Salary Debate 2022: Thoughts from a seasoned BIM recruiter

Thoughts from a ‘seasoned‘ BIM recruiter….

Déjà vu!

Well, the message is getting louder and clearer: Good BIM talent is even more scarce than when the panel discussed it last year.

It has become so scarce that I believe the market is moving from over-heated to aggressive. To mix metaphors: as soon as unicorns are sticking their heads above the parapet, they are being snapped up. Sometimes by the good guys, sometimes sadly by the ‘glossy’ who seduce with high salaries and no real substance. Sometimes even after they have accepted an offer, they are being tempted by ruthless recruiters.

It will get worse. The construction industry is still sedated. What do we expect will happen when the adrenaline starts pumping?

Hoping we will solve this challenge by repeating the same mistakes is madness. We need to get ahead of the problem.

Chris and Nick hit the nail on the head. If companies want/need to keep a tight cap on salaries when there is a shortage of talent, trainees are the solution. Thanks to Government and industry initiatives, BIM trainees are entering the market. Nowhere near enough though. Not yet. More needs to be done to attract more into a solid BIM career pathway.

Whilst there aren’t enough trainees to go around, how do you succeed in the battle to attract without paying too much? BIM Career pathways!

Employers need to appeal using what matters most to the candidates they want to attract: 21 year old graduates (or younger): Gen Z. What does Gen Z want? The opportunity to achieve their potential by progressing in their career (see the poll here). As a clear career pathway is obviously so important, a focussed, person-specific, career map, from day one would be a winning differentiator for a potential employer. And of course it’s not only Gen Z that care about their career…

I talk about this often with our clients. When they ask what good looks like, I point them to the BIM Career Map at dbe.careers that we helped develop. It’s simple, logical and motivational. It aligns with ISO19650 competencies and the BIM Salary Guide.

We have to adapt to the market forces. We have to appeal to our audience better. We have to focus on them and help them achieve their potential. They are the future of digital construction.