It was really interesting over the last couple of years to watch what I would say are 'problem people' in the industry move around. Add in the incredible number of bankruptcies in our sector, and habitual offenders applying for jobs that don't really match either their skillset, the basic expectations of employers or the standards we uphold the industry to.

I wrote an article titled “Want a Sterling Reputation in 2024? People talk. Subbies talk. Tradie’s talk”. It discussed the competitive realm of construction in Australia and how to maintain a stellar reputation for success, ability to attract clients and workers, build loyalty and referrals.

But a recent scenario with an employee highlighted to me that more education is needed on how closely linked employer reputations are to the reputations of their employees. Knowing ‘Who’s Who in the Zoo’ is crucial for success of both.

So, here's a question for you to ponder:

If you had a guy working for you that was suffering some mental disability and wasn't showing up for work and left the job, would you employ them at a later stage if it was your decision?

What, you're asking me?

Well that depends. Everyone goes through challenges and we all have our ups and downs. Some of the critical questions for me are: is he one of the ‘good-guys’; is this a pattern; did I keep in touch with him on his journey to health; how is his mental health now; are the circumstances resolved that caused the problem; is he ready for work and the pressures we face; what has changed the likelihood of this recurring again; what resources and learnings did gather from that experience; are the changes permanent; and assessing that, what if any, is the risk now; iIf he had time off, what did he do to further his qualifications or value for an employer; and what are his skills and experience and how desirable are they now?

See, it's not simple. But the key is 'knowing' a person. Being highly networked and having high quality relationships in this circumstance meant that I was aware that this guy had done everything he needed to do be a quality and reliable employee today. If not known, he might be overlooked due to a gap in his employment, and that’s unfortunate.

And of course, there’s the other side too – the guy that promises he’s got it together but he is a habitual offender way, way past being given a ‘fair go’ where his word cannot be relied on. I know quite a few of those too.

Having the database, relationships and keeping in touch with the 'good guys' and knowing who in the industry fall into the "blacklist" category takes time and money for us, but it is invaluable. It is one of the ‘secret sauce’ elements that is included in the investment you make when you engage us.

We have dozens of years experience, a massive data collection (not to mention my encyclopaedic memory), and live at the coalface of construction. Whether you're an employer seeking top talent or an employee navigating career opportunities, being well-connected and knowledgeable about the industry's movers and shakers holds significant weight in construction where projects are complex, high-stakes, and collaborative.

The Importance of Industry Connections For Employers:

Understanding the landscape of the construction industry helps employers identify potential partners, competitors, and talent. Knowing which companies have strong reputations for quality and reliability can guide strategic partnerships and subcontracting decisions.

Additionally, being aware of who is reputable and who pays their bills can save a company from engaging with dodgy players who might jeopardise project timelines and quality standards.

Value of Connections: For employers, being well-connected means access to a broader talent pool, better market intelligence, and the ability to form strategic partnerships. It also helps in mitigating risks by avoiding disreputable contractors and ensuring project quality.

Challenges: Maintaining a strong network requires time and effort. Employers must balance networking with other business demands and ensure that they are not relying solely on connections but also on objective assessments of potential hires and partners.

The Importance of Industry Connections For Employees:

Employees benefit from knowing which companies offer the best career opportunities, professional development, ethical working environments and a great workplace culture.

Networking within the industry can lead to insider knowledge about which firms are expanding, hiring, or embarking on exciting projects. It also helps candidates avoid companies with poor reputations, financial instability, or unethical practices.

Career Growth: For employees, knowing the key players in the industry can open doors to career advancement, mentorship, and exciting job opportunities. Networking can lead to job offers and career advice from seasoned professionals.

Challenges: Navigating the industry requires discernment. Employees must be cautious of companies with poor reputations and avoid being swayed solely by lucrative offers without considering the ethical implications and long-term stability of the employer.

Identifying Quality and Dodgy Players

In any industry, some individuals and companies stand out for their quality and ethics, while others are known for less savoury practices. Here's how to identify them:

Quality Players:

• Reputation: Consistent positive feedback from industry peers, clients, and employees.
• Track Record: Successful completion of projects on time and within budget.
• Transparency: Open communication about company practices, project progress, and financial health.
• Compliance: Adherence to industry standards, regulations, and ethical guidelines.

Dodgy Players:

• Frequent Complaints: Multiple grievances from clients, employees, or partners.
• Financial Instability: History of bankruptcies, financial mismanagement, or failure to pay subcontractors.
• Lack of Transparency: Opaque business practices and poor communication.
• Legal Issues: Involvement in lawsuits, regulatory violations, or unethical behaviour.

Checklist for Employers Checking Out Candidates

• Background Checks: Verify qualifications, work history, and professional references.
• Industry References: Seek feedback from trusted industry contacts who may have worked with the candidate.
• Check, check and recheck they have the correct licences, tickets and insurances where needed.
• Social Media and Professional Profiles: Review LinkedIn and other professional profiles for consistency and endorsements.
• Interview Questions: Focus on ethical scenarios and past behaviour in challenging situations.

Checklist for Employees Evaluating Employers:

• Company Research: Look into the company’s history, financial health, and project portfolio.
• Employee Reviews: Sites like Glassdoor or Seek can provide insights into employee satisfaction and company culture.
• Industry Reputation: Ask industry contacts about the company's reputation and reliability.
• Financial Viability: Review financial reports or use services like Dun & Bradstreet to assess the company's financial health.
• Legal and Regulatory Compliance: Check for any legal issues or regulatory fines that might indicate systemic problems.

In the construction industry, knowing "Who’s Who in the Zoo" is crucial for both employers and employees. It enables employers to make informed decisions about hiring and partnerships, ensuring project success and company reputation.

For employees, it offers a pathway to career advancement, professional development, and a fulfilling work environment. By utilising tools and strategies to assess the quality and reliability of industry players, both employers and employees can navigate the complex construction landscape more effectively and ethically.

You may also want to read some of my other great articles on this subject:

“Dealing with ‘Dodgy’ Characters on site – The big 4 common trouble points on a construction site”



“Construction Cowboys – How to Spot and Avoid Them"

“Lost in Translation: Skill Shortfalls with Overseas Employees – Top Ten Current Issues”

Our Superpower

Our leading 'superpower' is attracting and retaining quality team members who share our values of honesty, integrity, diligence, and service, allowing us to deploy quality team members on client sites quickly.

Our team member's superpower is being motivated, prepared and ready to enthusiastically contribute to the projects at hand, more than just a pair of hands.

Related articles:

Read other informative articles for both employers and workers at: https://www.siteforcerecruitment.com.au/blogs

Chantal Penny is the Director with Superpowers of SiteForce Recruitment. A thought leader in the industry, Chantal, based on her expertise and industry perspective, offers unique guidance, inspiration, and influence in the industry. Chantal Penny is also a thought leader in the industry with her Podcast, Talent Instinct, which is available at:
  https://talentinstinctpodcast.libsyn.com/site

At SiteForce Recruitment, we specialise in labour-hire and permanent recruitment in the construction industry. We are committed to valuing people, safety and wellbeing, collaboration, trust and, of course – results!

CONNECT with us via our contact page or bookings links on our website if you are looking to recruit for, get your dream job, or join our amazing labour force team.