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​What Would You Do Differently Next Time You Recruit? Key Lessons for Construction Companies

Recruiting in the construction industry can feel like trying to hit a moving target. From skill shortages and project timelines to cultural fit and compliance issues, getting the right people in place isn’t just about ticking boxes—it’s about building the foundation for your business success.

After years of working with construction companies across the UK, I’ve seen what works, what doesn’t, and—most importantly—what most hiring managers wish they’d done differently. Here’s a round-up of the most valuable lessons and advice to improve your next recruitment process.

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1. Start Sooner Than You Think You Need To

Lesson: Many construction firms wait until the project is about to begin before hiring. By then, it’s already too late.

Advice: Start your recruitment drive 3–6 months before a project kick-off. This allows time for proper vetting, notice periods, and onboarding. Think of hiring as part of the pre-construction phase, not an afterthought.

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2. Define the Role, Not Just the Job Title

Lesson: Job titles like “Site Manager” or “Project QS” can mean different things across companies.

Advice: Be crystal clear about responsibilities, expectations, and required qualifications. A detailed job description that reflects your culture, projects, and site setup will attract better-fit candidates and avoid confusion later.

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3. Hire for Attitude, Train for Skill

Lesson: Experience matters, but it’s not everything. Time and again, the best hires are those who are reliable, collaborative, and adaptable—even if they don’t tick every technical box.

Advice: Prioritise mindset and soft skills. Look for candidates who align with your values and work ethic. Technical training is easier to provide than a personality transplant.

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4. Involve the Right People in Interviews

Lesson: Too often, recruitment is left to HR or a lone director who doesn’t work directly with the new hire.

Advice: Include team managers, project leads, or other team members in interviews. Their insights can spot red flags or hidden potential that a CV alone won’t show.

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5. Don’t Settle Under Pressure

Lesson: When deadlines loom, it’s tempting to hire the "least worst" option.

Advice: A bad hire is far more costly than an unfilled role. If a candidate doesn’t feel right, trust your instincts. Use interim staff, freelancers, or trusted subcontractors while continuing the search for the right person.

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6. Check References—Properly

Lesson: It’s shocking how many companies skip reference checks or treat them as box-ticking.

Advice: Go beyond HR contacts. Speak to former line managers, project collaborators, or clients. Ask about reliability, communication, problem-solving, and how the candidate handled pressure or setbacks.

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7. Onboard Like You Mean It

Lesson: Even great hires fail if they're thrown into chaos without guidance.

Advice: Set up a structured onboarding plan. Introduce them to key team members, project scopes, and company systems. A well-integrated employee becomes productive faster and stays longer.

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8. Invest in Employer Branding

Lesson: If your competitors look more attractive online, you’ll lose talent—especially the younger generation.

Advice: Showcase your projects, team culture, and career progression opportunities on your website and social media. People want to work somewhere they can see themselves succeeding.

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9. Work with a Specialist Recruiter

Lesson: Generalist agencies often miss the mark when it comes to the nuances of construction roles.

Advice: Partner with a recruiter who understands the sector, speaks your language, and has access to pre-qualified, off-market talent. It can save you time, money, and a lot of stress.

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Final Thoughts

Recruitment in construction doesn’t have to be reactive, rushed, or hit-and-miss. By learning from past hires—both the wins and the regrets—you can build a strategy that attracts the right people at the right time.

Ask yourself: What would we do differently next time we recruit? Then make those changes now.