Look beyond the familiar to attract more skills

Having spent the last two decades in construction recruitment I have witnessed the cut in training and long-term investment in education during the recession of the early 1990s.

The lingering effect of this trend is leading to major challenges in our industry, particularly with so many projects in the pipeline. A current exhibition at the Building Centre in central London claims there will be £100bn worth of mega-projects – those valued over £500m – on the books for the capital in the next 20 years.

Good news for those who are professionally qualified in the industry. However, with vacancy numbers and salaries moving ever upwards this is a major battle for those companies wishing to either retain or recruit staff.

We therefore must inspire and mobilise the local available workforce. Social inclusion has to be central to planning and action. A loss of focus on diversity alone could cost us dear. By 2010, white, non-disabled, males under 45, the traditional source of construction workers, will represent only 20% of the available workforce.

In areas targeted for regeneration, such as the Thames Gateway, skills transfer is also key. Employers must shake off the habit of simply matching job descriptions and focus on core competencies. Those working in automotive, aeronautical and even retail sectors have very recognisable core skills of value, especially when we review the development of off-site construction methods. The poor employment image of the industry has had an impact and it sometimes feels as if we have painted ourselves into a recruitment corner.

Health and safety, which has for a long time put youngsters off a career in building, is now improving

As far as site workers are concerned the battle for recognition of the trades as valuable is beginning to be won however. A recent survey of clients asked: “Which was the most valuable appointment the company had made in the last 12 months?” One client answered: “Our site cleaner. The candidate was reliable and has made the site a safe and enjoyable place to work leading to much higher staff retention on this site and others”. Long overdue recognition and praise.

More is changing for the positive, with initiatives from central and local government driving investment and development. Health and safety, which has for a long time put youngsters off a career in building, is now improving. Less than 5% of those polled stated health and safety as a reason for not wishing to work in construction. Indeed, some site offices are now at higher standards than a company’s head office facilities. Furthermore attention is being given to remodelling schooling, focusing on vocational qualifications as well as academia.

The CITB has recently begun the GCSE pilot scheme in construction skills in partnership with ten schools in London. As chair of the sector representing construction members at Recruitment and Employment Confederation (REC) we are supporting this initiative by arranging to assist in the planning and delivery of vital part of the curriculum, site visits.

These changes will bear fruit, but we need to look deeper.

Employers must shake off the habit of simply matching job descriptions and focus on core competencies

At the REC we are working closely with the DTI, CITB, Constructing Excellence, Women in Construction, The House Builders Federation and the Equal Opportunities Commission to assist these programmes through to delivery:

• early introduction to construction
• transfer of skills through focus on core competencies
• pledging to support diversity in the workforce.

The greatest catalyst for change, however, has to be the current stable economic conditions. This is allowing the public and private sectors to plan for the future and invest in a sustainable manner. Offering clear career paths for workers with more forward thinking companies is a great opportunity for all and one that must not be missed.

Trevor Rees is the business development director at Malla Recruitment