It can be challenging to operate effectively when there’s a skills gap for specific roles. Without good estimators bidding teams can tender costs for projects that end up being unprofitable. Similarly, poor planning can lead to delays and cost over-runs. Not a scenario that main contractors want.

With few planners and estimators available and companies competing to attract the best, what can main contractors do to secure skilled people for these vital roles? We highlight what matters to candidates and what companies can do differently:

Reward candidates for their expertise

While it’s understandable that companies have a limited budget to work with, there also needs to be the realisation that top talent is worth paying for. A good planner that keeps a project on track, can deliver significant cost savings to a company. Senior expertise can add value to a company and should be viewed as an investment rather than expense.

Attract candidates with top technologies and projects

Top candidates are achievers, they focus on continually learning and being at the leading edge of what’s happening in the industry. They’re attracted to working on projects that are significant, either in design, impact or innovation.

They’re also familiar working with the latest technologies and it can be frustrating if they have to work on outdated versions, or less effective tools. If as a company, you can demonstrate that you’re progressive and forward thinking then you’re more likely to attract the best candidates available.

Don’t restrict the search to specific subject matter experts

Technically, infrastructure and utilities require very specific sector knowledge. The traditional approach was for companies working on rail projects, for example, to only look at candidates with rail expertise. However, there are many changes taking place in utilities, especially with more renewable projects coming online.

Also, many utilities projects are very similar in infrastructure and operations. It’s not difficult for planners and estimators to move between sectors and be able to operate effectively. Therefore, broadening the search can provide a greater pool of talent to select from.

With planners and estimators in demand, they can afford to be selective about who they work for. If main contractors wish to attract candidates that will add value and deliver optimum results, they need to be a company worth working for. What sets you’re company apart, that candidates would want to work for you?