When it comes to placing candidates, there is so much that happens behind the scenes. 

Let’s share with you that when it comes to placing candidates there are areas that people can sometimes forget about. 

While every recruiter operates in their own unique way, the process can be similar. Jack Bond, Director, explains, “For Bond Recruit, it’s a case of identifying the candidate for an employer, rather than a candidate identifying us. Initial starting places can be online media to site visits.”

“We then start to reach out to our networks and then the conversations begin. This isn’t just about the brief for the role, but qualifying what a candidate wants and where their motivation and expectations are. We’ll cover the type of project, the company, location, salary and then down to the candidate’s ambitions. It’s all part of knowing the requirements from an early stage. This part is critical as no one wants a candidate that does not fit.”

Jack highlights something that no one gets to see, but are the skills of a good recruiter. “The hidden personality and individual traits can be the difference between who gets hired and who was unsuccessful. It’s about being tuned in, on a client’s behalf, to how someone can potentially fit in. This is something that can come with experience by having that knowledge of the industry and the clients we’re working with. For instance, a company culture might thrive on fast-working, methodical people. This might not suit everyone.”

Russell Drinkwater, Director, knows that the time invested in others is what many never see. “When a candidate shares what they want, it allows us to know where they can potentially fit. No one sees the effort a consultant puts in to create a relationship with a senior management team. It can take years to be in a place to pick up the phone and have a down-to-earth chat where a candidate you have spoken to that day can be a worthy member of their construction team.”

“An intangible side that is so important is judgement. Sometimes, it doesn’t necessarily matter if a construction company is looking for a skilled site manager. If a partnership is already in place and fits the mold for a construction direction, then we’ll chat about it. A client trusts our assessment and opinion, this is a hidden side that isn’t visible for all to see.”

Jason Drinkwater, Director, recognises a side many people don’t acknowledge is a misunderstanding of how candidates think recruiters obtain roles and how clients think a recruiter sources clients. “To some businesses, they may think that all recruiters fish from the same pond. Whilst some of that is true, it depends on what fish you put into the pond. For candidates it is the understanding of what goes into building an association with a client and that we’re representing the needs of an employer as well as the commercial return for a candidate. Courtesy, manners and respect go a long way for everyone involved.”

A recruiter’s job is never straightforward but what isn’t necessarily visible comes with years of effort and know-how. 

It’s not just being open about salary information, but career mapping, current construction trends, future trends and what’s happening right now on a regional and national scale.

There is so much that happens behind the scenes that others don’t see. One thing that you can’t pinpoint but becomes clear is that few people know the construction market better than a dependable recruitment team.

Perhaps now is the time to chat? Click here and let’s discuss your side and how we can help.

People want the opportunity to be seen, but registering with too many recruitment consultancies can actually be counterproductive for your next step.

It makes sense. If you register with several consultancies to represent you, it means more people fighting your corner. It could also mean that you are increasing the competition between others for your services.

However, it doesn’t quite work out that way. Russell Drinkwater, Director, highlights what can happen is losing value in what you bring to the table, “If you take the approach to register with as many consultancies as possible, what tends to happen is that your CV is sent to every major company within your region. What is seen at one employer is seen at another and it keeps going. What this does is you start to spread thinly across multiple places. Registering with many just doesn’t help your efforts. It does happen.”

“The alternative is the quality over quantity approach. By this, find a recruiter where you can explain what you want, what you dislike, what your aspirations are and just be open. There are people (such as the team at Bond Recruit) who will know construction directors and have that conversation on your behalf. CVs that are blindly sent, is completely different from a chat and then picking up with relationships that are already in place.” 

Jack Bond, Director, does recognise a balance and depends on what you are looking for. “Whilst recruiters want people to stick with them, we don’t hold a monopoly. For instance, if you are a freelance candidate, then registering with many recruiters can mean you get hired for a short-term role, potentially quicker. All you might want is to pick up work and be flexible with it.”

“For permanent candidates, it’s the relationships you build that become your reassurance. I know that our team would say to a candidate, ‘stick with me.’ The reputation a recruiter has formed with employers becomes a huge asset to them. My advice is to find a consultant you can trust. It just puts your mind at ease that you don’t have to be acknowledged by everyone. Someone who is well versed in what you want and your next move is beneficial.”

Jason Drinkwater, Director, shares from a recruiter’s perspective, “If a consultant is going to be working on behalf of a candidate, naturally they want loyalty. The time invested means that someone is prepared to put in the effort for someone else. If a consultant knows they are part of the same conversation with two or more recruiters, then they start to become part of a rat race. This doesn’t bode well for both sides where everyone forms part of a queue (and even more admin for a candidate). When you give people time and attention, the rapport built means mutual respect on both sides.”

If you are thinking about registering with multiple consultants, it is all about the depth of conversation you have. A good recruitment consultant is going to ask you questions about your career, what holds you back and where your future lies. 

It might be an ambition to work for a specific company, but having your CV sent to an employer multiple times by multiple agencies, will never work in your favour. 

Similar to any relationship, we all need to invest a bit of ourselves with someone else. When you find a company that listens, you can open up and have a mutual respect, it can be a huge asset, not just now, but throughout your career.

Let’s chat, come and get in touch, click here.

Recruitment consultants have a firm grasp of the industry and the people they work with. However, getting there can come with a tough grounding.

A dependable recruiter means someone with the right mindset, attitude, and ability to dig deep. There is a lot documented on the potential and reward, but what about starting out? It is certainly not easy.

Let’s have a look at what it takes for people to find their place in the recruitment business. This is more about longevity than the promise of success and recognition.

Russell Drinkwater, Director, shares his introduction to the recruitment industry. “I was working very long hours, every week, for a facilities management company. From chatting to a recruiter at a Southampton FC game, I just couldn’t get the idea out of my head and what he was telling me about how his job was progressing. I took that leap from one industry to another.”

Jack Bond, Director, shares a similar story of an introduction via someone else, “I was working for a groundworks company and via the contact from a recruitment company, in 2009, I made that step to run the trades and labour desk for an agency. It was hard and to be honest, I thought I would struggle to keep my job. I moved over to the technical team and things started to happen. Working with site managers and engineers, it started to click into place.”

Entering the world of recruitment from a completely different industry is also evident from Jason Drinkwater, Director, “I was in the Parachute Regiment and was about to take up a position in Yorkshire to train recruits.”

“My brother (Russell), shared how he was progressing and triggered my thoughts that it was time to look at something completely new. I made that move and to be honest, after the first day as a recruiter, I hated it. The perception and reality were completely different from the world I had come from. I stuck with it and it is now my career.”

When starting, your motivation and stamina become driving forces. Russell explains, “When I was in the facilities management world, it was meetings, travel and seeing people face to face. In recruitment and with a technical team, the start was relentless. It’s you on the phone and the screen and I had to grasp the concept of the process to make it work. I was ready to give up after two months and then the penny dropped. By this I mean the candidates and clients you work with, you build a good rapport and it’s akin to working with friends.”

To have staying power, you have to have a thirst for the industry and to learn from everyone around you. Jack explains, “If I didn’t have the training and the mentorship from others, then perhaps my recruitment career would have been short-lived?”

“It doesn’t matter where you are in your career, the support and people you surround yourself with is important. It can be a volatile industry. Many people leave the industry after three months and if someone is not starting to see a return for their efforts after six months, is it the industry to progress? However, we are a supportive team at Bond Recruit.”

What kept Jason going was the ability to see the potential, “Russell was a huge driver in this. He told me the truth and what to expect and what to work for. It can be uncomfortable when you have the pressure of clients and candidates and this is why people do fizzle out from the recruitment industry. I wanted to be in a better place and I could see what needed to be done. You have to be around others who care about you and for you to drive yourself to see the possibilities.”

When you begin as a recruiter, the challenges outweigh the reward. It takes time. Here is what we know now:

• Attitude is everything
• With a lot to learn it can be overawing, take advice from others and listen
• The will to succeed has to outweigh your insecurities
• Patience is a virtue
• The relationships you build are worth their weight in gold
• Being a people person is just as important as a salesperson
• Trust the process
• Accept help from others
• You have to look after yourself

When you start, the challenges are going to outweigh the successes. 

It also means that the breakthroughs that happen become the place to focus attention. It can be overwhelming at the start, but also shows that there is a career sitting right in front of you.

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.

Let’s help address the CV mistakes that can stop a construction professional in their tracks. 

If you think interviews and contact are not progressing as much as you think, we are prepared to say that it has got nothing to do with the fact you are not suited to the job or lack the expertise required. 

It is more than likely that you are making some fundamental errors.

You might think that your CV is a good stamp of your career, but even the most experienced construction professionals can continually make the same mistakes.

Russell Drinkwater, Director, shares his most noted mistakes that professionals make, “I have seen people applying for senior roles but their CV is one page of company names they have worked for. Potential employers are not interested in a list of duties, roles and credentials, you have to prove to others that your career has presented opportunities and milestones.”

“For instance, you can’t just add the title ‘Contracts Manager’ and where you worked. This is what I suggest. No matter the role, consider adding more meat to the bones: highlight the projects you have worked on; show the value of what you delivered to the role; share the software you use; if you have won awards shout about them; what skills and qualifications have your gained?; how many staff did you work with or manager? An average CV provides the ‘what you did,’ a great CV highlights ‘why you did it.’”

According to Jack Bond, Director, he identifies relevance is a huge factor when it comes to putting together your CV, “If you are applying for a senior site manager role, including your GCSE results is not what an employer is going to pay attention to. Always consider the significance of what you have achieved to the role you are applying for. Show your trade background, what levels of training from an NVQ to a masters, what CSCS card do you have? This is your opportunity to capture the attention of someone else.”

“I would also say that if you have been in the industry for the past 20 plus years, you don’t need to include every single job, so your CV effectively becomes an essay. Focus on your experience from the past five to ten years. Remember, this is your opportunity to educate a potential employer. Make your CV relevant to the role.”

It’s the most obvious CV error, so let’s save this to the end. One of the most common faults that hold anyone back, no matter the position, comes down to spelling mistakes. Jack says, “When I see people who can’t spell the name of an employer, it doesn’t help anyone. An employer shouldn’t need to make a first impression of, ‘does this person actually care?’” 

“Look at it this way, an error-free CV is demonstrating your attention to detail. The Bond Recruit team can make a CV read with a structure for a potential employer so it is thorough. However, the initial work and consideration have to be done from the candidate side.”

The skills, expertise and type of person you are, deserve to be recognised. To avoid any pitfalls be specific, relevant and thorough. To get the job you want, the time and thought you put into your CV can result in a positive first impression.

If you need help with your next job and to have your CV in a place that looks attractive for your next move, get in touch with us.

Whilst there are vacancies in the construction sector, the skills gap is something that cannot be ignored.

Construction demand is present and as a recruitment consultancy, we can see the flow of people who have a role to play. It is clear to see that the number of young adults progressing is not enough to replace those people who are coming to the end of their careers.

The number of employees above 60 is increasing more than any other age group, according to the CIOB, the impact of the ageing population report.

Jack Bond, Director, shares the reality of the industry demographic, “We have fantastic engineers, on the Bond Recruit books. These are skilled engineers and some are still working into their late 70s. These are dedicated professionals who have been an asset to the industry during their career, but that isn’t necessarily being replicated by young engineers who are coming through.”

According to a June 2022 report from Construction Skills Network (CSN), by 2025, the construction industry will need to recruit a further 217,000 new workers. This is just to meet demand.

Russell Drinkwater, Director, shares the importance to nurture young people coming through, “My career started as an apprentice carpenter. It was a two-year apprenticeship and then I was on-site as a fully qualified carpenter. There were lots of other apprentices with me, but the number of people who stayed within the industry became fewer as each year progressed. What we see today are other career options and people believing they can make money in an even quicker way but isn’t always the case.”

“There has to be a focus on nurturing longer-term apprenticeships and supporting those people coming through. Even a focus on the underused talents of people in many companies. No one wants to be part of an industry where project delays become commonplace. There has to be an emphasis on the future coming through that will lead to more people choosing careers in construction.”

Development opportunities can be more pronounced. Jack says, “A lot of main contractors do invest in NVQs and the right training, but it has to be fed down to smaller contractors. For instance, the UK has recently introduced a qualification on the Future Of Construction that allows a person to ‘futureproof’ themselves and to help the industry provide an individual with a life of careers within construction.”

Wherever you look, there is no straightforward answer. Russell looks to the future, “As a recruiter,  we are the source for many businesses, so it is something that is on our minds. It requires a committed approach from the industry to attract talented and enthusiastic people and showcase the very real opportunity of a successful career. It requires a diverse workforce, but also people who want to contribute to the sector.”

The good news is that the construction industry can be in a strong place to find momentum. With a range of specialised roles for skilled people and the roles that we see available, as a construction recruitment consultancy, there is an opportunity to drive the construction industry to a committed future.