Asbestos Jobs UK
The demand for high-calibre Asbestos candidates remains high and employers are beginning to tackle the skill shortage in more imaginative ways - for instance, by improving their retention strategies, radically restructuring their benefits packages, cross-training existing staff or introducing more creative, long-term recruitment marketing techniques.
It is important to note that salary is only one aspect of the package. Candidates who are not necessarily receiving above average salary increases are nonetheless securing enhanced overall packages when changing job, or even from their current employer. Organisations are acutely aware that the concept of work-life balance has become a genuine concern needing to be addressed. As a consequence, holidays, pensions and flexible working hours are just some of the issues increasingly coming into play when candidates weigh up job offers or consider their current position.
Some employers have even been choosing to take on more junior or less qualified Asbestos candidates as a cost-saving option.
However, there is evidence of candidates starting to price themselves out of the market - in particular, Senior Asbestos consultants/Surveyors, who were paid handsomely a couple of years work ago expect unrealistic salary increases, find that the demand has changed, and salaries have dropped by around 5k, . But some companies will willingly overpay their part-qualified staff in order to keep them, the knock-on effect of which makes them expensive recruits for prospective future employers.
As companies in the industry become increasingly tested by skill shortages, staff retention has become a much more pressing issue. Employers are increasingly aware of the need to keep abreast of the salaries of competitors' staff in order to be proactive in holding onto their existing talent.
What's become more apparent is that it's not just hands-on experience that employers are after - but also the ability of candidates to think on their feet and pick up new skills quickly Candidates with strong personalities and good communication skills will always outshine those who simply display relevant technical skills. It is the Asbestos candidates who possess qualities such as drive, enthusiasm and passion who will succeed in commanding the highest premiums.
The senior end of the Asbestos market is steadier. Managers are more likely to stay put, meaning not just that there are fewer vacancies but also that, when vacancies do arise, available candidates are harder to source.
As with all roles, employers must make the effort to clearly highlight why people should consider joining them. Those who promote their benefits, provide job variety and clear career prospects will maximise their chances of both recruiting and retaining staff in a period of high demand.
Looking forward, the market overall is likely to remain proactive, with a small number employers hiring on the basis of available talent rather than immediate need, in order to stay ahead of their competitors.
Demand for good all round, qualified Asbestos candidates remains substantial. Instances of high-calibre candidates receiving more than one offer are frequent; but although those on the receiving end of multiple offers can be choosy and command considerable salary increases, some ultimately decide to remain with their current employer. In fact, counter-offers are becoming more commonplace as companies fight to attract and retain the best people. And despite the obvious financial incentive to accept a counter-offer, these situations are generally about more than just remuneration; they're also intended to make employees feel appreciated through promises of promotion and career development.
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