Construction Talent Mapping

Value Proposition Case Study: Project Manager; Planner; Quantity Surveyor; Design Manager

With an ongoing need for multiple disciplines spread throughout the country, a leading UK building and engineering company turned to Hybrid for help with succession planning. The goal was to create a UK-wide, multidiscipline talent pipeline.

Our client identified the following four roles and the varied levels within them as top priority:

Planner: Including Assistant Planners, Planners and Planning Manager;

Project Manager: Including Project Managers, Civil Project Managers and Project Directors;

Design Managers: Including Assistant Design Manager, Design Manager and Senior Design Manager;

Quantity Surveyors: Including Student Quantity Surveyors, Graduate Quantity Surveyors, Quantity Surveyors and Senior Quantity Surveyors.

These particular roles are not only critical to success, but also difficult to fill and involve a high rate of turnover. The ability to make multiple hires is important, especially leading up to major projects.

The goal was to develop an up-to-date and accurate database focusing on 20 of our client’s competitors that could be used by their internal resourcing team to utilise throughout proactive recruitment campaigns. If used correctly, the database would also significantly reduce the cost per hire within these roles.

Following a project duration of eight weeks, Hybrid delivered a separate database for the prioritised roles and their varying levels that contained each identified individual’s name, company, division, location, years experience, gender, education and online profile link.

This resulted in our client gaining visibility of thousands of professionals within the industry as well as market insight into salary levels, gender diversity and competitors’ divisional structures.

Case Study Revisited

We are proud of the extensive UK talent pool mapping exercise of four key construction professional roles against a bespoke company target list. We knew from our close relationship with the Head of Internal Talent how important it was to act quickly to attract the right professionals for a given project, therefore; we were pleased to be able to produce our client a comprehensive list of over 8000 names that can be used for many searches. Twelve months on from this research, we examined the hires made by our client and concluded that we saved them a minimum of £125,250 in recruitment fees by excluding PSL agency fees. We have produced a comprehensive overview of this revisit here on our construction page.