Building a workforce strategy for the future of engineering

Prepare now for future success in a growing industry. Our construction expert, Richard Gelder talks you through the three major strategies to future-proof your engineering workforce.

Engineering Workforce Strategy: Key Insights

With civil and structural engineering having a great period of growth, there is a renewed need to recruit for demand and to fill skill gaps. The article below sets out three key measures to help you approach your workforce needs strategically.

• 78% of engineering employers expect to hire staff to meet demand. Yet salaries are rising well and this makes recruitment tougher.
• Taking a strategic approach to workforce planning is key to mitigating skills shortages.
• Employer brand and values are two ways to make a substantial impact in a crowded recruitment market.
• A new perspective on the role of temporary workers can revolutionise their benefit to your workforce.

A Background to Engineering Workforce Strategy

Recent years have been largely positive for civil and structural engineers. Salary increases have been healthy and there has been investment in a range of projects, from new housing to major infrastructure. Despite the unknown impact of Brexit and increasing financial uncertainty, the future still looks bright. According to the Hays UK Salary & Recruiting Trends 2022 guide,. 93% of civil and structural engineering employers are expecting activity to increase or stay the same in the coming year, whilst 78% anticipate hiring new staff to meet demand. Salaries have also risen by 2.7% in response, exceeding the national average of 1.8% across all industries.

Good times do pose problems for recruitment, though. Rising salaries usually means fewer suitable applicants in the job market and a shortage of vital skills. In order to counter this shortage, employers are helping to ease skills gaps by recruiting apprentices or increasing their training budget for staff. A third of employers also said they expect to hire temporary and contract workers in the next year. But such alleviating measures can only take you so far. Long-term skills shortages will always have an effect on productivity.

A good strategy helps future-proof your workforce

Make workforce planning a priority 

Forward-thinking and vision is vital to a successful business strategy. That means understanding the range of available workforce solutions and deciding upon the most effective for your business and projects. As well as predicting your future workflow, you should factor in broader elements, such as risk mitigation and cost management, and use this to find a balance between short and long term requirements.

For example, if you need a CAD technician for a single project or to cover leave, you may consider hiring a talented temp. If you believe your need for such talent will increase over time, it may be better to hire a graduate engineer who can be trained to meet your specific needs. A strategic approach like this allows businesses to mitigate the effects of skills shortages while continuing to meet productivity demands.

Promote your employer brand to compete for talent

When hiring a permanent member of staff is the best option, you need to present the business as an attractive player in a highly competitive market. A strong employer brand can help appeal directly to the specific type of candidate you are looking for. Having a strong employee value proposition (EVP) is central to this appeal. Salary levels need to be benchmarked accurately, while progression opportunities and training investment should be well-promoted.

The civil and structural engineers we spoke to were particularly concerned with their work-life balance. Over 30% of respondents were clear about wanting to reduce their working hours and commuting time. Highlighting your strengths in this regard can help your recruitment strategy.. If you have good transport links, or flexible working policies, make these clear on your website and any job adverts. The information alone may be enough to attract talented professionals who are not actively looking for new opportunities.

Utilise contingent workers for more than just projects

Temporary workers have traditionally been considered a last resort, used to plug gaps, or react to peaks in demand. A change in mindset is needed. It can be strategically helpful to think of temporary workers as dedicated support staff who can make a substantial difference by alleviating the pressure of increased workloads. By deploying contingency workers more thoughtfully in your organisation, you allow your core teams to focus on key tasks and projects. 

Next steps in your engineering workforce strategy

For more information to help you plan the year ahead, request your copy of the Hays UK Salary & Recruiting Trends 2022 guide. The report contains detailed insights into the construction and property sector as a whole.

For more information or to discuss your specific recruitment needs in this field, please contact your local consultant.