How is digital helping the construction sector to reinvent its recruitment?

Construction companies face many recruitment difficulties: today, 300.000 jobs are unfilled in the construction industry. A problematic situation caused in particular by the shortage of skilled labor, due to a less attractive image of the profession. But this is not the only reason and solutions exist to remedy it.

Anticipating to improve the use of temporary work

The construction sector makes heavy use of temporary work: it alone accounts for 17,2% of the temporary employment market (Prism Employment Barometer) - almost one out of five temporary workers works in construction. However, on the interim market in France, up to 5% of business needs are not met. This observation can be explained in particular by requests expressed “in an emergency”, in the face of last-minute absences or when these concern shortage profiles that temporary work agencies have difficulty in sourcing. The building sector is no exception to the rule.

One solution to counter this phenomenon lies in anticipating recourse to temporary work via the constitution of a pool and for which tools exist. The objective: to anticipate and express as soon as possible the needs on the business side to better respond to them on the temporary work agency side, by proposing available candidates in advance.

By opening a pool based on crucial information such as the skill sought for the future mission, location, period, etc. and by supplying it with qualified candidates according to predefined criteria, the company has at its disposal profiles prequalified by temporary work agencies (assessment, availability, coefficient, HR documents, etc.) and can therefore anticipate its process of selection. As soon as the details of the mission, other than those necessary for capturing profiles, arise, all that remains is to select the candidate of their choice and place the pre-filled order.

Give ourselves the means to capture talents wherever they are

Especially in the construction sector, where the labor shortage is very marked, it is of obvious importance to have a global digital recruitment solution, capable of managing all types of labor solicitation. work (temporary work, CDI, auto-entrepreneur, work-study/learning, etc.) and to ensure reliable monitoring of all resources. This is the concept of TTA “Total Talent Acquisition”.

Temporary work in the construction industry is often a gateway to longer-term employment, and thus allows employers to test candidates on a mission before possibly transforming the collaboration into a permanent contract. The same is true for work-study or apprenticeships, which are real springboards for hiring on this market. In fact, there is considerable interest in creating bridges between the different forms of contracts by setting up a digital platform and a common database to facilitate the transition from an indirect contract to a direct, to simplify hiring and to have long-lasting teams.

Tribune by François Hux, Commercial Director at PIXID (LinkedIn).