Chat with a consultant: Eloise Fleck

Chat with a consultant: Eloise Fleck

‘Chat with a consultant’ is a blog series where we hear from the recruitment experts at Monica Clare Recruitment.

At Monica Clare Recruitment, we attract people from all walks of life. Those with years of specialised recruitment experience, as well as the bright-eyed and bushy-tailed trying their hand at a career that doesn’t come with a handbook. It makes for a lively office!

But, more than livening up the workplace, this distinctive blend of colleagues guarantee unique skills, fresh perspectives and, collectively, a breadth of experience with both niche and far-reaching organisations that span the country and the globe!.

In this series we sit down with each of our consultants to learn about the industry they specialise in and their background. They share expert insights as well as tips for hirers and job seekers. Importantly, it’s an opportunity to hear their rare take on the market, in their own words.


Chat with a consultant: Eloise Fleck

Senior Recruitment Consultant, Eloise Fleck


You’re a specialist in Construction industry. What’s the most exciting part of recruiting in this area?


I have a genuine interest in property and have worked in the civil, rail and construction industry as project administrator and HR Manager in the past. The industry is very dynamic and a direct reflection of what is happening in the economy.

I enjoy working with people who are genuine, “no fluff” and “say it how it is”, so usually the personalities in the industry are the type that I enjoy working with.


What are the current market trends? What changes do you expect to see over the next two years?


There was already a downturn in the high-rise residential sector last year and then COVID hitting this year and seen that particular sector hit even harder with a number of projects “on hold” until mid-next year or even indefinitely.

The word in the residential sector is that finance is becoming a major issue, with banks valuing owner’s homes at 30% less than prior to COVID. This is having a huge effect on both “new builds” and investment properties including apartments.

There are definitely more roles in the maintenance sector, which makes sense, given that the world’s recovery from COVID includes being able to provide cleaner and safer environments.

The insurance sector is doing well after the fires and “home warranty” work being passed on due to smaller builders going under or not being able to complete the build.

Commercial builders who have not normally bothered in the maintenance/refurb sector are tendering on much smaller jobs then previous to COVID.  There are larger companies buying work to keep their existing staff busy and although other builders are finding it difficult because there is limited contingency, they also understand the need for companies to look after their existing staff.

The civil construction sector is doing reasonably well, but is having the timeline impacted by the current downturn in coal but there is major investment infrastructure, so once that stimulus comes through to the people on the ground, there should be a big update by Tier 1 companies, as well as the regional subcontractors.

In regard to the government stimulus projects, there have been many in the cities and very limited in the regional areas, with  major builders winning the majority of the projects, the local builders are waiting to see if there are opportunities for subcontracting.

There are also major changes to the BCA which will affect those building companies that do Design and Construct needing to ensure registered Architects and Structural Engineers are signing off and taking on the liability.  It will be interesting to see whether some D&C companies decide to outsource all design or new roles will be created to bring in the specialised “registered” expertise.


What online resources, publications or events would you suggest to job seekers to stay on top of market changes in the region?


Make sure you have a good profile on LinkedIn that reflects your resume and experience. Don’t speak in third person on the resume or LinkedIn – it’s weird. Considering using links to information regarding your projects – if available.

Follow the companies in the industry you are interested in, as well as local government and organisations that will provide updates on what projects are approved and the progress of major projects.

If you are in construction, join the Masters Builders and if you are a women in the building industry, join WIBAS (Women in Building Association). They both have valuable information, networking, personal and career development opportunities.

Events like the WIBAS breakfast or the Property Council Luncheons (currently webinars) provide valuable insight into the industry, as well as networking.


What’s a key pain point you find most hirers in the construction industry share, and how do you solve it? 


Want someone that can actually do what they say they can do?

Want someone with a great attitude, keen to learn and a positive influence on others?

Some companies have identified that they need help but not sure what the role really is?

We check people’s qualifications, our reference checks is often with existing clients who trust us and can be honest about the applicants performance. They are talking to us, not their competitor.

Candidates are looking for a job when they meet us, there is an opportunity for them to be really honest about their strengths, weaknesses and their career aspirations.  They don’t pretend to want a particular job, if that is not what they really want and or when that job would just be  a “fill in” or “stepping stone”.

We have a six month guarantee, so if for any reason the person doesn’t work out, we replace them. This is because we are confident we have found the right person, the first time.

We can consult with companies to assist them in identify the skills required to meet their current need and provide market information on similar roles, the type of tasks, salary comparisons and realistic timeframes for finding someone to meet their needs.




If you need advice on the job market or finding your next hire, please reach out to a team member or email [email protected]