An experienced construction professional may be open to a move without actively applying for jobs. They could be delivering a project, leading a commercial team or building technical experience with their current employer.

Approaching these passive candidates means answering a straightforward question: why would this opportunity be worth considering?

Employers need a clear account of the work, the responsibility and the reasons someone might choose to join. That starts before the first approach.

Explain why the vacancy exists

Growth, succession and replacement recruitment each raise different questions.

If the business is expanding, explain the work supporting that growth. If someone is leaving, be ready to discuss the handover and support available. For a newly created position, clarify how responsibilities will be divided across the existing team.

Give candidates enough context to understand what they would be joining and what success would look like.

Make the role specific

A title such as Senior Estimator or Commercial Manager does not explain the size or complexity of the job.

Set out the relevant sectors, package values, contract environment, reporting line and decision-making authority. Include the information a candidate would need to compare the role with their current position.

An example: improving a Quantity Surveyor brief

A vague brief might read: “Experienced Quantity Surveyor required for a growing specialist subcontractor. Competitive package and good progression.”

A more useful brief would explain:

• Which specialist packages the person would manage.
• The typical contract values and number of concurrent projects.
• Their responsibility for procurement, valuations, variations and final accounts.
• Who they would report to and what commercial support is available.
• The project locations, site attendance and salary range.
• What additional responsibility could become available, and how progression would be assessed.

This is an illustrative checklist, not a description of a current Humres vacancy. Each point should reflect what the employer can genuinely offer.

Give a credible reason to move

A candidate who is settled may need more than a salary increase to consider leaving.

The attraction could be greater commercial ownership, exposure to different systems, a clearer route into management or projects closer to home. Discuss the opportunity honestly, including the challenges the successful person would inherit.

Avoid promising a promotion, flexibility or future workload that has not been agreed. Specific, realistic information gives candidates a sound basis for deciding whether to continue.

Be clear about the complete package

Confirm the salary range, vehicle or allowance, bonus arrangements, pension and working expectations early.

Travel can be a deciding factor. Explain the geographical area covered, likely overnight stays and the balance between office and site attendance.

If there is flexibility, describe how it works in practice. Clear information helps both parties avoid investing time in an unsuitable opportunity.

Make the process straightforward

Agree who will interview, what each stage will assess and who can approve an offer. Keep candidates informed and provide feedback when promised.

Use conversations to explore relevant examples of their work. Ask what they personally owned, which decisions they made and how they handled technical or commercial challenges.

Respect confidentiality throughout. Agree how candidate information will be shared, and avoid contacting a current employer without the candidate’s permission.

Talk to Humres about a focused search

Humres has more than 25 years of experience in UK construction recruitment. Our specialist market knowledge and passive-candidate headhunting help us approach professionals whose backgrounds are relevant to the appointment.

A useful search begins with a detailed conversation about your business, the work and the person you need.

Contact Humres to discuss your next specialist construction hire:
https://www.humres.co.uk/contact