Hays Construction - January 2010

Hotspots

Quantity Surveyors (Interiors) are needed as a result of a large volume of project work, a change in market conditions and a continued shortage of such skills. Quantity Surveyors (Construction) are an ongoing need, while Estimators are sought to price new projects. Again, there is a long-term shortage of these skills. Painters and Carpenters are also needed for new contracts.

In civil construction, the greatest demand will be for Estimators and Engineers with major project experience. The Government's commitment to the Roads of National Significance will see high-value infrastructure projects delivered over the next five years.

Estimation/tendering and contract administration needs are evident for contract/project based pre-planning, programming and project management delivery. A notable industry-wide requirement to prepare tenders for a greater number of projects has increased staffing needs in most contracting businesses. Temporary assignments are preferred to minimise the risk if projects are not secured. Due to the significant increase in competition for all building contracts, and following the reduction of headcounts in some companies, many contractors who win work will find themselves short of necessary resources to administer and drive these projects.

As a result of these skills shortages, employers are more prepared to consider overseas candidates and are utilising global candidate attraction strategies.

The coming quarter

Confidence has improved but projects are slow to commence. We anticipate steady temporary and contract recruiting needs this quarter for Estimators and Quantity Surveyors. Following the awarding of long-term contracts in early 2010 we will see significant permanent staffing requirements in the middle to upper management levels. Consequently, a skills shortage and significant competition for candidates is likely.

Permanent placements will build from early February, particularly for Interiors Project Managers/Site Managers. Professional consultancies will also look for senior Project Managers and Quantity Surveyors.

Executive trends

Organisational/operational integrity will become a key focus in mid 2010 once workload demands increase. Executive recruitment for operational and general management is expected to rise at this time in response to employee movements. Executives are already considering their options, while planned retirements will also generate some recruiting activity.

Employer trends

Employers demand a more highly skilled candidate than two years prior, with specialist project experience critical. Companies are also more conscious of cultural fit and will not employ a candidate based on their skills alone. They are more selective to ensure they recruit the very best candidate.

Salaries remain at 2008/2009 levels, although companies are more flexible when considering entry-level or senior candidates with the ideal cultural fit. This conservative approach to salaries is likely to be short-lived as demand increases.

Candidate trends

Despite an abundance of candidates, the supply of genuine quality candidates is reducing. While there was a strong flow of highly skilled candidates at the start of 2009, the market is now candidate tight in the above 'hotspot' areas.

Unemployed candidates are now openly considering permanent relocation. Meanwhile, we have seen a significant increase in the number of candidates returning from overseas.

Those candidates already in secure employment are expected to explore their options in the job market this year. But given the lengthened recruiting process, patience is required for any job search.