The built environment sector can be a fast-paced and intensive sector to work in. At times it can be difficult to take a moment to analyse exactly what it is that this demanding industry may require from the leaders of the future.
However, to secure the future success of your business in the built environment, whether that be in construction, civil engineering, or any other sub-sector, it is absolutely crucial to consider what demands lie just around the corner for the C-Suite leaders to come.
Our specialist experts in the built environment sector here at Goodall Brazier have analysed the on-coming trends for recruitment, and have selected the key trends to be:
- Recruitment of more technological roles
- More diversity in recruitment
- Selection based upon personal and leadership qualities that the candidate possesses
Recruiting of more technological roles
Technical innovation has been at the forefront of all areas of the built environment sector for some time now – in fact, it practically demands it. However, now more than ever, technological changes are flooding in thick and fast with no sign of slowing.
The speed of technological innovation in the built environment sector means that more C-suite roles have been created to stay in step with demand, such as Chief of Technology. These positions help keep organisations “plugged in” to key industry technological shifts, and mean that there are leaders in place that can implement technological changes on an organisational scale, to further the success of the business.
Deloitte recently released a white-paper – ‘An industrial products and construction perspective: Human Capital Trends 2019’ – that quotes an IP&C study stating that three-quarters of participants thought that modern leaders face new demands such as “embracing ambiguity and uncertainty, and understanding digital, cognitive, and AI-driven technologies.”
The same document also states that “New technology is the driving force changing leadership requirements, according to 78% of IP&C survey respondents.”
Ignoring the need for technologically-savvy leadership in your built environment business could place you behind competitors who are grabbing the chance to gain an edge in this increasingly critical area. Including the need for such leaders in your talent management strategy is absolutely crucial to drive your business’ success now and in the years to come.
The future of C-suite recruitment in the built environment sector demands more diversity in your leadership teams through the selection of women for more roles.
A crisis of diversity in built environment leadership teams, such as in the construction and civil engineering industries, is well documented and often front-page news. If your business doesn’t already have an equal opportunities recruitment policy in place – and it really should – then it should be considered as a priority.
This is not a box-ticking exercise mind, ensuring that your workforce is more gender diverse has a positive and measurable impact upon workplace environment and performance.
McKinsey & Company conducted a study that found a strong correlation between gender diversity and company performance, finding that for every 10% bump in gender diversity in the senior executive team, there was an increase of 3.5% in earnings before taxes and interest.
The CIOB also states that implementing a more diverse talent management strategy means that you are actively undertaking a plan that will “improve the depth and breadth of skill sets available.”
By considering the diversity of your future candidate selection for C-suite positions in built environment, you are ensuring that there is a broad spectrum of insight, viewpoints and skill sets to contribute to future business success.
Recruiting for personality and leadership qualities
When you’re recruiting for your leadership positions, it’s incredibly important to consider not only candidates with a wealth of experience and suitable skills, but also those who have an impressive personality to match.
Forbes Magazine lists 14 key qualities that they consider as essential to look out for when recruiting for leadership positions. These include passion, risk-taking and authenticity.
At Goodall Brazier, we understand the importance of personal traits more than most, and know that it’s not enough to solely consider what’s on paper but also how the candidate conducts themselves, and what their leadership style is like.
The reason for this is simple: skills get someone through the door, their personality and attitude keep them there. This is especially important when recruiting for positions in the built environment sector due to the intensiveness of industry projects and environments, which demand a certain type of person to act as an effective leader.
Considering personality and leadership style in your talent management strategy can also improve the success of your built environment business, as good leaders drive productivity. This can be seen in 82% of the respondents of an IP&C survey citing business leaderships and HR as the drivers of employee engagement within their organisation, thus making personality a key consideration in your future C-suite recruitment plans.
The future of built environment is full of technological innovation, diversity and passionate leaders, and your talent management strategy should aim to reflect this, in order to secure the future success of your business.
Here at Goodall Brazier, our highly experienced team of specialist recruiters live and breathe the built environment industry, placing them in the best possible position to anticipate industry shifts and react when it comes to filling leadership positions with the strongest talent.
Our recruiters are here to help your business harness the opportunities of the future, and are known industry-wide for delivering talent known for driving tangible success in their previous roles.
Contact Goodall Brazier today to find out more.