BIM RECRUITMENT INSIGHTS : MAY 2022

Keeping you up to date with the latest recruitment trends in the BIM world. Knowledge courtesy of JohnsonBIM

 

DEMAND DROPPING

Following on from Brexit and the pandemic, international events continue economic uncertainty at a global, national and domestic level.

What happens if international events get worse? Until certainty returns, the construction industry will avoid risk.

Winning work does not guarantee it will start. Will enough projects start to keep up with projects finishing? With costs spiralling upwards, will projects be profitable?

This is why we have seen a drop in demand for staff over the last quarter. Not a big drop but enough to note. It is also why the majority of BIM recruitment is still project based – where salaries are budgeted for (although frequently not enough), central overhead is protected and risk minimised.

However, it is important not to over generalise. Some businesses have found strong food sources with strong, ambitious, expanding clients as well as public sector work and have exciting opportunities. Others are benefitting from businesses outsourcing their BIM needs to de-risk and limit central overhead spend.

These businesses are providing stability in recruitment, propping up demand robustly and for the long term – albeit at a slightly lower level than we have seen recently. Unless another catastrophe lands on us we don’t expect demand to drop below the current, robust, baseline. However, this does hint at a sharp rise in demand when certainty returns.

 

SUPPLY DROPPING

Why move jobs if there’s risk? With all the bad news about companies failing in the construction industry and more predicted, how can I be sure I will be safe if I move? Ongoing events don’t just affect employers, they affect employees.

As with demand, it is important not to over generalise the availability of BIM talent.

Unfortunately, where demand is highest, for ‘affordable’ project funded BIM Coordinators and Managers, supply is at an all-time low. Here, the gap between supply and demand is widening.

More experienced (higher salaried) project-centric BIM Managers and Digital Leaders are available. As are less experienced BIM Trainees. However, efforts to drive lean productivity have both reduced the capability to upskill/mentor trainees and the financial freedom to offer higher salaries.

 

SALARIES

April’s updated BIM Salary Guide, Trends and Predictions are the best points of reference. In summary though:

Salaries are not rising as rapidly as you would expect. There are candidates ready to move for a big jump in salary but most employers are sticking to their guns. If forced to decide between the right experience but over budget or less experienced within, the latter is preferred.

Thinking ahead, with supply of less experienced talent drying up rapidly and the reluctance to invest in BIM Trainees, companies will be forced to either defer recruitment (increasing pressure on existing staff, increasing the risk of losing them), pay more or outsource. Hence why we are seeing the growth in opportunities with the Consultants and outsourcing teams.

 

NEXT INSIGHT: 31st May