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The latest advice, news and events from Edge

Ultimate Work-From-Home Playlist To Stay Focused


As a seasoned ‘work-from-homer’, when COVID-19 hit I was far more prepared than most. Knowing how to motivate yourself without the atmosphere of a busy office and coworkers, takes a bit of practice and preparation.

To get motivated for work, I set up my home office like a café, with a big pot of tea, good lighting, a plant, oil burner and my favourite chill-out tracks. Not everyone is a fan of chill-out, downtempo, or ambient tunes, but they tick all the boxes for music that keeps you focussed and isn’t distracting.

If you like to listen to music while you work, it pays to be selective about the music you listen to. A variety of studies show that listening to music with lyrics whilst working can be a distraction. Your brain struggles to listen to the lyrics and focus on the work at the same time, especially if you’re reading or writing. It's akin to multi-tasking, which can affect the quality of your work and your IQ. Instead, opt for music that contains minimal or no lyrics. Personally, I’ve also noticed that foreign language songs are less distracting because I'm less engaged with the lyrics.

If you are doing more repetitive tasks that require less brainpower, listening to music with lyrics is fine and will be less of a burden on your brain. Whilst the science is overwhelmingly in favour of music with no lyrics for producing high levels of productivity and wellbeing whilst working, every person is affected by music differently.

I used to work with a computer programmer who suffered from ADHD, and he did his best work whilst listening to high energy beats and heavy metal. As someone who suffers from hypersensitivity to noise, the type of music I choose changes daily, depending on my energy levels and mood. Some days, I just can’t stand music and silence is the best way for me to stay productive.   

As a self-professed chill-out/downtempo/trip-hop music tragic, here are my favourite work playlists to break the silence, stay focussed and make the most out of working from home. 

  1. St Germain
  2. Thievery Corporation
    The Mirror Conspiracy
  3. Caribou
  4. Putamayo Presents
    Bossa Nova Around the World
  5. Air
    Moon Safari
  6. Café Del Mar
    Essentials Playlist 3
  7. Boozoo Bajou 
  8. Royskopp
    Melody A.M.
  9. Eurovision Song Contest: The Story of Fire Saga
    (Music from the Netflix Film)
    This one is for dancing in your lunch break! This will absolutely be a distraction, so use it to get some quick exercise when you’re not on the clock. It's very silly, so to give it context, it's best to see the film first.

And remember if you start feeling sleepy, you’ve taken the chill-out vibe too far! What are your favourite work from home playlists? Feel free to share in the comments. 

Words by Jo Kiley 

Is the anomaly in your job application a deal-breaker?


Jane Carey, a recruiter for the past 22 years, received a job application for a facilities management role she advertised. A few moments enabled her to review the candidate’s recent experience, qualifications, goals and aspirations...all looking good. But wait, what’s this? It looks like this candidate has an anomaly in their application. Is it a deal-breaker, or does it require further investigation to substantiate? Either way, the candidate’s hopes of getting a job interview have just decreased, especially if there are other quality candidates vying for the same role.  

So, what anomalies are commonly found in job applications and why do they pose a problem for recruiters and employers.  

  • Instability 
    Whilst being in one or two jobs for a short period of time is not an issue, regular job hopping can be a deal-breaker for recruiters. When a resume shows lots of short stints in job roles, it indicates that the applicant may be unsettled, lacking security and a sense of loyalty to their previous employers, meaning they are less likely to be successful in the role.  If roles are short term for a reason e.g. for a temp assignment, add this detail to your resume. 
  • Referees listed are not from recent job roles 
    A recruiter uses references for feedback on a candidate’s recent job performance. Without recent information about job history, performance and conduct, a recruiter may not have the confidence to put the candidate forward for a role. Remember, when a recruiter recommends a candidate for a job, their reputation is on the line too! 
  • Unexplained gaps in employment 
    Gaps in employment are not necessarily a bad thing if the gap is explained either in the resume or cover letter. Usually, there are perfectly logical explanations such as study leave, illness or injury, parental leave, travel, etc. Without an explanation, however, the recruiter or employer will have to guess at the reason for the gap and spend time substantiating the reasons, if they wish to progress the application.  
  • When studies don’t match the job choice 
    When an applicant applies for a property management role but is studying marine biology, a recruiter will question their commitment to the job and career path. This may look like an anomaly on a resume, but it doesn’t have to be a problem. It should, however, be addressed to avoid confusion. Some people study for personal interest and just love to learn or may not wish to work in the field they’re studying for another 5 – 10 years.  
  • Serial applicants who apply for every job 
    Applicants who repeatedly apply for jobs which they are not skilled in or qualified for, damage their chances of getting the job they applied for. Furthermore, they can develop a reputation as a serial applicant, affecting their chances of getting future roles.  
  • Spelling and grammar issues throughout the resume  
    Recruiters may not be worried when coming across a typo in a resume but seeing multiple spelling and grammar mistakes will cause alarm bells to sound. The recruiter will then have to consider if the mistakes are due to, a poor command of the language, lousy attention to detail, or a lack of enthusiasm for the role.  
  • Overseas/Interstate applications not explained 
    Applications from people living overseas and interstate are welcome. But when these applicants don’t explain their relocation plan, this brings a definitive obstacle to their application progressing. This is especially important now with strict travel restrictions in place due to the COVID-19 pandemic.    
  • Location disparity 
    A long commute can become a drain over time. If employees are required to work on location or in the office, employers care how far they commute. When we receive an application for a role in Port Adelaide from someone who lives in Mt. Barker, we’re concerned the distance may be a problem. There are times when this disparity can be explained. Perhaps this person’s partner also works in Pt. Adelaide and they commute together. Perhaps they’re writing a book and use the commute time to write. There could be many reasonable explanations for the location disparity, but again, this should be addressed in the job application.  

A good recruiter has a sixth sense for false information or when something just doesn’t look right, so it’s best to be upfront and address any queries before they turn into reasons to reject your application. 

Before you send off your next job application, imagine you're the hiring manager. Their objective is to hire someone who will thrive in their business and executive the job required whilst getting along with the existing team. Consider any questions a recruiter or employer might have about your job application before they become an anomaly. Then address the reasons for any concerns in your cover letter or in a phone call to the recruiter or potential employer.  

Good luck with your job hunt! 

Top Employer Concerns During the COVID-19 Crisis 


What are Adelaide's property employers saying about the Coronavirus and how are they managing their workforce and business? In these challenging and unprecedented times, businesses are having to think fast and navigate constantly changing issues around employment, team management, resources, government support and finance. In this interview series, we hear from leaders in Adelaide’s property industry about the impact of Coronavirus on their business and how they’re coping.  

Featured in this article is Gary J Smith Manager – Rental Department Deanne GoodwinHarris Real Estate People and Culture Manager Tahnee Curzon, and The Form 1 Company Director, Chris Gill.  

What is the biggest impact the COVID-19 pandemic has had on your business?  


I think the biggest impact on our business has been felt in our property management department. The role of our property managers has changed so much in the past month. Our normal property management tasks still exist but they’ve taken a back seat to the financial aspects of property management. There's been a lot of confusion and disruption and we spend much of our time finding solutions as well as providing emotional support to tenants and property owners. Sales have also been impacted with people reluctant to sell and buy right now. It's always a concern in business when there is so much uncertainty.  


Mental Health is probably the largest impact, particularly within the sales team. Our property consultants are very much ‘people’ people and they thrive on the busy energy in the office, as well as finding job satisfaction in dealing with people face to face and a constant change of environment. Being cooped up at home most of the time and limited face to face interaction with our large team, they are finding it hard to stay motivated. 


Our volume of Form 1 preparation files for April 2020 are down 40% in comparison to April 2019, which is in keeping with sales agencies' numbers and my expectations. I have kept monthly Form 1 preparation figures for the last seven years and Form 1 preparation usually mirrors the number of properties released to the market. It seems sales market volume is also down 40%, so the trend continues. 

Have you had to reduce the size of your team or let staff go as a result of the current situation?


We haven’t had to make any changes so far. Our aim is to do everything we can to retain all members of our team because they’re incredibly important to us. In fact, we just employed a property manager to cover someone on maternity leave, who’s proving to be highly valuable. 


No. Our strategy was very much that our people are our greatest asset and we didn’t want to lose that. Instead, we took the approach of reducing hours and getting staff to take annual leave rather than cutting numbers. We will need our whole team on board when this crisis is over, and we highly value the talent we currently have. 


Form 1 preparation is seasonal, so I have always had a mix of casual and full-time staff. I’m very pleased to say that all my full-time staff been retained. Unfortunately, there is no requirement for the same number of casual staff in the current market.  

Are you and your team working in the office or from home? How is that going, and did you have adequate systems and procedures in place to make this a smooth transition initially?


I’m incredibly proud to say that we reacted very quickly to the COVID-19 crisis and were able to change our workplace structure overnight. It was imperative that we protect the company, our clients and our team. As a result, we have a mixture of people in the office and at home. We were lucky that we had excellent systems and procedures in place before the pandemic. Adjusting to the new structure in the first week was hard, especially for those working from home but they’ve all settled in and its working well now. 


Being a very high-tech driven company, we already had the technology and systems in place to allow our staff to work remotely, including our reception team. At this stage, staff are allowed to work from the office if they prefer, but our guidance is for them to work at home. 3 of our 4 offices are still open and the majority of staff are working remotely. 


At present, we have a mixture of people at home and in the office. Some tasks are just easier to do in the office than from home. We have always been set up to work remotely which was an advantage when restrictions were first introduced, so the transition was fairly seamless. I have found complying with the COVID-19 rules to be easy to manage from all locations. 

Are there any positives or opportunities that have come out of this situation for your business or team?


This situation has really tested our flexibility and has confirmed how important it is to have cloud-based programs in place and to stay up to date with technology. We may even keep some of the new initiatives we put in place once we return to normal. Amongst this uncertainty, I've been impressed to see how our team has stepped up, embraced change and we’ve seen some real leadership skills emerge. 


Our team is communicating better than ever before, and I also think staff have been really impressed with how Harris as an organisation has handled this situation. Our considered and measured approach, and the leadership from Phil has really shown how much of a professional business this is and our staff can also appreciate how much we really do value each and every one of them. 


The importance of an accurate Form 1 has never been more apparent than in the current market where buyers are not plentiful. Fortunately, we have a good reputation for knowledge and Form 1 accuracy delivered in a timely manner, so we may see an increase in market share over the coming months. 

What do you think will be the longer-term impacts on your business and your industry going forward?


At this early stage it’s hard to depict what the long-term impacts on the industry might be, particularly not knowing how long the current situation will continue. When the current legislation surrounding tenancies expires in October, we believe our rental department will be dealing with some very difficult situations that have emerged as a result of the temporary laws. 

Many landlords will consider selling or may be forced to sell if they have experienced financial hardship themselves, and with fewer investors buying into the market, potentially there could be a rental shortage going into 2021. 

As a company, we have become stronger, learned new skills and adapted to new ways of doing business. Our ability to embrace change and provide leadership has helped strengthen our brand, instilled confidence in our team and we believe we will thrive in the future. 


Obviously there will be a financial impact that we will need to recover from, and waiting for the market to gain confidence once the pandemic passes will take time, however, we believe because of how strongly we have handled this situation and the resilience we have shown as an organisation, our clients will have even more confidence in us as a professional services company and we expect this to help us grow the business even further. For our staff, we believe in retaining our staff instead of cutting numbers we hope to gain even further engagement with the company and hopefully, longer-term see a lower turnover rate of team members. 


I can’t see any long-term impact. We are heading into the winter months which traditionally has reduced real estate volumes. If all goes to plan, there should be no impediment to a vibrant spring and summer real estate market, so any decrease in numbers during this COVID-19 period will likely be made up by the end of the year. I expect similar Form 1 preparation numbers for 2020 that we did in 2019, just that the peaks and troughs may be different from usual trends.

How to prepare for your video interview


The popularity of video interviews has increased in recent years, but with restrictions put in place due to the Coronavirus, video has become the easiest and most popular way to conduct job interviews. Whether you’ve had no experience or lots of experience with video interviews, we thought it an important time to provide advice on how to make the best impression via video.

Some of the questions we receive from candidates are:

  • What should I wear?
    Candidates should not scale down their level of presentation for a video interview. We recommend maintaining the same level of dress and presentation that you would adopt for a face-to-face interview. As the saying goes, ‘you never get a second chance to make a first impression’ and this is no different with a video interview. For more detail, view our article ‘How to dress for job interviews’, available on our website.
  • What equipment will I need? You will need a computer or laptop enabled with a webcam. If you don’t have a computer, you can also use a smart phone or tablet on a stand. You will also need video software such as Skype, FaceTime or Zoom etc. Ask your interviewer what software they will be using before the interview.
  • Where should I conduct the interview? We suggest taking the interview in a quiet room with lots of natural light and a neutral background if possible. If you don’t have a neutral background, make sure that things are tidy behind you. Where possible ensure the light hits your face from the front rather than from behind, otherwise you may look like you are in the dark. Phones seem to manage this much better and some laptops automatically adjust for light/darkness, but others don’t. Use the camera on your device to conduct a practice run at the time of day of your interview if possible, to see how you look.

Great tips to remember

  • Conduct a practice run with the tech
    Ensure you have a username and password set up if required. Work out where you are going to position your laptop or phone and if you need any props to hold them up. Get this working in advance so that your phone doesn’t fall over in the middle of a meeting and the person on the other side is suddenly looking at your ceiling. Browse the internet for some great hacks on homemade phone stands if you don’t have one.
  • Allow time to set up
    Make sure that you have everything ready to go 10 minutes before the meeting, in case any technical issues occur. Have a copy of your resume with you, a glass of water if you need it and turn off your phone. If you are using your phone for the interview, turn off notifications and call waiting, as it may make the screen on the other end go blank while the notification is coming through.
  • Where to look on the device
    Remember to look into the camera, not into the middle of the screen, even though this can be hard to do.
  • Keep earphones handy
    Using a headset, earbuds or earphones can reduce interference and improve the clarity of sound. We recommend keeping some handy in case the sound quality of your video call is poor.
  • Practice the interview
    Before your interview we recommend recording yourself on a computer or phone answering some mock interview questions. This will not only help you to feel more comfortable in front of a camera but will provide the opportunity to evaluate your responses. 
  • Voice and body language
    Unlike face-to-face interviews, a video interview shows only your head and shoulders, therefore scaling back your ability to use body language to communicate with your interviewer/s. However, you should still maintain good eye contact and can use your hands to express yourself. Your verbal communication is even more important during a video interview, so your voice should be clear, strong and avoid mumbling. 

Lastly, let any family members know that you have an important meeting and advise the interviewer if you have family at home, so they understand your situation. If you can’t avoid having kids and pets nearby, remember that you can use the mute button when not speaking to reduce any ambient noise.

We hope these tips help you to prepare for your next job interview and wish you success in winning the role. 

Craziest Criteria Clients Used To Recruit Staff


Our clients have used some strange and surprising criteria to select employees over the 21 years we have been working in the property and real estate industry. We reveal our list of the funniest, weirdest and downright bizarre criteria clients have used to select staff, showing the stranger side of what really can go on behind the scenes in recruitment.  

It is important to note that we wouldn’t recommend our clients to use any of the methods outlined below. The methods listed are from many years ago and we would never breach the confidentiality of any client or candidate. The industry has thankfully become more professional over the years!

  • Numerology
    One client used the birth dates* of short-listed candidates we put forward to determine if they’d be a good fit for their organisation. The candidate had to have what they deemed to be a suitable birth date before the client would look at their resume.
  • Car cleanliness
    One client would use the cleanliness of a candidate’s car to determine whether they would be a suitable employee. Their method was to walk the candidate to their car after the job interview to see how dirty it was. Note to self – must wash car!
  • Front garden neatness
    On one occasion a client called us to raise concerns about the tidiness of a candidate’s front yard. We found out that this client would drive past the homes of any potential employees to see how tidy they were and used this to evaluate if they’d be a good fit**.
  • Throw a ‘bomb’ into the job interview
    At a real estate conference years ago, a speaker recommended a job interview method to the audience for testing how their candidates coped under pressure. It was called ‘the bomb technique’. They suggested that during job interviews, the interviewer should suddenly remember they had to urgently go shoe shopping (or a similar scenario that worked for them) and insist that the interviewee accompany them straight away. The idea was to see how the interviewee would react to this strange scenario.
  • Star Signs
    Multiple clients have looked to the stars to decide if candidates would be a good fit for them. On those occasions this method was used to recruit personal assistants and administrators that would be working very closely with the employer. Once, after receiving a resume for a short-listed candidate from us, a client requested their birth date so they could send the details off to their astrologist.

Recruitment techniques today

Some of these methods used years ago have been replaced with more technologically savvy ways to ‘snoop’ on potential employees, such as Facebook ‘stalking’ (also known as looking at someone’s Facebook profile) or looking at someone’s house on Google Earth (if the home address is known). Were these methods a violation of privacy laws? At the time, perhaps no, but today, employers need to be very careful not to discriminate against potential employees. 

Whilst we can have a chuckle about these past selection methods, compared with today’s standards, many of us would view this behaviour as unfair, discriminatory and an invasion of privacy. Whatever your thoughts about the methods adopted, the truth remains that many employers want to know more information about potential employees beyond what is achievable during a job interview.

If you have your own stories to share, we'd love to hear them.

* Recruiters haven’t been allowed to include birth dates on resumes sent to clients for many years, as it can be used to discriminate against candidates. 

**We never disclose a candidate's address to employers until an employment contract is signed. 

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