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Peace Recruitment urges construction companies to invest in graduates

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World Cement,

The Edinburgh based consultancy firm, Peace Recruitment, which focuses on the construction, property and engineering sectors, is warning employers that the most sought after workers in the UK are those skilled in construction and engineering. The latest statistics published by the Recruitment and Employment Confederation (REC) found that in July 2015 over two fifths of recruiters reported a fall in the number of people looking for work. The construction industry in particular is struggling to keep pace with demand, with businesses heavily recruiting both permanent and temporary workers. This is driving significant pay growth in the sector. Engineering employees were the most sought-after type of permanent staff in July, closely followed by Construction workers. Construction led the way in the temporary market.

According to Peace this is a direct result of companies failing to invest in graduates during the recession. The company urges employers to rethink their recruitment process in order to decrease the problem in the future.

Chris Peace, Managing Director of Peace Recruitment, explains: “The construction sector is booming right now, but organisations are struggling to recruit skilled workers as demand goes through the roof. We are finding that clients seem to all be looking for staff at a similar level, which is usually in the £30 – £40 000 salary band. Generally speaking someone at this salary level now might have been graduating around 2008/2009. Graduate recruitment was basically non-existent during this time, hence the supply and demand issue now. We are advising clients to consider investing in graduates now, up-skill existing staff members or bring in more experienced industry professionals.”

“Pay increases, of course, are good news for potential future employees, but they also create difficulties for organisations trying to keep existing employees happy. The problem seems to be that current employees of many organisations have often not been rewarded financially for their loyalty to the company, so when they find out new employees are being brought in on higher wages it creates unhappiness and dissatisfaction. This, in turn, then creates another issue, where candidates are looking for other job offers just to ‘strong arm’ their current employer into offering them a pay rise or ‘a counter offer’ to get them to stay. Our current estimate is this is happening 15% of the time, costing recruiters and employers a lot of time and money.”

Adapted from press release by

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