Insights

The Chancellor recently announced £1.3bn for improving Britain’s roads and local transport systems, but how will this highways budget work in practice?

We take a look at the major movers and shakers from the transport and infrastructure industries from November.

Every organisation has an employer brand, its reputation in the market as a good or bad place to work. Building a positive employer brand in this highly competitive, candidate driven market will make the all the difference when attracting top talent to your company.

A huge increase in infrastructure investment and development has meant that the power has shifted in the recruitment of senior candidates. The UK infrastructure sector is set to grow by more than 50% by 2019 meaning there are more roles than people qualified to fill them. Companies need to re-evaluate their recruitment efforts in order to attract the best people for the roles.

There are an array of factors at play when convincing someone to leave their current role, many motivators being non-financial. So just how important is the compensation package to attracting and retaining top talent?

A job description is a key tool in attracting and retaining top talent to your company. Time and time again we see job descriptions that are not fit to sell the role to external candidates. Follow these five steps to writing fool proof job descriptions…

On any new assignment, our clients will provide us with a list of technical knowledge and competences vital to the position being filled, but a candidate that ticks all of the boxes on paper may not be the right fit for the overall culture of the company.

Research over the last 20 years* has shown that we are susceptible to unconscious biases that come from direct experiences we’ve had with people and situations, as well as through indirect experiences from media and culture. So what should we look out for when interviewing?

The looming skills crisis facing the transport & infrastructure sector means it has never been more crucial that we address age discrimination within the workplace. Yet, still, companies are reluctant to hire candidates aged fifty and over. But how can hiring a more experienced candidate benefit your business?