The relationships we all build are important. Clients and candidates, we all have to get along.
It can be hard to differentiate a business when operating within a competitive marketplace. This is why it is important to focus not just on the clients who are looking for assistance, but also the pool of candidates out there who can support the construction industry.
The old-world approach of quantity over quality doesn’t quite fit the recruitment world today.
The focus on candidates can never be underestimated, one supports the other and vice versa. Building relationships and earning trust can be one of the biggest differentiators in the recruitment industry.
You have to go above and beyond. Jack Bond, Director, explains, “When a candidate works with a consultancy, a lot of the time, they want flexibility and have options available to them. However, there are times when a candidate has the criteria needed for a role but there could be one piece missing from the jigsaw.”
“As an example, this could be an employer requiring that a candidate comes certified with the Site Supervision Safety Training Scheme (SSSTS). What if a candidate does not have this? What we do at Bond Recruit is pay upfront for the training for the candidate (then gradually paid back from the salary). The reason we do this is that the relationships we all build, take time. For a relationship to work, you have to support each other. By this, I mean the candidate as well as the client. ”
A strong candidate experience benefits both sides. Within construction recruitment today it is an ultra-competitive space, so going the extra mile is worth its weight. Russell Drinkwater, Director, highlights an example when it comes to understanding both sides of the candidate and client dynamic, “A lot of engineers require specific kit, but some don’t have this. It can be very expensive to spend £15k to £20k, which is why we offer engineers our own kit hire service. It takes the pressure away from candidates (they fill in a hire form) and clients have experienced engineers on site. This means that standards have to always be at a high level. It’s about backing each other up. No one has to worry, it’s all taken care of.”
Jason Drinkwater, Director, highlights that candidate engagement matters and doing the basics well is what encourages trust, “It makes such a difference when a candidate knows exactly what they are going to walk into. For instance, if a labouring role would include the installation of boards, they will know about this. What you are doing is protecting the candidate as well as the client, by knowing how the day will look. Job descriptions have to fit jobs and be specific. If a role is for two weeks, you can’t say that it’s long-term. Exercising the honesty muscle pays dividends, for everyone!”
To help others, it all comes down to building trust for the long term. It’s about helping construction candidates find the roles that are right for them. It’s about helping construction clients source the best candidates. Building longevity comes with valuing each other and being interested in building a future together.
For any recruitment consultancy for this to work, it does take time. It comes with being open with each other, knowing the challenges that others face and the rapport we can all build to help progress the industry and value the work we all do.
When it comes to your next step in your construction career, let’s talk.