Millennials are crucial to the modern workforce. So how can you attract the right millennials for your team, and keep them engaged for long-term retention?
The war for top talent in the building services industry is well underway, and companies are all seeking that special edge that will attract and retain top performers.
In today’s digital-first environment, it’s easy for a hiring manager to do a quick Google search on a candidate’s name to shed further light on who is applying to join their team and business.
The skills shortage is deepening across the UK construction industry, with the possible implications of Brexit on the availability of EU workers still to be felt. All employers in the building or energy sectors need to be formulating a powerful, bulletproof recruiting strategy to attract and retain the best talent in the years ahead.
For some people facing an interview in the building or energy sector, the very words ‘competency-based interview’ makes them go hot under the collar.
What to wear at an interview? You might think it’s no longer important in the building services sector; the truth is, it’s as important today as it ever was – first impressions count.
This Christmas, a record 40% of all power generated in Britain came from renewable sources – about three-quarters of it from wind turbines. This festive season record is a reminder that the future of energy production is going to be ever more in the renewables sector.
Salary is one of the most influential factors for accepting a job, or even pursuing a particular career. Knowing what salary you should be earning is vital to ensuring you’re getting paid what you’re worth, based on your individual skills and experience.
If your Building Services or Energy company is constantly on the look out for new talent, you know you’re on the right track, whether or not the search itself is a struggle. Organisations often need to look for new recruits in order to support an expansion or a new project.
If you’ve been in your current position for a few years, it can be easy to fall into thinking that a change of career would mean having to start on the bottom rung of the ladder.
Passive candidates – those who are not currently applying or even looking for new positions – tend to be extremely talented, and incredibly difficult to sell a role to. Recruiting passive candidates is not an easy job but it can be very rewarding when you manage to recruit a high performing and sought-after individual for an important role.
Job candidates are a lot more savvy than they used to be. This is largely due to many companies having an online profile with loads of information about what they do and what they’re like to work for.
If you’ve landed your dream job but are worried about successfully navigating your way through the probationary period that follows, here are some tips to help you steer a steady course and arrive safe and sound on the other side, having impressed your new employer en route!
It’s not hard to see why social media recruiting is fast becoming a top method for tapping into new talent. With more than 535 million people using sites such as Facebook, Twitter and LinkedIn, the potential to find new staff via social media is enormous. But how do you make the most of social media to advertise new job posts?
2015 was a phenomenal year for us at A & D Recruitment, 92% of our candidates were successful after interview and were offered job roles. We managed to source some very talented individuals who, due to their unique skills / experience, had more than one offer on the table.