What does the arrival of summer mean for you this year? Is it just an opportunity to start soaking up the sun, or are you hoping to transform your life with a brand-new career?
It’s funny how fast the months seem to pass isn’t it? I was chatting to a candidate we placed earlier this year, and I was surprised to realise that it was way back in February that they started in their new role.
Company culture in the building industry is often accidental, rather than planned. The company culture often filters down from above— but without any real strategy about what the workplace culture needs to be in order to attract talent and maximise employee engagement.
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.
Great salespeople are out there, and they have the power to radically transform your business fortunes. The question that companies like you in the building sector are facing is how on earth to attract them to your business over the competition?
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.
As we are all aware, the UK has been experiencing a serious skills shortage in recent years – particularly in the engineering sectors. In part, this issue as we know can be attributed to the lack of apprenticeships and opportunities for entry-level employees, and in part, it may be linked to the fact that our attitudes towards work are changing.
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.