Increase in health and safety roles

Recruitment advertisements for health, safety and environment roles are leading the way in the construction industry.

The latest data from Seek reveals that these rose by 37% year-on-year to October. If you’re bidding for government work, in particular, there is a huge expectation that you can implement and manage projects with robust health and safety systems and processes in place.

Most construction companies take safety and safety awareness seriously, and more and more are making it a non-negotiable. This can form an excellent part of your talent attraction strategy too.

More competition

According to Seek, there has been a 13% year-on-year increase in recruitment advertisements for the construction industry in October.

As Michael Meere reports about construction job trends, Australia has a booming construction industry with lots of new opportunities. In fact, it’s one of the largest non-service related industries in the country.

“In 2018, commercial construction alone grew by almost 10% thanks to strong population growth and new technologies. New construction projects consistently rise by 2% every quarter, creating more projects and jobs, making building and construction a smart choice for employment opportunities and career growth.”

So what does this mean for recruitment? In a tight talent market, more opportunities means more competition from talent competitors. So work on strengthening your employer brand across channels and other passive talent attraction strategies such as talent pooling and referral networking.

Remuneration expectations

“Infrastructure investment is always a highly contested political issue and with the upcoming Federal election in 2019, expect both parties to pledge budget funds to update our roads, building new hospitals and schools, and updating public transport systems. These large-scale projects provide jobs for those in all areas of the industry, from project management to architecture and traffic control.”

“The industry still offers high starting salaries, even for junior or graduate positions (an average of $60,000 per annum). Senior roles in positions such as project management attract salaries that regularly exceed $180,000 per annum.”

This may equate to competitive pay rates. If you offer great remuneration, include these in your recruitment advertisements.

Increasing gender diversity

The construction industry is no longer as male-dominated, as more women are taking advantage of career opportunities in the sector.

“In 2018, more women joined the industry, taking advantage of the high salaries and workplace flexibility on offer. In 2019, expect to see women in the construction workforce increase even further, continuing to make the industry inclusive for all involved.”

Ensure your recruitment advertisements use unbiased language and bring your executive team on board in prioritising diversity and inclusion.

Sustainability still important

While sustainability is still a priority in a number of industries, it is of particular importance to the construction industry due to high potential for waste during processes.

“Expect to see an increase in recycling schemes, a focus on reusing as much as possible, and sustainable sourcing alternatives to common building materials. Sustainability in the planning stages will become common, with architects and developers working on projects that are kinder to the environment. We will see simple changes like using more greenery to bigger ones such as including natural heating and cooling to reduce electricity consumption.”

If your organisation prioritises environmental sustainability, incorporate this into your employer brand messaging, as promoting this aspect can make you more attractive to potential candidates.

New technology and innovation to watch for

“Technology use in building and construction is set to soar in 2019. Types of technology to look out for include:

• using drones to plan projects more effectively
• connected job sites by cloud technology which will allow all areas of a project to communicate more efficiently, breaking down location barriers
• increased use of 3D printing
• wearable technology that allows reporting and communication to be carried out on the go
• robotics assisting with dangerous or repetitive tasks.”

Technology won’t mitigate skills gaps

Even with new technology disruptions, the construction industry is mostly protected from technology endangering jobs. Although, demands for skilled workers with strong technological skills who can operate software will increase.

“Skill shortages in construction still exist, meaning salaries in the industry are highly competitive, in the hope of attracting workers to fill these gaps. The types of shortages vary by location, but research finds that carpenters, electricians, builders, labourers and project managers are some of the most in demand.”

As stated, junior roles are fetching on average $60 000 per annum, and senior and project management roles regularly exceed $180 000 per annum.

According to Seek, the average advertised salary for the construction industry in October was $106,784.

Take this into consideration with remuneration expectations and crafting effective recruitment advertisements.

The building and construction industry continues to grow and flourish. To stand out from your talent competitors, promote your employer brand, with a focus on diversity and inclusion, and sustainability (if these are part of your offering). Improve your passive talent attraction methods, recruit for skills to match new technologies.

Source

Building and Construction Job Trends 2019

Michael Meere

College for Adult Learning

Industry spotlight: construction

Seek

The post How to build your talent pipeline in the construction industry: 2019 recruitment trends appeared first on Recruitment Marketing.

Demonstrating your organisation’s values to candidates is so crucial in your employer branding efforts. Doing so will enable you to attract candidates with aligned values who will make the best organisational fit.

Accenture doesn’t just talk about diversity and inclusion – they truly promote these values.

Their video “What does pride mean?” features a vast, diverse range of their employees who share what pride means to them, interspersed with rainbow imagery.

How do you share your organisational values with candidates? Let us know in the comments.

The post How to showcase your values to attract like-minded candidates appeared first on Recruitment Marketing.

High-quality professionals are in demand, so great talent, including graduates, can afford to be selective in their career choices.

Like all candidates, graduates will assess your organisation’s digital presence and communication to better understand you and determine if you are a suitable potential employer. Some organisations are more attractive than others, so consistency of your employer brand across channels will help you in this regard. Employer branding is crucial in positioning yourself well in a competitive market.

According to careers site College Recruiter, organisations who communicate an inauthentic message will pay the price through being bypassed by the best people or hiring the wrong people. In attracting this demographic, graduates value career growth opportunities more than after-work drink perks.

If you always use the same recruitment methods, you will continue to get the same results and the same candidates. So you may be interested in engaging nontraditional students, that is, those studying online, at vocational and technical schools, and older students. This could be a useful untapped talent pool and a way to increase diversity. Consider trying different recruitment channels, such as niche job boards, university events, or conferences.

Inc. recommends focusing on digital technology, particularly mobile-friendly talent attraction strategies such as social media and online content to provide candidates with everything they need to know about your organisations and the types of roles it offers. So ensure your careers site is mobile-friendly and improve the search engine optimisation of your website content.

Focusing on digital also relates to green awareness. Environmental issues are becoming increasingly important to this demographic, so moving away from printed job attraction methods and focusing instead on digital will give you a competitive advantage. Promoting your organisation’s commitment to environmental sustainability has the added benefit of attracting like-minded professionals to your organisation.

Another digital strategy is video, which is set to dominate internet traffic. Visual mediums can be more effective than written word, so invest in video content or you’ll be in jeopardy of missing out on the best talent.

Lastly, Inc. recommends streamlining the hiring process. Your candidate’s overall application experience is key, so making the procedure efficient will create a strong early impression:

“Make it easy for them to apply for a position, upload a CV, or make an inquiry. Don’t make any of these options a lengthy or repetitive process.

 

Anyone interested in applying for a position with you will get a perception of how you do things by the way you ask them to apply, whether they are graduates or experienced professionals. Keep things simple, friendly, and super efficient to build confidence and encourage applications.”

It’s valuable to measure the success of your recruitment campaigns, so analyse your data to ensure you are on the right track to achieve your organisational goals.

Has your organisation used any of these strategies? If so, have they been successful? Let us know in the comments.

Source

How to make your business a destination for graduates

Bryan Adams

Inc.

Recruitment marketing strategies for college students and graduates

Anna Peters

College Recruiter

The post Effective strategies to attract graduates appeared first on Recruitment Marketing.

Pressure from shareholders, corporate responsibility and customer demand for transparency means that environmental awareness and sustainability are becoming increasingly important for businesses.

Because sustainability is a worldwide issue, organisations should care about how these environmental issues impact their competitiveness and long-term success. Recruitment marketing and employer branding can play a large role in implementing and achieving success in environmental management.

Use green initiatives in your employer branding 

Harness green awareness as part your employer branding. Through companies creating a good reputation for green awareness, potential candidates can understand if they share aligned values. Employees can feel a sense of pride through working in an organisation with corporate responsibility. Also, “they also tend to take information about an organisation’s environmental performance and description as criteria to judge how organisations (more broadly) treat their employees.”

Organisations can implement green initiatives throughout various aspects of their day-to-day business, including the HR recruitment and selection process. Share these initiatives in your website copy, social media posts, and job advertisements. 

Communicate green awareness with candidates

Amanda Woodward reporting for HRM states: ““Candidate’s green awareness […] involves personality factors that enable an organisation’s environmental goals to be achieved, such as green consciousness, conscientiousness, and the agreeableness of candidates.

“Employees who are of environmental value have been found to actively enhance their environmental knowledge in the operational process, which in turn enhances the environmental performance of their firms.”

Attracting and selecting candidates who have environmental awareness can be accomplished through discussions and testing. This can ensure new hires share similar values and will make a good cultural fit.

Create a green culture within your organisation 

Consider conducting internal training initiatives for your current employees to motivate them to learn about environmental issues and skills, and accomplish your organisation’s green objectives.

“Green training can enhance employees’ awareness of pro-environmental activities in the workplace and increase their understanding about environmental protection. This makes them more sensitive to environmental control and/or prevention processes such as collecting data on waste and identifying pollution sources.”

Does your organisation have any green initiatives? Let us know in the comments. 

Source

The new green initiatives HR needs to implement now

Amanda Woodard, Guiyao Tang

HRM Online

The post Capitalise on green awareness to attract talent with shared values appeared first on Recruitment Marketing.