Construction

21 July 2010

The credit crunch followed by a deep recession have left their mark on the construction sector. Even in recovery, construction candidate databases remain swollen but key skills shortages remain. With a lack of investment in apprenticeships, the role recruiters play in unearthing key talent is as important as ever.

“There is an enormous number of job applicants and very few opportunities,” says Maria Pilfold, HR director at Taylor Wimpey.

Where skills shortages remain, estimators, planners and bid managers are in demand, a spokesperson for construction, development and service group Kier told Recruiter. And for Jayne Mee at Barratt Developments, surveyors are in short supply.

According to Pilfold, securing the talent of the future has been impaired by a dwindling number of construction apprenticeship schemes. “This will not assist in achieving a reduction in youth unemployment or in encouraging new talent into our industry.

“There is often a lack of training and qualification in the housing sector in both technical and planning areas.”

There are some firms in the sector that are investing in apprenticeships, however. Mee told Recruiter that Barratt Developments will recruit 100 apprentices in September as it was committed to developing young people into the senior talent of the future.

Those construction agencies who adhere to high standards and are genuinely selective with their candidates will continue to forge strong relationships

While skills shortages remain, Pilfold says that recruiters need to be discriminating over the talent they put forward. “Construction agencies have had a difficult trading period. Those who adhere to high standards and are genuinely selective with their candidates will continue to forge strong relationships. Those who employ less professional methods and do not operate as true partners are less likely to succeed.”

For Kier’s spokesperson, recruiters should avoid following processes already available to in-house teams. “A number of recruiters just search job boards and advertise - tools that most in-house recruitment teams have access to. A good recruiter adds value by attracting and converting passive candidates.”

Pilfold adds that the increasing use of online recruitment methods could result in decreased use of agencies. “The continuing effectiveness of online recruitment is likely to reduce the need for agencies. Increased social networking within the sector will accelerate this. However, there will always be a need for professional recruiters.”

Andrew Bredin, managing director at Hays Construction, says that while margins remain fairly tight, confidence has improved over the past 12-18 months. He adds that an expert recruiter can benefit employers in a number of ways. “Given the larger numbers of people looking for work, recruiters can filter through applications to find the best talent. They can also provide employers with experienced professionals on a temporary basis to support them until they have clarity on future projects.”

For the immediate future, fears of a double-dip recession persist but even in this uncertain climate, opportunities for recruiters remain due to their ability to provide a flexible labour solution, Simon Girling, associate director at Randstad CPE, says: “Clients fear a double-dip recession and are more hesitant to take people on. Our freelance side has picked up a lot quicker than the permanent side because clients are more likely to take on a contract person.

“If there is a double dip and you have a freelance person, you can move them around.”