Building Trust

While the Australian national Construction activity rose by 3.5% in 2025, this growth has been uneven, driven by smaller, specialised builds rather than a consistent pipeline of major projects. Traditional commercial and residential construction has slowed under the weight of high interest rates and cautious investment, while sectors like health, education, data infrastructure and renewables continue to receive targeted funding. Geographically, Queensland and Western Australia are showing resilience and opportunity, while other states like New South Wales and Victoria are contending with softer demand and tighter budgets. But what truly defines this moment in the market isn’t just the work; it’s the workforce. The competition for skilled professionals has intensified, and their expectations are more complex than ever. Salary alone won’t guarantee commitment. Employers must now balance flexibility, culture, progression and communication or risk losing their best people to those who do. Backed by one of the country’s most comprehensive workforce datasets, drawn from over 1,600 professionals across Civil, Commercial, Residential Construction and Engineering, our latest Salary Guides reveal a clear message: talent expectations are evolving faster than most employers are prepared for. While project pipelines are still there, the professionals needed to deliver them are increasingly mobile, discerning, and driven by more than just salary. Progression Pathways Are Failing And That’s Fueling Attrition Let’s be blunt: the current rate of internal promotion is undermining workforce stability. Only 13% of professionals in Commercial Construction and 15% in Residential were promoted in the past year. In Civil, even with its experienced workforce, only 29% have progressed internally at all. This stagnation is fuelling turnover with 8 in 10 professionals across Construction & Engineering open to a move. When talent feels that growth is tied to changing employers, loyalty erodes, and your investment in onboarding, development, and culture walks out the door. What you should be doing now: Formalise internal career frameworks with visible pathways. Communicate these pathways early — especially during onboarding. Recognise lateral progression too: title clarity and scope expansion matter. Structured development doesn’t just retain talent, but also motivates them. And in a market where everyone is hiring, motivation is currency. Pay Matters, But Clarity Matters More Pay rises occurred across the board — 47% of Commercial and Civil professionals received one last year. But here's the issue: most people still feel underpaid. In fact, more than half of all surveyed professionals either think they’re below market or aren’t sure at all. This perception gap is dangerous. It creates mistrust, fuels passive job searches, and positions your competitors to swoop in with seemingly small salary bumps that feel significantly more appreciated. Recommendations: Benchmark salaries regularly, and share ranges internally. Clarify how pay decisions are made — don’t let the process feel opaque. Don’t rely solely on your base salary. Bonuses, even small ones, signal performance recognition. Our data shows that between 29% and 43% of professionals across these sectors expect a raise in FY25/26, but nearly half are unsure . That uncertainty is your opportunity to lead with transparency and honest communication. Flexibility is Slowly Gaining Ground Across every sector surveyed, the message was the same: professionals are craving flexibility, even in environments where on-site work is a core requirement. While most construction roles still require a strong physical presence, nearly a third of professionals now expect at least some hybrid option — and that includes engineers, supervisors, estimators and planners. Yet only: 26% of Civil professionals report having hybrid work access 32% of Residential and Engineering respondents have hybrid roles. 23% of Commercial Construction professionals are hybrid Interestingly, the Energy & Infrastructure sector appears to be leading the way, with 51% of its workforce reporting access to hybrid arrangements. This reflects an industry that has embraced the operational and wellbeing benefits of flexibility, especially for design, planning, and project management functions. It’s a clear example of how even traditionally site-heavy industries can find a workable balance that supports both performance and lifestyle. What you should be doing now: Introduce partial flexibility for admin or coordination roles. Offer adjusted rosters or start times — even small tweaks matter. Promote flexibility as part of your EVP. If you’re offering it but not advertising it, you're missing candidates. This is no longer about location. It’s about trust, lifestyle, and how you show you care. Retention Starts With Listening In Civil, Commercial, and Engineering sectors, salary still leads, but around 20% of professionals say flexibility is their next priority when considering a career move. For these sectors, the ability to work hybrid or adjust schedules is becoming just as important as compensation. Most professionals want practical benefits like health insurance, flexibility, and mental health support — but many are still only offered outdated perks. Aligning your benefits with what people truly value can be the difference between keeping talent and losing it. Recruitment Strategy Can’t Be Transactional Anymore With only 19% of Commercial professionals moving via internal promotion, the majority of career moves are happening externally. This is where recruitment partners make the difference. The best recruiters are tapping into passive talent, professionals who aren’t actively looking but will move for the right opportunity. They know who’s quietly open to change, what motivates them, and how to engage them before your competitors do. If you’re relying solely on job ads and inbound applications, you’re missing the majority of the market. Final Thoughts The good news? There’s no shortage of work. Investment is still flowing. Projects are still moving. But the industry is at an inflection point. The difference between businesses that thrive and those that stall won’t be about contracts won; it’ll be about talent kept. At Design & Build, we’ve supported this industry for 20 years, and what’s clear is that those who invest in their people, adapt to the market, and treat talent as a long-term asset always come out ahead. If you’d like to unpack what these findings mean for your workforce strategy, reach out. We’re ready to help. Click here to check all our Salary Guides for 2025-26. Andrew McGregor Managing Director, Design & Build Recruitment

The anticipated 'Great Resignation' has not materialised in recent years. Instead, we are witnessing what can be termed the 'Great Stay,' characterised by historically low unemployment rates and a scarcity of available candidates. This trend underscores the critical importance of decisiveness in your hiring processes. Current Labour Market Landscape According to the latest report from the Australian Bureau of Statistics , the unemployment rate stands at 4.1% , with a participation rate of 67.3% , which shows that most of the eligible workforce is already employed or actively engaged in the job market. Employment has increased by approximately 444,400 people over the past year, with two-thirds of these gains in full-time positions. Despite a 10.3% decline in job vacancies over the year, they remain 51% above pre-pandemic levels, indicating sustained demand for talent.​ Also, as shown in our latest Talent Trends Whitepaper , 88% of companies plan to continue hiring despite economic uncertainty, which means that competition for top candidates is fierce. Consequences of a Prolonged Hiring Process In this competitive environment, a slow hiring process can have several detrimental effects: Losing top talent – Skilled candidates often receive multiple offers and won’t wait long to make a decision. Higher operational costs – A vacant role costs up to six months’ worth of salary in lost productivity and hiring expenses. Weakened employer brand – A slow, disorganised hiring process can frustrate candidates and impact future recruitment efforts. Recommendations for Employers To attract and retain top talent in the current market, consider the following strategies: Streamline Recruitment Processes : Simplify application procedures and reduce unnecessary steps to expedite decision-making.​ Improve Candidate Engagement : Maintain regular contact with candidates to keep them engaged and informed throughout the hiring process.​ Competitive Salaries & Work-Life Blend – 44% of candidates say a better salary is their top motivator to change jobs, while 34% cite improved work-life balance as a key factor. Learn more about it in our Talent Retention Whitepaper . Career Growth & Development – Candidates are increasingly prioritising clear career pathways, mentorship, and upskilling opportunities when choosing an employer. Leverage Technology : Utilise recruitment software and platforms to efficiently manage applications and communications.​ Empower Hiring Managers : Provide training to ensure they can make swift, informed decisions without unnecessary delays.​ By implementing these strategies, your organisation can stay ahead in the race for talent and build a workforce that supports long-term success. Would you like a tailored consultation on optimising your hiring strategy? By partnering with us , we guarantee to follow all the best practices mentioned above through streamlined processes, cutting-edge technology and enhanced communications.

The Olympic Games have long been a symbol of excellence, determination, and unity, bringing together athletes from across the globe to achieve greatness. But the values that drive Olympians to succeed don’t just belong in the arena; they can also inspire us to strive for excellence in our professional lives. Let’s explore how these principles can be applied to build trust, foster collaboration, and achieve extraordinary outcomes in the workplace. Teamwork and Collaboration Just as Olympic teams rely on collective effort to achieve victory, success in the workplace depends on effective teamwork. When we collaborate, we combine diverse skills and perspectives to drive innovation, solve problems, and create a supportive work environment. Remember, as the saying goes, "Great things are never done by one person alone — they’re done by a team." Achievements and Goal-Setting Olympians set ambitious goals and work tirelessly to achieve them. In our careers, setting clear and attainable objectives helps us stay focused and motivated. Define your professional goals, set milestones, and celebrate each achievement along the way to maintain momentum. Diversity and Inclusion The Olympics celebrate diversity, bringing together athletes from different cultures and backgrounds. Similarly, fostering diversity, equity, and inclusion (DEI) in the workplace enriches creativity, innovation, and decision-making. Strive to create an inclusive environment where everyone feels valued and empowered to contribute their best. Skills and Training Olympians dedicate countless hours to training and refining their skills. In the workplace, continuous learning and professional development are equally important. Seek out opportunities to upskill, embrace challenges, and commit to growing your expertise to stay competitive and confident in your role. Performance Reviews and Feedback Athletes constantly review their performance to identify areas for improvement. Likewise, seeking regular feedback from colleagues and mentors can help you refine your skills and enhance your performance. Constructive feedback is a valuable tool for growth and development. Resilience and Preparation Olympic athletes often face setbacks but show incredible resilience by bouncing back stronger. In our professional lives, resilience is essential for overcoming challenges and turning failures into learning opportunities. Embrace adversity as a stepping stone to success and maintain a determined mindset. Inspiration and Mentorship Behind every successful Olympian is a mentor offering guidance and support. Finding mentors in your field can provide valuable insights, encouragement, and career advice. Equally, you can inspire others by sharing your knowledge and experiences, becoming a mentor for colleagues or peers. Celebrating Small Wins Every step towards an Olympic medal is a reason to celebrate. Recognising and celebrating small achievements in the workplace boosts morale, motivation, and team spirit. Acknowledge your progress and the progress of your colleagues to foster a positive and supportive culture. Striving for Gold Together By embracing the principles that drive Olympic athletes, we can elevate our professional journeys. Teamwork, goal-setting, diversity, resilience, and continuous improvement are cornerstones of success in any field. Let’s take inspiration from the Olympic spirit and strive for gold in our workplaces!