Even in such a short space of time, as we come to the latter part of 2022, it looks so much different from a couple of years ago.

Whilst society has had to adapt, how does this reflect on the recruitment industry, business and the world of work? The team shares the major shifts in a short period.

Russell Drinkwater, Director, reflects on progression to remain relevant. “We all have to move with the times, otherwise a business starts to get left behind. This is so much more than being efficient with technology, it’s about how the shift to a candidate-driven market is more prominent than ever.”

“There used to be a time when employers could say how good they are, point people to an ‘about us’ page and this became attractive to others. The move to incentivise candidates today goes way beyond salary. As an example, a quantity surveyor, was recently given two offers with everything they had asked for. Rather than deciding between the offers, the candidate is looking to see another company before making any decision. It all comes down to candidates making the right decision. Control has moved firmly from employer to candidate.”

From a commercial perspective, one of the most noted shifts within the construction industry in the past couple of years has been well-established businesses ceasing trading as the market becomes extremely competitive. Regional firms such as Chichester contractor, W Stirland, who started trading back in 1928 went into administration in 2022. Retirement and care home developer and builder, Castleoak, went into administration in 2021.

From a recruiter angle, Jason Drinkwater, Director, has seen the continued rise of the investment in people, “When I first joined the industry, you would see recruiters move from one company to another. I never really understood why people would leave one consultancy for another if they couldn’t make it work at their original employer. I don’t see this happening as much today. This is because firms are emphasising the value of their staff and management tuned into the importance of building continuity. What is the point in putting hours and investment of time and money in someone, only for them to leave after a short space of time? You can’t treat people as a commodity, businesses have to create an environment for others to be included.”

Jack Bond Director, continues this shift for businesses acknowledging the culture they need to get right. “The Bond Recruit today is perhaps unrecognisable from what it was a couple of years ago. We put a lot of emphasis on our training and getting the culture right. In turn, this means a team of well-established consultants that have a sense of pride. For many businesses, this has been the turning tide. What has been something that adjusts slowly, over some time when it comes to working culture and togetherness, has been thrust on business owners to focus and get right. For many, this is what encourages longevity.”

Let us highlight some of the main changes we have all seen at Bond Recruit when it comes to the construction industry and recruitment:

• Rates have increased, especially for skilled and highly trained employees
• The focus on the company ethos for all businesses
• An emphasis on training, development and encouragement of team harmony
• Legislation such as GDPR and EU Share Code
• A stabilisation of consultant movement
• Candidate ability to ‘call the shots’
• No one is unbreakable as seen with Brymor and W Stirland
• Employees putting more value on security and certainty
• Technology investment and work efficiencies
• The importance of building progressive, inclusive cultures in business

The industry looks very different as we all look to 2023 than when we came into the new decade. What it does encourage is for employers to put their best foot forward in being adaptable, but recognising the opportunity that is out there.