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.
The façade contracting industry is facing a slowdown in backlogs across several key markets. Navigating these challenges, maintaining profitability, and securing future revenue lies in diversification.
In certain regions, such as the Canadian high-rise market, the slowdown is apparent. Busy markets like Toronto are experiencing reduced project backlogs, with many predicting a rebound in 12 months. Meanwhile, other markets, such as low-rise commercial or podium construction, are showing steady activity.
The consensus is that façade contractors must act now to adapt their strategies, particularly with the challenges they face:
Diversification isn’t just a buzzword; it’s a necessity. Here’s how façade contractors are diversifying across markets, products, and talent:
Particularly in the Canadian market, contractors are aggressively entering the U.S. Places like New York, California, and Texas. By leveraging existing relationships with general contractors and expanding regionally, contractors can fill gaps in their pipeline.
A recent example we’ve seen is a Canadian unitized façade contractors, shifting to deliver stick-built and modular wall systems, adapting to local market demands. Moving markets and locations isn’t easier, but the world is certainly a smaller place post-COVID.
High-rise specialists are exploring low-rise commercial projects, podium construction, and alternative façade systems like rain screens and modular walls. Diversifying into lower-value projects can sustain pipelines and keep operations running efficiently.
Expanding your capabilities into similar product lines is an obvious choice.
The talent challenge is critical, especially when backlog shrinks. Contractors are:
Some companies are taking diversification to a global level, acquiring businesses in Europe, the Middle East, and the UK. By expanding internationally, these contractors mitigate risks tied to a single market’s slowdown.
The UK contracting market has faced significant challenges, with well-known names like Charles Henshaw and Norman Underwood entering administration. Yet, opportunities remain for those willing to think differently.
Italian and Eastern European contractors like Permasteelisa and Staticus are thriving by leveraging high-end engineering and design teams based abroad to deliver in London.
UK contractors should consider relocating design and engineering bases to talent-rich, cost-effective regions to gain a competitive edge.
The façade contracting industry in 2025 is at a crossroads. Contractors who embrace diversification, invest in global talent, and adapt to market changes will emerge stronger. Whether you're looking to expand into new regions, diversify your offerings, or optimize your operations, the time to act is now.
If diversification is part of your 2025 strategy, let’s talk. Our team is ready to help you develop a tailored plan to achieve your goals. Contact us today.
For you, your family, and everyone around you. It can come out of the blue, and other times you'll see it coming. Although it can all seem like a blur when you're going through it, we know from experience how important it is to prepare.
Here's our advice on what to do when the worst happens in your career.
Losing your job through redundancy is ALWAYS hard, no matter how long you’ve been with the business. The first few days can seem like a blur, and the longer you’re out of work, the harder it can seem. If you are at threat of redundancy, no matter how hard it seems, we’ve broken down our advice on how to deal with everything it throws at you:
1. Dealing With “Rumours”
2. Start To “Re-evaluate“ Your CV
3. Do Your “Research”
4. How To “Review” Offers
5. Show “Resilience” In The Face Of “Rejection”
How the rumour mill about redundancies in a workplace often start due to various forms of uncertainty or perceived threats. Leadership shifts, especially involving new leaders with a history of cost-cutting, can spark concerns about restructuring. Additionally, financial challenges—such as reduced earnings, budget cuts, or lost clients—can heighten job security worries, leading employees to speculate on potential layoffs. Obvious cutbacks, such as reduced budgets, less frequent travel, hiring freezes, or scaled-back employee perks, can fuel speculation in a workplace.
Here’s what we recommend:
1. Stay Informed & Seek Clarity From HR
2. Focus on Your Own Work Performance
3. Avoid Fuelling the Rumour Mill
4. Stay Positive & Supportive
Having an up-to-date CV can seem counter-intuitive if you’re happy in your role. But, as many will agree, things can change quickly (and out of your control).
So, a strong CV is a necessity, and it should be based on four key pillars: clarity, relevant experience, tailored skills, and professional presentation. Together, these elements ensure your CV is focused, impactful, and polished, making a compelling case to potential employers.
Clarity and Conciseness
A CV should be clear, well-structured, and easy to read. Keep it concise, focusing on the most relevant experiences and skills for the job you're applying for, usually no longer than two pages.
Relevant Experience
Highlight experience and achievements that are directly related to the role. Quantify accomplishments where possible (e.g., “increased sales by 30%”), showcasing impact rather than just listing responsibilities.
Skills and Qualifications
Include a section for core skills and relevant qualifications, such as technical proficiencies, certifications, or languages. Tailor this section to align with the specific requirements of the job.
Professional Presentation
Ensure a polished look with consistent formatting, proper grammar, and no errors. A professional layout helps create a positive first impression, reflecting attention to detail and a strong work ethic.
When looking for a new role, in any situation, looking at the market and speaking with contacts is a must. Here’s what should be taken into consideration when doing so:
Remember, not every role will be right, and not every interview will result in a job offer. Resilience is something you’ll need. What to bear in mind after rejection:
Hopefully there's something in the above that's useful. If you do need any help, reach out to one of the team.
Many business leaders, after experiencing a failed hire, become reluctant to take risks on future hires. This fear keeps them stuck in the weeds of daily operations, unable to focus on growth areas like product launches, market expansion, or strategic development.
The problem is, in today’s fast-paced business world, standing still means falling behind. As competitors continue hiring in facades to innovate and expand, companies that fail to grow are effectively in decline. Worse still, employees begin to notice when a business isn't investing in growth or their development. Talented team members may leave for competitors who offer more opportunities for career advancement, exacerbating the decline.
But just how much do disaster hires cost within the construction industry? Let's break it down.
Hiring and onboarding expenses: When a company hires an employee, it invests time and resources into recruitment, interviewing, and onboarding. This process includes advertising the position, screening resumes, conducting interviews, background checks, and providing training.
According to the U.S. Department of Labor, the average cost of a bad hire can be as much as 30% of that individual’s first-year earnings. In construction, where skilled labor wages are high, this can easily amount to tens of thousands of dollars.
Wasted salary: A disaster hire may be paid for several weeks or even months before their unsuitability for the job becomes apparent. During that time, the company pays out wages without receiving the expected value in return. For skilled positions like project managers, engineers, or electricians, this wasted salary can add up quickly.
A key factor in construction is the importance of deadlines. Projects are often governed by strict time constraints, and delays can result in penalties or lost revenue for the company. Disaster hires can derail these timelines in several ways:
In an industry where liquidated damages for late completion can be tens of thousands of dollars per day, the impact of delays caused by a bad hire can be financially devastating.
The long-term costs of a disaster hire may extend beyond a single project. If a project suffers from delays, safety incidents, or quality issues due to poor hiring decisions, it can damage the company’s reputation. Clients may lose confidence in the company’s ability to deliver on time and within budget, leading to fewer contracts and lost revenue opportunities.
In competitive markets, construction firms rely heavily on their reputation for quality, safety, and reliability. A single disaster hire can jeopardise this, costing the company not only financially in the present but also in terms of future growth and profitability.
The costs of disaster hires in the construction industry are far-reaching, encompassing immediate financial losses, project delays, safety risks, diminished morale, and long-term reputational damage. While it’s impossible to avoid every bad hire, construction companies must prioritise robust hiring practices, thorough vetting, and continuous training to minimise these risks.
By doing so, they can avoid the hefty price tag that comes with a disaster hire and ensure the long-term success of their projects and business.
If you need to speak to the team about how to avoid this, do get in touch.
2024 has been a monumental year for us. Although we're based in the North West of the UK, we've earned the majority of our stripes in in North America and Europe. We've built a reputation for specializing in niche construction sectors, like building envelope and complex product industries. As the year comes to a close, we're celebrating record-breaking profits and looking ahead to an ambitious future—one that involves growing by 80% over the next 18 months.
Big goals call for bold moves, and Lignum Group is doing just that by expanding its leadership team. Under the guidance of CEO Tom Wood, the company is taking strategic steps to continue its upward trajectory, including the launch of a new Commercial division and a complete revamp of its Client Services division.
Leadership isn’t just about titles and hierarchy—it's about growth, innovation, and creating meaningful partnerships. The new Commercial division will play a crucial role in driving these partnerships, particularly in the UK and North America.
With the addition of Adam Tilston as Commercial Director and Rick Fahey as Business Development Manager, both experienced professionals with proven track records, we're positioning ourselves for the future.
These changes don’t just reflect internal restructuring—they show Lignum’s commitment to offering even more value to its clients. Whether it’s finding the right talent for top-tier construction companies or creating tailored solutions for niche industries, Lignum is focused on elevating customer experience and staying ahead of the curve.
Reflecting on 2024 year, our CEO Tom Wood shared his excitement about the future:
“We’re thrilled to expand our senior team with these critical new roles. Our success in 2024 has been driven by our deep understanding of niche construction sectors and our ability to connect top talent with leading companies, particularly in North America. With the new Commercial division and enhanced Client Services, we can build on our momentum and achieve our ambitious growth targets.”
If you've met Tom, you'll know his passion for the industry is palpable, and our growth strategy is more than just a business move—it’s about building lasting relationships and staying true to our core mission - to get results for both candidates and clients.
Over the coming months, we're planning to expand the team even further, continuing to push into the North American market while staying connected to our UK roots.
“We’re proud to keep our headquarters in Warrington as we grow globally,” Tom adds. “It shows our commitment to local talent and to creating a company culture that values community, even as we expand internationally. We’re confident these changes will help us deliver even more for our clients and candidates alike.”
As we head into 2025, we're not just aiming to grow - we're going to thrive. With a revamped leadership team and a forward-thinking strategy, the future certainly looking exciting.
Your go-to source for the latest developments in the world of construction across North America, the UK, and Europe. Onsite Insights delves into industry events, key trends, and market updates aiming to be a valuable resource for you.
Unless you’ve been living under a rock, the UK news over the last few weeks has been dominated by the General Election and on the 4th July, voters took to the polling stations.
With a landslide victory, a Labour Government is now in charge and regardless of who you voted for, we can all agree that there’ll be changes that impact the construction industry.
Here’s how some of the industry leaders reacted to the news and what it could potentially mean on a number of issues from the topic of the housing crisis to the skill shortage.
Heads up, contractors! Changes are coming to building safety regulations in New York City. From now on, if you're working on a project that tickles the sky at seven stories or more, get ready to buckle up for stricter safety measures.
This means no more winging it on safety plans. To get your project off the ground (literally!), you'll need a certified site safety coordinator and a plan that's been stamped with approval. This applies to new builds, full demolitions, and even interior gut jobs with fancy mechanical equipment.
Why the shakeup? NYC is prioritising safety on construction sites, and smaller contractors who might not be familiar with the city's permitting process could be most affected. The article recommends bringing in the pros to avoid delays along with the other need-to-know regulations
Stay ahead of the curve and make sure your projects meet the new safety standards by reading this article below
The landscape of architecture is undergoing a fascinating shift. We're witnessing a move beyond traditional brick and mortar, with innovative materials and technology ushering in a new era.
This beautiful blend of the old and the new holds immense promise. By merging time-tested materials with cutting-edge technologies, architects are unlocking a new era of creativity. This could mean buildings that adapt to weather conditions, generate their own energy, or even interact with their inhabitants.
To learn more about this exciting development, you can explore this insightful article on the future of architecture below.
Position: Sales Project Manager
Location: Miami, FL
Salary: $140k to $180k
A huge opportunity for an established Sales Project Manager to join an incredible scaling company within the architectural systems space.
They specialise in glazing, metal and interior systems, and they're looking for someone who can support operations in Florida. There is a very generous salary, uncapped bonus structure and benefits package, with great progression opportunities into the senior leadership team.
This company has an increasing presence in the Florida market so this would be perfect for someone with existing connections who can help accelerate this growth!
Get in touch with us today for a confidential chat.
Did you know? A surprisingly high number of executive placements fail within the first 6 months!
There's a crucial window for new leaders to integrate and succeed, but often-overlooked factors can lead to early departures. This can be costly and disruptive for both the company and the executive.
The good news? Our CEO, Tom Wood, dives deep into the reasons behind these early exits in his latest video.
Don't become another statistic – watch Tom's video now and learn how to set your new leaders up for success!
Our CEO Tom Wood breaks down the 6 month executive onboarding challenge. Did you know that nearly 50% of executive placements fail within the first half-year?
Learn more as he dissects the reasons behind these pitfalls and provides practical solutions to maximise your success with new executives.
Your go-to source for the latest developments in the world of construction across North America, the UK, and Europe. Onsite Insights delves into industry events, key trends, and market updates aiming to be a valuable resource for you.
No we aren’t talking about your limbo skills, we’re talking about bids. More and more within the construction industry, it’s becoming a race to the bottom. Keeping costs down and profits in place means that often there’s a squeeze all round for everyone involved whatever part of the supply chain you’re at. A common problem experienced by all in Sales or those negotiating, so how do you prove you’re worth the extra buck?
It’s tough. And often it’s believed that the lowest price always wins, right?
Well, actually, in this latest article from Construction Dive below, they argue against this. They’ve outlined how you can battle against this from building stronger relationships to actually proving your worth, there’s lots of ways you can win a contract without being the lowest bidder.
Since the CHIPS Act was signed in August 2022, spending in the U.S. manufacturing sector has surged dramatically, with over $866 billion in private investments. This wave of investment has sparked major projects across the country, including a $525 million Polar Semiconductor plant in Minnesota, a $294 million Boviet Solar facility in North Carolina, and a $140 million Green New Energy Materials project. These initiatives are bolstered by contractors like Mortenson and Jacobs Solutions, signaling robust growth in manufacturing infrastructure.
Manufacturing construction spending rose 25.9% over the past year, reaching $223.43 billion in March 2023. The CHIPS Act's $52.7 billion funding for semiconductor research, manufacturing, and workforce development, along with a 25% investment tax credit, has been pivotal.
With several mega projects in the pipeline, the sector's momentum is expected to continue.
For more detailed information, read the full article below.
The roofing market is set to hit USD 342.8 Billion by 2033, Says We Market Research
This surge is driven by a strong compound annual growth rate of 5.0% expected between 2024 and 2033 fueled by an increase in renovation and repair activities across aging infrastructures.
Regions like the United States, the United Kingdom, and Australia are seeing a notable rise in roof replacements and renovations, spurred by factors such as extreme weather conditions and a growing focus on energy-efficient building solutions.
Technological advancements are further propelling the roofing industry. Innovations such as smart roofing systems, Building Information Modeling (BIM), and the use of drones and robots for inspections and installations are enhancing efficiency and sustainability.
Countries like the USA, China, and Japan are at the forefront of this growth, with the USA dominating due to its robust construction sector and high disposable incomes.
For a deeper dive into the roofing market's future and technological trends, read the full article below.
2024 has been a stellar year. We've seen growth in our key markets, repeat business with existing clients and new people reaching out to us for support with their own growth plans.
With that, we have not one BUT TWO NEW ROLES to tell you about, here at Lignum HQ.
Business Development Executive - if you're as motivated as we are about new business opportunities, we'd love to hear from you. You'll be working with our commercial team on research, lead gen and client engagement
Business Development Manager - Are you a seasoned BDE or a BDM who wants more autonomy, a fantastic place to work AND a real opportunity to put your stamp on our business? Three yes' = Apply Now
It'll be based in our brand spanking new office in Warrington (great town). Or we can even accommodate remote working (great flexibility).
Get in touch with us today for a confidential chat.
Liam and Shane share the indicators around whether your business is ready for a collaborative recruitment approach through the MSP model.
Wouldn’t it be great if we could predict the future? It’s fair to say every Board or business leader has to constantly deal with the challenges of what’s next. Trying to plan for the short, medium and long term isn’t easy. To deal with the demands of the now, next and the unknown; it's critical to have a C-Suite team that's capable of managing through this change.
When it comes to changing industries, the construction industry is on the cusp of major transformation. Driven by environmental concerns, economic challenges technological advancements, and changing consumer demands, the sector is rapidly evolving. We see this consistently as an executive search company that operates in this space.
So, that begs the question: How can you future-proof your C-Suite to lead your business in a changing industry? Read on to find out how.
Firstly, we need to look at what are the key trends reshaping the construction industry that businesses need to be aware:
That brings us to discuss the key strategies that construction companies can use to build a C-suite to navigate these changes:
There’s a lot to consider. That’s on top of the day to day operations. It’s not easy but it’s essential to be aware of what’s on the horizon and have a C-Suite capable of managing this. The message is clear: disruption is the new normal. The future belongs to those who can adapt, innovate, and navigate change.
By following the strategies outlined in this blog – embracing diverse skillsets, prioritising continuous learning, integrating technology, and focusing on sustainability – you can build a C-suite that thrives in disruption.
If you’re looking to discuss your C-Suite recruitment strategy whether that’s for now or as part of your future proofing plan, get in touch with our Executive Search team for a comprehensive review of your hiring plans.
