Recruitment Tactics for High-Demand Construction Roles: Overcoming the Talent Shortage

It’s well known that the UK construction sector faces a skill shortage.

Since 2008, the construction sector’s labour force has decreased from 2.6 million to 2.1 million. Among executive positions that require more experience and training, this shortage is even worse.

At a wider level, this is having knock-on effects on the industry’s ability to complete megaprojects like HS2 or the Hinkley Point C nuclear power plant. Planned projects like the Lower Thames Crossing and Stonehenge Tunnel are also under threat.

At the same time, the industry is about to rebound. Housebuilding, while stalled, will almost certainly skyrocket once the economy stabilises and interest rates fall.

For construction firms, this is both a problem and an opportunity. If companies overcome the talent shortage, not only will they put themselves ahead of competitors at present, but they will also set themselves up for future success.

Here are a few things to keep in mind.

Flexibility

The ability to adapt recruitment efforts in response to fluctuating demands is crucial. Many companies will want to bring recruiting in-house to save on costs, but this often has the opposite effect.

Holding onto a permanent in-house recruitment team is restrictive. During periods of reduced hiring, maintaining an in-house team leads to unnecessary overheads, while a sudden surge in recruitment needs might overwhelm an in-house team that is not scaled for high-volume hiring.

Instead, it might be better to recruit through an agency. Outsourcing recruiting functions allows companies to scale up their recruitment efforts quickly when there is a spike in demand while eliminating overhead costs during periods where there is less hiring.

Moreover, many recruiters will work on a commission basis. During the skills shortage, the talent supply is unreliable. If a candidate can’t be found, then a company won’t have to pay a recruiter as much—if anything at all. However, they’d still have to pay an in-house team.

Passive talent

Being able to tap into passive talent—people who are not actively seeking new opportunities but possess the necessary skills and experience—can make or break a company’s recruitment strategy.

However, in the construction industry, reaching out to other company’s employees could potentially harm a firm’s reputation—especially if another firm has invested a good deal of resources into training their employees.

Therefore, employing a third-party recruiting agency is hugely helpful here. These agencies have the expertise and tact to approach passive candidates discreetly, which helps safeguard the company’s reputation and prevents any perception of poaching talent from competitors.

Leverage industry connections

Industry connections are invaluable in the construction sector, which often relies on networks and relationships for new opportunities and collaborations. Leveraging these connections provides a massive competitive edge in recruitment for high-demand roles.

However, one’s own connections might be limited. A recruiting agency with deep ties in the industry can expedite the hiring process by quickly identifying and securing top talent through established channels.

These agencies often have access to a broader talent pool, including candidates who may only be available through specific professional networks or associations. By leveraging a third party’s connections, firms can access a wider array of potential hires who bring a diverse range of experiences and skills and overcome the talent shortage in this way.

Pinnacle Recruitment

At Pinnacle, we have over 11 years of experience matching contractors with the best candidates for them.

Flexibility is key for us, but we also value long-term relationships that pay close attention to a company’s changing needs.

We also take a diligent, discreet and proactive long-term approach to help firms find the right passive talent—skilled people who match each construction firm’s culture and goals—without compromising your reputation.

Lastly, Pinnacle has deeply entrenched connections and relationships throughout the industry to help find the best talent, even when it’s not on the job market.

If you’re looking to overcome the talent shortage this year, please don’t hesitate to reach us on on tel: 0208 401 8886 or email us on [email protected]