Investing in the Future: How Solid Recruitment Strategies Are Key to Driving Growth in the UK’s Infrastructure Sector

The UK’s infrastructure sector has seen some significant challenges in recent years – particularly those related to talent acquisition.

Brexit led to a tighter labour market, making it harder for companies to secure talent across all sectors. The situation was further exacerbated by the COVID-19 pandemic, thereby forming a dual challenge.

Investing in the UK’s infrastructure sector’s future is a complex task that involves solid financial investment and strategic human capital management.

A solid talent acquisition strategy, particularly headhunting for specialist and senior management roles, will drive growth and fortify companies against diverse challenges, ensuring they thrive long-term.

Significant investment

In recent years, the UK’s infrastructure sector has grown steadily, with significant projects such as HS2, Hinkley Point C, and Thames Tideway propelling its expansion.

Despite a forecasted dip in construction output in 2023 due to external challenges, the sector is predicted to rebound with a 2.6% growth in 2024​. A more optimistic projection suggests a 4.6% rise in infrastructure output by the end of 2023, following an 8.8% surge in 2022, signifying forward momentum​.

This growth is backed by the UK government’s funding commitments, including a £4.8 billion investment for infrastructural development in towns and a £26 billion public capital investment​​.

Even the recently scrapped HS2 line is offset by £36 billion in reallocated funds.

But these investments are only as good as the talent which underpins them

Without senior executive oversight and proper project management, much of this funding has the potential to be wasted.

To make matters worse, the UK is at a point where recruitment challenges in the construction and infrastructure sectors are pronounced, particularly as we enter 2024.

Dwindling applicant numbers and a surge in demand for skilled workers are emblematic of the sector’s broader recruitment challenges​​.

There’s also a significant post-pandemic participation gap which is forecasted to continue into 2023 and beyond​​.

Although these conditions are expected to ease, recruitment, retention, and pay pressures will likely persist.

Companies which prioritise a solid recruitment strategy will be able to offset these pressures.

Recruitment trends are evolving.

In September 2023, the number of open roles in the UK reached three million – a 4% increase in new jobs coming to market over a week.

Many interpreted this as a sign of normalisation in the job market following the tumultuous period of 2020-2022, although businesses continued to struggle with hiring​​.

Jobs in the infrastructure sector will require increasingly specialist skills. The UK government’s allocation of £20 billion towards novel carbon capture usage and storage technology over the next 20 years is one example.

Initiatives, such as training and reskilling, may work in the long term to meet future talent requirements. However, many organisations need an immediate fix, especially to stay competitive.

Some companies are resorting to building in-house departments to cover talent acquisition. While this can be helpful, it comes at a cost of heavy overheads and a lack of flexibility and short-term scalability. Many organisations may need to outsource.

What next

In light of the ongoing recruitment challenges, the evolving landscape of the UK’s infrastructure sector calls for a recruitment strategy that is both adept and forward-looking.

As the sector grapples with a tight labour market and the urgent need for specialist skills, particularly in senior management roles, an experienced and knowledgeable recruitment partner is vital.

Many candidates for specialist roles aren’t on the general market, so sector-specific expertise and proactivity are crucial to finding the right personnel – especially in the civil and infrastructure sectors.

Moreover, fostering long-term relationships has become evermore crucial. It’s not just about filling positions hastily; it’s about ensuring a fit that will contribute to long-term growth and stability.

We have a 98%+ success rate in finding suitable candidates in the construction sector, including many outside the general market – If you’re struggling to find the right talent and need skilled headhunters with an exceptional track record in the infrastructure sector, please reach out to [email protected]