Recruitment Agency with Construction Specialists

 If a career in construction is for you, you should know that a construction recruitment agency may be the key to your next role. Whether you’re looking to channel your creativity in design or challenge yourself with a more hands-on approach to work, there’s a rich world of employment in construction. Recruitment agencies help you narrow your job search with a service tailored to your specific needs, and dependent on what most interests you about a career in construction. If you’re experienced and highly qualified or just starting out in the industry, signing up for a recruitment agency can help to guide you down new career pathways and introduce you to fresh opportunities.  Read on to learn more about the relationship between construction companies and construction recruitment agencies as well as how the recruitment process works.

A premier construction recruitment agency, Page understands the complexities of finding the right candidates for mid to senior-level construction roles. From architects to site managers, senior project managers to quantity surveyors, we can fill any role with the right professional. We partner with companies of all sizes, and for a variety of construction projects. As many of our recruiters have hands-on experience within the construction industry, they know current market requirements and understand the knowledge, experience, and soft skills that will make a successful construction candidate. We are able to tap into a global network, while also applying regional and local market knowledge to source the best candidates. Whether you’re looking for a project manager for a large-scale commercial project, or a quality control manager for a much smaller endeavor, we can help find just the right candidate to be the next successful hire for your team. please go here to this link https://www.phillipshaun.co.uk/ get a professional recruitment agency that works with UK construction contractors.

Recruitment project process? The recruitment project process begins when a client retains a recruitment project provider to support a business-critical human capital transformation. While the particulars of the search – geography, industries, disciplines, leveling, confidentiality, timeframe – can be tailored to suit a client’s requirements, the recruitment project search process remains relatively steadfast. It consists of a series of stages with key deliverables and milestones – candidate shortlisting, candidate interview, and job offers along the way. Some steps for placing permanent talent as part of a recruitment project are detailed below. 

Discovery & Define: The discovery process serves two purposes: To establish the skills, experience, and competencies essential for success and. to define the client’s market offering, mission, and values. This ensures the recruitment project provider can qualify candidates for both technical fit – the extent to which a candidate's strengths, needs, and experience match the job specification – and cultural fit – the extent to which a candidate’s values, beliefs, outlook, and conduct align with the client’s organization. Both are prerequisites for successful onboarding and retention.

Qualify & Access: The approach aims to establish whether there is sufficient interest in the role and prescreen candidates based on the minimum requirements – e.g. whether they have a visa to work in the country. Providing candidates are interested and sufficiently qualified for the position, a comprehensive qualification assessment including competency and technical-based questioning designed to match a candidate’s skills, experience, and competencies against the job specification will follow. Depending on the geographies involved, candidates and consultants might meet in person.

Search & Identify: With the situation and requirements clearly established, the next phase is to analyze the market – talent mapping – to identify the caliber of candidates available and the industries and locations where they reside. Talent mapping serves to reduce lead times, ensuring the geographic scope is sufficient in size to headhunt A-players while generating insight into how best to approach them. Talent mapping is complete, and the recruitment project provider will approach potential candidates on behalf of the client. 

Guide & Influence: Candidates successful at shortlisting will enter the interview phase. It is in the best interest of the recruitment project provider to diligently brief and prepares their candidates ahead of the interview, giving them the best possible chance of success. Depending on the level of service provided, some recruitment project providers will manage the entire candidate-side interview process on behalf of the clients, from scheduling interviews and travel arrangements through to post-interview feedback. Others will merely brief, prepare and debrief candidates on an interview-by-interview basis.

Phillip Shaun Construction

Mabledon Pl, London WC1H 9BB

020 4530 5581