Prospect Recruitment Group

5 things that your competitors are doing to ensure a better hiring outcome. 🔔 They take the time to really help us understand the role, both as it is now and what it could look like into the future. This helps us sell the opportunity to passive candidates that we are advocating to on behalf of your brand. 🔔 They meet the market on salary. Needless to say, when championing a brand to the market it certainly helps not to be asking people to take a haircut on their current salaries. 🔔 They keep the process moving. Important in a competitive landscape to minimise the risk of losing a great candidate, also makes a great first impression to candidates. 🔔 They are open to interviewing outside of working hours. Shows a high degree of respect to candidates and ensures that they don't have to make up appointments to attend scheduled interviews. 🔔 They don't search for reasons NOT to hire a candidate. Obviously due diligence to ensure the candidate has the technical capability to deliver in the role, but they look for traits and attributes that will ensure their success rather than reasons not to work with them. Don't get me wrong, there's a fair share of bad recruitment stories, but if your first point of call is "We're looking for an Estimator, can you send me CV's" - you are the problem. When you lean in and work WITH your recruitment partner, I can wholeheartedly guarantee that you'll have a far better experience and ensure a better outcome. If you're wanting a recruitment partner that proactively advocates for your brand to the market, lets chat 👇 📧 nathan@prospectrecruit.com.au 📞 0406 223 504

“What is the market saying?” The age old question that I get daily. I’m lucky enough to engage with hundreds of Construction professionals each week, below is a snapshot of what is most important for them. 1. Remuneration. People tend to dance around this one, but I can unequivocally tell you that more than 90% of the candidates that I speak with are wanting to improve their position in life for their family through their salary and benefits. If your company aren’t at or above market rate then you better be ticking all of the other boxes if you want to attract the best talent. 2. Clear and Defined Growth Pathways. They’re not banging down the door to be handed a promotion every six months, but they want to know that by putting in the hard yards they’ll be rewarded, and that there is opportunity within to grow. Having clear and defined growth pathways that can be discussed through the interview process, onboarding and then through your regular one-to-ones will not only assist you in attracting the most talented individuals, but your retention will improve tenfold. The number one reason for candidates looking at other opportunities is that they feel stagnant in their role. Regular touch points with your team members will go a long way to reduce turnover. 3. Professional Development. Candidates are wanting opportunity for professional development, whether that be the opportunity to work on different types of projects, up-skilling through workshops/courses or even by getting them to attend industry events/conferences and encouraging attendance at networking events. When candidates say they want to work in a company with a great culture, they often aren’t referring to having a table tennis table and knock off beers. (Pains me to say that given my love of both). They want to feel encouraged and supported in their pursuit of knowledge and skills, and all of the above gives them the opportunity to thrive and remain competitive in a very competitive industry. 4. Quality People. Needless to say that candidates are looking for genuine mentorship from their leaders. But it goes further than that. People are a byproduct of their environment, and you can have the greatest leadership team in the world, but if your team are full of C-Graders, you’ve got no hope in the world of attracting and retaining A-Grade talent. High performers want to be surrounded by other high performing staff. 5. Security. It’s been a tumultuous couple of years within Construction to say the least. Candidates are weary of making moves as there’s a high chance they’ve been stung and it’s left a bad taste in their mouth. Longevity and security are high on the wish list of most candidates that I speak with. If you need a hand with some personalised guidance on what you can be doing to attract and retain A-players, you know where to find me 👇 📧 nathan@prospectrecruit.com.au 📞 0406 223 504

Sick of applying for jobs and not hearing back? Competition for roles in Construction is fierce at present, below are some tips to help you improve your chances and stand out from the pack. 💡Make sure your CV is sharp. Keep it simple. This isn’t an opportunity to copy paste from your PD.  Keep the focus on the type of projects you’ve worked on, the volume of projects simultaneously, the value of the projects and your role in delivering them. Quantify your achievements and be clear and concise with your numbers. Mention budgets that you’ve managed and timelines that you’ve met. Showcase your certifications and licenses too! 💡Optimise your LinkedIn. Groundbreaking stuff, but the profile picture of you holding a fish with speed dealers on isn’t doing anything for you. You’re not needing a professional photoshoot at Starshots, but a relatively professional headshot will hold you in good stead. Whilst social media isn’t everyone’s cup of tea, many companies will cross-reference your CV with your LinkedIn profile. Make sure that they’re both matching and are up to date, including work history, certifications, and recommendations (if possible). 💡Utilise your network. Is there somebody you know that can help? Reach out to those in your network that you know are well connected, you’ll never know just what you can unearth by keeping in touch with your network. Want more information? I’d be more than happy to help. 📧 nathan@prospectrecruit.com.au 📞 0406 223 504

Melbourne, you've turned it on! ☀ Plenty happening on the jobs front - reach out for a chat 📞

🎉 Launch Party 🎉 On Saturday night we were lucky enough to celebrate the official launch of Prospect Recruitment Group with 60 of our nearest and dearest! Thanks again to the team over at xrecruiter! What a way to kick things off!

🚀 Strap yourself in, this one’s got some serious length. Transitioning over into business ownership has been a goal for as long as I can remember. As we dive straight off the deep end into the unknown, its most exciting to know that this is no longer a pipe dream, nor conversational piece after having a few too many 🍺’s on a Friday afternoon. I feel the market has shifted toward boutique agencies, with hiring managers and companies alike finding genuine value in a partnership with tailored recruitment solutions to fit their needs. At a time where many agencies are focusing their efforts on sheer volume alone, we’re going the other way. Bucking the trend. Blazing one’s own trail. Swimming against the tide. Marching to the beat of a different drum. Cutting against the grain (did somebody say steak?). I’ll stop, sorry. Prioritising quality over quantity, authenticity within our relationships and genuine partnering to craft personalised solutions for the businesses that we work with. Impact, through delivering on what we say we will do for our partners. Being bold, embracing risk and doing things differently. But most of all, as we embark on no doubt the biggest journey of our lives to date, having plenty of fun along the way. No, we don’t come with 30 years of experience within a particular niche in recruitment. What we do have is more than a decade each within Recruitment & Business Process Outsourcing, with a relentless approach to delivery. We’ll let our client and candidate reviews do the talking, you be the judge. We’re not here to preach. A competitive advantage of ours is that we’ve been on your side of the table as hiring managers. I was lucky enough to be in the trenches managing tens of thousands of great people with John Atar. I like to think that experience alone has taught us a thing or two about what’s important when assessing people on their capabilities. When choosing to partner with Prospect Recruitment Group, what you see is what you get. No trickery, only terrible dad jokes. Agencies will often send a Director or Senior Leader to attend meetings and give you the impression that they’re in the trenches, only for them to assign a kid straight out of school with 3 months of life experience to represent your company and brand. With us, we’re personally on the tools showcasing you and your employer value proposition to the wider marketplace and our personal networks. Lastly, thanks to Declan Kluver, Blake Thompson and the wider team at xrecruiter - having a community of likeminded professionals and those that are kicking some serious goals makes this leap of faith so much easier. Cant forget Sergio Zuluaga for making our rough lids scrub up alright from a content perspective too! 🔥 Come along for the ride, it’s going to be one hell of a journey! 🎤 📧 nathan@prospectrecruit.com.au 📞 0406 223 504

Positive feedback on a Monday, no better way to start the week!

🌞 Good morning LinkedIn 🌞 Lovely sunny morning in Melbourne, no better time for our first post as we very quickly approach our official launch date. Let’s introduce ourselves as a business, and what we stand for. Four key pillars that we’re founded upon, and not just some exercise of banging four words on a wall to take some nice photos of for a tickbox exercise, but values that we personify daily. Those of you who know us personally (I hope) would agree: ✅ Authenticity. Not regurgitating the same “expert” opinion via chatGPT like what we see on LinkedIn daily. Being unapologetically ourselves in all of our dealings. ✅ Boldness. Taking risk, embracing the unknown and challenging boundaries by striving for and expecting more. ✅ Excellence. Taking pride in the delivery of excellence. Leaving no stone unturned in getting things done, and done the right way. ✅ Fun. Not taking ourselves too seriously, celebrating wins and minimising losses whilst enjoying every step of the ride. We look forward to sharing more with you as we near in on our launch 🚀