Adapting your permanent recruitment strategy in 2022

June 24th 2021

Recruiting permanent staff in the construction industry can be challenging, especially in 2022. With a skills shortage in the industry, it can be difficult to find the right expertise, particularly in critical infrastructure sectors. And with Brexit, there are now additional challenges when it comes to attracting skilled workers from other parts of Europe.

So, if you’re looking to recruit for permanent positions within your construction business, you are already facing a disadvantage. Add the IR35 private sector reform into the mix, and hiring permanent staff members who will add genuine value to your organisation, can easily become a task that seems almost impossible.

However, the public sector managed to deal with the implementation of IR35 in 2017 and, although it made hiring contractors and permanent employees complex for a while, recruitment in the sector did survive.

In order to combat the implications of IR35 on the private sector, many companies are considering recruiting people through fixed-term contracts. This means contractors are then taxed like an employee, even though they are technically a contractor.

Fixed-term contracts are not the answer

Despite seeming like a risk-averse and cost-effective solution, fixed-term contracts can be difficult to recruit for. This is mainly because you have people on one side who would prefer the security and upward mobility of a permanent role. They don’t want to face possible job insecurity in six months or a year.

On the other hand of the equation, you have contractors who benefit from moving from one job to the next. They have the ability to turn down any work they don’t want and fully able to avoid being taxed as an employee under IR35. The money is good and they can pick and choose what contracts they accept.

So, while fixed-term contracts can seem like a solution to the effects of IR35, they aren’t an effective solution when you’re trying to hire the best construction talent during a skill shortage.

Instead, we need to take a different approach to permanent recruiting strategies in 2021.

How to adapt your recruitment strategy to appeal to skilled workers in 2022.

Here are 3 things to consider when planning your next recruitment strategy:

1. Understand worker fears and hesitation

With the global pandemic that we are still definitely feeling the effects of, workers may be less inclined to travel for work. This means that they may be hesitant to accept a permanent position that has them travelling to locations that aren’t commutable from their home address, as a contractor, they have the option of turning down jobs with locations they don’t approve of.

Communicating an understanding of hesitations like these will give workers the impression that you can see things from their perspective. This can create a two-way dialogue where they feel they can bring their concerns to you as an employer.

2. Take a close look at your remuneration packages

If you’re not offering a competitive salary when skilled construction staff are a finite resource, then your competitors will. So, make sure that your salaries are attractive to potential employees. Of course, it’s not only about money. You should also take a look at the other benefits you offer.

Do you offer life cover or other types of insurance? Do you value your workers’ health and wellness in a way that can be presented as a benefit? Could you offer employees subsidised gym membership? Are there programmes that can help employees move up in the business through training courses and help in gaining certifications? These are the types of benefits that truly make a difference.

3. Gear your strategy towards passive candidates

Passive candidates make up 75% of the market at present, with 15% of those potentially looking for a change in the very near future. Focusing your recruitment on only those who are actively looking for work is extremely limiting, as it’s likely these candidates will already have interviews and offers of employment on the table at the time you approach them.

However, engaging passive candidates can be difficult for businesses as you don’t have the resources or know-how to pursue potential leads and headhunt. That’s where Brownlee Dean comes into play. We know exactly how to reach these passive candidates.

Here to help

Get in touch today to talk through how we can help you with your permanent recruitment strategy.

We have intelligent recruitment processes that make use of social strategies, search techniques, candidate screening and testing, and outreach programmes. We know how to engage with passive candidates in the most productive way.

In addition to this, we have inside knowledge of what types of packages and salaries candidates are looking for, and we can help you attract individuals who will hit the ground running in your business.

Get in touch today to talk through how we can help you.