STAFFING THE CONSTRUCTION AND ENGINEERING INDUSTRY IN TURBULENT TIMES
by Dave Thompson Managing Director of Specialist Recruitment Consultants Huntsman Associates
When many experts are banding around the “Recession” word there has never been a more important time to make sure that your recruitment needs are met efficiently and more importantly cost effectively.
How developing a strong relationship with a Specialist Recruitment Consultant will help fill your vacancies and free your time.
One of the most critical decisions all organisations face is finding the right calibre staff. Whether your recruitment is driven through expansion or through an employee leaving, the impact of a bad placement is time-consuming and costly. A wrong decision can cost your organisation up to twice the annual salary for that employee, according to research.
A company facing a recruitment situation must plan effectively to ensure minimum disruption. One of the options open to them is using a recruitment agency. Most companies will have used an agency at some point or other and most will have some tale to tell. However, one must never underestimate the benefit of using a “Specialist Agency”, especially if you know how to get the best out of them.
The benefits of using a Specialist Recruitment Company
The first thing to point out is that recruitment consultancies give immediate access to a larger number of potential candidates. This information will give you an idea of the type of candidates available and their salary expectations, allowing you to benchmark against market forces.
Agencies can advertise on your behalf – either through local or national press or online – and administer the response, leading to great time-savings. If the position you are recruiting for warrants a press advertisement, an agency will usually be able to secure a prominent space at great cost saving.
Local agencies have good local market knowledge – you may only make one hire a year but they do this every day of their lives and understand what candidates are looking for in a new role and the typical type of package/benefits available to them. You don’t want to miss out on the best candidates because you are not offering remuneration in line with others.
How to control the process.
The recruitment process can in some cases take anything up to three months and it is important that during this time, potential candidates are kept informed so that they don’t lose interest or indeed take another job. It is in the recruitment consultant’s interest to keep in touch with you and it is in your interest to keep both the consultant and the candidates informed.
Industry specific recruitment firms operate in your specialist field and you should use this experience. If your expectations are not realistic, a good consultant should be able to direct you or offer you alternative solutions.
They should also be able to identify good candidates beyond the CV. The best candidates don’t always have the best CV’s and vice versa. A shortlist for interview should never be decided based purely on a CV. A good recruitment consultant will interview all candidates and assess not only technical ability, but also drive, enthusiasm and ambition – the traits that really get someone the job. In most cases additional technical ability can be taught, personality can’t.
Most specialist recruitment agencies charge between 15 to 25 per cent of the starting salary as a fee. It may sound a lot, but for your money you get access to specialist candidates (some of whom may not respond to direct adverts so would not be accessible) and a rebate period (usually up to three months on a sliding scale). Remember, you are paying a fee for the agencies ability to find you the right candidate, it may have taken months even years of hard work for the consultant/agency to have the right CV on their database. CV’s don’t just appear they are sourced, advertised for, referred or hunted down over time. The best candidates may well be happily employed by the competition and not in the market, with this in mind you may wish to enlist the services of a Specialist Regional Headhunter (Check out next months article).
Why you should choose an agency carefully
A reputable agency should be keen to come to meet with you to take a full briefing on the position and get a feel for your organisation. Take this opportunity to ask them what they know about your company, what other companies they have recently recruited for and at what level they specialise. You can perceive a lot by the questions the consultant asks. They should be interested in the company as a whole, what your background is and the team environment. They should also be asking about the career progression opportunities for the successful individual. Use this meeting to review who your using to represent your company – a good agency will mirror your style, professionalism and company ethos when selling your vacancy to prospective candidates.
They should be specialists in their field.
General ‘high street’ recruitment agencies may have lower fees but if the position is business critical (don’t forget your reputation may be judged on this new employee), it may be a false economy. Typically, these agencies don’t have access to the best candidates and few of their candidates are registered exclusively with them. Specialist agencies make a point of pro-actively searching for candidates with sought after skills by networking in the industry and establishing key contacts.
How to get the best service
If you want to get the best service from your agency, agree to work with them exclusively for a specified period of time... it could be as little as 48 hours exclusivity per vacancy but make sure you stick to it. Agencies easily find out if you have assigned their competitors too. By agreeing exclusivity, the consultant will be able to take time to select the best candidates for you, without having to worry about competing against another agency to get them across to you first. Also, you can be sure that your position will be given special attention as the consultant will know that you are relying on them. For permanent positions an exclusive period of one week is reasonable or until the first round of CV’s have been delivered.
Some questions to ask
• What makes your company a specialist in its field?
• Can you supply references for your company?
• How do you source your candidates?
• Have you met with every candidate your putting forward?
• If required can every candidate be specifically re-interviewed against the criteria for this role?
• Who will be working on sourcing for this role and what is their background?
You will have I am sure experienced speaking to one consultant one week only to find your speaking to someone else next week – it sounds obvious but when choosing your recruiter try to find a consultant/company who are experienced and can prove it.
It’s also a good idea to plan the recruitment process together and in advance. This could include setting dates for first and second interviews at the outset, along with other details such as the names of everyone who will be involved, as well as how many candidates you want to consider at each stage, whether any testing will be involved and so on. The best way to do this is to work out when you want the person on board and work backwards, taking into account the likelihood of the successful candidate having to work a notice period.
You should also ask the consultant to talk you through every candidate, giving reasons why they have been selected and shortlisted for you. These reasons should include softer skills and career aspirations.
The aim of all recruitment consultants is to achieve accepted job offers. Remember, without achieving this, no payment is made/no job is filled so it is to everyone’s advantage that you work together. By selecting the appropriate agencies and by establishing expectations in advance, you should be able to maintain a productive and mutually beneficial relationship.
If you have any questions on the recruitment process from a Specialists point of view or you wish to request a future article topic please contact Dave Thompson direct on 0870 2403910/01670 789949 or email dave@huntsmanassociates.co.uk
Profile: Dave Thompson has over 9 years construction recruitment experience in the North East of England. A former Regional Chairman of the REC (Recruitment & Employment Confederation) for 3 years, Dave is one of the most experienced recruiters in the region combining traditional recruitment with headhunting he has achieved an enviable reputation for producing results.
Tuesday, 7 October 2008
Friday, 1 August 2008
Construction & Engineering Still Busy
Huntsman Associates currently have over 100 new Construction and Engineering vacancies throughout the UK.
Even though we read about the economic downturn in the press daily and vast numbers of construction staff being made redundant Huntsman Associates are still finding plenty of permanent vacancies.
For details of a select few please visit our weblink to our vacancy search page www.huntsmanassociates.co.uk/vacancy_search.asp
Or visit our full site at www.huntsmanassociates.co.uk/
Also remember that Huntsman Associates do not just wait for vacancies coming in, send us your updated CV/Resume and we will actively search for suitable vacancies for you.
All our services to candidates are free of charge and completely confidential. If Huntsman Associates successfully place you, our client will pay us a pre-agreed fee for doing so. At Huntsman Associates we respect your privacy and take extraordinary care in the handling of your CV/Resume and other information we obtain from you. We do not send any of your details, nor approach our clients on your behalf in respect of any vacancies, without discussing them with you first and obtaining your permission to do so.
Referral Scheme £200
As part of Huntsman’s fair business policy our Referral scheme will pay £200 gross (subject to statutory deduction) for each candidate referred to Huntsman Associates Ltd provided they meet the following criteria: The person(s) you recommend must not be already registered with Huntsman Associates Ltd. To qualify for payment, the referral(s) that you have provided must be placed by Huntsman Associates Ltd and must complete a probationary period with the new employer as follows: Permanent staff introductions - 10 weeks work must be completed.Contract workers - 185 hours on a single or concurrent assignment(s).
Huntsman Associates Ltd retain the right to change or terminate the Terms and Conditions of the referral programme without any requirement to notify other parties involved.
About Us
Huntsman Associates Limited
Over 12 years Construction, Property and Engineering Recruitment Experience.
For a confidential discussion on this and all available positions in this field, together with a review of current clients, salaries and opportunities on offer in the UK and overseas, call Huntsman (UK) 08702 40 39 10.
Members of the Association of Professional Recruitment Consultants.
Registered Data Controller under the Data Protection Act 1998.
Huntsman Associates Ltd in accordance with the Employment Agencies Act 1973 and the Employment Relations Act 1999, supply services which define them as a Recruitment Agency and Recruitment Business.
Even though we read about the economic downturn in the press daily and vast numbers of construction staff being made redundant Huntsman Associates are still finding plenty of permanent vacancies.
For details of a select few please visit our weblink to our vacancy search page www.huntsmanassociates.co.uk/vacancy_search.asp
Or visit our full site at www.huntsmanassociates.co.uk/
Also remember that Huntsman Associates do not just wait for vacancies coming in, send us your updated CV/Resume and we will actively search for suitable vacancies for you.
All our services to candidates are free of charge and completely confidential. If Huntsman Associates successfully place you, our client will pay us a pre-agreed fee for doing so. At Huntsman Associates we respect your privacy and take extraordinary care in the handling of your CV/Resume and other information we obtain from you. We do not send any of your details, nor approach our clients on your behalf in respect of any vacancies, without discussing them with you first and obtaining your permission to do so.
Referral Scheme £200
As part of Huntsman’s fair business policy our Referral scheme will pay £200 gross (subject to statutory deduction) for each candidate referred to Huntsman Associates Ltd provided they meet the following criteria: The person(s) you recommend must not be already registered with Huntsman Associates Ltd. To qualify for payment, the referral(s) that you have provided must be placed by Huntsman Associates Ltd and must complete a probationary period with the new employer as follows: Permanent staff introductions - 10 weeks work must be completed.Contract workers - 185 hours on a single or concurrent assignment(s).
Huntsman Associates Ltd retain the right to change or terminate the Terms and Conditions of the referral programme without any requirement to notify other parties involved.
About Us
Huntsman Associates Limited
Over 12 years Construction, Property and Engineering Recruitment Experience.
For a confidential discussion on this and all available positions in this field, together with a review of current clients, salaries and opportunities on offer in the UK and overseas, call Huntsman (UK) 08702 40 39 10.
Members of the Association of Professional Recruitment Consultants.
Registered Data Controller under the Data Protection Act 1998.
Huntsman Associates Ltd in accordance with the Employment Agencies Act 1973 and the Employment Relations Act 1999, supply services which define them as a Recruitment Agency and Recruitment Business.
Thursday, 28 February 2008
Wind In The Willows
Well what a week so far, Wind (Gale Force), Rain and now Earthquake, what next a swarm of locust?
Still its all good news from our contractors, roofs blowing off, scaffolding wobbling, up to your knees in mud but were not complaining - are we?? - Ok well maybe a little.
Still it could be worse it could snow!
Still its all good news from our contractors, roofs blowing off, scaffolding wobbling, up to your knees in mud but were not complaining - are we?? - Ok well maybe a little.
Still it could be worse it could snow!
The Interviewer Gets Interviewed
The tables are turned
I was recently asked by Louise at ukrecruiter.co.uk to take part in a series of interviews she was conducting.
The idea behind them was to ask several well known and successful UK recruiters how they got where they are today and hopefully pass on a bit of information to the industry.I was most pleased to have been asked and duly accepted.
Below is a copy of the published interview:Published in the UKrecruiter newsletter April 2007
The Secret of My Success - An interview with David ThompsonAn ex-regional chair of the REC, David started his career in recruitment some 11 years ago on his 27th birthday, his first day at work for Hays Montrose. Starting off a trades desk was jumping in at the deep end to say the least but David worked his way through the ranks and sections until headhunted by a small independent agency, keen to capitalise on his skills and willing to offer a directorship in return.
Looking back David recognises this was a mistake, “I didn’t have enough back office experience and as a result I paid a hefty price when I found out that two of the other directors were anything but squeaky clean”. The company was bought out by a big plc and David was subsequently made MD. He then decided it was time to venture out alone.
David set up Huntsman Associates ltd with his wife Simone, The company is now in its fourth year of recruiting for the Construction & Engineering industries both in the UK and overseas and has associates in Central China, New Zealand, Australia and Eastern Europe.
Q. What do you wish you'd known at the start of your career?
A. I wish I had known how to cope with the emotional rollercoaster that comes with running a desk. Not much can prepare you for the highs and lows you experience on a day by day basis. I also wish I’d known how to not take it all personally – like Mr Trump would say “It’s not personal, It’s just business”
Q. Which person within the industry who has influenced you the most?
A. Peter Leffkowitz – Peter runs the Morgan Consulting Group in the USA and has been an inspiration to thousands. His ability to get past gatekeepers is legendary and his “Morgan Methodology” is something I aspire to.
Q. Is there a person in recruitment you’d most like to emulate?
A. I have had the pleasure of meeting and working with a great many Legends in recruitment, but the one person who I would hope to emulate in my future years has to be Stephen Hill. Stephen is well known from his work with the REC and of course for setting up Hill McGlynn. I met Stephen many times during my role as Regional Chair for the REC and every time he impressed me. One of the nicest individuals I have ever met.
Q. Which lesson has taken the longest to learn?
A. Bigger is not always better: I spent a lot of my early career working for some large plc agencies and became brainwashed into believing that “biggest is best”, that all the smaller agencies were insignificant. It took me some time to understand the small bespoke/niche agency blueprint was one that could ultimately make me more successful and provide my clients and candidates with a higher level of personal service.
Q. What is the biggest mistake a recruiter can make?
A. Not knowing your industry or products. Recruiters need to understand that as professionals in industry we need to know that industry as well as the people we are trying to sell our services to, be that client or candidate. People ultimately buy from people, they don’t buy from companies. As buyers of a product or service consumers are more savvy than ever and want to know that whoever they use knows their marketplace.
Q. What words of advice would you give to someone starting out in recruitment?
A. Keep an open mind, network, ask questions and above all find someone who is at the top of their game and mirror them.
Q. What is your favourite interview technique?
A. I always use informal environments, no desks etc, talk less and listen more. I also use a Morgan style by applying “innerview” techniques as opposed to interview techniques. (does “innerview require some explanation?)
Q. Tell me about the most interesting assignment you've worked on
A. As a lifelong supporter of Newcastle United, it would have to be when early in my Technical career I was asked to recruit for staff to manage the extension of St James’ Park. Placing several key Project Management people on site meant that I was weekly invited down to the grounds to review progress, meet with staff and generally have the run of the place.
Q. What job would you be doing if you weren't in recruitment?
A. Archeologist/Anthropologist. From a very young age I was fascinated by this profession and at one point very nearly chose it as a career. To this day I can see myself as an intrepid Harrison Ford or Brendan Fraser, although my colleagues probably see me as Tony Robinson.
Q. Is there a famous person you'd like to interview?
A. Robert DeNiro, a legend in his lifetime, I believe he has created some great cinema and also a classic icon of how to be cool.
Q. What do you think it is that has made you so successful?
A. Blind ignorance, knowing that “No” doesn’t always mean “No” (Or at the worst it means no today, there’s always tomorrow), knowing that when you’re down you can only go up, the knowledge that if someone has done it before so can I but if no-one has done it before I can be the first Finally I believe having a solid and supportive family gives me the strength I need to achieve my goals.
I was recently asked by Louise at ukrecruiter.co.uk to take part in a series of interviews she was conducting.
The idea behind them was to ask several well known and successful UK recruiters how they got where they are today and hopefully pass on a bit of information to the industry.I was most pleased to have been asked and duly accepted.
Below is a copy of the published interview:Published in the UKrecruiter newsletter April 2007
The Secret of My Success - An interview with David ThompsonAn ex-regional chair of the REC, David started his career in recruitment some 11 years ago on his 27th birthday, his first day at work for Hays Montrose. Starting off a trades desk was jumping in at the deep end to say the least but David worked his way through the ranks and sections until headhunted by a small independent agency, keen to capitalise on his skills and willing to offer a directorship in return.
Looking back David recognises this was a mistake, “I didn’t have enough back office experience and as a result I paid a hefty price when I found out that two of the other directors were anything but squeaky clean”. The company was bought out by a big plc and David was subsequently made MD. He then decided it was time to venture out alone.
David set up Huntsman Associates ltd with his wife Simone, The company is now in its fourth year of recruiting for the Construction & Engineering industries both in the UK and overseas and has associates in Central China, New Zealand, Australia and Eastern Europe.
Q. What do you wish you'd known at the start of your career?
A. I wish I had known how to cope with the emotional rollercoaster that comes with running a desk. Not much can prepare you for the highs and lows you experience on a day by day basis. I also wish I’d known how to not take it all personally – like Mr Trump would say “It’s not personal, It’s just business”
Q. Which person within the industry who has influenced you the most?
A. Peter Leffkowitz – Peter runs the Morgan Consulting Group in the USA and has been an inspiration to thousands. His ability to get past gatekeepers is legendary and his “Morgan Methodology” is something I aspire to.
Q. Is there a person in recruitment you’d most like to emulate?
A. I have had the pleasure of meeting and working with a great many Legends in recruitment, but the one person who I would hope to emulate in my future years has to be Stephen Hill. Stephen is well known from his work with the REC and of course for setting up Hill McGlynn. I met Stephen many times during my role as Regional Chair for the REC and every time he impressed me. One of the nicest individuals I have ever met.
Q. Which lesson has taken the longest to learn?
A. Bigger is not always better: I spent a lot of my early career working for some large plc agencies and became brainwashed into believing that “biggest is best”, that all the smaller agencies were insignificant. It took me some time to understand the small bespoke/niche agency blueprint was one that could ultimately make me more successful and provide my clients and candidates with a higher level of personal service.
Q. What is the biggest mistake a recruiter can make?
A. Not knowing your industry or products. Recruiters need to understand that as professionals in industry we need to know that industry as well as the people we are trying to sell our services to, be that client or candidate. People ultimately buy from people, they don’t buy from companies. As buyers of a product or service consumers are more savvy than ever and want to know that whoever they use knows their marketplace.
Q. What words of advice would you give to someone starting out in recruitment?
A. Keep an open mind, network, ask questions and above all find someone who is at the top of their game and mirror them.
Q. What is your favourite interview technique?
A. I always use informal environments, no desks etc, talk less and listen more. I also use a Morgan style by applying “innerview” techniques as opposed to interview techniques. (does “innerview require some explanation?)
Q. Tell me about the most interesting assignment you've worked on
A. As a lifelong supporter of Newcastle United, it would have to be when early in my Technical career I was asked to recruit for staff to manage the extension of St James’ Park. Placing several key Project Management people on site meant that I was weekly invited down to the grounds to review progress, meet with staff and generally have the run of the place.
Q. What job would you be doing if you weren't in recruitment?
A. Archeologist/Anthropologist. From a very young age I was fascinated by this profession and at one point very nearly chose it as a career. To this day I can see myself as an intrepid Harrison Ford or Brendan Fraser, although my colleagues probably see me as Tony Robinson.
Q. Is there a famous person you'd like to interview?
A. Robert DeNiro, a legend in his lifetime, I believe he has created some great cinema and also a classic icon of how to be cool.
Q. What do you think it is that has made you so successful?
A. Blind ignorance, knowing that “No” doesn’t always mean “No” (Or at the worst it means no today, there’s always tomorrow), knowing that when you’re down you can only go up, the knowledge that if someone has done it before so can I but if no-one has done it before I can be the first Finally I believe having a solid and supportive family gives me the strength I need to achieve my goals.
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