for a bit of a giggle.

Check your digital reputation before job hunting

Tue, 12 Jul 2022 11:04:22 GMT

There are many factors an employer considers when assessing a candidate's suitability for a role and reviewing their digital presence ranks highly. Did you know that one of the first things many employers do when receiving a candidate’s resume from a recruiter is to check out their social media presence?

The digital footprint of applicants is an additional reference point that employers can use when deciding whether to progress to a job interview or make an offer of employment. Job seekers should consider how their digital presence may affect how employers see them.

When embarking on a job hunt, here are some important things to check before and during the application process.

Review profile pics and posted images
What do the images on social media say about you? Are your profile pics and posted images on Facebook, Twitter, Instagram, LinkedIn and Tic Toc appropriate for potential employers to view? We have had clients reconsider interviewing candidates after seeing lewd and provocative images on their social profiles. So, it’s a great idea to review the appropriateness of your images before hitting send on any job applications. If you are unsure if something is appropriate, it’s best to err on the side of caution and delete it.

Mind your video interview backgrounds
What can an employer/recruiter see in the background of your video job interview via FaceTime, Teams, Zoom etc.? Does it look neat and tidy or a cluttered mess? Whilst what you do in your own home is private, think about the impression you will leave on a potential employer who hasn’t had the chance to get to know you yet. If you can’t find an appropriate background, set a virtual background filter instead. To read more on this topic, view our guide about preparing for online job interviews and meetings .
Check spelling and grammar
A strong command of written language is an important part of most jobs in the property industry, especially those in administration and marketing. Employers will not only be reviewing the images and videos posted online, but also post blurbs and comments, to assess a candidate’s written communication skills. So, it’s worth fixing up or deleting any posts that show sloppy grammar and/or spelling.
Google yourself
When was the last time you typed your name into a search engine? This is a simple, but effective check to find out what others will see. Once you have viewed the results click on ‘images’ at the top of your browser. You can also get someone else to conduct a search, as different search engines will present different results. This will give you a good sense of your online reputation and give you a chance to address anything inappropriate before employers see it.

Spending some time evaluating and fixing any issues with your digital footprint will be well worth it. Smart job seekers will make a review of their digital reputation an essential part of any future job search.

Why job seekers ignored your ad

Thu, 23 Jun 2022 11:06:51 GMT

In this current employment market, when candidates are hard to come by, job ads need to be even more appealing to achieve their goals.

Whilst the effectiveness of job boards has decreased, they are still a popular and effective place to recruit talent if done well. However, the days of posting your ad on job boards and expecting masses of applications from quality candidates are gone.

If you haven’t had much success with job ads, it may be that they are missing key elements that candidates are looking for. Here are the most common reasons candidates are skipping your job ad and looking at the competition.

It’s boring!
If your job ad is full of jargon, merely states the facts and offers no insights into your organisation's culture, then it will be hard for a candidate to imagine themselves working there. Add a bit of personality by describing the type of person you are looking for, skip the jargon and try some conversational language to make it more interesting.
It talks about you and not them
When reading a job ad, candidates want to know what benefits are on offer so they can directly compare it with their current situation. Is this a prospect worth taking the trouble to change jobs for? Does the job offer the option to work from home, flexible hours, professional development, additional annual leave or bonuses? Put yourselves in the shoes of a job seeker. If the job ad describes a lot about the company but includes nothing about the benefits of the role, then job seekers may give it a miss.
Your list of requirements is longer than ‘War and Peace’
If you’re looking for a self-starter that is a great multi-tasker and can handle a heavy workload with 25 years of experience, that can hit the ground running, is results orientated, with leadership ability, then...you’ve lost most job seekers before they’ve finished reading this sentence. Stipulating a very long list of requirements will make your expectations seem unreasonable.
No Indication of seniority
If there is no mention of the seniority level of the role, candidates can't understand if the role would be a challenge, a step up, a step-down or the same level. In addition to this, a salary level can be a good indication of a role’s seniority. So, if this is also missing, then you run the risk of many candidates ignoring the ad.

Applications per job ad have steadily dropped in the past 2 years, falling 47% in March 2022 compared to March 2019 . Smart employers who add a bit of life to their job ads will attract more relevant candidates.

Where is your next hire coming from?

Fri, 10 Jun 2022 11:11:24 GMT

For a lot of employers, the first answer is still the same: a job ad.

And that is part of the problem.

Too many hiring strategies still begin and end with posting a vacancy, waiting for applications, and assuming the right person will reveal themselves. That approach is getting weaker. Not because job boards no longer work, but because they now sit inside a much more complex hiring environment.

Candidate movement is more cautious. Skill needs are shifting faster. Application quality is becoming harder to judge. In some roles, employers are not struggling to attract attention. They are struggling to attract the right attention.

So the better question is not, “How do we get more applicants?”

It is, “Where is our next good hire most likely to come from, and are we set up to reach them?”

Your next hire may not be actively looking

One of the biggest mistakes employers make is assuming the best candidate is already searching. In reality, many strong performers are still employed, still delivering, and not spending their evenings scrolling job boards.

That means your next hire may come from the passive market, not the active one.

If your strategy relies only on inbound applications, you are fishing in the smallest and most obvious part of the talent pool. That is risky, especially for specialist, leadership, business-critical or hard-to-fill roles. The best people often need a reason to engage. They are not waiting around to be impressed by a generic ad with a vague salary band and a recycled list of duties.

This is where proactive sourcing matters. Not spray-and-pray outreach. Real targeting. Clear positioning. Knowing which competitors, adjacent sectors or transferable backgrounds could produce the right fit. Employers who win here are usually the ones who have already done the thinking before the vacancy goes live.

Your next hire may already work for you

A lot of businesses overlook the most obvious talent pool they have: their existing workforce.

Internal mobility is still underused, even though it can reduce hiring time, protect capability and improve retention when done properly. LinkedIn’s talent trends reporting has pointed to internal mobility rising as organisations look harder at the talent they already have, and AHRI has also highlighted reskilling, redeployment and internal movement as practical responses to ongoing recruitment pressure.

If you have not asked whether the role could be filled through promotion, cross-training, stretch opportunity or redeployment, your external search may already be inefficient.

This is where employers need to be honest. Many complain about talent shortages while doing very little to build internal pathways. That is not a market problem. That is a workforce planning problem.

Your next hire may be hidden inside a pile of weak signals

AI has made it easier for candidates to produce polished CVs, tailored cover letters and high-volume applications. AHRI has noted employers are dealing with unprecedented application volumes as AI enables people to apply for dozens of roles quickly. That means volume can look healthy while relevance gets worse.

So if your hiring process still depends too heavily on CV screening, you are increasing the odds of missing strong people and advancing polished but poorly matched ones.

That forces employers to improve the way they assess fit earlier. Better screening questions. Better phone screens. Better manager briefings. Better clarity on what “good” actually looks like. Not just skills, but behaviours, communication style, adaptability, motivation and likely tenure.

Because no, a full pipeline is not the same as a strong shortlist.

So where should employers really be looking?

Your next hire is most likely to come from a mix of five places:

Your internal talent pool
Before going to market, look at who could step up, shift across or grow into the role.
Passive candidates in adjacent or competing businesses
These are often the strongest hires, but they rarely come through ads alone.
Your existing database and network
Past applicants, silver-medal candidates, referrals and previous conversations are often far more valuable than starting from zero every time.
A better-positioned external campaign
Job boards still matter, but only when the ad is specific, commercially clear and built to attract the right audience rather than the largest one.
Specialist recruitment support when the market is tight
For hard-to-fill roles, external recruiters are not just there to “post the ad for you.” The value is in market mapping, targeted outreach, salary insight, competitor intel and access to talent that is unlikely to apply directly.

Job Vacancies Up, Applications Down

Tue, 10 May 2022 11:13:31 GMT

The tight employment market continues to frustrate employers and cause resourcing issues in many sectors including the property industry.

According to SEEK, In South Australia, job ads rose 16.5% in April 2022 compared with April last year and a whopping 89% when compared with April 2019. This reflects the persistently tight candidate market and shows that employers locally are still struggling to fill job vacancies.

At the same time, applications per job ad have steadily dropped in the past 2 years, falling 47% in March 2022 compared with March 2019.

The effectiveness of job ads has also decreased. Pre pandemic, employers were sourcing their candidates from job ads 95% of the time, globally. This has dropped back to 88% now, showing that employers have started to adopt other strategies such as using their networks and connections but still rely heavily on job ads to find new recruits.

In comparison, recruitment agencies have adapted to this environment more quickly and are using job boards to source candidates only about 50% of the time.

To add to the problem, more than ever, employers are competing with a wider range of industries outside of their own for talent.

So, in this highly dynamic hiring environment, how can employers compete?

Expand sourcing channels beyond job boards
Are you posting jobs on job boards and hoping for the best? In this highly dynamic hiring environment, employers need to find new ways to attract talent. Other candidate sources could include your networks and connections, LinkedIn and other social media channels.

Better management of candidates
Move quickly and decisively through the recruitment cycle to secure a candidate. Taking a long time to interview a designated set number of candidates is not a good strategy to secure top talent. Ensure you start the process with clarity on exactly what the role is and what skills and experience are required.

Update your employee value proposition
Candidates are increasingly looking for benefits such as flexible work hours, the option to work from home, pay rises and more. Smart employers will sharpen up your employee value proposition to include some or all these options in their offer of employment.

When you’re flat out, it’s hard to step out and take the time to spend on the recruitment of new people and employee retention strategies. However, now more than ever employers need to be less reactive and more proactive to attract and retain talent and accommodate the changing needs of candidates.

How to Train Up New Recruits When You’re Time Poor

Tue, 12 Apr 2022 11:16:17 GMT

Small businesses make up more than 80% of Australian businesses and it’s this group that struggles the most to find the time to train up new hires. As a result, they often only hire people with enough experience to hit the ground running in a new role.

In an already highly competitive, candidate-short employment market, this narrows down the talent pool even further.

What can time-poor employers do to make training new recruits easier and expand their range of candidates?

Create a list of actions
To establish what a new hire needs to be taught, create a list of exactly what they are required to do day-to-day and week-to-week in their role.

Nominate team members
Spread the work between existing team members. Think about which existing staff members are suitable to train any of the items on the list. Even if your team is only 3 or 4 people, explore which items can be allocated to others to help get the new hire up trained.
Establish quick wins
What are the quick wins that could get a new hire up and running? Are there any repetitious and time-consuming tasks that they could be shown, with a plan to expand on those later? For example, answering phones or setting up a file.

Manage expectations
To ensure your new recruit succeeds in their role, it is important to outline the training plan when they start. That way they will understand what is expected of them upfront.

Check in regularly
In most small offices, new employees learn a lot by absorption. When that is the case make sure that you are checking in with the person to see where there may be gaps.

Allocate small blocks of time
It is much more effective to put aside 1-2 hours per day for training, than trying to achieve large blocks of training time. It just isn’t manageable for most small business teams. Make sure you have some tasks that new recruits can go on with in the meantime.

State election employment slowdown?

Thu, 03 Mar 2022 11:28:29 GMT

Historically we have seen a slowdown in the employment market leading into a state election, led by employers who would take a 'wait and see' approach. However, the last election did not deliver any significant slowing of the jobs market, generally, things remained the same.

Both major parties are making big promises in terms of spending to generate economic activity that could have a positive flow on to jobs. This, combined with the ongoing candidate-short market that we’re experiencing should deliver no interruption to the jobs market this election cycle.

Employers Australia-wide in most industries have many key roles that are vacant and are still struggling to fill. With the December quarter showing the lowest unemployment rates in South Australia since 1978 at 3.9%, local job seekers are in a great position to find fulfilling employment.

So, what’s the takeaway for job seekers?

Job seekers won’t see any uncertainty from employers looking to hire during and after the election in South Australia. Candidates are getting snapped up quickly and they can expect to see employers continuing to offer bigger and better benefits to attract quality people.

Navigating the evolution of talent acquisition

Wed, 16 Feb 2022 11:32:02 GMT

The business of talent acquisition has changed greatly since COVID-19 arrived, as with most things in the professional world. If you haven’t recruited staff since before COVID—19, you will notice that a lot has changed. This guide will bring you up to speed on everything from the employment market to video interviews, vaccination requirements and what candidates expect in this new hiring landscape.

The lowdown on the employment market

Due to nationwide staff shortages in most industries, competition for quality candidates has skyrocketed, meaning it’s a job-seekers market. There are more job opportunities for candidates to choose from and many employers are offering improved workplace benefits such as flexible work arrangements, remote working, and bigger salaries to lure quality people.

The property industry, like many others, is certainly feeling the strain of the candidate shortage. Fierce competition for talent means that many employers are struggling to find staff and maintain their workloads. There are record numbers of jobs being advertised with very low levels of applications received. This also means that employers are competing with a wider range of companies looking to secure talent. Jane Carey , property recruitment specialist and Edge Recruitment CEO says, ‘it’s the most job seeker-skewed employment market seen in decades!’

What candidates expect
The past two years have brought a huge shift in the expectations of employees and what they want out of their working life. Job seekers are looking for roles that offer genuine work-life balance, flexibility, and fulfilment.

Candidates continue to show a reluctance to change jobs and caution when job hunting which is largely due to the economic uncertainty caused by COVID-19. Job security is the number one thing candidates are looking for in a new employer as well as a great culture, flexible work arrangements and opportunities for professional development.
Embrace video interviews
Whilst many employers have embraced video technology with positivity, there are some that are filled with dread at the idea of conducting a job interview via video. However, it’s amazingly simple to set up video conferencing software such as Zoom or Microsoft Teams. Anyone can do it, even tech novices!

The growing trend of video job interviews in comparison to face-to-face interviews has been massive in the past 1-2 years. Surprisingly, many employers adopting this method say that they prefer it to face-to-face interviews because masks can hinder critical nonverbal communication such as facial expressions. Whereas video interviews allow all verbal and non-verbal communication to be evaluated, leading to a better result.
Outline your vaccination requirements
Many employers are stipulating new employees must be vaccinated to be considered for roles, and this is fine (and actually recommended) to put in a vacancy advertisement. It can help give prospective applicants comfort about the workplace they may be going into, as well as reduce wasted time in screening applicants who won’t be considered due to their vaccination status.

For further reading on this topic, this article is very useful - How to tell if a vaccination certificate is genuine.
Making an offer
Candidates are getting snapped up very quickly, so when making a job offer it’s important for employers to move quickly.

Candidates are increasingly looking for flexible work hours and work from home opportunities, so smart employers will sharpen their employee value proposition add these benefits to their offer of employment.

Employers that can address candidate concerns around job security will have a much better chance of recruitment success. Any information about financial buoyancy, pipelines of work or contracts in place should be communicated to candidates during the recruitment process.

COVID 19 has caused us all to reflect on how we live and has changed what we expect from our workplaces. Those employers that can embrace this change will have the best chance of attracting new talent and retaining their existing team in 2022 and beyond.

How to stop candidates being lured away

Tue, 08 Feb 2022 11:34:22 GMT

You’ve interviewed a great candidate whose values are aligned with your business values, and you think will fit in well with your team – a great match! They seem excited about the opportunity, and you decide to make them a competitive offer of employment. It all seems to be going swimmingly. Then on the day you expect to see the signed employment contract in your inbox, you see an apologetic email from the candidate instead, letting you know that they’ve taken another role.

This is just one example of candidate poaching and it is, unfortunately, happening more often in this tight candidate market.

This scenario happened to a very unhappy employer in the property industry recently who called us for recruitment assistance after this occurred.

It’s not all doom and gloom though. We have some tactical advice for employers on how to minimise the chances of this happening.

Get your house in order
Make sure all documentation is in place straight after making an offer of employment. Then work on all the other steps needed to get the new hire started such as a computer, phone and other tech, their new email address, and any physical space such as a desk or office.

Stay in close contact
Find ways to stay in regular contact with new hires after the contract has been signed. This will help generate excitement in the interim period before their start date. Don't leave new recruits wondering what is happening. It could be something small such as an email to let them know their office is set up or their business cards have been ordered. It’s also a great idea to outline a list of things they will be doing in their first week and month on the job. The point is to keep them engaged and get them really excited about their new workplace.

Move Fast
Our advice is to move quickly when finding a suitable candidate. There’s a war on talent out there and we’re seeing candidate poaching occurring at every step of the recruitment process. So, it pays to move quickly and be decisive when identifying talent.

Be prepared for counteroffers
Be aware that candidates may be approached with offers of employment from past employers, by businesses they have previously made applications to and via businesses who have found them on SEEK and other job boards. In this situation, consider your intent to hold onto that employee. Will you make a competitive counteroffer or look at other retention strategies such as offering more flexible work arrangements?

Engage with your existing team
Whilst your mind may be on recruiting new talent, don’t forget to nurture your existing team. Put yourself in the shoes of your employees and review what their workplace experience is like. Is there enough engagement? Lack of engagement is a common reason for employees to change roles, so it’s an important question to ask. Due to COVID-19, there are many people are needing extra input and support.

Considering how much time and resources are spent on the recruitment and onboarding of staff, it’s no surprise that employers get distressed when candidates are lured away to another business. Employers looking to recruit in this tough employment market can take these practical steps to stay ahead of the competition.

How to choose between two job offers

Mon, 31 Jan 2022 02:20:38 GMT

Having two job offers on the table can feel like the ideal position to be in. In reality, it can be a difficult decision.

When both roles look appealing, it helps to step back before comparing salaries, perks and job titles. Start by thinking about what matters most to you at this stage of your career. That might be flexibility, career progression, salary, stability, company culture or location.

The clearer you are on your priorities, the easier it becomes to make a confident decision.

Confirm the details first

Before weighing up your options, make sure you have the full details of each offer in writing.

This should include:

Salary
Bonus or incentive structure
Benefits
Working hours
Flexibility and remote working options
Employment terms
Start date
Probation period
Annual leave and other entitlements

Having these details confirmed upfront gives you a much clearer basis for comparison. It also helps you avoid making assumptions or overlooking important differences between the two roles. Even small details, such as leave policies or flexibility around working hours, can make a significant difference to your day-to-day experience once you start.

Get clear on your priorities

One of the best ways to assess two job offers is to make a list of what is most important to you, then rank each factor from highest to lowest priority.

Your list might include:

Salary
Job security
Flexible working
Career development
Leadership team
Company culture
Location
Team structure
Benefits
Work/life balance

Ranking your priorities helps bring structure to what can otherwise feel like an emotional decision. When you see your non-negotiables clearly laid out, it becomes easier to judge each offer on more than just first impressions. This can be especially useful when one role offers a higher salary, but the other is a stronger match in the areas that matter most to your long-term satisfaction.

Do not underestimate location

Location can have a bigger impact on job satisfaction than many candidates expect.

A longer commute can affect your energy, work/life balance and overall wellbeing over time. Equally, access to hybrid working or work-from-home flexibility can make a major difference to how sustainable a role feels in practice.

When comparing offers, think carefully about how each role fits into your routine. A job that looks great on paper may be less attractive if the travel requirements are not realistic for your lifestyle.

Look beyond salary

Salary is important, but it is rarely the only factor that determines whether a role is right for you.

Many job seekers place just as much value on stability, flexibility and balance as they do on pay. A slightly lower salary may still represent the better long-term choice if the role offers stronger support, a healthier culture or better progression opportunities.

Ask yourself what will matter most not just on your first day, but six months or a year into the role.

Consider the employer’s overall value

When reviewing multiple offers, think about the full value each employer brings.

Consider questions such as:

What flexible working arrangements are available?
Does the company culture suit your personality and working style?
Are there clear opportunities for growth and development?
Does the organisation have strong systems, processes and leadership in place?
Will you feel supported in the role?

These questions help shift your thinking from the offer itself to the wider employment experience. A role may seem attractive at first glance, but the real test is whether the organisation can offer an environment where you can perform well, grow professionally and feel comfortable in the team. Looking at the bigger picture helps you make a decision that supports both your immediate needs and your longer-term goals.

Talk it through before deciding

If you are torn between two strong opportunities, discuss the decision with people you trust. Friends, family or a mentor can offer a useful outside perspective and help you think through points you may have overlooked.

Sometimes, talking it through is enough to clarify what you really want.

Choosing between two job offers is a good problem to have, but it still deserves careful thought.

Take time to confirm the facts, rank your priorities and look at each opportunity as a whole. When you focus on what matters most to you, the right choice often becomes much clearer.

How to tell if a Vaccination Certificate is Genuine

Sun, 19 Dec 2021 02:28:01 GMT

With the recent border opening and constantly changing COVID situation, employers are having to review their policies around COVID management on a regular basis. The recent online availability of fake vaccination certifications has thrown businesses another curveball to manage.

What can businesses do to protect themselves?

Our advice is to know what a vaccination certificate looks like so you can judge if an employee, customer or supplier is showing you genuine proof. There are two main types of proof that are used and a few things to look out for when verifying the legitimacy of someone’s certificate.

The Services Australia website is the best place to find information about vaccination verification and it’s super clear and simple to understand.

Immunization History Statement

The COVID-19 Digital Certificate

We check the legitimacy of all candidate vaccine certificates before sending them to clients. So, when a client requests proof of vaccination, they can rest assured knowing it has been verified.

If you require any further information about the vaccination status of Edge staff, temp staff or job candidates, please let us know.

Will Job Seekers Have More Power in 2022?

Thu, 02 Dec 2021 02:30:44 GMT

So, what can job seekers expect from the employment market in 2022? Will they remain in the driver’s seat, and will the candidate shortage continue? Jane Carey, CEO of Edge Recruitment, shares market insights and explores the outlook for job seekers in the coming year.

Wages on the rise
There has been slow wages growth over the last 8 years, so it is predicted that salaries will rise which is a good thing for the economy (although employers may not think so!). In some areas, wage growth will be significant. For example, in the construction industry, there have been reports of wage growth of over 13% in the past 12 months, and there is no doubt a shortage of staff is putting upward pressure on wages. Employers should be prepared to pay their existing employees well and new employees potentially more.

New sector and job role openings
Many businesses should be starting to think more broadly about diversity in the workforce and longer-term workforce planning. Smart employers will look beyond industry or job experience to employ people who are the right cultural fit and can learn and adapt. This is great news for job seekers who wish to step into a new role or new sector and may open doors that were previously shut. This is something job seekers should take advantage of while they can. Employers will be considering who may be a great addition to their team that they may not have considered before.

Migration levels continue to cause problems
We have seen an upswing in people considering domestic migration since the borders opened especially from the eastern states and people returning to SA. This is great news for the local economy. However, net migration is going to be slow to return to pre-covid levels. In 2019 there were approximately 18,000 skilled migrants who came into SA from overseas. The uncertainty around borders opening and closing, and the fact that migration came virtually to a standstill during the COVID pandemic has significantly impacted the shortage of staff in SA.

This is occurring at all levels of employment from unskilled labour to executive talent. Early indicators show it may take up to 18 months for migration to return to normal levels. What we will also see is a pent-up demand of South Aussies looking to leave the state because they have been unsure about doing so until now. So, all the people wanting to move for work purposes overseas will head off once things are more stable to countries like the US and the UK. We are also missing international students who play an important part in filling employment gaps, so there are good reasons to encourage migrants back into SA as soon as possible.

Staff shortages will continue
It is hard to think of an industry that isn’t short on employees, meaning it’s a great time to be a job seeker. Staff shortages are being felt Australia-wide in most industries, especially in hospitality and tourism. Any areas related to the medical industry are very candidate-short, with vaccination mandates further impacting workforce numbers.

Expect to see candidate shortages continue well into 2022. Low net migration, closed borders for extended periods, an aging population in South Australia, Covid fatigue, a growing economy and many sectors experiencing growth are all factors that contribute to this trend.

I recommend that job seekers take advantage of the most candidate-skewed employment market seen in decades! Job seekers are in an excellent position to negotiate flexible work arrangements, the possibility of higher wages and explore a wider range of job roles and industry sectors.

Words by Jo Kiley

Real Estate Boom A Recruitment Pain for Employers

Thu, 18 Nov 2021 02:36:19 GMT

South Australia’s booming real estate market is causing a headache for employers wanting to add to their workforce.

The unprecedented surge in activity in the property market has increased demand for staff such as sales administrators, residential property managers and people in general administration such as receptionists and trust accountants.

We are also amid a major candidate shortage which is showing no signs of slowing heading into 2022. Employers are struggling to find staff. This is compounded by a record number of positions being advertised with very low levels of applications received. There is a war for talent across many sectors, meaning employers are competing with a wider range of companies looking to secure the best people.

Job seekers continue to show caution and a reluctance to change jobs, exacerbated by COVID-19, economic uncertainty and border closures.

We explain what actions employers can take and speak with Emma Slape , CEO at Turner Real Estate about their recruitment strategy.

Property managers (PM’s) have definitely been in shorter supply over the past 12 months. Candidates who have accepted our positions have noted that they chose us for our staff retention, flexible working conditions, administrative support and opportunities for growth.

The days of the PM doing everything from answering after-hours calls to preparing paperwork have really moved behind us. People want to use their skills and work in a wider team, which gives them support and better working hours. Our staff love not working weekends or after hours knowing that the team can always assist them when they are out of the office or need that extra support during peak periods.

— Emma Slape, CEO at Turner Real Estate

What pain points are property employers experiencing?

More competition
Employers are experiencing more competition to entice candidates and not just from inside their own industry. We’ve noticed an increase in people being recruited from outside the property sector.

Salaries are up
Salaries have gone up across the property sector. Our recent salary survey found the average salary for a residential property manager with more than 3 years’ experience is now $60,789.

Sales departments scrambling
Sales departments are incredibly busy with property sales activity up significantly in 2021 compared to the previous 12 months, increased demand for properties and transactions occurring faster than ever.

Rental departments inundated
Property management departments are reporting that properties are being rented out in record time, with challenges around managing a high volume of enquiries and applications for many properties when they are advertised for rent.

How can employers take action?

Great culture
Culture is everything! A smaller organisation that can offer a great culture, work-life balance and opportunities for professional development can compete against larger organisations.

Point of difference
Jobseekers are increasingly looking for flexible work hours and work from home opportunities, so smart employers will sharpen their employee value proposition add these benefits to their employment offering.

Job security
Economic uncertainty has caused candidates to be concerned about job security. That’s why it’s especially important for employers to provide candidates with information about their financial buoyancy during the recruitment process. Any information about financial performance, pipelines of work or contracts in place should be communicated to candidates.

Move fast
In this tight labour market, candidates are getting snapped up very quickly. Our advice is to be decisive, know what your value proposition is and act promptly when making any offers of employment.

Property industry employers are likely to continue to have trouble finding quality staff as the candidate shortage continues, and real estate activity remains high. As borders reopen, we hope to see a slight easing of the candidate shortage as interstate and overseas candidates enter the employment market in 2022. More information will be available about this next year, and we will be updating our clients regularly on how they can stay ahead in the search for quality recruits.

Average yearly bonuses for Residential Property Managers

Tue, 19 Oct 2021 02:39:50 GMT

Traditionally residential property management departments have relied on property managers (PM’s) to generate new business and develop rent rolls. However, the expectation of busy PM’s to handle business development (BD) as part of their property management role has not always been a workable model given that sales acumen requires a completely different set of skills and the majority of PM's have never been very commission driven.

A growing number of business owners in South Australia are concluding that PM's and BD personnel utilise completely different skill sets. In the past 5 years, we have seen a trend in real estate agencies hiring separate BD or leasing consultants to handle this part of their business. These positions tend to be much more bonus-driven with a strong focus on growth and maximizing opportunity through both new and existing clients.

Interestingly, 67.5% of all property managers surveyed this year earned bonuses (includes junior, senior property managers). Of those:

89% were from generating new business
14% were from retaining existing clients
43% from referring clients to another area of the business
21% from discretionary bonus

*note that more than one response could be selected

It will be interesting to see if this trend continues to gain strength and more and more BD will be taken out of the hands of property managers going forward.

Senior Property Manager (3+ years' experience)

Bonuses

Highest $50,000

Lowest $200

Average $4.206

Property Manager (up to 3 years' experience)

Bonuses

Highest $7,000

Lowest $300

Average $1,263

Job Interview Commandments

Fri, 01 Oct 2021 02:42:41 GMT

When you receive a call to interview for your dream job, what should you do to prepare? Besides reviewing the job description and researching the company, here are our essential tips on how to give the best impression at your next job interview.

Check social media
What would a potential employer think of your Facebook, LinkedIn or Instagram profiles? Make sure the content and the photos are appropriate for future employers because they will check.

Never arrive late...or too early
We all know that arriving late to a job interview will leave a poor first impression, but did you know that arriving too early may be considered rude? If you are earlier than 15 minutes, we suggest that you go for a walk, wait in your car, or go to a nearby cafe to avoid inconveniencing your interviewer.

Remember names
If you can’t remember who to ask for when arriving at your job interview, it can make you appear unprepared and disinterested. If you haven’t had any prior contact with them and don’t know their name/s, it is best to do some digging and find out beforehand.

Prepare to answer this question
'Tell me about yourself' is a popular question asked at job interviews, so it is a clever idea to prepare an answer. Watch this video for some great suggestions on how to tackle this common interview question.

Come prepared with your own questions
Have several questions to ask your interviewer should the opportunity arise during the interview. Here are some suggestions:

What is the team culture like?What would a typical day look like in this role?Are there any goals or KPI’s in place for this role?How has this company handled COVID-19 and what impact has it had?In lieu of COVID-19, how do you think your business will perform financially and culturally going forward? What pipeline of work or projects do you have in place? Have you lost or increased a percentage of your customer base?Do you offer any flexible work arrangements?

Use real-life examples
Prepare real-life examples that demonstrate various aspects of your skillset. Using facts and data to support your answers will add credibility to your responses. For example, since 2019 I have been able to increase the rent roll in my department by 15%.

Be prepared to answer questions about salary
You may or may not get asked questions about salary, but it is best to be prepared in case. Research realistic market salaries in your sector to ensure you are informed. However, do not bring it up too early as this may make you appear too focused on this aspect of the job. If it has not been discussed at all, it is ok to bring it up at the end of your interview.

Dress for success
When attending a job interview, you not only represent yourself, but you also demonstrate how you would represent the potential employer, so it’s important to make a positive impression. Businesses have a wide variety of dress codes and dress cultures and until you are familiar with them, it’s best to dress up rather than dress down.

Research, research, research
Take the time to research the business you are interviewing at. Google is a great source of information!

Everything you need to know about security clearances

Fri, 24 Sep 2021 06:47:11 GMT

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Many organisations require these checks for their permanent, contract and temporary employees, such as community housing organisations, state and local Government departments, police departments and more. We provide the who, what, where, when and why of getting your security clearances in South Australia.

The two most common security checks needed for people working in property and related industries are national police checks and working with children checks. These clearances are requested for people working in sensitive areas such as:

National Police Check

The purpose of a National Police Check (also known as a Police Check) is to identify any possible risks an individual might pose to an organisation if employed there. Obtaining a police check involves providing personal information and identification in order to obtain a full criminal history background check and report. Police checks can be applied for through the SAPOL website and the process is straightforward. To request a check, you will need to prove your identity with at least 100 points of ID. The check is then processed, and a certificate is provided stating the outcome. Standard police checks cost about $50 and can take anywhere from 24 hours to 2 weeks to process.

DHS Clearance

A DHS (Department of Human Services) check is a more substantial background check and assesses additional information that would not be detected through a standard police check. DHS clearances must be auspiced through the organisation you intend to work for, so when applying for a clearance you will be asked what organisation and role the clearance relates to. The only way to obtain a DHS clearance independently is through a Centrelink provider or recruitment agency. Here at Edge, we have initiated the clearance process for many of our temps working for organisations in sensitive areas.

The good news is there are different types of DHS clearances specific to each sector, so you won't need to apply and pay for a blanket clearance to cover them all. Simply apply and pay for the specific clearance/s relevant to your role, each costing between $98 and $118 inc GST pending on the type of check. These include:

Once the organisation has initiated the process for you, the screening department sends an email with some online forms to fill out. This then gets sent off for screening and takes approximately 4-6 weeks to process. DHS clearances cost between $98 - $118 inc GST pending on the type of check and is usually paid for by the individual.

Some final points to note

We hope this article answers any questions you may have about obtaining security checks in South Australia and provides a useful point of reference for future use. For further information about screening and background checks, visit the sa.gov.au website or the DHS website .

Why commercial property management is a great career choice

Wed, 25 Aug 2021 02:52:41 GMT

Commercial property management is one the most highly rated careers in the property industry when it comes to job satisfaction scoring a 5/5 , according to SEEK . With projected job growth of 9.7% in the next 5 years, an average salary of $70k in South Australia and 1079 job opportunities on SEEK Australia wide, it’s easy to see why this career choice has a lot to offer.

To delve a bit deeper and go beyond the statistics we spoke with long-serving property industry professional April Lee , Asset Manager with Commercial SA for her views on commercial property management as a career. April has been in the property industry for the past 23 years, starting out in residential property and transitioning to the commercial property sector in 2007.

‘I enjoy the challenge and intellectual stimulation that comes with negotiation and when I can solve a problem and achieve a positive result for all parties involved, that gives me a great deal of satisfaction. If you’re someone who enjoys problem-solving and negotiating, then commercial property management will be a great career choice.’

— April Lee, Asset Manager, Commercial SA

Responsibilities

A commercial property manager is responsible for the management of leased or owned properties including land, buildings and building equipment. A typical day in the life of a commercial property manager can consist of inspections, lease administration, financial management and reporting, marketing properties, arranging repairs and maintenance, following up rent arrears, resolving disputes and business development tasks. The type of properties managed can vary, from small office buildings to large multi-story buildings and industrial buildings and estates.

Salary and job opportunities

Commercial property managers have the potential for good earnings in South Australia with the typical annual salary ranging between $65k and $75k.

There are excellent projected job growth figures of 9.7% for commercial property managers in the coming 5 years, showing there will be plenty of demand for these skills going forward.

There are currently 31 commercial property management jobs advertised on SEEK in South Australia and 1079 jobs advertised Australia wide, indicating excellent prospects for those thinking about entering this part of the property industry.

How to become a commercial property manager?

Commercial property managers working for agencies operating in South Australia are required to have their property management registration through Consumer and Business Affairs. The only commercial property managers that are exempt from this rule are those that work for property owners or in local or state government.

In years past, commercial property managers would not be hired unless they had completed a Bachelor of Business in Property. These days, employers still highly regard this qualification, but are less stringent and no longer list it as essential criteria.

In South Australia, we see that commercial property managers enter the industry at all stages of their career timeline from school graduates to late-stage career transitions and come from a wide variety of areas, such as residential property management, procurement, asset management and maintenance.

If you’re looking at career options in the property industry, commercial property management is an appealing choice, showing high levels of job satisfaction, great job prospects and growth and good salary potential.

Source: Statistics included sourced from SEEK

The most in demand property jobs of 2021

Fri, 30 Jul 2021 02:56:28 GMT

As businesses do their best to bounce back from the challenges of the past 18 months, the property industry, like many other industries is struggling with a candidate-short market, causing some roles to be in particularly high demand.

So, if you're thinking about a job change in any of these areas, you will be in the 'power seat' when it comes to opportunities in the second half of 2021.

Commercial Property Managers
Commercial property managers are some of the busiest people in the property industry right now and job seekers with commercial property management experience are in high demand.

The increased workload is in large part due to COVID-19. Commercial property managers are dealing with the renegotiation of leases, struggling businesses, growing businesses and helping landlords and tenants with ever-changing COVID management plans and increased compliance. There is also a good level of investor activity and interest in the Adelaide commercial and industrial market at the moment. Employers are willing to sweeten the deal to attract quality candidates in this space.
Residential Property Managers
The residential real estate sector continues to experience a lingering shortage of quality residential property managers, leaving many agencies stretching resources to manage their rent rolls. This consistent shortage has created excellent opportunities for savvy job seekers looking for the best roles. We’ve noticed an improvement in the offering employers are willing to make to entice candidates including increased salaries and improved benefits and working arrangements.

One reason for the shortage is the disparity between training and experience, which remains a headache for the industry as many employers lack the resources to train up inexperienced staff. This means they look to hire someone with a minimum of 1-2 years’ experience. The flow-on is a cork in the career pipeline for some job seekers who complete their training and then have trouble progressing into jobs.

In years past, property managers salaries have been relatively low compared to roles with similar levels of responsibility. However, salaries in the property management industry have improved greatly over the last 5 years or so and any lingering perception about lower pay levels may be another reason for the candidate shortage.
Retail Property Managers
The retail sector was one of the hardest hit since the COVID pandemic and this caused an increase in the management required of tenants on behalf of landlords. There are lots of COVID compliance requirements to manage due to the nature of retail often being an essential service and in a public space. In addition to this, there is a relatively small number of retail property managers in SA, so there isn’t a huge pool of experienced candidates to draw upon.
Lease Administrators
Lease administrators who can manage the administrative process of putting together commercial and retail leases are hard to find in the Adelaide market. A major contributor to this low supply is the lack of companies who have property departments in Adelaide, as most commonly they are based in the eastern states.

Locally, lease administration is most likely to be handled by a commercial or retail property manager and often they will be aided by a administrative staff or a property assistant.

We are more likely to be able to recruit commercial property management assistants with some leasing experience in their skill set. These factors make pure lease administrators hard to find locally and in turn causes people with these skills to be in high demand.
 Residential Sales Administrators
The boom in residential sales in SA is unlike anything we have seen before! Many sales departments had scaled back and automated or outsourced sales administration duties in the last 3-5 years, but the sheer volume of residential enquiries and sales since earlier this year means that sales departments have boomed, and they need more support.

These five roles have been in particularly high demand so far this year, meaning job seekers are in a commanding position to pick and choose the best jobs opportunities and negotiate favourable terms. There has never been a better time for job seekers to find their ideal role.

Why facilities managers love their jobs

Fri, 04 Jun 2021 02:59:08 GMT

According to SEEK, facilities managers are one of the most highly rated careers in the property industry in terms of job satisfaction. With good prospects for job growth in coming years and an attractive salary range, it’s no wonder that facilities managers (FMs) rate themselves a 4.1 out of 5 in terms of job satisfaction.

Responsibilities

A facilities manager is responsible for the operational control of buildings and other assets in retail, commercial and industrial settings. They coordinate the maintenance and repairs in order to provide a safe, secure and clean environment for its occupants. Other duties include project management of capital upgrades, overseeing the management of contracts such as cleaning, security and fire services, budgeting, health and safety, managing energy efficiency and compliance.

John Gerschwitz , General Manager at Universal FM gives his thoughts on this sector of the property industry. ‘What I love about facilities management is that no two days are the same and I get the opportunity to help and support people as they go about their day-to-day lives. In my role, I need to think outside the square, come up with new processes, try new things and continuously improve.

It is a well-respected profession and is essential to ensure critical infrastructure is maintained, serviced and repaired in a safe environment. Facilities management also provides the possibility to relocate and opportunities to progress.’

Salary And Job Opportunities

Facilities management is a career that has the potential to earn a 6-figure salary. In South Australia, the average annual salary for a Facilities Manager is between $100k and $120k.

According to SEEK, projected job growth for facilities management over the next 5 years is 6.4%, showing there will be plenty of demand for facilities managers going forward.

There are currently 41 facilities management jobs advertised in South Australia and 1030 jobs advertised Australia wide, indicating strong demand for facilities managers and excellent prospects for those wishing to enter the industry.

Facilities Management As A Career

Facilities management roles do not typically require formal qualifications, however, many FMs have done professional development in areas such as Work Health & Safety and Project Management, etc. FMs with qualifications in the Diploma of Property Services (Asset and Facility Management) or the Diploma of Facilities Management will be highly regarded by employers. In South Australia, we see some FMs that have transitioned from a mechanical engineering background and we see this most often in applicants from overseas.

In the past, many facility managers have come from a trade background, but the increased focus on compliance, energy efficiency and contract management has required FM’s to have very competent administration and computer skills, on top of strong technical knowledge.

If you’re looking at career options in the property industry, facilities management looks like an attractive career choice, showing high levels of job satisfaction, good job prospects, and excellent salary potential.

Source: Statistics included sourced from SEEK

How to avoid the loss of new recruits

Wed, 12 May 2021 03:01:09 GMT

A strong talent retention strategy is vital to ensuring new recruits feel settled, valued and challenged (but not over-challenged) in their first months at a new organisation. Avoiding new hires from leaving within the first 6 months of their tenure is vital to any organisations financial and cultural performance.

As a recruiter, we’ve had lots of experience advising employees on how to settle in new employees and set up a talent retention strategy. Here are our top tips to encourage new recruits to commit to a longer tenure at your organisation.

Don’t make false promises
Make sure that what was sold to new employees in the process of recruiting is what they are doing day-to-day. This is the most important tip because it is a very common reason that new recruits leave within months of their appointment.

Make a positive start from day one
Welcome people warmly to your team with a social event such as a morning tea and have their IT set up and ready to go. Not having their email address, phones and computer set up on time will give the impression of disorganisation and make a poor first impression.

Onboarding
Have a strong onboarding process in place to help integrate new recruits into the company as quickly as possible. A checklist of goals and assignments for the first weeks of their employment is just one of many onboarding steps employers can take.

Training
Have a clear plan on training and at what stage the new team member needs to be at from month 1-6 and communicate this clearly. New recruits then have a clear understanding of their employers' expectations. Tick things off as they learn – it gives a great sense of achievement.

Celebrate the wins!
Celebrate any “wins” of the new recruit. This should happen with all team members, but it can be a great feeling for a new member of the team to be recognised for their achievements.

Feedback and support
CHECK-IN REGULARLY! This is highly important to get a “feel” for how the new employee is going. The more regularly you check-in, the more comfortable they are likely to feel in raising any concerns. Ask other members of the team how the new team member is settling in, if there are any early problems, they may be able to flag them if the person isn’t going to their manager.

In the current candidate short market, it is essential to the success of any business to hold onto their top talent. Having a talent retention strategy in place is the key to keeping new recruits for longer.