Five resourcing trends for 2021 that affect clients and candidates

AR Resourcing Group Ltd; York; On-site; GBP 60,000 - 80,000; Full time

Job description

Five resourcing trends for 2021 that affect clients and candidates

March 2021

Written by Adam Richardson ([e-mail]), Managing Director and Owner of AR Resourcing. Adam has over 20 years’ experience recruiting procurement and commercial professionals across the built environment industries.

As hope grows that we are emerging from the worst of the pandemic, we have identified five trends that clients and candidates should be aware of. While optimism in areas other than infrastructure remains cautious, conversations with clients and candidates are becoming increasingly upbeat as the vaccination programme progresses and its positive impacts are evident.

What trends do we expect in construction, infrastructure, oil & gas, consulting, and house building industries in the coming months and years? And what are their implications for employers and employees?

1. The re-emergence of long-term resourcing plans: Infrastructure projects have largely maintained their plans, but other sectors have been preoccupied with pandemic and Brexit challenges. Now, as normality approaches, companies are starting to plan for growth, often with phased targets rather than fixed timeframes for new hires.

2. Candidates expecting significant salary increases in a depressed market: Recent salary reports suggest above-average increases for procurement and commercial professionals. However, expectations of 10-15% increases are often beyond what clients can offer, especially given the current candidate shortage. Candidates should consult trusted recruiters to gauge true market value, and companies should benchmark roles to avoid overpaying.

3. More senior roles: Confidence is returning, and the market for senior hires is picking up. Some employers have found excellent candidates at competitive salaries recently, and this trend is expected to continue as the market becomes more active.

4. Mismatched working from home expectations: Work from home policies are likely to be revised as restrictions ease, with productivity being a priority. Challenges include reduced collaboration, organizational culture erosion, technological issues, and burnout. Employers will have the upper hand in negotiating flexible arrangements, but both sides will need to compromise.

5. Focus on mentoring, morale, motivation, and management: The pandemic has caused stress and blurred work-life boundaries. Companies need to improve communication, understand employee concerns, and support staff during the transition back to normal operations. Managers should engage with employees individually to maintain productivity and well-being.

If you'd like more details or to discuss how we can support you, please email: [e-mail] or call 0330 174 6801.

About the author:

Adam has over 20 years’ experience recruiting procurement and commercial professionals in the construction sector.

When shaping your career, you can follow a planned or organic approach. Each has its merits, depending on your circumstances.

The shortage of procurement and commercial candidates in construction has driven up salaries since COVID. Our salary surveys reflect this trend over the past three years.

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