23-Arundel Jones Associates Construction industry recruitment news 050607

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Arundel Jones Associates - Recruitment & Employment Trends, Professionals in the UK Construction Industry

Candidates / Employees / Contract Temporary Workers

1. Skills shortages – The shortfalls and demands for professionals across all aspects of the construction industry continues. Even with the influx of candidates from the EU (notably Poland), the demand still outstrips the supply of affordable and experienced design staff. Understandably the shortfalls experienced by employers dictates that most recognise that they have to deal with new and existing projects from their existing labour resource, however may also acknowledge that given the opportunity they would welcome new staff joining their team.
2. Permanent – contract conversions – “Going out on a Limb” - The ongoing bugbear of permanent staff working alongside temporary contract workers in the office or site environment, is the rumour mill relating to the financial rewards on offer to the contract staff. Of course, in the short term, there are a number of advantages for this method of employment but also a number of risks associated with the same. Continuity of employment, pension benefits as well as a more recognisable route to more senior / managerial roles means this is not an option for everyone.
3. Contract to Permanent – “Coming in from the Cold” - The non-availability of suitable contracts (particularly in the regions), ensures there is always movement of temporary contract workers looking for permanent positions. This is either because the lack of suitable projects were a problem, or because it was not the instant route to wealth that was initially envisaged, has meant that a number of individuals have made this path back to full time employment. The valuable experience attained on major projects, enables them to look for more senior positions to settle down in and develop their experience further. A period of adjustment is almost always required in terms of salary differentials, but permanent employment has other benefits in terms of perceived security and stability etc.
4. Ltd Companies / VAT Registration / MSC’s & -PSC’s - The means by which temporary contract workers can drop in and out of this means of employment has been made substantially easier over the years with the emergence of accounting type companies who have operated Managed Service Companies (MSC’s) The consequences of recent legislation by Gordon Brown means most will likely switch to either Personal Service Companies (PSC’s) or Umbrella companies, where the tax allowances may not be as good. In the past, the need to open a Limited Company, register for VAT and the associated accounting requirements were one of the hurdles to overcome before considering this route. However, a weekly fee the accounting aspects can be carried out for the Temporary Contract Worker by a number of specialist companies in the field, thereby simplifying the whole process.
5. Hot spots in the UK - Inevitably the proliferation of design practices, consultancies and contractors located around the main business centres in the UK continues. However, regional offices of major practices outside the cities persists and provides a valuable source of employment for both permanent and contract staff wishing to avoid the problems associated with commuting to major cities. London and the South East would obviously like to exploit the opportunities associated with the Olympic redevelopment and the beneficial knock on effect to the construction industry professionals in the South East.

Email: vacancies@arundel-jones.co.uk

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