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.
We’ve seen a shift from refurbishment projects, including external wall insulation (EWI) with more investment in new build projects by most of the main social housing contractors. Due to the ongoing commitment by the Scottish Government to provide 50,000 new social and affordable housing units, the new build contractors are particularly busy.
There’s a high demand for mid-management professionals with social housing and/or main contracting skills, encouraging to should address their selection processes. The primary challenge is sourcing candidates with the right level of experience to deliver the large volume of projects. Many clients need quantity surveyors and estimators with around 3 to 5 years’ experience, within their salary budgets.”
What do candidates need to do to be successful in this sector?
It might seem obvious but do be explicit with us regarding your experience to date. Do demonstrate the skills and projects you have been involved in and don’t assume that each type of housebuilder will know your project or understand the responsibilities you have gained with employers. Each role is unique and shouldn’t be written off with the same duties.
Many candidates with Social Housing experience left to pursue careers in major build and private housing through the recession and we welcome applications from those wishing to return to this buoyant area. Returners should naturally gain the right H&S qualifications in order to be successful.
Candidates often enjoy working with the Social Housing employers as they have one client to work with rather than the end user in a private housing chain. The pay and benefits are usually competitive too and opportunities exist throughout the country with Fife, Perthshire and Tayside being particularly busy.
We’d be happy to advise you of specific jobs and how to maximise your chances of securing the right role, just get in touch."
“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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