Attracting graduates to building services

The construction workforce faces a shortfall of 10,000 people a year for the next four years. In the building services sector, there are simply not enough entrants to compensate for an aging workforce and increasing numbers of workers leaving the industry for alternative careers. Resourcing Solutions' research identified a high demand for managers, in particular.

This shortage is unlikely to be solved by large numbers of construction graduates entering the sector. Data provided by the Higher Education Statistical Agency showed that the construction engineering sectors managed to attract just 4% of all graduates.

Why so few? I would suggest that one reason for the pitifully small number prepared to join the sector is its employment conditions - these play a crucial role when people decide on which industry they should commit to.

The industry's reputation as an employer needs to be modernised. For a start, the long hours culture has to change. Managers in the construction industries have one of the longest working weeks out of all sectors. At an average of 43 hours per week, it means that nearly half of all managers regularly exceed the European Working Time Directive.

With hours this long, it is easy to see why young numerate professionals, who are also in demand from other sectors, do not see construction as a first choice career. And those that do join the sector often watch their peers elsewhere build careers without having to make a huge sacrifice of their personal time. In that case, they may soon decide to join them.

The issue of employment conditions shifts away from the responsibility of the state to provide appropriately skilled entrants. This is a sector-based issue, where corporate culture needs to be addressed and the industry's employers review their role.

One way of tackling this particular issue would be for companies to measure the work done by their employees. For a start, firms should assess their working-hours policy. They should also implement efficiency and productivity gains to reduce the need for employees to work excessive hours.

The sector should also look at other work-life balance initiatives that have become the norm in other sectors. Initiatives such as flexi-time, home-working, the opportunity to buy or sell days for additional holiday and to take sabbaticals are all examples of benefits that can be included in an employee's package.

As progressive employers have already discovered, such initiatives prove beneficial in attracting managers who, in return, will offer their talent and lifelong commitment to an industry desperate for such employees.

The route to a successful career

- Even when candidates are in demand, you should ensure you are one of the most sought after individuals. Below are a recruiter’s top tips to maximise career opportunities

- Ensure that your training does not stop when you start your career. If necessary, invest in training yourself

- Do not be afraid to accept challenges outside your comfort zone. This will equip you with new skills and may open otherwise closed doors

- Become a member of your relevant industry body – this will offer knowledge, training and networking opportunities that could advance your career

- Be prepared to work more flexibly – consider contract as well as permament work.