Attracting talent in the construction industry isn’t just about posting a job and hoping for the best. With skill shortages across the sector and increasing competition for the best talent, companies need to be more intentional about how they position themselves to potential hires.
So we asked over 150 construction professionals one simple question: What’s the biggest mistake companies make when trying to attract talent?
Here’s what they told us:
50% said Offering Low Salaries
No surprises here. In a market where demand for experienced professionals is high, pay still matters – a lot. It’s not about throwing money around, but making sure salaries reflect the level of responsibility and current market conditions.
If your pay is below par, even the best perks won’t stop people from walking away.
24% said No Clear Career Progression
People want to know there’s room to grow. If a role looks like a dead-end from the start, it’s a major red flag – especially for ambitious professionals looking to build a long-term career.
Be transparent about progression routes. Even a small company can offer growth if there’s structure and support behind it.
19% said Lack of Flexible Work
Flexibility means different things to different people – staggered start times, remote days for planning roles, or just more understanding around work-life balance. The days of one-size-fits-all are long gone.
Flexibility isn’t just a “nice to have” anymore – for some, it’s a dealbreaker.
7% said Undervaluing Company Culture
It might be the smallest stat here, but don’t overlook it. A poor culture can undo all the hard work you put into hiring. People want to work where they feel valued, supported, and part of something.
Culture matters – and word gets around quickly when it’s not right.
These insights aren’t about ticking boxes – they’re about understanding what today’s professionals are really looking for. Salary is still king, but progression, flexibility, and culture all play a crucial role in shaping someone’s decision to join (or stay with) a company.
If you’re hiring right now, take a step back and ask yourself: Would I apply for this role if I wasn’t already here? If the answer isn’t a confident “yes,” it might be time for a rethink.
Want to chat about how your offering stacks up in today’s market? We’re always happy to share what we’re hearing. Get in touch with our team today!