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.
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.
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.
