Looking to hire civil engineers? 3 things you need to consider

The construction sector is booming. The UK government is committed to investing £164 billion in major infrastructure and construction projects between now and 2025. 660 projects and programmes are in the pipeline of investment, across both the public and private sectors.

Increased investment in the water industry, local transport, green energy and nuclear power has boosted the demand for civil engineers who can work on large-scale infrastructure projects. In fact, the latest salary guide shows that 84% of civil engineering organisations are planning on hiring this year.

If you’re looking to attract civil engineers to your organisation, here’s what you need to know:

• Salaries for experienced civil engineers are seeing above-average increases
• Hiring for potential could help to close skills gaps
• Civil engineers are looking for more than just competitive salary and benefits packages

Salaries for experienced civil engineers are seeing above-average increases

The average salary increase for civil engineering roles this year is 3.3% – comparable to the pay rises for construction and engineering roles. Around two-thirds of organisations say that they’ve increased their salaries as a direct result of rising living costs, however it’s clear that skills shortages across the civil engineering sector are also impacting pay.

“Civil engineers with between three and seven years of experience are often sponsored by their current employer to complete formal accreditations or charterships, making these professionals especially difficult to attract.”

A massive 90% of civil engineering employers have experienced skills shortages over the last year, according to our salary guide, and around half of organisations have found it particularly challenging to recruit mid-level professionals. Civil engineers with between three and seven years of experience are often sponsored by their current employer to complete formal accreditations or charterships, making these professionals especially difficult to attract.

To try and close the skills gap at the mid-to-senior level of organisations, many employers are raising their salaries for senior civil engineers at a higher rate than the industry average and this is important to take into account when setting salaries in your organisation.

Hiring for potential could help to close skills gaps

With the majority of organisations facing skills shortages, employers should look to expand their search for talent and hire for potential in the civil engineering space. It’s encouraging that many civil engineering organisations are already broadening their talent searches by being open to recruiting staff from different educational backgrounds, particularly for operational and project management roles. In fact around a third of civil engineering employers don’t consider a degree to be an important factor during the hiring process.

Around two-thirds of organisations would be willing to hire someone without all the skills required for a civil engineering role, with the intention of upskilling them. If your organisation is open to doing this, here are some of the relevant soft skills you can look out for during the recruitment process:

• Communication and interpersonal skills
• Coordinating well with others
• Ability to learn and upskill
• Ability to adopt change
• Critical thinking

There’s a growing gap between technical and technology skills in the civil engineering sector, particularly for computer-aided design (CAD) roles. More than a fifth of civil engineering employees don’t have the skills needed to make the most of AI technology in the workplace and 44% don’t think their employer is helping them to upskill in this area. You can address skills shortages in your organisation by offering specialist training to civil engineers, such as the courses offered by the Institute of Civil Engineers (ICE).

Professionals are looking for more than just competitive salary and benefits packages

Gone are the days when organisations could expect to attract talent with their salary and benefits packages alone. Job security is what makes a role most appealing for civil engineers on the job hunt.

Civil engineers are looking for a positive employee experience, starting from the very first point of contact with a prospective employer. Over half of professionals (56%) have been put off from continuing with an application for a civil engineering role after receiving a poor first impression of an organisation. You need to ensure you have a structured and efficient recruitment process, with the needs of the candidate at the centre, if you don’t want to fall at the first hurdle when it comes to attracting top civil engineering talent.

Civil engineers are increasingly driven to work for organisations that have a positive impact on the planet and local communities. An employer’s commitment to sustainability is a key consideration for 72% of jobseekers in civil engineering and purpose is important to 83% of professionals looking for a new role in this area. These statistics are perhaps unsurprising given the purpose-driven nature of civil engineering work and the positive impact that infrastructure projects can have on society. You should make sure your organisation’s purpose and sustainability credentials are clearly referenced in your external communications, including on your website and social media channels