The ‘Talent Instinct’ podcast episode 22 by Chantal Penny is an electrifying space where we dive into how construction business owners revamp their hunt for top-tier talent by ‘instinctivizing’ your efforts.

In this episode I discuss what is current 'A sign of the times, the market and question what is our 'new norm'. The challenges in the market today, particularly for construction business owners is huge. I get it. I'm chatting with business owners every day, and really empathise with how everyone is trying to grasp what our 'new norm' is since Covid with inflation, interest rates moving upwards, a high rate of bankruptcies which are continuing, and now an upcoming election.

There is still work out there, but it is definitely a little slower. Applications from candidates with in-demand skillsets are increasing, indicating a turnover in the market. People are seeking new opportunities, whether as a business looking at and restructuring their projects, direction, budgets, internal process and their teams. Equally candidates are looking for a stable workplace, one that fits them with a great culture and they are on the move. This is also influenced with people migrating - whether over borders within Australia, or from overseas.

We'll discuss the positives and things to consider going back to basics to sure up our success, and things to look at to ensure that we have the right team with the right skillset and the right attitude to be successful, and create a 'new norm' that works in the current environment

Let’s face it, making the right hire for your business has never been more paramount. The stakes of the wrong hire can disrupt performance, profit, culture and succession planning. Talent Instinct isn’t about playing safe, it’s about conquering with calculated instinct.

Enjoy!

Get in touch (go on..... we know you want to)

Chantal Penny:
P: 0422 536 382
chantal@siteforcerecruitment.com.au
www.siteforcerecruitment.com.au

LinkedIn:
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SiteForce Recruitment LinkedIn

Facebook:
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Podcast:
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The ‘Talent Instinct’ podcast episode 21 by Chantal Penny is an electrifying space where we dive into how construction business owners revamp their hunt for top-tier talent by ‘instinctivizing’ your efforts.

In recruitment, we are selling both ways. We discover and then sell the employer's offering and culture to the employee. And to the employer, we sell potential candidates for the role, looking at a generally wider perspective than most employers are used to. To be successful we need to be able to consider all perspectives.

This blog was inspired by many conversations I have been having in the industry, being able to see both sides of the argument, sparked recently by workers at Brisbane's Cross River Rail project who have lodged a wage claim, highlighting the ongoing tensions between labor demands and employer constraints. Workers argue for higher wages to reflect the rising cost of living and the intensive labour required for such a large-scale infrastructure project.

On the employer's side, the financial burden of wage increases must be balanced against numerous expenses, including materials, project timelines, future employee benefits that need to be set aside and overall budget constraints. Achieving a balance requires transparent negotiation, where workers’ need for fair compensation is weighed against the project's financial health.

I discuss the isues of employers for employees to consider, and also discuss that it is crucial for employees also to evaluate the stability of the potential employer to ensure long-term security and growth opportunities. Prospective employees should research the company's financial health by reviewing its annual reports, financial statements, and market performance. Additionally, understanding the organisation's industry standing, competitive position, and history of economic resilience can provide insights into its stability.

Job seekers should also consider the company's management structure and leadership reputation, as effective and transparent leadership often correlates with organisational stability. Employee reviews and turnover rates can offer a glimpse into workplace culture and satisfaction, further indicating the company's stability. Lastly, ensuring that the company adheres to legal and ethical standards can prevent future disruptions due to regulatory issues.

I discuss thoroughly assessing these factors can help job seekers make a balanced and informed decision, securing not only a position but a reliable career path.

Let’s face it, making the right hire for your business has never been more paramount. The stakes of the wrong hire can disrupt performance, profit, culture and succession planning. Talent Instinct isn’t about playing safe, it’s about conquering with calculated instinct.

Enjoy!

Get in touch (go on..... we know you want to)

Chantal Penny:
P: 0422 536 382
chantal@siteforcerecruitment.com.au
www.siteforcerecruitment.com.au

LinkedIn:
Chantal Penny - Talent Instinct LinkedIn
SiteForce Recruitment LinkedIn

Facebook:
SiteForce Recruitment Facebook

Instagram:
Chantal Penny - Talent Instinct Insta
SiteForce Recruitment Insta

YouTube:
YouTube Talent Instinct with Chantal Penny

Podcast:
Talent Instinct with Chantal Penny Podcast

The ‘Talent Instinct’ podcast episode 20 by Chantal Penny is an electrifying space where we dive into how construction business owners revamp their hunt for top-tier talent by ‘instinctivizing’ your efforts.

In this episode I talk about personality tests, and identifying your own personality and that of your team, for both the boss a workers. Simply put, identifying who you are within a team, knowing yourself, your tendencies and the ecosystem of your team and how to communicate well with their diverse personalities, makes work more efficient, creates a more productive and happier team, and importantly, highlights if there are gaps in your team. So, if you are a boss, are you a visionary trailblazer, supportive mentor, task ninga, fun-loving facilitator or the diplomatic mediator? For employees, are you a go-getter guru, a teamwork dynamo, a creative crusader, reliable rockstar or social butterfly? And how does each personality's beliefs, attributes, communication styles and tendencies when they are out of balance (and we all have ups and downs in our lives) affect the other members of the team - and most importantly, how do we get the best from each team member, allowing them to be themselves whilst getting the best out of them.

Let’s face it, making the right hire for your business has never been more paramount. The stakes of the wrong hire can disrupt performance, profit, culture and succession planning. Talent Instinct isn’t about playing safe, it’s about conquering with calculated instinct.

You can take my 'Chantal's Personality Test' and find great tips for understanding and improving workplace relations for each personality on the team in my blog "Your Personality and Your Team" at:
https://www.siteforcerecruitment.com.au/your-personality-and-your-team

Enjoy!

Get in touch (go on..... we know you want to)

Chantal Penny:
P: 0422 536 382
chantal@siteforcerecruitment.com.au
www.siteforcerecruitment.com.au

LinkedIn:
Chantal Penny - Talent Instinct LinkedIn
SiteForce Recruitment LinkedIn

Facebook:
SiteForce Recruitment Facebook

Instagram:
Chantal Penny - Talent Instinct Insta
SiteForce Recruitment Insta

YouTube:
YouTube Talent Instinct with Chantal Penny

Podcast:
Talent Instinct with Chantal Penny Podcast