Civil engineering jobs attract global workforce
There were an estimated 20,000 unfilled civil engineering jobs at the end of 2007. With two of the biggest projects in Europe – the Olympic Games and Crossrail – taking place in the UK, the problem of skills shortages is likely to persist.
While the demand for skilled workers has grown due to large high-profile projects over the past five years there has also been a shift towards a greater international mobility of workers.
“Large numbers of engineers from the UK are moving abroad to work and vice versa. It is producing a competitive hiring environment – and this time on a global scale,” says Greg Lettington, Director of Hays Engineering.
Increased visibility of jobs in civil engineering
Recruitment agencies are carrying out targeted campaigns to recruit staff from overseas, from advertising and initial interviews to setting up telephone conferencing with potential employers and organising face-to-face final interviews.
UK professionals are increasingly seeking civil engineering jobs abroad and with many of the larger consultancies now having offices worldwide, working overseas has become more viable and overseas jobs in civil engineering more visible.
“It is only over the past five years that there has been such a distinct increase in workers moving across borders to work … employers are not only faced with competition from other companies, but other countries,” stresses Greg Lettington.
Attracting best talent into civil engineering jobs
The Association for Consulting Engineering (ACE) recently singled out the diminishing pool of skilled operatives available to fill the broad range of civil engineering jobs. While UK remuneration has remained static, experienced staff can still push for higher salaries.
Given the upward forces on the demand for talented engineers worldwide, both employers and employees need to be aware of current salary levels. Research from up-to-date engineering salary guides and industry experts gives a realistic picture of figures.
Employees are expecting benefits such as relocation assistance to be factored into their overall employment packages. The message is that to remain competitive and facilitate international movement, employers need to consider whether relocation fees and work permit costs should be included and if so, how to make sure that they effectively sell them to candidates.
Contact Us
For further information contact Katherine Whipps, manager at Hays Consulting Engineering, on 020 7259 8767.
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