10 Recruitment Mistakes Costing You The Best Candidates in Construction

Don’t make these recruitment mistakes!

In the construction industry, the right hire can make all the difference. But too often, subtle recruitment mistakes keep the best candidates just out of reach. These mistakes are more common than you might think. By addressing these mistakes, we aim to ensure your strategies are optimised and align with the dynamic needs of the industry and the exceptional talent it demands.

Have you considered are your job descriptions clear and attractive to the right candidates? Are you considering the aspirations and work style of the next generation? Are traditional recruitment methods giving you the desired outcomes?

In this blog, we look at 10 recruitment mistakes that could be costing your construction company the best candidates who could drive your projects and your business forward. Check them out below:

Job Descriptions

Job descriptions tend to be your first interaction with new candidates and first impressions count. That’s why it’s important to consider your audience when crafting a job description.  For instance did you know a study from the Prince’s Responsible Business Network found that young job seekers thought 60% of job descriptions were not clear?* Here are three solutions for winning job descriptions:

  • Be clear and concise. 75% of graduates want job ads to be in “plain English.” **
  • Mention opportunities for growth and learning. “Growth” is the term most likely to create a positive impression among job seekers when used in a job posting.***
  • Don’t forget to include a company description. 72% of people are more likely to apply for a role when a company description is included.***

To avoid these mistakes check out our free job description checklist, specifically designed for the built environment to craft the perfect template you can bespoke for each of your vacancies.

Let’s talk Salary and benefits

To mention the salary or not to mention the salary… That is the question, or is it? 2 out of 3 businesses include salary and benefits in their job posts and there’s good reasoning on why you should too. **

Including salary and benefits in a job posting promotes transparency and creates a foundation of trust and openness right from the outset. This approach streamlines the recruitment process by filtering in candidates who are comfortable with the offered compensation, thereby saving valuable time.

Furthermore, seven in ten job seekers consider salary the most important aspect of a job posting, closely followed by the benefits package***.

Lengthy Hiring Processes

There’s a couple of reasons why a lengthy hiring process can result in losing potential candidates. Top talent, often in high demand, might grow impatient with prolonged timelines, especially if they’re entertaining multiple offers. Furthermore, as the hiring process drags on, competitors with more agile and responsive recruitment strategies may swoop in, presenting more attractive offers that candidates are more inclined to accept.

So, you’re probably wondering “how can I speed up the hiring process?”. Well, the Strategic Resourcing platform streamlines the recruitment process by giving you access to regional recruitment specialists in the construction industry. Our expert recruiters can only supply you with three CVs per vacancy. This approach streamlines your selection process, allowing you to focus on top-tier candidates without the need to sift through 100s of less suitable applications.

Overemphasis on Technical Skills

We understand technical skills are vital for roles within the built environment but sometimes placing too much emphasis on technical skills during recruitment can inadvertently sideline the critical importance of soft skills, leading to potential challenges in the workplace.

Soft skills such as communication, teamwork and problem-solving are pivotal for an efficient work environment. Candidates lacking in these areas may find it difficult to effectively collaborate with their colleagues, impacting team dynamics and project outcomes. Moreover, the fast-paced and interconnected nature of the construction industry requires individuals who can adapt to changing situations and think on their feet, qualities often rooted in strong soft skills.

Not outlining a career progression

We’ve already mentioned that terms like growth, motivated and challenge can present a higher success rate in applications. This is because these terms are often associated with progress and development.

Prospective employees, especially those who are ambitious and career-oriented, often look for opportunities where they can envision long-term growth and progression. When a company fails to provide clear career progression opportunities, it could give the impression that it lacks investment in employee development, making the role less attractive to top talent who value professional growth and the prospect of enhancing their skills and responsibilities over time.

Put the next generation first

For the construction industry to thrive, it’s essential to prioritise the next generation in recruitment strategies. This focus not only addresses the immediate skills gap but also ensures long-term sustainability and innovation within the sector. Here are some ways the construction industry can put the next generation at the forefront of its recruitment efforts:

  • Use clear, concise language when promoting your available vacancies. 71% of graduates say that using industry acronyms make them feel underqualified. If you do need to use acronyms, we recommend you create a glossary explaining these terms.
  • Re-evaluate the necessity of unrelated qualifications for the role, like the requirement of ‘5 GCSEs’ etc.
  • Provide a clear career path and emphasise the potential for professional development, continuous learning, and career advancement at your company. Do you offer mentorship programs, training workshops and set career paths? If so, then let your potential applicants know!
  • Promote your commitments to sustainability and social responsibility. Highlighting your company’s commitment to sustainability and community involvement can align with an applicant’s personal values and increase their interest in working for you.

To read more about addressing the top 3 construction industry skills shortages see our insights article here.

Ignoring the Candidate Experience

Providing a long winded and complicated application process or failing to communicate effectively with candidates can create a negative impression.

Ignoring the candidate experience can significantly detract from your company’s ability to attract top talent.

An application process that requires excessive steps, can discourage potential candidates right from the start. Moreover, a lack of effective communication throughout the recruitment journey – be it delayed feedback, unclear instructions or impersonal interactions – can leave candidates feeling undervalued and disinterested.

The Strategic Resourcing platform grants you complete control over the candidate’s journey, encompassing everything from overseeing your vacancies to shortlisting candidates and organising the interview process. Candidates hired through the Strategic Resourcing platform often have a more streamlined hiring experience. This is due to Hiring managers, HR executives and company directors benefiting from receiving only the top three CVs from our regional recruitment partners.

Overlooking your company’s culture

Not effectively showcasing the company culture, values and benefits can deter top talent from applying. When these elements are not communicated effectively, you risk missing out on candidates who prioritise alignment with a company’s ethos and vision as much as the role itself. This is especially true with Gen Z applicants.  In a 2020 survey, 83% of Gen Z candidates said that a company’s commitment to diversity and inclusion was important.****

By actively promoting a positive and engaging employer brand, you offer a glimpse into what it’s like to work at your company – be it through your commitment to innovation, your inclusive work environment, the opportunities for professional growth or your focus on work-life balance. This transparency helps attract candidates who are not just qualified for the job but are also likely to be more engaged, motivated and loyal over time because they share your company’s values and objectives.

Skipping Thorough Background Checks

Failing to conduct comprehensive background checks can lead to hiring candidates who may not meet the company’s safety, integrity or reliability standards.

With Strategic Resourcing our regional recruiters are experts in resourcing within the construction industry. We understand the relevant credentials and experience required to be successful in your available vacancies. Rest assured knowing you’ll only receive the highest qualified candidates for your available positions.

Relying Solely on Traditional Recruitment Methods

The recruitment landscape is shifting, but numerous organisations still cling to conventional approaches. Although traditional recruitment agencies offer valuable services, it’s essential to question whether there are potential talent pools being overlooked.

Strategic Resourcing stands apart from typical recruitment agencies. We offer a groundbreaking, unified platform designed specifically for sourcing and hiring within the built environment sector. With Strategic Resourcing you get the best of both worlds. A modern way of recruitment in construction.

There you have it. 10 mistakes costing you the best candidates in construction. We hope we’ve shone a light on the pitfalls of traditional recruitment, offering practical advice to refine your hiring strategies to meet the industry’s evolving demands.

By avoiding these common mistakes and adopting a more strategic approach to recruitment, your construction company can secure the skilled professionals essential for driving your projects and business forward.

To learn more about how strategic resourcing could help get in touch with us today and book a demo.


https://www.bitc.org.uk/wp-content/uploads/2019/10/bitc-employment-toolkit-futureproofingyouthrecruitment-jun2019.pdf **



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