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  • The workforce migration that followed the 2008 recession had a profound impact on the construction industry and construction recruitment is no mystery. Under the U.S. Society + U.S. Labor scarcity creates major problems for the construction industry and leaves companies struggle (70%), raises prices for new jobs (63%), demands more skilled labor (81%) and refuses proposed ventures (40%) In the Chamber of Commerce of Commercial Construction Industry.

    The approaches listed below will successfully attract qualified workers in this tight labor market (for example construction labour agencies London).

    Most building businesses are cautious in initiating and beginning the recruitment process when an opportunity takes place or where a new project may need additional staff. However, recruiting from a need role disadvantages an organization. A talent management approach involving a systematic recruiting process is a best practice. The creation of a pool of eligible applicants will help corporations occupy vacancies faster and the time it normally takes for 30- days to play a job and allow enterprises to overcome top- rivals.

    Coordination is also important for effective recruiting strategies. The position of hiring supervisor is not one typically filled by building firms since many organizations tend to delegate this position when time permits between office managers and administrative staff. Companies will appoint a supervisor to oversee all aspects of the recruiting system, including ads, interviews and job fairs and take a systematic approach and recruiting. Construction managers and stakeholders should collaborate together and be an important part of the production and execution of recruiting plans with their recruiting advisors.

    Companies should also build up a broader network for non- candidates with a personal link with the area and can accept candidates in other sectors, such as engineers and project managers, who might be actually in other industries.

    Building firms are sponsored by incorporating current employees as members of the company into their corporate recruiting community. That could entail the introduction of a recruitment scheme, which would include incentives for current workers suggesting others to join the company. According to HR Technologist, ‘jobs hired with recommendations are 55 percent quicker than employees from industries, meaning that competitive firms[and] strict schedules may be a world-wide factor. …

    In 2025, 75 percent of all US workers are Millenniums, and Generation Z continues to enter the workforce in 2025. Such two generations grew up using social media, including job search, in all areas of their lives. It is important that construction companies add social media to their hiring strategy in order to recruit millennials.

    Creating companies will build social media profiles on LinkedIn, Twitter, Facebook to Instagram to develop YouTube, and blog posts displaying a supportive business atmosphere in order to successfully establish a social recruitment strategy. Enterprises will create media content targeted at hiring and networking by sharing workers ‘success stories, by focusing at the company’s daily life and by highlighting the rewards of working in the business.

    LinkedIn is a particularly powerful forum for constructing businesses to identify and connect to passive talent. Owing to the fact that most construction workers are already working, businesses need to motivate passive jobseekers to look for new business and provide them with ample opportunities. For job requirements, LinkedIn advises businesses, in accordance with the importance of the work to the client, to demonstrate the benefits and incentives to grow, collaborate and lead.

    In terms of showcasing a sweeping society and incentives, the building industry is lagging behind, in particular for SK Recruitment Agency job seekers. For those two generations who want to enter agile, creative and disruptive businesses, company culture is especially relevant. Organizations can emphasize the benefits of Millennials and Gen Zers, including flexible working hours, adjustable incentives and paid hours of voluntary service. More and more companies are using contract incentives to recruit employees, which traditionally have been reserved for managerial roles or technical positions.

    Nonetheless, building firms do not ignore retention techniques, as stated above. In addition to fair incentives and salaries, sustainability strategies will include good workforce growth and job advancement programs. The time and energy required to attract construction companies will pay off by rising recruiting costs and keeping respected workers in abeyance.

    The lack of cost-effective resources and the rise of Baby Boomers ‘thousand-years of employment have made the construction industry much tighter in the tight labor market. Creating companies should follow these four principles for a creative and pragmatic recruiting approach to address labor shortages, recruit successfully to hire skilled employees.

    We hope that this article has helped and provided useful insight into the benefits of working with us. When you plan on a new career or want help on the job hunt, contact our team now!

    This helpful guide has been written by SK RECRUITMENT who is one of the UK’s leading trade recruitment agencies.

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