Category Archives: Uncategorized

Almost half of all specialist contractors are struggling to recruit skilled workers, according to new data.

The shortage of skilled labour is at its highest point for 14 years, according to a report ftom the National Specialist Contractors Council (NSCC).

Just under half (47 per cent) of specialist contractors have experienced difficulty in recruiting skilled workers during Q1 2015, said the report.

By contrast, only two percent of specialist contractors have found it less difficult to recruit than in the previous quarter.

As a result, the balance of recruitment difficulty – the difference between the number of firms reporting greater difficulty recruiting and those reporting less difficulty in recruiting – now stands at its highest point since 2001.

More than three quarters of specialists (77 per cent) cited the low number of skilled applicants as a reason for the recruitment crisis, while a lack of required experienced (54 per cent) and a lack of required qualifications (41 per cent) were also given as reasons.

The shortage of labour left 28 per cent of specialist firms unable to bid for work – this is higher than any point since Q2 2007.

But for the first time in 18 years, half of all specialists expect that recruitment levels will rise over the next quarter, compared to 2 per cent expecting them to fall.

And despite the increasing pressure of skills shortages, specialists’ work outlook is positive.

Nearly two-thirds (65 per cent) of specialist contractors reported an increase in enquiries, up 27 per cent on Q4 2014, while 54 per cent saw an increase in orders in Q1 2015.

A record 78 per cent of specialists expect to see an increase in workload over the next 12 months, while only 2 per cent are forecasting a decrease.

Although workloads are increasing, tender prices have now hit a record high, with 54 per cent of specialists reporting an increase during Q1. The net balance of +43 is the highest ever recorded by the NSCC survey.

More positively, no respondents had to wait more than 90 days for payment in Q1 2015, while 75 per cent were paid between 30 and 60 days and a further 20 per cent being paid between 60 and 90 days.

Only 5 per cent of specialists saw payment in under 30 days – below the five year average of 6 per cent.

Commenting on the survey, NSCC chief executive Suzannah Nichol said: “The growing construction market is great news for Specialists Contractors but we need to tackle head-on the skills crisis that is facing the industry.

“If we do not invest in recruiting and training people with the right skills, the industry will not be able to meet demand and this will impact on the wider UK economy.”

Construction leaders have called on the incoming Conservative government to commit to a long-term infrastructure spending plan as the industry digests last night’s shock election result.

Rob Oliver, chief executive of the Construction Equipment Association, said that the continuity offered by the Tories’ victory was “generally welcome”.
He added: “The continuation and thorough execution of the existing strategies covering construction and manufacturing will be something we will press for.
“We will be particularly keen to see that the current construction pipeline remains intact and that longer term infrastructure projects are not side lined.”

Nelson Ogunshakin, chief executive of the Association for Consultancy and Engineering, said: “It is now vital that we continue with the infrastructure investment that will embed the economic recovery and reposition the UK as the economic power of Europe.
“The industry needs the government to honour the electorate’s wish for political stability and policy continuity to attract investment in the much-needed social and economic infrastructure.
“Notwithstanding, it is crucial that infrastructure continues to enjoy the cross-party support that has characterised the past five years.
“It must remain above the fray when progressing with the planning, financing, funding and execution of the current project pipeline contained in the National Infrastructure plan.
Alasdair Reisner, chief executive of the Civil Engineering Contractors Association, said: “The last five years have seen a steady push to improve the way infrastructure is managed through visibility of investment and workloads.
“This has created long term certainty, allowing for investment in skills, equipment and innovation, reducing delivery costs and making savings for the taxpayer.
“It is now imperative that an incoming government recognises the importance to the market of maintaining long term certainty for, and fully commits to, the existing project pipeline.”
There was also concern over the prospect of an EU exit, with David Cameron having committed to an in/out referendum if the Conservatives win a majority.

Guy Grainger, UK chief executive at JLL, said British businesses would look to avoid a referendum on EU membership.
“While most in business will be reassured by the continuity of the Conservative economic plan, there are concerns regarding the planned referendum on British membership of the EU in 2017,” he said.
“British businesses will remain committed to a strong position within the European Union and will need to engage in the reform debate to see if a referendum can be avoided.”
David Lutton, director of competitiveness and financial services policy at London First echoed this view.
“Our members are almost unanimous in wanting the UK to remain at the heart of the European economy,” he said. “One of the things that makes London such an attractive a location for global companies is that it is the business capital of the world’s biggest and richest single market.
“What is needed now is sensible and rational debate ahead of a referendum so that the public have all the information they need to make an informed choice – and business leaders have a strong role to play in that debate.”
There were also calls from industry voices for the incoming government to commit to tackling the housing shortage.
Steve Sanham, development director at developer HUB, called for the expansion of the Community Infrastructure Levy to be used to fund the development of affordable housing.
He said expanding CIL “would have the added benefit of speeding up the whole development process, and make buying land quicker and less complex, which in turn would help quicken the delivery of housing more generally”.
Mr Sanham added: “Planning guidance also needs reform to have greater emphasis on good design.
“Regulations still have a habit on focusing on the wrong aspects of design, which is why so many buildings are emerging that look so very similar, and are of inferior quality.”
Melanie Leech, chief executive of the British Property Federation, said: “We would like to see the government prioritise a coherent plan to deliver increased housing supply; to follow through on the commitment to fundamentally review business rates, and take action to put in place the right infrastructure – including real estate – that will allow our country to thrive.
“The prospect of an EU Referendum will inject uncertainty into the equation, and it is important to have clarity about its parameters and timetable as soon as possible.
“Our industry has the potential to significantly increase the amount of housing in the UK, regenerate our towns and cities, and contribute significantly to the economy if it is provided with the right legislative framework, and we look forward to working with the next government to achieve this.”

The Chartered Institute of Building, meanwhile, has called on the government to tackle the skills shortage and “change the image” of construction.
Eddie Tuttle, senior policy and public affairs manager at CIOB, said: “Whilst pledges that detail a commitment to the number of apprenticeships and graduates represent a significant shift in the right direction – and will undoubtedly help the industry with its response to the current skills shortage, there is a pressing need to change the image of the construction industry in order to attract the best, and the most skilled individuals.
“To achieve this, the industry needs strong leadership and greater recognition – across the political spectrum – of its strategic importance.
“By establishing a close dialogue with industry professionals, this Conservative-led government has the potential to raise the profile of construction and alter the public persona of a career in construction.”

The job interview might be the only thing left between you and the position of your dreams. Even if you are lucky enough to be the most qualified candidate with references galore, a poor interview performance will seriously hamper your chances of being offered the role.

Yet, you can avoid nearly all interview mishaps if you prepare the right way before hand. This means always knowing which talking points to bring up and why these points are important in determining if the position is a good fit for you.

Here is a checklist of 10 important factors to consider before your interview.

1. The work
The most fundamental goal of the interview is to determine whether you have the skills to do the job. Still, your interviewer may not even know how to figure out if you have what it takes. You must be ready to do it for them. Be prepared with a list of your top selling points so the interviewer is completely aware of your advantages over others.

2. The company

38 percent of managers said the number one interview mistake they encountered was little or no knowledge about the hiring organization. Don’t let that happen to you. Do your homework ahead of time so you are ready to say why you want to work at that job and for that company.

3. The culture

The work environment can determine whether you love your job or hate it. Address the work culture with your interviewer to make sure your values align. There’s nothing worse than landing a job only to realize the organization is not a place where you would feel comfortable working.

4. Industry knowledge 

Want to “wow” the interviewer? Show off your knowledge of the industry. Talk about recent newsworthy events or the company’s newest products. Thoroughly understanding your industry proves your passion for the field. In addition, having this knowledge suggests you have a deeper level of expertise than the average candidate.

5. Past experiences

Your past experiences demonstrate how you would perform if you landed the job. So, you want to be prepared to describe past experiences where you had a big impact. If you have numbers to back up your claims, that’s even more persuasive.

6. Portfolio
A portfolio
is a visual representation of your past work. It not only shows off your accomplishments, it also gives you added value. While a portfolio may not be essential for many positions, having physical representations off your work that you can share upon request will make you look good because you went that extra mile.

7. Your plan for the position

Your interview needs to show the company what you can do for them. Lay out what you’d do, should you get the job. This plan doesn’t need to be detailed–it just needs to illustrate how you would positively contribute to the position. For instance, presenting how you would reduce customer turnover is an easy, yet beneficial way to show an employer why you would do well.

8. Your referral

There’s nothing wrong with name-dropping if the person helped you land the interview. If you were referred to the position, be sure to remind the interviewer. This connection may put some legitimacy behind your candidacy, as well as spark a positive conversation between you and the interviewer.

9. Thought-out questions

Always make sure you have questions at the end of the interview. From queries about the interviewer’s role to thoughts on the history of the position, questions show your desire for the job. They can also give you more insight into the role, which may not have been addressed during the more formal portion of the interview.

10. Next steps

Understanding the next steps in the interview process is essential. Always ensure you’re aware of what these are. It may be a second interview. It may be giving the company a list of references. It may mean you won’t know the outcome for a few weeks. By asking about these next steps, you’ll know what to expect and gain some peace of mind. You’ll also show your enthusiasm for this position.
As you can see, job interviews can be a much smoother process if you use this checklist. Do your research, emphasize why you are the best candidate for the job, and always leave on a good note. You’ll find the outcome of the interview will be much more positive if you do.

If you would like to consider a career move now or in the near future.
please do get in touch with Intersect Global on 020 76820668 for a confidential discussion.

Late last summer TFL had proposed after a terrifying trend of lorry-related deaths’ Crossrail for bikes.
Today those plans have been approved.
London is getting four new cycle highways (east-west, north-south, CS1 and the inner section of CS5) as well as upgrades to the existing routes. The new routes will span nine boroughs and are expected to be finished by the end of 2016.

They’ll cost around £160 million to install, but are expected to treble the number of cycle journeys that take place in the city over the next ten years.

Boris Johnson said: ‘We know that Londoners want these routes and that they want them to be delivered to the high standard I promised, as quickly as possible. I will keep that promise and spades will begin hitting the ground next month.’

At Intersect Global 2015 has started just as we left off before Christmas shut down, we are pleased to report increased numbers of permanent vacancies and job offers being made within the construction and civil engineering sectors.

It seems that this trend is set to continue with the Construction News reporting today that the UK construction industry will need an additional 223,450 jobs over the next five years to handle expected output growth to 2019, according to new research.

It will need to recruit an average of 44,690 people each year between now and 2019 to meet demand and deliver average annual output growth of 2.9 per cent, according to the latest Construction Skills Network report from Experian and the CITB.
The marks an increase from the annual requirement of 36,400 projected in 2014 and 20,050 in 2013.

The research also forecasts output and employment growth in all areas of the UK for the first time since 2008.

Annual average output growth between 2015 and 2019 is expected to be greatest in Wales (5.9 per cent), followed by Greater London (4.2 per cent) and the South-west (3.8 per cent).

If you would like to consider your career options or would like to hear about the latest vacancies with leading contractors please give one of our consultants a call on 020 76820668.

Office workers returning after the festive season are experiencing higher stress levels, with half of the UK’s workforce (48%) revealing they are closer to burning out than they were just five years ago.

The research, conducted by Regus, surveyed over 3,000 of the UK’s business people about their work environment, and found that the top triggers of workplace stress are lack of exercise, feeling understaffed and job insecurity.

Finding ways to alleviate stress, many workers believe one way is a break from the main office, with 68% finding a change of scenery such as working from another location to be a good stress reliever.

In fact, having the freedom to occasionally work away from the main office is seen as a key factor in achieving a good work-life balance with two thirds (66%) of respondents believing workers with this flexibility are happier.

The experiences of those with the flexibility to work away from the office supports this, with three in five (62%) saying they are more content.

In addition, 53% of those surveyed believe that freelance workers, with their freedom to change location and set their own hours, are less stressed than regular staff.

Richard Morris, UK CEO at Regus comments: “Stress levels are mounting in the workplace as a result of various factors; workers feel deskbound and under-resourced.
“Dedicated workspaces offer the flexibility to work in a variety of locations. This is the future of work, and brings a number of benefits including improved productivity and employee well-being.”

If you are feeling over worked and under valued and would like to assess your career options please get in touch with one of our experienced consultants on 020 76820668.

Intersect Global have a range of exciting opportunities with leading construction and civil engineering contractors.
Not all of our live vacancies are listed on our website.

Haggling for more money or a better benefits package during the negotiation process of a job interview gets you nowhere, according to research from Huthwaite International.
The survey of 1,300 people in 52 countries also discovered successful negotiators make less than half as many counter-proposals as the average bargainer.
Instead research into the company and role proved key, with successful negotiators spending 120% more time seeking relevant information to understand their other parties’ strengths and weaknesses, the pressures placed on them, and what a successful outcome would be for their business.
Haggling is avoided, as it rarely results in a compromise between both parties, and can eventuate to an unsuccessful outcome.

Janet Curran, Head of Thought Leadership at Huthwaite International, believes that the amount of money you can ask for in a job interview can only be defined by how well you have sold yourself in terms of your fit for the role. “How much research you have done in determining what the going market rates for the job are and how this particular employer rates in terms of the salaries they are prepared to pay are all important factors,” she states.
Curran also adds that asking for a “better package from your employer does not necessarily mean asking for more money. There may be other ways in which you can get investment from your employer, which can add value for both you and them.
“Benefits like flexible working and working from home can add value for both sides. Asking for training to develop new skills that will benefit you both in the long-term may also be an alternative,” she concludes.

Almost one quarter (23%) of the UK workforce did not use all of their paid holiday allowance in 2013, according to new research.

The findings from Canada Life Group Insurance found that although this figure is down slightly from 2012 (25%), questions remain over attitudes towards work/life balance in the UK workforce.

Their previous research highlighted the continued problem of presenteeism in the UK workforce, as 93% of employees go into work when ill. The findings also show this aversion to taking time off extends to paid annual leave, with only 77% of workers taking their full holiday entitlement last year.

Paul Avis, Marketing Director of Canada Life Group, comments: “These findings are the latest in a long line that suggest the UK workforce is under increased pressure from their employers to always be present at work.

“Whether for sickness or holiday, employees are still feeling that they are unable to take the leave that they are entitled to. Despite a marginal improvement on last year, it is clear that employers need to do more to counter beliefs among employees that they can’t take time off.”

Of those who didn’t take their full allowance, almost two fifths (37%) compensated for this by carrying some of their holiday allowance forwards into 2014. This is down significantly from 2013 when almost half (49%) carried their remaining days over, suggesting many employees are simply throwing away their annual holiday entitlement.

Avis continues: “Failure to encourage a healthier work/life balance among employees will have a detrimental effect, not only for the individual who will feel increasingly worn-out and stressed, but also for the wider market. Taking sufficient time off to rest and rejuvenate is critical to driving productivity across the labour market.”

London has been voted as the most desirable city to work in the world, according to a survey by The Boston Consulting Group (BCG) and totaljobs.com.
The survey analysed the respondents of more than 200,000 people from 189 countries and almost one in six of those involved (16%) expressed a longing to work in London, ahead of New York and Paris.

The UK was only beaten by the United States with 42% of respondents noting it as their country of choice to work in compared 37% choosing the UK.
Canada was also a popular destination for international jobseekers with 35% of those surveyed stating they would consider moving there for work.
The study also discovered that Britons were less likely to want to move abroad for work. On a global basis, less than half of Britons would make a move abroad whereas almost two thirds of workers in other countries are willing to relocate for a job.

Mike Booker of totaljobs.com believes that the results of the survey “cements London’s reputation as a truly global city”.
“Not only does it offer a wealth of job opportunities in a range of industries, but it boasts some of the world’s top cultural attractions, so it’s no surprise that people across the globe want to come and work here,” he explained.

“In light of this report, employers must take a more global approach to recruitment. As the workforce is so mobile, companies will have to compete globally to attract the best talent, making sure that they target the right groups and differentiate their recruitment strategy,” he added.
64% of participants revealed that broadening experience was the first reason they considered a role abroad and BCG Senior Partner, Rainer Strack, believes that “the geographic barriers to employment are coming down, including in the minds of some of the most talented and highly educated workers”.
“This is opening up significant opportunities for individuals and for the many countries and multinational companies that are facing talent shortages of one sort or another,” he concluded