Employer gone into administration? Here’s what to do next.

The fall of construction giants Porter Davis and Lloyd Group showed us that no built environments business is immune to a volatile market.

So in this article, we share some solid advice about what to do if your employer calls in the bean counters – and then calls it quits.

The first 48 hours

You might have seen it coming. Or maybe not.

In any case, you’re suddenly unemployed. And the panic is setting in.

If you feel tempted to get on the front foot – and shoot your resume to anyone who’ll have it – our advice for the first 48 hours might come as a surprise:

Sit tight. Do nothing.

Let us explain.

If knowledge of the collapse becomes public – and you’re active on LinkedIn or employment sites like Seek – you’ll start receiving phone calls almost immediately from recruiters.

These early birds are racing to place you in any new position they can find. And collect a quick, easy and juicy fee.

This is precisely why you shouldn’t sign with those recruiters, or send your CV, without taking some time to have an informed conversation (or three). Because panicking and taking the first job a transactional recruiter finds for you is a recipe for regret.

Instead, treat this like any other job change. And take your time to decide what you want from your next position – and your next recruiter.

But if you really just can’t sit still, there is one thing you can do in the first few days: update your CV, or your LinkedIn profile, in preparation for the impending recruitment rodeo. (And if you need some advice about optimising your LinkedIn profile, we’ve got you covered.)

Identify your legal entitlements

After the initial 24-48 hours, the dust will begin to settle. And the shock is wearing off.

Now is the time to find out what your legal entitlements are to things like outstanding wages and superannuation, or retrenchment pay.

Ideally, you’ll receive communication from the administrators. But you should also visit the ASIC website or review resources from the Fair Work Ombudsman to get up-to-date information about your entitlements – and how to access them.

Take control of your next career move

Next, you should find a recruiter to properly represent you and your best interests. And help you find your ideal next job.

Begin by identifying 2-3 recruiters you’d like to interview. You can do this by reviewing:

Their website
Their social media profiles
Their testimonials and reviews

See who speaks your language. And who gives you confidence in their skills.

When you’ve narrowed down your list, it’s time to set up a phone call or meeting to screen your recruiters further.

Interview your recruiters

A good recruiter will find you a job. But a great recruiter will help you strategically plot this career move – and perhaps the next three.

So when you’re screening your recruiters, you’re really looking for someone who’ll have a career conversation with you. And who’ll help you make choices to suit your current lifestyle, and career development needs and objectives, while lining you up for progression down the track.

As you chat, ask yourself:

Are they interested in my career goals?
Are they taking note of my current skills – and the ones I don’t yet have, but want to develop?
Are they giving me realistic expectations about my job options and salary potential, based on my experience?

Essentially, are they taking the time to get to know you? If they’re not, hang up the phone and move on.

Here are some other questions you can ask to help you choose the right recruiter for you:

Which companies do you recruit for – and why?

This question will help you decipher if the recruiter a) works with the companies you want to get into, and b) has a moral compass.

Look for a recruiter that’s selective – and who only places candidates in companies with good people and culture policies.

What types of positions have you found for candidates with a similar work experience to mine?

This question helps you confirm that the recruiter has the track record to find and place you in a suitable position.

What is your process for placing candidates – and how will you communicate with me along the way?

Here, you want a recruiter who can clearly articulate the recruitment process, including their expectations and guidelines for how they’ll keep you informed throughout the journey.

For your part, be transparent about your needs and desires for your career. And if they ask, be honest about soliciting multiple recruiters. Because if you don’t, things can quickly go sour.

Choose your player – and make it official

Once you’ve decided which recruiter you want to work with, it’s time to go steady. How? By asking for a period of exclusivity.

This means that you won’t work with any other recruiter for an agreed period. We recommend no more than 7-10 working days.

This gives the recruiter space to find you the right job – not the first job – because they don’t have to compete against others to place you first and win the placement fee.

It’s a win-win situation for you, and your newly appointed consultant.

If you’ve received no job offers by the end of the exclusive period, reassess the situation. Do you feel the recruiter is doing their best? Then extend the period of exclusivity.

But if they’re not, don’t be afraid to end the contract and move on to another recruiter.

Lastly, seek support if you need it

Finding out that you’re being made redundant can bring up all kinds of feelings. And if finding a job takes longer than expected, the negative emotions can become compounded.

So it’s important to seek out support for your mental well-being before it becomes too much to handle. The Australian Government’s Health Direct website can help you find a mental health care provider. Including free or low-cost options.

Need help navigating your job options after being made redundant?

Building Environs Recruitment recruits exclusively for the construction, property and engineering industries. And we’ve been doing it for almost 20 years.