The proportion of construction sector companies that have a dedicated training budget is with 22% below the 28% all-sectors figure. Views on the current supply and quality of recruits Most construction companies surveyed (85%) felt that the current supply and quantity of recruits met their business needs. The satisfaction rate across was 77%. Supplementary comments focused around work ethic and attitudes as young recruits were seen to lack general employability skills. Major gaps in recruitment are linked to specialist skills and the difficulty in finding staff trained in a certain technique or material. Within this sector formal recruitment procedures are often replaced by recruiting by word of mouth or receiving referrals from family or friends. 4 GENERAL ISSUES RELATING TO SKILLS AND TRAINING Does sector face specific skills shortages in Greater Manchester which are not faced elsewhere? Only 20% of construction sector respondents to the survey said that their sector faced specific skills shortages within Greater Manchester which were not seen elsewhere in the UK. Across all-sectors those responding yes to this question was 26%. Greater Manchester specific skills shortages that were mentioned include mechanics, biomass engineers, joiners, dry lining as well as testing and inspection related activities. Four respondents stated that skills shortage within the sector is a national as opposed to a Greater Manchester specific problem. It was also pointed out that the construction workforce is ageing there are not enough young people coming into the sector. Comments relating to the employability and work-readiness of people applying to work in the sector Comments on this topic were focused around attitude and employment readiness, reflecting the comments that were made when businesses were asked about the supply and quality of recruits. Several comments were made about poor attitude towards work, lack of motivation and understanding of industry requirements regarding the level of effort and working hours. Only two positive comments were made stating that young people are keen to work in the sector. young people are misinformed on pay, working hours and money “Some expectations.”
The proportion of construction sector companies that have a dedicated training budget is with 22% below the 28% all-sectors figure. Views on the current supply and quality of recruits Most construction companies surveyed (85%) felt that the current supply and quantity of recruits met their business needs. The satisfaction rate across was 77%. Supplementary comments focused around work ethic and attitudes as young recruits were seen to lack general employability skills. Major gaps in recruitment are linked to specialist skills and the difficulty in finding staff trained in a certain technique or material. Within this sector formal recruitment procedures are often replaced by recruiting by word of mouth or receiving referrals from family or friends. 4 GENERAL ISSUES RELATING TO SKILLS AND TRAINING Does sector face specific skills shortages in Greater Manchester which are not faced elsewhere? Only 20% of construction sector respondents to the survey said that their sector faced specific skills shortages within Greater Manchester which were not seen elsewhere in the UK. Across all-sectors those responding yes to this question was 26%. Greater Manchester specific skills shortages that were mentioned include mechanics, biomass engineers, joiners, dry lining as well as testing and inspection related activities. Four respondents stated that skills shortage within the sector is a national as opposed to a Greater Manchester specific problem. It was also pointed out that the construction workforce is ageing there are not enough young people coming into the sector. Comments relating to the employability and work-readiness of people applying to work in the sector Comments on this topic were focused around attitude and employment readiness, reflecting the comments that were made when businesses were asked about the supply and quality of recruits. Several comments were made about poor attitude towards work, lack of motivation and understanding of industry requirements regarding the level of effort and working hours. Only two positive comments were made stating that young people are keen to work in the sector. “Some young people are misinformed on pay, working hours and money expectations.”