Construction Outlook 2024: Why Passive Talent Is More Crucial Than Ever And How To Make The Most Of It

Talent is the bedrock of any organisation in any sector. For the construction sector, it’s no different.

Unfortunately, for many firms in the UK construction sector, skilled talent, especially for management and executive roles, is hard to come by – especially amidst the ongoing skills shortage.

Posting to job boards will only take you so far and limit the pool of candidates (and, by extension, the quality of those candidates).

There is, however, a solution: passive talent.

What is passive talent?

 Passive talent refers to highly skilled and experienced candidates who are not actively looking for job opportunities but can be persuaded to consider new roles.

According to a survey by the Learning and Work Institute, one-third of adults in the UK planned on switching jobs in 2023. However, fewer than 10% did.

Lack of confidence, lack of skills, and general procrastination are all reasons why people don’t make the leap. However, passive talent can also refer to people who are not even looking to switch jobs but are suitable candidates for better opportunities.

Often, people aren’t even aware that there are better opportunities out there.

However, there’s another problem within the construction sector. The industry is dependent on close relationships, both personal and professional.

This close-knit environment makes it hard for professionals to “look” for a new job without possibly compromising relationships with present employers.

How can construction firms access passive talent?

The key to accessing passive talent is proactivity. This means discreetly and non-intrusively reaching out to skilled professionals and broaching the idea of a job shift.

Additionally, leveraging networks can also help identify potential passive candidates.

Unfortunately, both of these options have issues for construction firms. Firstly, it can be perceived as “stealing talent. ” As mentioned earlier, the construction sector is close-knit, and word can get around. This makes leveraging networks much more difficult, too.

Secondly, engaging with passive talent can be extraordinarily time-consuming. Identifying potential candidates and reaching out to them requires a lot of effort. While an in-house team can help, they may not always be the most discreet or flexible option.

Pinnacle Recruitment

 Passive talent could be the key for many construction firms looking to build a solid workforce amidst a sector-wide skills shortage. Outsourcing recruitment can be the most reliable way to engage passive talent while maintaining discretion and flexibility.

Pinnacle Recruitment has over 20 years of experience in construction recruitment, meaning our clients can access our extensive networks instead of their own.

We know the exact types of potential candidates to look for in the construction industry and the best way to approach them.

We can provide you with a shortlist of candidates who meet all your requirements, saving you time and effort in the recruitment process, all while maintaining privacy on both ends.

So, if you’re looking for a partner who can help you engage passive talent in the UK’s construction sector, look no further than Pinnacle and reach out to [email protected]