Many students are choosing not to take construction-related degree courses because of the industry鈥檚 poor profile and the perception that it offers less job security than other markets. Those who do venture into the sector are frequently lured away by the higher salaries, training and ongoing career development offered by other industries.
So, how can we keep the high-flyers interested in the industry?
To encourage graduates to stay in construction, we must make sure they don鈥檛 feel like general dogsbodies in their first job. At Hays Montrose, we often hear that graduates felt they were treated like glorified administrators with no real responsibilities or clearly defined role. Many graduates have no practical experience of the industry, so it is essential that new recruits understand exactly what the job entails before joining. On the other hand, employers have been stung by graduates leaving after a few months. They think graduates should stay for at least a year and should show a level of commitment before being given greater responsibility.
How can employers raise their profile among students?
Companies can promote themselves by holding recruitment open days and roadshows. These can often be tailored to the individual company鈥檚 needs or geared towards graduates from the most relevant discipline. If held at a university, companies can promote their local projects, as well as the benefits and training they offer graduates.
Another way to attract graduates is by sponsoring industry-related courses and graduate award schemes. This helps a company raise its profile within its sector and among students.
Firms should also use the Internet. Graduates are well known for spending hours surfing, so a user-friendly web site geared towards their needs will be advantageous in the long term. It also gives the impression that the company is forward-thinking.
How can firms make sure they get the cream of the crop?
Companies must sell the industry, the company and the job to the graduate. Presenting a positive image of your company is something you should do in any interview, but it is crucial with graduates, who will be investigating a number of firms. Many recruitment mistakes can be avoided by proper discussion and explanation early on. With graduates in short supply, you have to actively market your company. Will you offer training and will it be formal or in-house? Will you provide mentoring? Will you support them through a chartership if applicable? What experiences will they gain from their employment and where can they expect to be in five years?
We need to ensure that graduates believe that construction can offer them interesting, challenging and changing roles, and the opportunity of working on a variety of projects in a fast-growing sector that affects everyone.
Any more advice?
Keep reminding your graduate employees that they are the managers of the future and, because of the gap in the market for their skills, they will face much less competition and should be able to climb the career ladder at a much quicker rate than their counterparts in the IT and Internet industries. Ultimately, the way to increase the number of graduates coming through the system is to work together. In an ideal world, educators, employers and industry bodies would work in unison to actively promote and raise the profile of the construction industry to the graduates of the future in schools and colleges.
The future is bright for construction industry graduates and there is no better time for people to join the sector and start to make their mark.
