News + Ideas

Construction has long been the backbone of the global economy, building the infrastructure on which societies rely. In recent times, however, the industry has faced formidable challenges finding and recruiting the right talent.

Prospective candidates – even those dissatisfied with their current positions – are exercising caution, and want compelling reasons to make a move. Some strategic or niche roles are therefore taking considerable time to fill.

For instance, the demand for professionals in specialised fields such as data centres has far outstripped supply.

As a global consultancy working across a range of sectors, we have seen a particular increase in the number of applications from quantity surveyors and project managers with a contractor background, due to the perception that it is a safer avenue of employment. Despite this, there is still a huge deficit of workers due to a lack of the right skills.

The shift may be attributed to the current economic climate, where advisers are seen as offering stable professional prospects compared to the volatility experienced in other parts of the construction cycle.

It is not just about finding the right person for the job: it is about finding the right fit for the organisation.

However, the skills shortage in the construction industry in general and the UK in particular is a well-documented issue. This was exacerbated by Brexit, because many site-based roles had previously been taken up by European workers.

One kind of professional consistently in high demand is quantity surveyors. They play a pivotal role in cost management, and their expertise is crucial to ensuring projects stay on budget. The difficulty in finding them can thus lead to bottlenecks in project planning and execution.

In contrast, project managers are more readily available, and in recent years there has been a noticeable improvement in the diversity of this talent pool, which is very welcome. However, looming economic uncertainty in the UK has cast a shadow over the wider recruitment landscape.

Apprenticeships can be a brilliant way to deal with labour shortages in construction, and this route to becoming a quantity surveyor or project manager is gaining more and more traction, especially compared with the traditional route of taking a degree and then obtaining a professional qualification.

Those now completing their apprenticeships are getting very good feedback from their employer to indicate they are particularly strong candidates because they have a wealth of practical experience. The trick for employers hiring apprentices is holding on to them when their studies are complete.

The overall quality of applicants, though, is a mixed bag. There has not been a notable change in applicants’ skills improving or declining in the past five years.

One trend of particular concern is the continued lack of diversity in applications, especially for senior QS positions and leadership roles. The industry still grapples with a shortage of candidates with diverse backgrounds in terms of gender and ethnicity.

Thankfully, we have seen an increase in the pipeline of younger, more diverse graduates entering the field, suggesting a more inclusive future for the industry.

To tackle this, construction firms can make sites more female-friendly by promoting fair representation of women in construction, championing successful female role models, tackling gender discrimination with stricter policies on issues such as harassment, and introducing better-fitting PPE that is tailored to women.

In addition to its problematic public image, construction also has a reputation for being slightly behind the curve on technology, which is a barrier for the new generation of graduates who have been familiar with technology almost from birth.

Rejuvenating the sector’s wider reputation could be key to addressing the labour shortage. Savvy, forward-thinking businesses will already have digitised most or all of their processes, whether advanced job reporting to van leasing.

This will also create a network of design and technology roles that may have more appeal to younger, technology-literate professionals than images of cold construction sites and muddy boots.