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The latest advice, news and events from Edge

Great apps for property people


With so many apps available on the market, it’s easy to become overwhelmed by the possibilities. To make it simple, we’ve researched the best apps for people in the property industry. These apps are useful for property managers, valuers, administrators, real estate agents or anyone who spends a lot of time on the road or works directly with clients.

Inspect Real Estate

We asked Alicia Allan from Gary J Smith Real Estate for her recommendations on useful apps for people in the property industry. As a busy business owner and highly experienced property manager, Alicia knows how to use technology to her advantage.

“We use this fantastic app for our property inspections called ‘Inspect Real Estate’. It enables us to sign people in as they come to the inspection, send them reminder texts, make notes on each person, take applications on the spot and so much more. It even serves as a safety check because we know who’s coming to our inspections before they arrive and we’ve got those people’s details on file. It’s brilliant!”

Find out more

Other useful apps we discovered include:


This very cool and totally free messaging app for your smart phone or tablet, works like a walkie talkie with live voice text, photo and location sharing. It’s perfect for busy real estate agents with PA’s and sales administrators or anyone who manages a team. Record your messages using live capture and send them directly to individuals or your whole team.  Imagine being able to send instructions to your team using a voice recording instead of having to email or text them individually!

Voxer is available on smart phones, tablets and the web.


This automated GPS time tracking app automatically records all travel time and time spent with clients, so you no longer have to rely on manual timesheets and mileage logs. This is especially useful for contractors and those who charge by the hour. However, it also provides a simple way for permanent workers who wish to track how their day is spent, such as property managers who spend a significant portion of their day away from the office.  

Bullrush is available on android and Apple devices.


If you’re in any kind of client facing role such as real estate sales or retail management, you’ll want to look your best without spending precious time working out what to wear. Stylebook is a virtual closet for your real-life wardrobe, with over 90 tools to manage everything from your favourite outfits to your sizes and style inspiration. If you’re the sort of person that spends more than a few minutes in the morning working out what to wear, this will be useful for you.

Stylebook is currently available on Apple devices only.  

FB Limiter

Not just for property people, this one’s useful for just about everyone! If you’re easily distracted and can’t resist the temptation to check the latest kitten videos on your Facebook/Youtube feed, then this app is perfect for you. It allows you to block Facebook and/or Youtube for a set period. It’s also useful for parents wishing to limit the time their children spend on Facebook/Youtube. 

FB limiter is available on desktop and tablet devices for Windows XP, SP2 and later operating systems.


If you’re one of those people that need to write everything down, this is the app for you. This super useful cloud-based task management application helps you to tick off your professional and personal to-do list. Set due dates, reminders, assign to-do tasks and share any projects you need with colleagues, friends and family.

Wunderlist is available for free on iPhone, iPad, Apple Watch, Android, MAC, Windows, Kindle and the web.

If you’re yet to embrace apps into your life, have a browse through the apps available on Google Play for android apps or the App Store for Apple apps. When looking for an app, always check the reviews to see how well they have been received by others. 

Why Contract Employment Is The Best Of Both Worlds


When it comes to hiring staff, employers often think of permanent and temporary employment terms as the only options available. However, fixed term contract employment provides employers with the expertise you would expect from a permanent employee, whilst providing the ultimate flexibility of a temporary employment arrangement. What’s not to love?

Jobseekers who take on fixed term contracts are often skilled professionals who are; between roles, looking to take on interesting projects or wanting to work with particular organisations. For employers that struggle to keep permanent staff in key roles for a long time, fixed term contracts can be a smart solution. Whilst a fixed term contractor will usually cost an employer more on a per hour basis than a permanent employee, there are many benefits to this type of employment that is sometimes overlooked.

Jane Carey, CEO of Edge Recruitment gave us her insights into this type of employment. “Whilst still not the most popular form of employment, I’m finding there is less resistance to  fixed term contract employment these days. Smart employers are recognising the value of hiring a highly skilled professional to plug skills gaps whether it be for a short term project or to cover maternity leave etc.”

So what are the positives for hiring staff on a fixed term contract? ·        

Minimal training needed
Fixed term contract staff are ready to hit the ground running, generally require minimal training and can help up-skill existing staff, saving employers time and money.

Temp to perm
Occasionally an employer finds a fixed term contractor so beneficial for their business, that they make an offer of permanent employment. The beauty of a fixed term contractor is that their contract term effectively acts as a trial period, allowing employers to review their potential, free of obligation. 

Fixed term contract staff can provide insights into other industry projects and connect businesses with highly valuable industry contacts.

Reduced HR costs
The more employees a business has, the more resources are required to manage HR tasks such as payroll, superannuation and leave management etc. That’s why fixed term contractors prove to be especially beneficial to small businesses with minimal HR resources, as these employee benefits are usually managed by a recruitment agency.   

Fixed term contract staff provide employers with the flexibility to easily increase their workforce during busy periods and decrease during quieter times, without the stress of having to lay off permanent staff.

Most employers know that smart hiring choices are critical to the success of their business, and adding fixed term contract staff to the mix can help employers access much needed expertise, flexibility and networks.

Fabulous Women in Property Party


Adelaide turned on beautiful weather for our annual Fabulous Women in Property Cocktail Party held at 2KW on Thursday 21st September. People from all areas of the property and real estate industry joined us for great networking, cheese tastings, delicious wines and stirring speech by guest speaker Valerie Henbest.

Thanks to all who helped make the night a great success, including sponsors Real Estate Institute of South Australia (REISA), Madame Hanoi, Adelaide Festival Centre, SIMONE PERELE and The Smelly Cheese Shop.


Try Before You Buy Your Career


Whilst temping is sometimes considered a less appealing option than permanent employment, it offers fantastic career benefits that you may not have considered. It’s a great way to ‘try before you buy’’ a variety of roles before settling on one, without looking like you have a lot of movement on your resume. It’s also an excellent way to learn new skills, make industry contacts and be exposed to an assortment of workplace environments.

Here are some of the career orientated reasons to consider temping:

Make fantastic industry contacts
Temping is like speed dating for gaining great industry contacts, fast! We all know how valuable industry networks are for your career and temping provides the opportunity to make an impression on business owners, other employees and possibly clients from each business you temp with.

Explore the industry
Explore different aspects of the property industry in a short space of time that may take years and years if you were in permanent roles. For example, you may get exposure to both residential and commercial sides of the property industry as a temp, which is far harder to achieve as a permanent worker.

Try before you buy
Work out what kind of business you want to work for. Temping allows you to explore the variety of structures, managerial styles and company cultures out there and to find out which ones suit you best.  

Broaden skills and experience
Temping offers the opportunity to broaden your skills and be exposed to a variety of industry software programs. Having an excellent working knowledge of software programs relevant to your discipline is often a minimum requirement for landing future roles in the property industry.

Work out what you don’t want
Fine-tuning what you don’t want in your career is just as useful as knowing what you do want. Temping offers the chance to ‘try on’ a role for size, before committing to that choice in a more permanent fashion.

From temp to perm
We find that temp jobs sometimes turn into a permanent offer of employment, especially if you impress the socks off your employer and you have the right skills and experience to boot.

If you are ambitious and looking for work in the property industry, consider temping as a useful stepping stone to achieve your career goals. You will not only gain valuable skills and contacts, but be able to explore the different flavours the industry has to offer. This will equip you well to make the right career choices going forward.  

Fabulous Women in Property Cocktail Party


This event has sold out. Apologies to anyone who missed out on tickets. If you would like to receive notifications about future events, please call 8232 2220 or email


Discount part-timers at your peril!


Whilst employers are becoming more open to a part-time workforce and accepting of the many reasons a worker may choose to work part time, there’s still a lingering stigma about part-timers. It’s a common myth that part-time workers are somehow less productive and committed than their full-time counterparts. In my 19 years as a recruiter, I have frustratingly come across plenty of employers who have discounted talented candidates who wish to work part-time in favour of less talented full-timers.

In my experience, the part-time workforce is a highly skilled, productive and committed section of the workforce, and it’s not just me who thinks so. Study after study shows that part-time employees are amongst the most productive of the workforce. An Ernst and Young report conducted in 2015 found that women working part-time were the most productive in the workforce and a study reported in the Harvard Business Review shows workers with flexible work arrangements are on average 13.5% more productive. As an employer of many part-time workers over the years, I can honestly say they are the most productive group and provide the best bang for buck of all employees.

This week, Kylie Neal, Centre Manager for Adelaide Central Plaza offered her thoughts on this topic. ‘It’s been my experience that part-timer workers possess the same amount of commitment to the role and the company as full-timers. I’ve also observed their level of flexibility is just as good as full-timers, meaning they’re able to achieve good career progression and improve their overall skill set.

So why do people work part-time? For many, it’s a lifestyle decision, opting for a healthy work-life balance. For others, it’s to care for young children or elderly parents (an increasing occurrence due to our ageing population) or to manage a chronic illness or mental health issue. Whatever the reason, I’ve observed that employers have an improved awareness of the reasons why people may opt to work part-time, resulting in a greater uptake of flexible working terms.

However, there’s still a long way to go. Research conducted by Ranstad shows that Australian employers are the least open to flexible working arrangements of anyone in the Asia pacific region. Employers are often willing to be more flexible with existing employees, but less inclined to offer the same flexibility for new employees.  It seems to be a perceived risk, or that an employee must “prove” themselves, to earn the right to work part time.

The research is there; let’s put it to good use! Perhaps Australian employers need a little bit of encouragement and confidence to employ more part-time workers and become more flexible?

Before hiring staff, employers should ask themselves:

  • What is the reason I need someone in this role on a full-time basis?
  • Will my bottom line be affected by choosing part-time resources?

Most employers know that smart hiring choices are critical to the success of their business, so avoiding this most productive group of candidates is simply a wasted opportunity.

My message to employers is this; discount this treasure trove of talent at your peril! By not considering this talent rich pool of candidates during the recruitment process, employers may miss out on valuable expertise and choose a less skilled candidate simply because they’re not open to  part-time possibilities.

By Jane Carey

Raising Retention Methods


Want to pay your star employee more or reward excellent work, but don’t have money in the budget? Whilst you need to pay appropriate market salaries to attract and retain top talent, money is not the only motivating factor when it comes to retaining staff.  

So at this time of year when businesses are thinking about performance/salary reviews, what retention methods can you employ other than offering a raise?

Here are just a few of the options available:

  • Rostered day off (RDO)
    Offering a regular RDO to compensate for extra time worked after hours or on weekends is a great incentive to show your appreciation for an employee’s efforts.
  • Set up a mentoring program
    A mentor can help challenge, motivate and further a person’s career and can push them up the corporate ladder in terms of personal and professional growth.
  • Offer additional leave
    Some employers offer five weeks of annual leave instead of four as an additional incentive. This will not change an employee’s yearly salary.
  • Provide tuition reimbursement
    If your staff are thinking of professional development studies, offer to pay or part pay for their tuition.
  • Memberships to organisations
    Offer to pay for membership 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.
  • Flexible working arrangements
    Providing flexible work arrangements can be a powerful tool in retaining employees. Flexibility may be the reason an employee chooses to stay with you in spite of the lure of higher wages elsewhere.
  • Recognise and reward your team
    Sending your employees on a conference or seminar is a great way to reward and acknowledge their contribution.
  • Increased responsibility
    Increased responsibility can be very welcome for the right employee and is an acknowledgement of your trust in their work. However, be aware that some employees could perceive this as simply more work with no reward. If you are increasing responsibilities, seriously consider reflecting it in their job title. A better job title can mean more to some employees than money and is an official recognition of their abilities.
  • 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, 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 a tax deductible expense for your business.

If you have been reading our newsletter, blog or industry publications, you will know how important it is to be proactive when it comes to employee retention.

Employees that can visualise their career progression and know they are working towards their professional goals will feel more empowered and are more motivated than those who can’t. These goals commonly include increased pay, more responsibility, a better job title and flexible work arrangements. Find out what goals are important to your employees (apart from pay) and implement a program to help them get there.

How to dress for job interviews


Whilst most of our candidates dress appropriately for job interviews, there are still some that occasionally miss the mark. When attending a job interview, you not only represent yourself, you also demonstrate how you would represent the potential employer - so it’s important to make a positive impression.

All work places have different dress codes and dress cultures and until you are familiar, it’s best to dress up rather than dress down.

Here are our top tips to make an excellent first impression at your next job interview:

How to dress_women How to dress_men

Don’t dress down for your recruiter
Looking too casual for an interview with your recruiter is a mistake. If you reserve your presentation efforts only for interviews with potential employers, you are missing opportunities. Your recruiter will decide whether to recommend you for a role or not, so it is just as important to impress your recruiter and make a positive impression. Some of the biggest no-no’s we have experienced are candidates who wear thongs, jeans, sneakers and shorts to interviews.  

What to wear?
A pant or skirt suit with a well-cut blazer, teamed with a crisp, white shirt is an excellent choice for a job interview. It’s not essential for men to wear a tie, but if choosing not to, ensure you wear a smart suit and shirt.  

Personal style
It’s ok to inject a little personal style into your outfit, but don’t overdo it with too much jewellery or makeup. Make sure you are remembered for your great skills and personality, not jangling jewellery and too much eyeliner! You can add a nice scarf or statement necklace to style up a simple suit and shirt combo. 

It doesn’t leave a good impression to have the personal grooming of a yeti. Make sure your hair and nails are clean and tidy and your clothes are ironed. If you wear nail polish, make sure it is not chipped and avoid garish colours.

Shoes in good condition
The shoes you choose to wear to a job interview should be in good condition and polished. Avoid wearing sky high heels or boots. A nice court shoe, brogue or low – medium heel is an appropriate choice.   

Your bag
Don’t bring a scruffy, unkempt bag to your interview. If you don’t have a handbag or satchel in good condition, borrow one!

Even if the workplace you are interviewing for is quite casual, we always advise candidates to dress up and present themselves at their best. It shows that you are keen on the role and makes a positive first impression. 'Our rule of thumb is that you can never overdress for an interview‘, says Jane Carey, Director at Edge Recruitment.

Want to get the latest jobs, news and buzz about employment matters for the property industry? Join the conversation with Edge Recruitment on Twitter, Facebook , LinkedIn or visit our website.


What Ignites Motivation In Your Team?


Employers that solve this riddle, hold the key to unlocking hidden potential, increased loyalty, improved productivity and lower turnover rates within their team. Business owners and managers agree that keeping staff motivated requires continuing attention and effort. Not only does each member of the workplace have unique motivating factors, they also have unique life circumstances, which change throughout the course of their careers.

So, to create a highly-motivated workforce, it is essential employers understand what ignites motivation in each unique personality within their team.

Here are some of the top factors that drive people to perform:

Responsibility and ownership
The freedom to make decisions without being micro-managed or having to get approval gives employees a sense of accomplishment, pride and confidence in their work.

Employees are very motivated if they can tangibly see career advancement ahead. Employers that create career development opportunities demonstrate their commitment to the careers of their team.

Feeling valued and appreciated
An employee that feels valued is more likely to show loyalty, work harder and stick with an employer during tough times.

Putting trust in employees to manage their deadlines or their workload, their own way, can be very empowering and inspire motivation, loyalty and innovation. Providing flexible work arrangements can also assist employers to attract and hold on to top talent. Flexibility may be the reason an employee chooses to stay, despite the lure of higher wages elsewhere.

Salary and benefits
Pay is of course, a highly motivating factor for employees. People need to feel their pay is fair compensation for their skills, experience, qualifications and performance as well as being appropriate for their industry sector. Many employees will put in more effort for the opportunity of greater pay and bonuses.  

When asked her opinion on this topic, Jane Carey, Director of Edge Recruitment says ‘Giving staff credit for the work they do weighs far above all other factors. There are many different ways to show your appreciation, such as giving praise in front of colleagues, giving a gift of champagne or flowers or simply saying thank you. It seems so simple, but is often something employers forget to do.’

Most people are motivated by a mixture of the above factors, but understanding which ones are integral to each individual is essential to getting the best out of your team.

Women in Property Raise Funds to Fight Cancer


Our annual Women in Property Morning Tea on 23rd May was a sell-out, attracting women (and a few men) from all areas of the property and real industries. Guests enjoyed the amazing food produced by the chefs at Madame Hanoi, excellent networking and fantastic prizes.

Our guest speaker, Rachel Kidwell from TCPinpoint inspired us on topics of career focus, life challenges and leading in male-dominated industries.

We are pleased to announce that we raised $2000.42 for the Cancer Council. Thank you to all who attended and bought raffle tickets - your efforts will help to aid the fight against cancer.

We look forward to seeing you at our next Women in Property event in September - stay tuned for details!

View the photos