We had the chance to sit in on the recent Trade Me breakfast event with Shamubeel Eaqub. If you haven’t come across him before, he’s one of New Zealand’s go-to economic commentators. Known for cutting through the noise with practical insights, Shamubeel has spent over 20 years making sense of complex economic shifts, writing books like Growing Apart and Generation Rent and regularly popping up in the media with straight-talking analysis. Shamubeel gave a pretty honest take on what’s really happening behind the “recession” headlines. While it might feel like the market is on pause, most businesses aren’t letting people go, they’re simply replacing them. In his words, “We’re not seeing widespread redundancies. What’s happening is churn - and that churn is still hard to manage.” The Reality of Business Liquidations At the same time, we’re seeing an uptick in business liquidations. It’s never easy to watch companies fold, especially when it affects people and livelihoods. But as Shamubeel pointed out, “a recession is like a reset button.” While painful, this period is also helping the sector recalibrate. Businesses that were operating on thin margins or shaky ground are being forced to take a hard look at their foundations, and that’s not all bad. Stronger businesses will emerge on the other side. Right now, many firms are playing it safe: holding back on new hires, watching cash flow, and waiting for things to settle. That caution is understandable, but it comes with risk. Shamubeel warned that “when the recovery comes, it’ll come quickly,” and those not ready to move could miss the boat. We are already seeing a gap between businesses with dedicated recruitment teams and those without. Internal teams are managing to fill roles. But for everyone else, hiring still feels slow and frustrating. We’re noticing that one of the ongoing challenges in the current market is timing. While recruitment processes are understandably cautious right now, delays can make it harder to secure top candidates. The reality is that strong applicants don’t tend to stay on the market for long, and by the time decisions are made, those individuals may have already accepted other offers. Even in a quieter market, good people are still being picked up quickly, which means moving too slowly can reduce your options. What Candidates Actually Want (and What Employers Think They Want) One of the standout insights from Shamubeel was around candidate motivators and the mismatch between what employers think people want versus what they’re actually looking for. Employers often assume that, in a tougher market, candidates are prioritising stability above all else. But Sham pointed out that this just isn’t the case. What people really want is development, progression, and the chance to grow their careers. “There’s a gap,” he said, “between perceived and real motivators.” For construction businesses trying to attract or keep good people, it means shifting the focus, not just offering a secure role but showing what comes next, how someone can learn, and where they can go from there. Now Is the Time to Act The key takeaway? Now’s the time to get ahead of the curve. If you’re going to need people in the next 3–6 months, it pays to start thinking about it now. Shamubeel also highlighted the importance of hiring for attributes as well as qualifications, things like adaptability, attitude, and cultural fit. Those people stick, grow, and add real value when the pressure’s on. Qualifications are less important in the long term than what hiring managers may think. Construction projects live and die by the strength of the teams behind them. Waiting until the market “feels better” could mean missing out altogether, especially when demand picks up and supply is still tight. We’re always happy to talk about what this looks like in real time. We’re deep in the market every day and see how this plays out across different parts of the construction sector. If it’s time to start thinking ahead, we’re here to share what we’re seeing and what’s working.

In today's competitive job market, attracting top talent is about more than just offering a great salary or benefits package. Job seekers are looking for companies that align with their values, provide meaningful work, and foster a positive workplace culture. This is where employer branding plays a critical role. A strong employer brand helps organizations stand out, build credibility, and attract the best candidates.

Are you an expert in the construction field but looking for a fresh challenge? Want to stay connected to the industry you love while leveraging your skills in a new way? At RWR Construction, we offer you the opportunity to take your construction knowledge and apply it to a dynamic, rewarding career in recruitment. 1. Leverage your construction expertise Imagine using all the industry know-how you've accumulated … from site management to project delivery … to help construction companies find the talent they need to succeed. As a recruiter at RWR Construction, you’ll speak the same language as the candidates and clients you work with, making you a trusted advisor in the process. Your deep understanding of construction roles and what’s required to succeed in them is your greatest asset in this role. Instead of just working within one project, you’ll be shaping the future of many. Your career path becomes broader, more dynamic, and more rewarding as you connect people with opportunities that build the future of New Zealand’s construction industry. 2. Stay connected to the industry you love You’ve put years of effort into mastering your craft in construction … but what if you could stay just as connected to the industry, while moving into a more flexible and people-focused role? At RWR Construction, you’re still deeply involved in the sector, but your job shifts to guiding, advising, and matching talent to the right projects. It’s about understanding the industry from a different angle … one that’s just as impactful and equally satisfying. 3. Enjoy a fast-paced and rewarding career The construction sector is always evolving, and recruitment is no different. At RWR Construction, you’ll find that no two days are the same. Whether you're sourcing candidates, advising clients, or developing recruitment strategies, every day offers something new. It’s a fast-paced environment that offers both challenge and reward, but with the added satisfaction of helping people grow in their careers. 4. Shape the future of New Zealand’s construction landscape Recruitment is more than filling roles — it’s about shaping the future. At RWR Construction, you’re contributing to the success of projects that shape New Zealand’s skyline and infrastructure. By placing the right people in the right positions, you’re helping ensure that construction projects are delivered on time, with the best talent at the helm. It’s a rewarding way to see the results of your work on a larger scale. 5. A career that grows with you Just like the construction industry, recruitment offers endless opportunities for career growth. At RWR Construction, we provide our recruiters with the tools and training to excel and grow into leadership roles. You’re not just stepping into a job — you’re launching a new career that builds on the skills and expertise you already have, with opportunities to advance and thrive in the recruitment world. Coupled with a competitive salary, a quarterly commission structure, international incentive trips and up to 7 weeks annual leave, you're sure to enjoy a rewarding career that offers both personal and professional growth, all while maintaining a healthy work-life balance. RWR Construction is where your love for construction meets your passion for people. If you’re ready to take the next step in your career and want to use your expertise to make a meaningful impact in the construction sector, join us at RWR Construction … and let’s build New Zealand’s future together.

The way companies engage with recruitment agencies is outdated—and it's costing them top talent. For years, many businesses have viewed recruitment agencies through a narrow lens—either as a necessary cost when internal hiring efforts fail or as a transactional service provider. Some have even operated under the outdated belief that agencies are expendable, treating them as secondary participants in the hiring process. But the landscape has changed. The power dynamics in recruitment have shifted, and agencies now hold more influence than ever before. Companies that fail to recognise this shift and continue to dismiss agencies as mere vendors risk damaging their employer brand, limiting their talent pool, and ultimately losing out on top candidates. Recruiters Are at the Centre of the Talent Ecosystem Recruitment agencies are no longer just about filling jobs. We sit at the very centre of the hiring ecosystem, constantly engaging with talent, market trends, and employer brands. We are: ✅ Market specialists ✅ Career advisers ✅ Employer brand ambassadors ✅ Talent strategists Our relationships with candidates start long before they actively look for a role. The best talent isn’t sitting on job boards—they are building careers, and we are the ones guiding them. Recruiters have deep, long-standing relationships that give us real influence over where talent chooses to go next. Even when a company is hiring directly, candidates will often consult with their recruiter before making a decision. They want to know: 📌 What is the company’s reputation? 📌 Do they have a high turnover? 📌 How do they treat employees? 📌 Is it worth making the move? Recruitment agencies hold immense influence over hiring decisions, even in situations where they are not directly involved in the process. The way businesses engage with agencies determines how they are positioned in these critical conversations. 💡 If a company has a strong, collaborative relationship with an agency, recruiters will naturally advocate for them—recommending them as an employer of choice, reinforcing positive aspects of their brand, and encouraging top candidates to seriously consider their roles. On the flip side, if a company dismisses, ignores, or mistreats agencies? That same agency is just as likely to steer candidates away. Agencies Have More Reach Than Internal Hiring Teams One of the biggest misconceptions is that internal recruitment teams have the same reach as agencies. The reality is, they don’t—because they can’t. Recruitment agencies are built for volume. Our teams are significantly larger than most internal TA functions, and we speak to thousands of candidates every single week across a variety of industries, skill levels, and geographies. This benefits companies in two ways: We can find talent faster. The best candidates are already in our networks, meaning we can deliver top-tier talent before a company’s job ad has even gained traction. We amplify employer brands. With our far-reaching networks, the businesses we work with get significant visibility among active and passive job seekers. Every interaction we have is a chance to promote a brand in the talent market. A company’s employer brand isn’t just shaped by Glassdoor reviews or career sites. It’s built through daily conversations happening between recruiters and candidates. Companies that work with agencies get the benefit of positive reinforcement in those conversations. Companies that dismiss agencies risk the opposite—being left out of the talent conversation entirely. It’s Not Just About Hiring—It’s About Market Intelligence A strong relationship with recruiters doesn’t just give companies access to candidates—it gives them access to real-time market intelligence that can shape hiring strategy. Recruiters are constantly gathering insights on: Salary expectations and trends – are you offering competitive pay? Competitor hiring activity – where is your talent being poached? 📊 Candidate sentiment – how is your company perceived in the market? Hiring challenges – why are some roles taking longer to fill than others? This data is invaluable, yet many companies miss out on it because they only engage recruiters on a transactional basis. Even businesses that don’t have a recruitment budget should be fostering strong relationships with agencies to gain these insights for free. Specialist Agencies = Less Competition for Your Talent A decade ago, recruitment agencies were largely generalists, meaning they sourced candidates across multiple industries. That meant whether or not a company worked with an agency didn’t impact their risk of losing talent—recruiters were sourcing from everywhere. That’s no longer the case. Today, most agencies specialise in specific industries, building deep talent pools within niche markets. What does this mean for employers? If a company builds a strong relationship with a sector specialist recruiter, they are far less likely to lose their talent to competitors via that agency. If a company burns bridges with an agency, that same agency is far more likely to approach their top talent for competing brands. Companies need to understand that how they engage with agencies directly impacts their ability to retain staff. No business can afford to become a top-of-mind sourcing ground simply because of poor treatment of agencies leading to a damaged relationship. Agencies Are Also Your Customers Another overlooked reality: Recruiters are not just vendors—we are also your customers. Recruitment agencies are run by business professionals who make purchasing decisions just like any other company. We buy from your stores, dine in your restaurants, stay in your hotels, and use your products. Our networks are full of professionals who do the same. The way a company treats recruiters doesn’t just impact hiring—it influences business reputation and consumer choices. If you engage agencies with respect and collaboration, you don’t just gain recruitment support—you gain brand advocates across multiple industries. But if you treat recruiters poorly, you risk alienating entire professional networks who have influence beyond hiring decisions. The Power Dynamic Has Shifted—Are You Keeping Up? The days of companies holding all the power over recruitment agencies are gone. Agencies now have more reach, more influence, and more industry intelligence than ever before. The smartest brands recognise this and engage with recruiters as true partners—whether they use them for placements or not. They build relationships, share insights, and collaborate in ways that strengthen their employer brand and hiring success. The ones that don’t? They put themselves at risk. Because in today’s market, no employer can afford to alienate the very people who control the narrative around where talent should go next. Do you agree that agencies hold more power in today’s hiring landscape? Let’s discuss this in the comments!

How to Ask Your Current Manager for a Reference When you're in the midst of a job search, providing strong references is a key part of the process. References serve as a testament to your work experience, validating the skills and achievements you've highlighted in your resume and during interviews. However, asking your current manager for a reference can be daunting, especially if you haven't yet decided to leave your current role. Here’s how to approach this situation with confidence and respect. 1. Be Clear and Respectful When asking your current manager for a reference, it’s important to be direct and clear about what you need. Avoid being vague or evasive. Start by expressing your interest in a new opportunity that you believe aligns well with your career goals. Let your manager know that you value the experience and support you’ve received in your current role, but that you feel ready to take on new challenges that will help you grow professionally. It’s also crucial to clarify that you’re not resigning—you're simply exploring opportunities. This distinction helps prevent any confusion and keeps the conversation focused on your request for a reference. 2. Prepare for Their Response It’s natural to be unsure of how your manager will react. Some managers may view your request as a loss to the team, while others might see it as an opportunity to help you advance in your career. Be open to their response, whether it’s positive or more reserved. In some cases, your manager might even offer you new responsibilities or a different role within the company to persuade you to stay. If this happens, consider the offer carefully—could this internal opportunity provide the growth you’re seeking without having to leave the organization? 3. Address Potential Disagreements If you and your manager don’t always see eye to eye, asking for a reference might feel even more intimidating. However, don’t let this deter you. Just because you’ve had differences doesn’t mean they won’t give you a fair and positive reference. Approach them with honesty, respect, and directness. Explain your intentions clearly, and you might be surprised by their willingness to support your next career move. 4. Don’t Feel Guilty It’s natural to feel a mix of emotions when considering leaving your current job. Guilt is a common feeling, especially if you have a good relationship with your manager or feel loyal to your team. However, it’s important to remember that your career development is your priority. Your manager understands that employees don’t stay with a company forever, and as long as you’ve been dedicated and hardworking during your tenure, you have no reason to feel bad about seeking new opportunities. Key Takeaways Be direct and clear : Clearly communicate your intentions and why you’re seeking a reference. Listen to their response : Be open to any feedback or offers they might present. Stay respectful : Even if there have been disagreements, approach your manager with honesty and respect. Focus on your growth : Remember that your career development is important, and it’s okay to move on when the time is right.  Asking your current manager for a reference might feel uncomfortable, but with the right approach, it can be a positive experience. It’s an important step in your job search that can help you secure the role that’s right for you. And remember, your manager’s reference could be the key that opens the door to your next great opportunity.

In today's digital age, video interviews have become a staple in the hiring process. Whether you're connecting with a potential employer or interviewing a candidate, it's essential to approach a video interview with the same level of professionalism and preparation as an in-person meeting. Here’s how to ensure you’re ready to shine on camera. 1. Download and Test Your Setup Before your interview, make sure you have the necessary video conferencing app (Zoom, Skype, Google Hangout, etc.) downloaded and updated. Log in at least 10 minutes before your scheduled meeting to check that everything is functioning properly. This includes testing your internet connection, camera, and microphone. If possible, do a test call with a friend or family member to troubleshoot any issues. Also, ensure your device is plugged in or fully charged—you don’t want to be cut off mid-interview due to a dead battery. 2. Choose the Right Setting Your environment plays a significant role in how you’re perceived during a video interview. Select a location that is quiet, well-lit, and free from distractions. Natural lighting is ideal, so try to position yourself near a window. A neutral background, such as a blank wall, helps keep the focus on you rather than on any clutter behind you. If your home isn’t suitable, consider using resources like a private room at your local library. Also, make sure pets and people won’t interrupt you during the interview. 3. Dress the Part A video interview is just as formal as an in-person one, so dress accordingly. While it might be tempting to stay in comfortable clothes since you’re at home, wearing professional attire can help put you in the right mindset. Stick to neutral colors and avoid loud patterns or flashy jewelry that might be distracting on camera. Remember, you never know if you might need to stand up during the interview, so dress fully from head to toe. 4. Have Your Tools Ready Preparation is key. Keep a copy of your resume within easy reach, along with a pen and paper for taking notes. It’s also a good idea to have a list of questions you want to ask your interviewer. A glass of water nearby can help if your throat gets dry. And don’t forget to switch your phone to silent mode or enable the "Do Not Disturb" feature to avoid any interruptions. 5. Master Your On-Camera Presence In a video interview, your body language is magnified, so it’s important to be mindful of how you present yourself. Avoid excessive hand gestures that can be distracting on a small screen. Instead, focus on maintaining good posture and making direct eye contact with the camera, not the screen. This helps create a more personal connection with the interviewer. Smile, nod, and show that you’re actively engaged in the conversation. If you experience a delay or lag due to the internet connection, slow down your responses slightly to ensure clear communication. 6. Ready, Set, Go! With everything in place, you’re now ready to tackle your video interview with confidence. Remember to breathe, relax, and focus on presenting your best self. This is your moment to shine, so take a deep breath, smile, and go for it! For more tips and detailed advice on how to excel in your next interview, check out our comprehensive interview guide here. Good luck—you’ve got this! This guide provides practical steps to help you navigate the video interview process with ease, ensuring that you leave a lasting positive impression.

How to Attract and Retain Top Talent in a Candidate-Driven Market In today’s candidate-driven job market, securing and retaining top talent is more challenging than ever. How can you make sure that your job offer stands out and, more importantly, that your new hires stay with you for the long haul? Here’s a straightforward guide to help you navigate this competitive landscape.

With vacancies rising and talent pools shrinking, employers are increasingly offering counter offers to retain staff—learn how to navigate your options if you're in this situation.

Bridging New Zealand’s Infrastructure Gap New Zealand’s infrastructure is at a critical juncture. Decades of underinvestment, combined with the pressures of a growing population and climate change, have left the country facing a significant infrastructure deficit. The "Bridging the Infrastructure Gap" report by the Helen Clark Foundation and WSP highlights the urgent need for strategic, long-term planning and investment to address these challenges. Here’s a summary of the key findings from the report and what they mean for the construction industry in New Zealand.