Changing the recruitment model
Watch the episode on YouTube right here!
Talking about recruitment in the construction industry might not sound like the most gripping topic. But give it a minute. Once you look closely at the way many firms still hire, the endless CV pushing, the rushed job ads, the costly mis-hires, you start to see why change is overdue.
In this new podcast episode, Ross sat down with John Murphy, Founder and Director of Anzurra, to discuss why the traditional recruitment model is faltering and how a partnership-led approach could change the game for global construction. From SMEs to major contractors, the pressure to find and keep the right people is intense. But so is the opportunity.
It’s not that recruitment in construction is broken. It’s that it could be done better.
John’s been in the recruitment business for 15 years, specialising in quantity surveying, contract management, and disputes across international markets. He’s seen recruitment in its high-octane, CV-spamming past, and he’s shaping a more strategic, relationship-driven future.
In the following article, we’ll discuss:
- The old model is out of date
- Better hiring, better projects
- The future of recruitment – looking ahead
The old model is out of date
Fifteen years ago, recruitment for construction often meant blasting out a thousand CVs and hoping one landed. It was speed over quality, fees over fit. For a while, the market allowed it. But post-COVID, tighter margins, tougher competition, and higher client expectations have made that model a liability.
Today, companies can’t afford the wrong hire. Traditional fees of 15% to 30% of salary can quickly erode profits, especially for projects running on slim margins. And worse, hiring in a hurry can mean onboarding someone who isn’t aligned with your project needs or company culture – leading to turnover and delays.
The alternative? A partnership-led recruitment model.
Rather than acting as a one-off supplier, the recruiter becomes an embedded extension of the business, learning its culture, goals, and long-term plans.
That shift delivers measurable benefits:
- Cost savings: John cites clients who’ve cut recruitment spend by 50-60% compared to traditional models.
- Better fit: With deeper knowledge of the client, recruiters can more easily target passive candidates, the high-calibre professionals not scanning job boards, and bring them into the conversation.
- Data ownership: In partnership models, the client keeps the recruitment data, making it easier to refine processes and improve future hires.
One example says it all: a hydroelectric dam project in Tajikistan needed a contract manager willing to spend most of the year on a remote mountain site.
Finding that person through job ads? Impossible.
But by knowing the client, the role, and the market, John’s team found a candidate with a personal connection to the region, and he stayed for three and a half years.
Better hiring, better projects
AI and machine learning can scan thousands of CVs, automate outreach, and flag potential matches. But in construction recruitment, they’re not ready to replace the human element. As John puts it, recruitment is still a relationships business. AI can speed up the admin, but it can’t read the room, assess cultural fit, or uncover the story that makes a passive candidate say yes.
In construction, recruitment isn’t just about filling a role, it’s about delivering a project.
High turnover disrupts delivery, drains budgets, and damages relationships. A slow, deliberate hiring process might feel counterintuitive in a fast-paced industry, but it’s a proven route to:
- Higher talent retention: People who join because they believe in the work are more likely to stay.
- Project stability: The right hires mean fewer costly delays and rework.
- Cultural alignment: Recruiters embedded in your business can spot candidates who will thrive in your environment.
The future of recruitment – looking ahead
The future of recruitment in construction will be less about transactional CV delivery and more about strategic partnerships. Companies will expect more from their recruitment partners: not just speed, but insight, cultural understanding, and long-term value.
For leaders and HR professionals, the takeaway is clear: slow down to hire right, partner with specialists who know your world, and measure recruitment by its impact on project success and retention – not just cost.
Changing the model isn’t just about hiring better. It’s about building the teams that build the future.