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RECRUITMENT CHANNELS: A WARNING ON DIGITAL When engaging with potential employers about job opportunities, by far the most favoured channel by Gen Z is email: 63% of students select this as their preferred method of contact. Surprisingly, fewer Gen Z said they preferred the use of social media platforms like LinkedIn (26% preferred), SMS (25%) or specialist recruitment platforms such as Indeed (17%). Our research shows that corporates tend to favour social media outreach with 54% of decision-makers saying they are utilising these channels, and 46% utilising recruitment platforms. These channels can play a significant role in raising the profile of the construction industry as potential employers, through communication of key messages about the industry and dispelling of industry myths. However, they are less effective in establishing one-on-one communication with Gen Z about specific career opportunities.
01 Construction
Navigating the talent crisis 02 Employment growth
What steps are you taking to tackle this skills shortage? What strategies does your organisation have in place for attracting young talent? LEARNING LESSONS FROM PEERS
The construction sector is bouncing back following difficult years and heavy impact on profits 03 Gen Z Understanding what motivates the workforce of tomorrow 04 Closing the gap Aligning the construction industry with Gen Z’s aspirations 05 Proactively altering Gen Z’s perceptions Addressing the construction industry’s image problem
“Hiring employees that qualify for the job seems easy but it is hard work and it definitely takes time. So we’ve started to recruit people and train them on site - most people adapt to learning hands on.” - USA
Refreshing the industry’s approach to recruitment, retention and diversity
“Participation in job fairs and careers events to show the company and the sector to young talent. Effective communication of company culture and career opportunities.” - LATAM (Mexico)
07 Conclusion
BDO’s message to Gen Z Practical lessons for construction executives 08 Countries in focus
“…to tackle the shortage we will as a company give bursaries to students who are interested in doing engineering studies, then after they finish the degree we hire them to work for us as interns.” - South Africa
Australia Belgium Brazil Canada Latin America The Netherlands New Zealand Norway South Africa USA 09 About BDO’s research 10 How BDO can help
“Increased compensation and benefits and also attempt to take the time to show them what a future in this field can lead to.” - Australia
“We have been more flexible on working from home and have had to negotiate starting salaries and hiring bonuses with younger staff.” - USA
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