How to Retain Top Talent in Construction Claims and Disputes
Posted by Nilam Modhwadia, Recruitment Consultant on Monday, August 19, 2024
In the already a tight skills market for construction claims and disputes professionals, it is crucial for companies to be able to retain top talent. With these skills being in high demand, top talent will be actively headhunted by recruiters and competitor companies. Retaining talent not only reduces financial risks but also ensures that employee morale and productivity remain high, while helping to maintain a strong industry reputation.
As a specialist recruiter in this industry, I have frequent conversations with candidates who are looking to move from their current employer – and there are various reasons that are regularly pointed out to me. Here is a guide on how to reduce employee turnover and retain the very best talent.
Compensate fairly, if not competitively:
Undoubtedly, one of the main reasons employees leave a company is because they feel they are being paid a salary below the market rate. Job seekers of today, have access to an abundance of information about salaries and benefits, for example adverts posted online, and of course our own annual salary guide. This makes it easy for employees to compare and fish around for more attractive and competitive offers. As a result, it is crucial for businesses to hold frequent pay reviews that appropriately acknowledge their employees’ contributions. This conversation should not however be had at the counter-offer stage. Statistics illustrate that 80% of candidates who accept counter offers continue their job search and end up leaving within 6 months anyway!
Tight labour markets drive up salaries – so if you won’t pay a competitive wage within the construction disputes sector, someone else will.
Provide Opportunities for Progression
Another reason for leaving which has more frequently been mentioned by candidates is a lack of progression. For example, Quantity Surveyors who have moved into their first quantum role can feel disheartened that they are not progressing as fast as they were expecting or may feel disillusioned by the long road to finally becoming an expert. These fears can be mitigated by line managers having regular one-to-one conversations to clearly define how employees can progress according to their performance, experience, and abilities. Talk about your employees’ career aspirations on a regular basis, and when they're ready, give them new challenges and an opportunity to prove themselves. By exhibiting your interest in their long-term progression, you foster commitment and loyalty.
Invest in Training
Ambitious and driven employees can often feel stagnant in their career when there is no room for professional development. Hence, it is advantageous when companies provide opportunities for ongoing education, such as funding the MSc/ LLM in Construction Law and Dispute Resolution, certifications from RICS (Royal Institute of Chartered Surveyors) or CIArb (Chartered Institute of Arbitrators). Give them access to seminars, workshops, and training programs so they can advance their knowledge and stay on top of business trends. Employee retention is higher when there is a clear path for advancement within your company.
Offer flexibility and a work-life balance
The demanding nature of construction claims and disputes can lead to burnout if not managed carefully. Additionally, employees who are overworked frequently miss work or make costly mistakes. Not only does a healthy work-life balance enhance well-being, but it also increases output and job happiness. It is therefore important to encourage employee wellbeing and a healthier work-life balance. This can be achieved by providing flexible work arrangements like remote work and adjustable hours.
Maintain efficient and open communication
Retaining top construction claims and dispute talent requires open communication and regular feedback. Review performance on a regular basis to offer constructive criticism and establish future objectives. Be willing to listen, really listen, to the concerns of your employees. Accept suggestions for problem-solving. Be available and open when your employee asks for your guidance. Importantly, keep your top construction disputes talent informed about what is happening with the company – don’t let rumours take over. There have been recent examples of this occurring in this industry, creating apprehension and negative actions from employees. So rather than staying quiet (especially if the rumours are untrue) address any concerns directly.
Foster an engaging work environment
One reason for leaving an employer which is often overlooked, is a negative working environment. Build an environment that makes your employees feel like an asset, rather than an overhead. Listen to their ideas and recommendations. Foster an environment at work where respect, cooperation, and diversity are valued. Plan events and activities that foster camaraderie among coworkers and improve team cohesiveness. For instance, charity events, sports days, or even trips to the local pub!
Appreciate and Reward hard work
Employee satisfaction is significantly influenced by rewards and recognition. Provide incentives and bonuses based on performance to recognise outstanding work. Employee satisfaction is significantly influenced by rewards and recognition. Provide incentives and bonuses based on performance to recognise outstanding work.
Hire correctly first time
Above all else, an effective hiring process builds the foundation for all of the points listed here. Choose candidates who are a good fit for both the job and the organization. Be sure to determine what competencies and skills are required for success. You’ll be rewarded, not only with a strong employee retention rate, but also with loyal employees who contribute to your organization’s success – for the long-term.
To fully succeed with shortlisting and hiring the best new employees, it would be useful to partner with a specialist recruitment consultancy like Maxim Recruitment. Leverage the expertise of specialist claims and disputes recruitment consultants, using our targeted and detailed approach to efficiently select the most suitable candidates for you.
For more details on how the Maxim Recruitment team can assist in filling your urgent position and provide a shortlist of suitable candidates, please get in touch with our UK head office on 0800 689 4841 or submit a vacancy and we will be in touch to discuss further.
Nilam is a Recruitment Consultant based in the Maxim head office in Leicester, UK. She supports the team with researching, headhunting, shortlisting, and interviewing valuable construction industry candidates, to place them in premium construction jobs with our market-leading UK and international clients.