FAQ

We believe that people are the backbone of projects and that sourcing the best people is imperative for success. As a niche recruitment agency for the Civil Engineering, Construction and Surveying industries in Australia and New Zealand, we are dedicated to finding the right employees for your project.

Benefits of engaging ConsultANZ Recruitment:

• You can pass on all the stress of resourcing Candidates to us and remove the significant amount of time and impact on your HR and/management team’s productivity.
• We are specialists in our field. We recruit exclusively for the Civil Engineering and Construction industries in Australia, New Zealand and the Pacific and have strong industry networks. Over the last nine years, we have worked with Australasia’s leading contractors and specialist contractors on various projects.
• We are fully accountable for the results we deliver, adhering to both local and national laws. We will track and report on every step of the recruitment process and significantly reduce risk to your organisation.
• We can help you save money on advertising, high staff turnover rates, poor quality hires and a lengthy hiring process.
• We are constantly innovating, looking for further ways to recruit more efficiently and provide excellent results.
• We can sponsor engineering and construction professionals from offshore through our Labour On-Hire Licence. Our Clients, in conjunction with ConsultANZ, are able to select skilled, qualified and experienced staff located overseas and bring them to Australia (*T&Cs as well as COVID-19 limitations apply).

SEEK and LinkedIn are job boards aimed at job seekers actively looking for work. However, the best Candidates for your project might not be necessarily looking for a job. This group of passive Candidates accounts for 75% of the workforce. While these Candidates are ‘not actively looking,’ it doesn’t mean they are not open to new opportunities.

This is where ConsultANZ can make a huge different to your hiring process. Our vast talent database, a network of connections, and access to technology help us locate Candidates with skills you are looking for. Furthermore, we are experts at reaching out and incentivising these passive Candidates to consider a move. Our success is based on being proactive rather than reactive, which is what is required in such a challenging field.

We deliver both contract and permanent staffing solutions across the civil engineering and construction industry in sectors such as:

• Building
• Construction
• Surveying
• Marine Construction
• Rail
• Tunnelling
• Civil Engineering Infrastructure
• Structural Engineering
• Project Management
• Asset management
• Operations and Maintenance
• Piling/Foundations and Geotechnical
• Utilities and Services
• Cost Management/ Estimation

Unlike other recruitment agencies which service many sectors, ConsultANZ recruits exclusively in the civil engineering and construction. As a result, we are experts in recruiting roles across the board from junior through senior executive positions.

A key differentiator for the ConsultANZ business is that number of our recruiters are either qualified surveyors or engineers who have hands-on project-based experience in Australia, New Zealand, UK and South Africa. We technically interview and qualify candidates using our background knowledge as a key strength.
Our Recruiters continually undergo extensive training to improve performance and stay abreast of innovation within the industry.

We can recruit all levels of personnel from junior through to executive level applicants.
Examples of Professionals we place in Australia and New Zealand:

• Asphalt Manager
• Cadastral Surveyor
• Civil and Drainage Supervisor
• Civil Engineering Draftsperson
• Civil Engineering Technician
• Civil Estimator
• Civil Foreman
• Civil Supervisor
• Commercial Director
• Construction Manager
• Construction Surveyor
• Contracts Administrator
• Electrical Site Engineer
• Engineering Surveyor
• Fire Panel Technician
• Foreman
• Health and Safety Advisor/ Manager
• HSEQ Advisor
• HSEQ Manager
• HSEQ Officer
• Inspector
• Junior Land Surveyor
• Land Surveyor
• Leading Hand
• Marine Project Engineer
• Mechanical Engineer
• Mining Surveyor
• Pavement Project Manager
• Piling Project Engineer
• Pre-contracts Project Engineer
• Programmer
• Project Controls Manager
• Project Director
• Project Engineer
• Project Manager
• Project Surveyor
• Quality Advisor
• Quality Engineer
• Quantity Surveyor
• Roading and Earthworks
• Roads Project Engineer
• Safety Coordinator
• Scheduler
• Senior Asset Engineer
• Senior Project Engineer
• Site Engineer
• Spray Seal Manager
• Structural Design Engineer
• Structures Project Engineer
• Superintendent
• Supervisor
• Survey Project Manager
• Surveyor Utility Locator
• Transport Network Engineer
• Tunnelling Surveyor

One size does not fit all. To attract ‘best fit’ local and international Candidates, we utilise a broad range of advertising and attraction methodologies such as:

• A dedicated website (www.consultanz.com.au) where we advertise all our jobs and receive more than 13,000 visitors a month.
• Social media (LinkedIn, Facebook, Instagram, Twitter and YouTube) – we post up to eight times a day and have over 170,000 followers who engage with our content;
• CRM – this is our in-house database which we are continuously growing and using to amplify our searches. We currently have over 80,000 individual records on the database and growing;
• Email marketing – job alert emails are sent out to Applicants weekly;
• Job Sites – SEEK, Adzuna, Indeed and free job sites;
• Paid advertising such as Google Ads and LinkedIn Ads;
• Candidate Referral/Word of Mouth – we proactively encourage the referral of high-quality Candidates via our Referral Scheme, and we find this to be one of our most successful sourcing tools;
• Australian and New Zealand Returners – we have strong relationships with Australian and Kiwi engineering professionals on contract and permanent placement assignments in the UK, who invariably return home at some point. It has been an integral part of the business plan for several years to assist and place them in roles upon returning home;
• Industry networking events.

There is no delay between the job request and starting our recruitment process. Our team works hard to source appropriate Candidates efficiently. In saying this, the time it might take to locate the appropriate Candidate will vary depending on several different factors.

There have been cases where we have arranged interviews the same day as receiving the role, and others have taken a few weeks. It does depend on the type of role and the skills required. Our Recruiters will always keep you updated to manage your expectations.

Our Recruiters manage:

• Marketing and advertising of your vacancy on our social media channels (over 170 000 followers) and via our weekly newsletter;
• Posting of a vacancy on several job board platforms, including our website which receives over 13 000 visitors each month;
• Headhunting and direct messaging of Candidates;
• Screening of applications and CVs;
• Initial technical interview to assess suitability;
• The organisation of location, date and time of any in-person/video interviews
• Formal reference checking
• Candidate offer negotiations (if needed).

We require from your internal team:

• Full company details – registered company name, address and ABN
• Signed terms
• Position Description (not essential)
• Internal interviews
• Contract generation
• On-boarding and training of selected candidate

ConsultANZ works closely with every Client to fully understand their recruitment criteria. To meet these criteria with 100% compliance, we ensure that all our pre-screening and interviewing are targeted correctly so that the Client representatives are conducting final interviews with quality and qualified Candidates only.

When engaging the services of ConsultANZ, you are protected by a replacement guarantee. If the Engagement terminates before the expiry of 12 weeks from the commencement of the Engaged (except where the candidate is made redundant), the fee will be refunded per the Scale of Refund set out in our terms of business.

ConsultANZ is one of the very few Recruitment Agencies nationally to secure an On-hire Visa Licence. This Licence means we can assist in sponsoring your skilled employee if the following conditions are met:

• ConsultANZ must have a Client that agrees to engage a suitably experienced and qualified Candidate from overseas;
• Employment and Supply Contracts must be in place with both the Candidate and Client before the Nomination and Visa applications can be submitted.
• The overseas Applicant must be on the list of eligible skilled occupations.
• Labour Market Testing (currently 28 days) must be completed by ConsultANZ to prove there is not a locally based candidate that can be used in the role.
• Certain information must be collected from the overseas Candidate for the application which includes qualifications, passports and birth certificates, police checks, medicals.

Learn more about candidate sponsorship here.

The fee payable to ConsultANZ by the client for an introduction is calculated per the fee structure found in our standard terms and conditions document, here.

You will receive your invoice from ConsultANZ on the day the candidate starts work with your company. Standard payment terms are seven (7) days from the date of invoice. However, these can be negotiated as needed.

Typically you will receive a better level of service and response if you engage with one to two agencies (only) for your role/s, rather than going out to multiple agencies. If you have already engaged with another agency on your position it pays to let us know the following:

• What stage of recruitment they are at?
• How long they have they had the role?
• Have they presented any CV’s?
• Have any interviews been generated from their process?
• What challenges have the come up against for the role?

Here are the steps of our typical recruitment process, noting that these may vary depending on the vacancy, Client, and individual needs.

1. Application – You will apply for a job directly with your CV or be contacted by a recruiter to see if you are interested.
2. Phone Screening – If you are a suitable candidate, you will be engaged by a recruiter for an initial phone screening *if you have not been contacted for a phone screening interview within two weeks of applying, you have not been successful
3. Submission of CV – throughout the phone screening with our recruiters, your suitability for the vacancy will be assessed. If you are an appropriate candidate, with your permission we will submit your CV to our Client for review.
4. Client Feedback – Once our Client has reviewed your CV, we will receive feedback on whether or not they would like to interview you for the position.
5. Personal Feedback – At this point, the Client may decide you are not suitable for the role. If this is the case, we will provide you with feedback and consider you for any other positions we currently have or will have in the future. You can also create tailored job alerts here.
6. Client Interview – Alternatively, our Client will notify us that they would like to proceed with an interview. If successful, we will arrange this on your behalf and send you all the interview details.
7. Verbal Offer – Your Recruiter will be in contact via phone to give you a verbal offer from the Client.
8. Reference Check – We will require at least two reference checks, one of them being a previous direct line manager, if possible. Gathering references is usually a formality and proves that we have done our due diligence.
9. Formal Offer and Contract – You will receive your formal offer and contract of employment for review and signature.
10. Placement – Congratulations, you have a new job!

No, we do not charge applicants for our services. Under Australian law, recruitment agencies are prohibited from charging hiring fees to job applicants. Be wary of any agency you approach for your job search that tells you otherwise!

We advertise our positions via multiple channels and do not filter searches based on age, gender or race.

We do not discriminate Candidates based on:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and mertinity
• Race, religion or belief
• Sex and sexual orientation

We use standardised phone screening interviews and reference checks so that questions are the same for all Candidates.

Depending on circumstances, the timeframe of the recruitment process from application to starting your new role can typically take between one and three months. Events that could affect this are:

• Position/project start date
• Your notice period with your current employer
• If you are required to relocate
• Visa processes and other external factors.

Your can apply for jobs on our website. We also advertise some of our positions on our LinkedIn Company page and job platforms such as SEEK and Indeed. If you would like to be informed about new job openings, we would advise creating relevant job alerts here.

Yes, when looking at your CV and conducting phone interviews, we will consider your suitability for other roles we have now and in the future. However, we will not submit your CV to a client without first seeking your permission.

If you would like to keep up to date with any new jobs, subscribe to receive automated job alerts tailored to your preferences here.

You can also sign up to receive our weekly newsletter with job listings here.

Simply emailing your resume is not recommended. With the volume of applications that our Recruiters receive for each job we advertise, we would hate for your CV to be missed. Your email message could be lost in the junk/spam inbox.

When you submit your application through our online portal, your CV is sent directly to our database and assigned to the corresponding job. From here, we can easily manage your application status as you progress through the recruitment process.

In the case that you have to email in your resume, ensure that it is sent directly to one of our consultants.

Only five minutes – how easy is that? Just make sure you have your CV ready to be uploaded.

We prefer to receive your CV in Microsoft Word (.doc) format.

Most recruitment agencies utilise keyword searches to find relevant Candidates within their database quickly. The software that completes these searched keywords has higher accuracy if the document is in Word format versus a PDF format. Documents in PDF format are treated more like an image and some keywords can be missed.

This is when the waiting game begins. After you submit your CV, one of our Recruiters will be checking all the applications, and if you have been shortlisted, you will be contacted via phone. Unfortunately, due to very hugh volume of application, we are unable to provide feedback to all applicants; therefore, if we haven’t contacted you within two weeks of applying, your application was unsuccessful.

You will however, get an automated email from our system confirming your application.

Once you have submitted your application, you will receive an electronic notification confirming receipt. If you are successful in being shortlisted you will be contacted by one of our recruiters.

We will always ask for your permission prior to submitting your CV to any of our Clients. Our Recruiters will give you complete visibility on the distribution of personal information.

Here are some quick tips for interviews:

• Use the internet to research the company, your position and the people interviewing you (if known)
• Prepare for questions you think might come up during the interview and think of examples
• Always arrive 15 to 20 minutes early, do not be late!
• Dress professionally, remember first impressions count
• Bring a copy of your CV for your own reference
• Prepare your own questions, bring a notepad if needed
• Don’t discuss salary, unless prompted

If we don’t have any suitable positions available for you, we recommend registering your CV in our database.
This adds your CV to our internal database of candidates which our recruiters use daily. With you CV in the mix, it allows our Recruiters to match you with any future opportunities we might have.

Register your CV here.

Click here to register your CV in our database. You do not need to be applying for a specific job to register your CV with us.

There are a few reasons we would like to know where you have applied:

• We do not want to send your CV to companies where you have already been represented or applied to as it would make all parties look unprofessional.
• Some of our clients attempt to advertise and source candidates prior to engaging with us. We need to know if you’ve applied to any of these clients already, so we can ensure you are being considered for the right role.
• It helps us understand what stage of the job searching process you are at and indicates your current understanding of the job market.

There are odd occasion when we are asked by our client to recruit entry level Graduate Engineers. Quite often however when we are engaged to find experienced people with at least 1-2 years + post graduate experience. We typically recommend that Graduates apply direct to client organisations, be organised in their job hunt, and also keep a record of where you have applied, for what role, when and the outcome.

Unfortunately, we cannot contact every applicant individually with feedback. If you have not heard from a recruiter up to four weeks from applying, you can consider yourself unsuccessful for that position. We encourage you to subscribe to our weekly newsletter, register your CV and sign up to personalised job alerts so that you can keep up to date with any new job listings.

You will receive feedback from the Recruiter regarding the status of your application if the Client has interviewed you, or we have submitted your CV to the client.

ConsultANZ has received an On-hire labour Licence which allows us to directly sponsor overseas candidates into the Australian civil engineering and construction industry.

As an Approved Sponsor, under the temporary skill shortage visa subclass 482 (TSS visa), we may nominate a person with the required qualifications and experience if their occupation is on the list of eligible skilled occupations.

For ConsultANZ to sponsor an offshore Candidate, the following conditions must be met:

• ConsultANZ must have a Client that agrees to engage a suitably experienced and qualified Candidate from overseas;
• Employment and Supply Contracts must be in place with both the Candidate and client before the Nomination and Visa applications can be submitted.
• The overseas Applicant must be on the list of eligible skilled occupations.
• Labour Market Testing (currently 28 days) must be completed by ConsultANZ to prove there is not a locally based candidate that can be used in the role.
• Certain information must be collected from the overseas candidate for the application which includes qualifications, passports and birth certificates, police checks, medicals.

Currently, due to very strict border measures and limited skilled migrants intake, we are unable to sponsor Candidates based offshore.

The Skilled stream of the Migration Program is designed to attract migrants who make a significant contribution to the Australian economy and fill positions where no Australian workers are available.

You can find the list of skills in demand here: https://immi.homeaffairs.gov.au/visas/working-in-australia/skill-occupation-list

Currently, the Skilled Migration program is limited. Australia has strict border measures in place, and very limited flights are currently available to and from Australia. Even if you are a person that has skills in high demand, there is no guarantee that you will be allowed into the country.

Yes, while border restrictions and the need for quarantine can cause delays, there is still an option to relocate interstate for a job opportunity.

As the world is becoming more accustomed to remote operations, you can explain to your Recruiter that you are not comfortable interviewing in person. We will do our best to accommodate you.

Here are some tips when preparing for your interview via video:

• Find a quiet room to limit external noises or interruptions.
• Be conscious of what is in your background.
• Make sure you have the necessary internet or phone reception to support the video call.
• Dress appropriately and professionally; treat it as an in-person meeting.
• Set up/log in to the meeting ten minutes early, if possible.
• Have a number that you can call if issues with connecting arise.