Increasing demand for private housing developments with improving market conditions. Large projects already approved for Perth and Fife for this year and next year. A slowdown in the Aberdeen market largely caused by the knock on impact of the oil and gas industry will continue to affect the north east however there is a renewed focus on housing developments in the north west due to improved/improving infrastructure in the area including the dualling of the A9 and the new runway for Inverness Airport all due to be delivered in the next few years.
Due to the difference in population density in the north west of Scotland companies will need to consider the impact this may have on their ability to effectively staff projects in these areas. What incentives can be offered to encourage operational staff to work away from home? Can local communities be engaged at this early stage to recruit and train new staff from within the existing area?
Commercial staff are highly in demand in this sector with many companies looking at taking on Assistants and Senior QSs as well as opportunities up to Commercial Manager and Director level. More clients are flexible in terms of experience and level for Commercial Requirements, acknowledging the skills gap and taking advantage of transferable skills from other sectors of the industry.
Continued growth in the private housing sector across Scotland. Increasing salaries as competition for the best staff increases. A focus away from traditional population centres with a large number of projects due to kick off in Perth, Fife and the Highlands.
Noticing a rise in smaller local housebuilders to the market place as a result of a thriving industry to help meet demand. A handful of housebuilders who scaled back during the recession are now back operating and planning to grow further.
“There’ll always be a higher demand for permanent recruitment in the housing sector. However, there’s still a stable market for freelance staff too, particularly between the months of April to late October when there are holiday cover requirements and demands to complete housing developments.
Our strong vetting procedures mean we can offer you good candidates in this sector – so much so that 45% of people we had working in freelance roles last year are now in permanent employment.
This sector has always experienced the highest number of temporary to permanent placements, and it can usually begin as a great starting point for trying someone on a trial basis before offering them a permanent contract.”
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Who are we? What do we think is important? Who do we have partnerships with? Are we hiring? So many questions.
Good job we’ve got the answers then:
If you’re thinking of hiring Contract Scotland, you’ll want to know what kind of company we are. So here are the three main values in our DNA.
As a recruitment consultancy, we value our people. They’re the ideas, the hard work, the diligence and the reason we keep running out of chocolate digestives.
Our average staff retention rate is a whopping 72% higher than the industry standard, so clearly people like working here. Or they have no homes to go to.
Is it Teddy Sheringham? Is it Colin Woodward? Who Knows...
We sat down with some of our past and present Resourcers to talk about everything you could ever want to know about working at Contract Scotland.
Our very own Carolyn Mackay has been nominated for the Rising Star of the Year award at this years' CICM British Credit Awards.
We have recently observed an increased demand for freelance Site Managers and Assistant Site Managers from a building background within the Inverness region.