Digital skills are in high demand across a range of industries. They are also a transferrable skillset, so construction companies aren’t just competing with each other for good candidates; they are also up against other sectors. We take a look at what construction could learn from the IT industry when it comes to recruitment.
Remote working
Even before the pandemic, remote working was more common in the IT sector. In 2018, according to Remoters.net, a specialist remote working recruitment site, software and technology roles made up 29.2% of remote jobs posted by companies.
Now that remote working has become more widespread, it is a strategy that construction will need to embrace to secure top BIM and digital talent, with many employees seeking the better balance that working from home can bring.
Remote working also widens the net for employers both nationally and internationally, giving them more candidates to choose from. It may make roles more attractive to a broader range of people too, such as those with family commitments who may not have applied if a job was permanently on site.
A new approach to the office
Many companies are considering a hybrid approach to work following the pandemic, with a mix of on site and remote working. For some leading tech companies, making the office a place that people want to spend time in is a key component of their recruitment and retention strategy. An obvious example is Google, already a leader in office innovation before Covid-19. It has been busy making its offices even more attractive to workers, particularly those of the younger generations. Comfortable areas called ‘Campfire’, which can combine people in the office and those dialling in from home, and flexible ‘team pods’ are replacing the standard meeting rooms and rows of desks.
It’s not just the cutting-edge tech companies that are making these moves though. One example of a more traditional business embracing change is Ford Motor Company, which is offering a new, hybrid work model for its thousands of office workers. This will enable staff to work from home, with the office predominantly used for meetings and group projects.
Encompass technology more broadly
IT companies are typically more digitised across all elements of the company, which can create huge efficiencies, improve productivity, enable more training and help staff to connect with each other more easily. Construction companies need to consider their approach to technology more generally, as well as their specific BIM strategy. Tech-savvy candidates may find a workplace that is behind the curve digitally less appealing than one with a more innovative approach.
Training and career progression
Training for staff in new and emerging technology is vital for IT companies, but construction needs to ensure employees keep up too. Not only will this improve productivity and efficiency across BIM, but a clear training strategy will also make companies more attractive to digital candidates. If they know they will be able to learn new skills, and that their employer has a forward-thinking approach to digital construction, tech-minded talent will look more favourably at a role.
The IT industry has a relatively high turnover rate: a shortage of people with the right skills often means too much pressure is put on them, driving them to leave; and offers for good candidates are competitive, drawing them away. Construction companies need to be aware of BIM and digital candidates also taking a more short-term view of their roles. Offering good career progression is an effective way to tackle the second issue – providing new challenges, learning opportunities and genuine progression will help employees to see a future, rather than looking for their next step up at another company.
Move quickly
A cumbersome recruitment process may mean that you lose candidates part of the way through their application. Good candidates with other opportunities won’t necessarily wait around if you are slow to respond. When you find someone with the BIM skills (or potential) you want, move quickly to secure them in the role.
Talent platforms
Talent platforms are a new initiative that use AI to help match prospective candidates from all over the world with particular project needs. Turing is one such business in the IT sector, sourcing software developers and bringing them together into remote teams, which it can also manage on behalf of the company. The new DBE.Careers job board, BIM Expert Directory and BIM Trainee Directory are bringing this type of approach to digital construction; could it be part of the future for BIM talent?
With demand for BIM talent rising and changes taking place in how and where we work, it is worth taking a more open-minded view of recruitment and looking outside our sector for ideas on securing the best staff. For further inspiration, take a look at our Good Digital Employers scheme, which is shining a light on companies that we think are currently leading the way.