Last year, we asked 52 HR professionals working in the industry for their insights and opinions on these very topics. From AI integration to talent attraction strategies, this is the findings of our 2025 HR Survey.
To understand where you’re going, it’s important to know where you’ve been. With two elections in the UK and US respectively, varying economic trends and a focus on technology, these were the four biggest challenges of 2024.
When the normal routes to finding candidates fail, there’s always a plan B (or C for some). Here are the three methods HR professionals reply on when the internal prospect database runs dry:
1. Recruitment Agencies & Dedicated Internal Recruiter
Yes, you could argue that we’re biased and it’s no surprise that this was the answer, but our survey revealed that 60% of respondents found recruitment agencies or a dedicated internal recruiter to be their most effective go-to hiring strategy when they need to expand the search.
The key reasons were:
2. Referral Programs
It’s a missed opportunity if you’re not using your own workforce to spread the good word. Actively promoting internal schemes along with how much is on offer (some businesses stretch into the thousands).
3. Paid Social Media’s Growing Role
Social media, primarily LinkedIn, is where most companies start when they have a role (and why not, it’s free). But the traction only goes so far as the following. Paid adverts, targeting specific people, have become more useful. Here’s what our respondents said:
Your ads up, it says everything you need it to, you’ve even drafted in a recruitment consultancy to help. But you’re still not making headway with applicants. What do you do? According to our respondents, these are the three key points that EVERY great job advert (and role for that matter) should cover.
Laslow’s lowest level of the hierarchy, but incredibly important to showcase and stop people scrolling past. Although it’s not the sole deciding factor, you really must:
We’re always surprised when companies don’t, regardless of the internal issues it may cause.
Candidates research companies extensively before interviews, and the power of employer branding is only growing. HR professionals listed the following as ways to showcase what they’re about beyond the job ad.
Very few join a company just to stay where they are. How you help them grow is key, as is communicating it. The advice is:
Crystal ball gazing time. Predictions should never be taken for granted, but the answers below followed a similar pattern of what talent in the construction industry needs to start showcasing to get the best roles.
Crystal ball gazing time. Predictions should never be taken for granted, but the answers below followed a similar pattern around what employers in the construction industry needs to showcase to get the best people in for their roles, including:
Employee increasingly value, flexible work options. Despite the likes of Tesla, Deutsche Bank and Salesforce all pushing the Back to Work policies. If this has been met with positivism from staff, we're yet to see it. Flexibility is now a deal breaker as the savings people see from NOT commuting can result in thousands saved per year. Dismiss your WFH policies at your peril.
In addition, opportunities for growth and learning are also well received. Employees, for the most part, want to progress with their employer. They want to be taught new things, be given the opportunity to continually develop AND add new strings/skills to their bow.
Whether hiring internally or partnering with agencies, understanding the industry’s unique requirements is essential. Recruiters with industry expertise can identify the right skills and cultural fit for niche roles.
Our survey highlights the evolving landscape of construction recruitment. Companies face stiff competition for talent and challenges in finding qualified candidates. However, by focusing on employer branding, efficient processes, and investing in employee growth, businesses can stand out in the job market.
Will 2025 bring more stability to your hiring plans? It's certainly looking brighter but, as you'll know, there are always hurdles. But with the right strategies in play, and mixing proactive hires with the never ending need to reactively hire, perhaps we're turning the corner and getting some stability in place.