With the current status of bankruptcies in the construction industry, there is a ‘Great Reshuffle’ of talent at the moment and for hiring the right talent to take your company forward, this is a watershed moment. A moment for companies to look deeply and boldly reimagine their company culture and employer branding strategies in response to the new ways employees want to work.



Candidates and employees expect more than a pay cheque in 2022 - and they’ve put brands on notice to deliver. Today’s job candidates and employees expect significantly more in the wake of the pandemic. They want more freedom, flexibility, and compassion from their employers. And with a deluge of job openings flooding the market, they’ll quit if they don’t get it.

To find and keep game-changing talent in this new reality — and, ultimately, to survive and thrive — companies need to stay relevant and should evaluate and upgrade their employer brands to ensure that individuals genuinely feel cared in return for their dedication.

If you feel that your employer ‘brand’ is low on your priority list, today’s competitive recruitment landscape requires a refocus. Having a strong employer brand will help recruiters quickly target and hire the right candidates for the right jobs. Moving forward with success requires a great team. Employers with a solid, quality and positive brand and a favourable reputation need to tailor job postings to the changing needs of increasingly choosy candidates. Employers with a positive employer brand receive twice as many candidates as those with a perceived negative brand.

It’s not really rocket science right, but it is a crucial step in 2022 to attracting new candidates, and retain existing employers. It is not enough just to engage them any more. Right now, in a highly competitive market you need to attract and retain the ‘right team’. Here are four steps you can take to improve your recruiting success:-

1.           Empathy is the new black for 2022

We all face challenges inside and outside the workplace. Mental health in the industry is a priority focus. Today, it really is a moving landscape. Employees now have to home school children, deal with a rise in sickness and sometimes isolation, and 2022 is the year to bring more empathy to recruitment. Employees are wanting to know employers are responsive to their needs and that they will feel supported and not just during working hours.

Be clear and open about your company policies on diversity, equIty and inclusion (DEI), and market how your policies and programs ensure equal career opportunities for people from all walks of life. Ensure your employer brand is aligned with your actions. The best DEI posts will be grounded in empathy, authenticity and accountability.

A focus on current and relevant recruitment marketing, employment branding and messaging helps prospective candidates start to envision what their professional and personal lives would be like if they had a career with you. It brings your values, culture to life and allows relatability with future employees.

A team of empathetic people dedicated to gauging how effective your branding is at yielding quality candidates and readjusting messaging is needed. Engaging a professional recruitment company like Construction-Recruitment will help with monitoring feedback on how prospective recruits respond to your brand message and offer.

When building your company’s brand image, of course, it is essential to take an active and data-driven approach to recruit a diverse pool of qualified talent and track metrics around candidate quality, employee experience, offer acceptance rates, employee retention rates and more. Revisiting these metrics with an experienced team will help you hone and optimise your strategy and messaging over time.

2.           Have clear employee benefits

It is sometimes difficult in our research to see how a company views and values their employees. Our recommendation is to update your brand messaging to reflect the standout employee benefits. This will increase your chances of attracting and retaining candidates who are more likely to be a strong add to your business.

if your company is giving employees what they want in these evolving times, make it clear how your company is living your employee value propositions,  state it on your website (yes candidates do their research too), and include this proudly and loudly in your socials.

If your company offers remote or flexible working, a four day week, free car parks, community engagement opportunities, opportunities to learn and grow their skills, counselling, family benefits, etc., include that news with your prospective clients in your job listings, pitches and candidate recruitment efforts.

If you don’t offer these, It might be time to build a strategy to meet the new ways employees want to work in these evolving times.

3.           Champion work-life balance

How you position the company to help employees balance personal and professional lives can make your business more appealing to recruits.

Today, there is a shift of people talking about having balance in their professional and personal lives. A common thought shared is that every job offer sounds great, until you get in the door and then they ask for your soul, until they move on.

This is a genuine concern for candidates, and also a retention problem that can affect an employers reputation negatively. So, what do your offerings for work-life balance look like in practice, what do you do to acknowledge trying times for employees their families and communities, and do you share that with candidates?

Be clear in how you describe the steps you have taken to reduce burnout and boost well-being. Ensure your content, job descriptions and during the interview process, you explain what your offerings look like in practice. What is normal for your teams – flexi days, no-meeting Tuesdays, office shutdown days, Friday fun days, new parent leave, paid care leave – candidates need to know how you will support them to recharge.

4.           Flexibility in recruitment means focused collateral

Amid heightened industry concerns around the stability of employers, mental health, telecommuting and the changing landscape of health and testing, an unprecedented number of prospective candidates no longer directly encounter or are reminded about an employer’s culture and values by walking into a branded office. A flexible approach to finding, engaging and offering positions is required. It is common for offers these days online and remotely without a candidate stepping onsite.

Employers now need to ensure they have a strategy on how they publicise what they care about most, and what tools and messaging remind candidates and employees what the employer brand values are. People today want to work for places that align with their new priorities and beliefs for employers concerned about their well-being and a flexible approach to recruitment is paramount.

Find a way for candidates to experience how vibrant your company culture is by creating show and tell items – whether that is videos, podcasts, slideshows. Use your staff to collate collateral and share any pictures or videos they have taken of team events, industry association events, community engagement, fun gatherings, celebrations and presentations.

CONNECT with us via our contact page or booking links on our website if you are looking to recruit for or land the ideal construction job in 2022.

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