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.