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The latest advice, news and events from Edge

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

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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

Big vs Small Business – What One Suits You?


Job hunters that have only worked in small business environments often tell us they want to work for big corporates. The perception being that big organisations provide more career benefits than small ones. We also receive the opposite request from job hunters who have only worked for large organisations wishing to move to a more intimate sized business. When it comes to choosing who to work for – which size business suits you best?

Each organisation, big and small has unique benefits, programs and structure, and what suits you will depend on how you work best in an organisation and what you hope to achieve.  

If you like more formal business structures, you may be suited to a large organisation. Larger organisations can often provide more structured training and career development programs and better opportunities to move upwards than small businesses. However, decision making can be slower in large organisations as there are more management channels to sift through, which some people can find frustrating.

Here’s a few pros of working for a big business to consider:

HR resources
With bigger HR departments, large organisations often have talent management programs in place that employees can benefit from. In the best big organisations resources are allocated to proactively manage the workforce, develop staff and retain the best and brightest people.  People are valued!

Corporate health and wellness programs
Bigger businesses are more likely to have sophisticated health and wellness programs that employees can utilise such as onsite gyms, subsidised gym memberships, immunisation programs and social clubs etc.  

Structured mentoring programs
Larger organisations often have dedicated mentoring and leadership programs designed to nurture and develop their talent to move upwards in the business. A good mentor is not only someone to bounce ideas off, but can provide a fresh perspective and guidance on problem solving, accountability and goal setting.

Large organisations, especially internationals can often provide opportunities for employees to move sideways in the business to interstate or overseas. This can be an enriching and rewarding experience for employees, providing the opportunity to learn new skills. Plus, it always look great on your CV!


Prefer to work in a more Intimate environment where everyone knows your name? Perhaps small business would suit you best. Job hunters who are hungry for career growth and big salaries sometimes overlook small businesses due to some misconceptions about what they can offer. If you dislike bureaucracy and having multiple channels to go through to get your work approved, then a smaller organisation may suit you better.

Here are few pro’s that small businesses can offer you:

Role diversity
Roles are often more diverse in smaller companies because there are less resources to spread the work around. This means more opportunity to try out a variety of responsibilities, which is especially useful for graduates working out their strengths and weaknesses.

As a recruiter, we speak with a lot of companies about salaries and work arrangements. In our experience, small businesses tend to be a bit more open to flexible working arrangements such as time off in lieu, leave without pay and telecommuting.

Closer relationships
Working for a small business is a far more personal experience than working for a large one. There are more opportunities to collaborate with colleagues from all levels of the business, not just your department and key members of staff.

More of a chance to shine
Your successes are more visible in a smaller company. If you snag a new client or come up with a great idea, it’s more likely to get noticed by senior management or the owners of the business. You get to be a big fish in a small pond!  

Large and small business structures both have their benefits and drawbacks and each is suited to different types of people. We hope this helps you to decide which size business suits you best. 

2017 Women in Property Morning Tea


Join Edge Recruitment and friends at Adelaide's premier networking event for women in property. Take in the stunning surrounds at Madame Hanoi, enjoy fabulous networking, savour a delicious morning tea, whilst raising funds for the Cancer Council.

Hear from guest speaker Rachel Kidwell, an inspiring property professional, entrepreneur and award-winning founder of TCPinpoint, tenancy coordination software.

Raffle prizes will be on offer, so please bring some change!

Tuesday 23rd May, 9.30 - 11am

Tickets: $45
($20 from each ticket goes to the Cancer Council)



Secure parking is available in the Convention Centre carpark, Wilson Parking on Hindley St, The Terrace carpark on North Terrace and the Myer Centre carpark.

For further information about this event contact Emma on 8232 2220 or email