2025's Hiring Hurdles: 5 Key Strategies HR Professionals Believe Are Key To Talent Attraction

Recruitment in the construction industry isn’t something you’d describe as a walk in the park. There’s high competition for skilled candidates, coupled with a shortage of qualified professionals. And the workplace is changing too, with expectations reshaping how companies approach hiring. 

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.

Firstly, what were the challenges in 2024?

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.

  1. Difficulty Finding Qualified Candidates
    • 83% of respondents cited this as their biggest challenge.
    • Specialized roles like estimators, project managers, and sales professionals require both technical expertise and cultural fit, making the talent pool narrow
  2. High Competition for Talent
    • 79% noted the challenge of competing for skilled professionals in a tight labor market.
    • LinkedIn and other platforms have increased the visibility of new opportunities, intensifying competition.
  3. Time-to-Hire Constraints
    • With an average hiring process taking 41 days, inefficiencies in screening and interview processes are a major pain point.
    • 25% of respondents cited inefficient screening as a barrier to hiring success.
  4. Budget and Resource Constraints
    • Rising salaries are pushing companies to reassess their hiring strategies.

What strategies worked to overcome these challenges?

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:

  • Dedicated Expertise: Their focus is to ensure quality candidates are presented for roles, saving companies valuable time and resources.
  • Scalability: While larger companies benefit from internal hiring teams, smaller businesses said the ease of bringing in an external agency was a huge benefit

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).  

  • 42% of respondents credited referral programs as a valuable hiring tool.
  • Employee referrals often lead to better cultural fit and faster onboarding processes.

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:

  • While only 0% used paid social media in 2024, projections show 26% plan to leverage it in 2025.
  • Platforms like LinkedIn and even TikTok present opportunities to showcase company culture, projects, and career growth potential.

Talent Attraction and Retention Tactics 

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. 

1. Competitive Compensation

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:

  • Highlight growth opportunities.
  • Emphasize non-monetary benefits like work-life balance and flexible schedules.

We’re always surprised when companies don’t, regardless of the internal issues it may cause. 

2. Employer Branding

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. 

  • People showcase - as simple as it sounds, showcasing your workforce by regularly updating your updating your website and social media with the team helps to bridge the connection to potential candidates
  • Products on offer - showcasing what your company does, including new machinery, innovations and the type of products available always go down well.
  • Your Purpose - above all, what is your business trying to achieve and what does success look like beyond profit? 

3. Employee Growth Opportunities

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:

  • Invest in training budgets and certifications.
  • Provide on-the-job training tailored to both employee and employer needs.

Skills in Demand for 2025

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.  

Leadership and Visibility 

  • 85% of respondents highlighted a leadership skills gap, with qualifications, references and experience all being vital in assessing leadership capabilities. 
  • As remote work grows, the importance of visible, effective leadership becomes paramount. The recent changes around the US and UK on remote working may also nullify this slightly. 

Tech, AI, and Automation

  • 50% noted that adapting to AI and automation will be critical in 2025. How they do that is another thing entirely, and there was an apparent need for HR to work with IT teams to help make this happen. 
  • The UK government’s £14 billion investment in AI underscores its growing significance in construction tasks such as scheduling, resource planning, and quality control. And the US has also invested heavily in AI.

Data Analytics Skills

  • Proficiency in data analysis can minimize errors, foster problem-solving, and improve decision-making processes. The respondents felt these skills will start moving from Desirable to Essential.

The Future of Talent Acquisition

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:  

1. Evolving Employee Priorities

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.

2. Leveraging Technology

  • Faster-paced recruitment processes will be enabled by AI tools that streamline candidate screening and enhance decision-making.
  • Companies must invest in training employees to use these technologies effectively.

3. Industry Knowledge Matters

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.

In Summary

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.

Key Takeaways:

  • Employer branding helps you attract and retain top talent.
  • Leadership development and AI training are essential for future-ready teams.
  • A clear strategy for employee growth and cultural alignment will set companies apart.

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.

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