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It has been a difficult period for the Building Services sector and like most of the areas within the Construction industry the recession has hit hard. Project funding has been cut along with capital expenditure. This combined with the problems in the general economy has inevitably led to redundancies and job losses and seen a huge talent pool created of people looking for work.
Almost all of the major contractors, consultants and manufacturers have rationalised their staff numbers, some by up to 35%, while others have been forced to close their business completely. What we at Blueprint Recruitment Solutions have seen in a majority of cases, is a knee jerk reaction to the recession. Companies panicked and in a bid to cut costs in the short term let go of key employees without considering the long term implications. This has created a pool of experienced and well qualified candidates actively looking for work.
A significant proportion of those candidates have subsequently struggled to get back into work as companies look to get more out of existing staff members and also sharing resource with regional offices. For many candidates this has been their first experience of a financial downturn and has been a difficult and uncertain time. Some candidates have left the market completely in order to secure new work.
The pick of the market
As we begin to emerge from the recession we are now seeing companies realise they have over compensated in reducing their numbers and now are looking to increase staffing levels to enable them to cope with rising demand. There are also companies who see the current climate as a massive opportunity and are strategically recruiting the best candidates from the market in order to grow their business. They are able to attract and recruit candidates which they would have, in the past, found difficult to find or expensive to headhunt. With so much choice available they can have the pick of the market.
With that in mind can we be certain a recovery is on the way? We speak to hundreds of companies everyday which enables us to get an accurate picture of where the sector is currently and where it is likely to go over the next 6-12 months. The current indications are that money is now starting to flow through to projects again, although this process is taking longer than before as more layers of bureaucracy and administration are created in order to make sure there is no overspending or financial miss-management. There is a lot of speculation that the worst of the recession is over but next year will still be tough. More projects will commence but with tighter controls over budgets, companies will have to be selective when it comes to recruiting. It is likely to be towards the end of 2010 when we will see significant movement in the market.
Market yourself
So as a prospective candidate how do you market yourself? When supply outweighs demand in the candidate market you have to make yourself more attractive than the competition. Candidates need to focus on the soft skills as well their technical ability. Prospective clients are now looking to get more out of employees and are looking for candidates who have a multitude of skills rather than just in one key area.
First of all you need to make sure your CV sells you and your skill set in the best possible way. It should be clear and properly laid out with your qualifications and profile first followed by your career history in chronological order starting with the most recent position first. Spend time on the content as well; people want to read a succinct and concise document. State facts, figures and achievements. The extra detail can be given at interview. The CV is designed to get you that interview! Once you have the CV you then need to look at the jobs you are applying for.
Make sure you know what type of position you want and the type of company you want to work for. We see a lot of people applying for completely inappropriate roles based on their experience. This is because they don’t take time to read job specifications and simply mail shot their CV out to as many companies and roles as possible. This will not achieve the desired result. Candidates who are selective in their applications tend to have far greater success in finding the right role.
Once you have secured the interview make sure you are prepared for it. Read up on the company, look at the website, what projects or clients do they have? If you have any documentation on previous projects or achievements which are relevant to your interview take it with you. Make sure you speak clearly, confidently and answer the questions succinctly. Finally dress appropriately for the position.
At Blueprint Recruitment Solutions we prepare all candidates pre-interview so they are as confident as possible. Statistically people who spend more time preparing have higher success rates.
Recruitment strategies
Companies are now in the driving seat when it comes to recruiting. The candidate market is buoyant and consequently companies have choice. For the last few years where there has been a candidate shortage companies have had to compromise. Now they are able to dictate exactly the skills and person they want and can be successful in getting them.
Companies should look strategically at their business. Where have they struggled in the past? What type of candidate has always been difficult to attract? Where is their business going in terms of market and direction? By planning ahead and looking to the long term, companies can take advantage of the current market and progress their plans with best possible people. We are now advising clients on recruitment strategies and how to attract and more importantly retain the best people for their business. With the right preparation companies can get ahead of their competition and be well positioned for the upturn.
Overall the market has responded well over the last couple of months and will continue to do so at a gradual pace until the latter part of 2010. Some companies will continue to struggle while others will grow and prosper as they take advantage of the climate. The candidate pool will slowly dry up as more companies realise the opportunities available to them. Within 12-24 months we will be back to discussing potential shortages in the sector and a lack of graduates and skilled school leavers entering the market. There are still good opportunities out there you just have to be more strategic in your thinking!
