However, we tend to overlook the fact that not every market behaves in the same way; we have a habit of shaping narratives to fit our own perspectives. 

It’s important to pay attention to specific industries and sectors since people are getting jobs – all the time, every day and everywhere. Instead of focusing on the overall market, we need to be sector specific and focus on our share of the market. In this article we briefly discuss the history of the market for the construction industry, then we go into detail about the market for various construction sectors over the years. Ultimately, Atkins Search are here to help you ensure a smooth job search in 2025 within the everchanging construction market. 

The Economic Output by Industry From 1990-2023 

Source:  House of Commons Library. (2025). Research briefing: [Industries in the UK]. UK Parliament.  

Since 1990 the share of the economy attributed to services has grown from 70% to 80%, while the share attributed to manufacturing has decreased by a similar amount, from 17% to 9%. As the chart above shows, the share of the economy attributed to the other main industry groups (agriculture, mining, construction and utilities) has remained broadly stable over the same period.  

The construction sector from 1990 to 2023 went through phases of boom and bust, with economic crises like the 2008 financial crash and the 2020 COVID-19 pandemic creating major disruptions. The industry’s ongoing challenges included labour shortages, material cost volatility, and adapting to new technologies. However, the sector also evolved with rising demand for sustainable practices, technological adoption, and digital tools. 

Key Factors Throughout the Years: 

• Economic Cycles: The construction industry is cyclical, often closely tied to broader economic conditions. Recessions, financial crises, and periods of growth all had significant impacts on the sector. 

• Technological Innovation: Over the decades, the integration of technology transformed the sector, from manual construction techniques to highly automated and data-driven approaches. 

• Environmental and Regulatory Focus: Growing environmental concerns led to the rise of sustainable building practices and increasingly tight building codes and regulations. This trend his only going to intensify. 

• Globalisation and Urbanisation: Global economic shifts, population growth, and urbanisation drove demand for construction, particularly in emerging markets. 

Various Construction Sector Outputs From 2010-2023 

After the financial crash of 2008, UK construction output, especially in housing and infrastructure, gradually recovered after 2013, with a significant uptick in private housing, commercial, and infrastructure sectors. However, not long after the financial crash was the pandemic which led to initial declines in 2020, but construction output rebounded quickly, particularly in the housing and infrastructure sectors. Initiatives such as ‘Help to Buy’, the ‘Affordable Homes Programme’, and infrastructure investment schemes (e.g., HS2) played a key role in stimulating the construction output. Nevertheless, from 2021 onwards, the sector was affected by rising material costs, global supply chain disruptions, and labour shortages, impacting the pace of recovery. Additionally, economic uncertainty caused by Brexit, rising material prices, and inflationary pressures added complexity to the construction sector in the latter half of the 2020s. 

Source: Construction statistics, Great Britain: 2023 (Table 1.1, 1.2, 1.3) from the Office for National Statistics  

The graph above shows the total new work construction output increased by 4.2% in 2023, reaching a record high value of £139,029 million 

For the period between 2010 and 2023, the construction output in the UK across various sectors, including private housing, private commercial, private industrial, private infrastructure, public housing, and public infrastructure, has seen significant fluctuations driven by economic, political, and social factors. Here’s a summary of the key trends in each sector: 

1. Private Housing 

• 2010-2013: The private housing sector faced challenges due to the aftermath of the 2008 financial crisis, resulting in reduced investment and output. Housing starts were low, with a slow recovery due to constrained lending, economic uncertainty, and limited government intervention. 

• 2014-2019: Private housing output started to recover gradually with stronger demand driven by a recovering economy, low-interest rates, and government initiatives like Help to Buy and various housing incentives. 

• 2020-2023: The COVID-19 pandemic disrupted construction briefly, but there was a sharp bounce-back, especially due to increased demand for homes. However, rising material costs, labour shortages, and economic uncertainty (e.g., Brexit and inflation in 2022) led to challenges in the sector, but growth continued due to the ongoing housing demand. 

2. Private Commercial 

• 2010-2013: The private commercial sector was hit hard by the financial crisis and austerity measures. Demand for office spaces, retail, and industrial properties was relatively low. 

• 2014-2019: A steady recovery began as businesses resumed expansion. Major urban regeneration projects, as well as rising demand for office space and retail centres, fuelled growth in commercial construction. 

• 2020-2023: The pandemic severely impacted retail and office spaces, particularly with the rise of remote working and changes in consumer behaviour. However, sectors like warehousing and logistics saw an uptick due to e-commerce growth. There was some recovery as businesses adapted to new needs (e.g., flexible office spaces and data centres). 

3. Private Industrial 

• 2010-2013: This sector experienced slow growth due to lingering impacts from the recession, with reduced demand for new factories and industrial infrastructure. 

• 2014-2019: A revival occurred with increased demand for logistics centres, manufacturing plants, and warehouses, particularly driven by the e-commerce boom and increased demand for distribution centres. 

• 2020-2023: Growth in logistics and warehousing continued due to the sustained boom in online shopping. Other industrial sectors, such as manufacturing, showed mixed results, with some areas benefiting from government incentives for reshoring and green energy initiatives. 

4. Private Infrastructure 

• 2010-2013: The private infrastructure sector faced challenges due to tight budgets and limited private investment in the aftermath of the financial crisis. Some projects, especially large-scale infrastructure, were put on hold. 

• 2014-2019: Investment in transport infrastructure, energy projects, and utilities saw a resurgence, partly driven by government funding and public-private partnerships (PPP). 

• 2020-2023: The sector benefited from significant government investment in “shovel-ready” projects during and after the pandemic, with major projects like HS2, road upgrades, and renewable energy initiatives. 

5. Public Housing 

• 2010-2013: Public housing output was constrained during the austerity period following the 2008 financial crisis. There was a decline in the number of new public housing projects, and the focus shifted toward maintaining existing stock. 

• 2014-2019: A moderate recovery occurred, but public housing construction was still relatively low compared to private housing due to budgetary constraints and limited government investment. 

• 2020-2023: The government made some attempts to ramp up public housing output, especially in response to the housing crisis, with initiatives like the Affordable Homes Programme. However, funding and planning restrictions limited large-scale growth. 

6. Public Infrastructure 

• 2010-2013: Public infrastructure faced reduced funding during austerity, leading to slower progress on transport, education, and health infrastructure projects. 

• 2014-2019: Public infrastructure spending increased, driven by initiatives such as road upgrades, rail expansions, and new hospital constructions. Major infrastructure projects like HS2 and the Thames Tideway Tunnel were in planning or early stages. 

• 2020-2023: Public infrastructure was a major focus as part of the government’s post-pandemic recovery plans, with continued investments in transport, energy, and health infrastructure. The focus was on sustainable infrastructure projects, including green energy, decarbonization, and digital infrastructure. 
  

The Construction Sector In 2024 

The construction market in 2024 was a mix of challenges and opportunities, largely influenced by global economic conditions, inflation, and fluctuating interest rates. Some key trends included: 

1. Continued Impact of Rising Costs: Material costs, although stabilizing somewhat compared to 2022 and 2023, remained higher than pre-pandemic levels. This affected project budgets and timelines. 

2. Labor Shortages: The industry continued to face labour shortages in many regions, particularly skilled workers. This was a persistent issue, as demand for construction workers outpaced supply, slowing down certain projects. 

3. Interest Rates and Financing: Higher interest rates, set by central banks to control inflation, made financing more expensive. This likely impacted large-scale commercial and residential developments, especially for projects reliant on loans or investor financing. 

4. Sustainability and Green Building: There was a strong push towards sustainable construction practices, including the use of eco-friendly materials and energy-efficient technologies. Green building certifications (like LEED) continued to be a key factor for new projects, driven by both government incentives and consumer demand for environmentally responsible buildings. 

5. Technological Innovation: The sector saw continued adoption of technologies like Building Information Modelling (BIM), drone surveying, and construction robotics, helping to improve efficiency and reduce errors. Automation and AI were also starting to play larger roles in project management and design processes. 

6. Government Infrastructure Projects: In some regions, government-led infrastructure spending, particularly in the U.S. due to the Infrastructure Investment and Jobs Act, provided a boost for sectors like roads, bridges, and public utilities. 

7. Residential Construction: While demand for housing remained relatively strong in some areas, affordability continued to be a challenge. Higher mortgage rates kept some potential buyers out of the market, which affected housing starts and demand for new construction. 

How Atkins Search can help you in the construction market for 2025 

Considering the aforementioned, the data is not the primary purposes of our article. What Atkins Search want to do is be honest and not blame ‘the market’ for downfalls. The truth is…. the market is soft! We understand the construction market is tough, but the market isn’t as bad as the 2023 recession when there was a rise in economically inactive people in the wake of the COVID-19 pandemic. 

Atkins Search are market leading, sector focused, specialist recruiters for the Built Environment. With over 50 years’ combined experience recruiting for the Construction, Consultancy, Engineering and Residential Sectors, we operate on a national basis, working collaboratively with our extensive client base to attract the best talent for your business. 

In addition to being sector specialist recruiters, “Atkins Search People” is our employee-focused support function, providing industry specific Training Courses, Salary Benchmarking, HR Support, Workforce Planning and Personality profiling to upskill and support your workforce. 

When the market is constantly shifting, sticking to the same routine and hoping for the same results is just not smart. It’s time to switch up your strategies, pick up some new skills, and look at things from a fresh perspective. The industry experts at Atkins Seach will help you measure yourself against industry benchmarks and thrive in the 2025 construction market. Our aim is not to confuse the process, it’s to facilitate the solution to attract the right people at the right time, to your business. 

We have been doing this a long time, so will always speak proudly about who we are and what we do. Success is closer than you think! 

The post Did you outperform the market in 2024? appeared first on Atkins Search.

Jade Stevenson and Laura Belcher from Atkins Search and Fay Paterson and Christian White from Stepnell spent the morning with industry professionals, merging walking and networking which was a fantastic way to have conversations with like-minded people. .

It was lovely getting out in the fresh air, going on a relaxed stroll, embracing the fresh air and networking, all at once! This event really highlighted the importance of prioritising our well-being so we can achieve a healthy work-life balance. 

In attendance; Laura Belcher, Jade Stevenson, Fay Paterson, Christian White, Wayne Oakes, Jess Etienne, Matt Miles, Ricky Chavda, Lucy field, Peter Sparham, Liam Mottishaw and Nicola Pettiman. 

Thanks to Stepnell for co-hosting and to our guests who joined in with our group walk of almost 3 miles, over 10,000 steps in 2 hours! 

Take a look at what we got up to here:

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Say hello to our newest member of the Atkins Search team!  

Having new starters join a company is always a good idea to bring fresh perspectives, innovation, and creative ideas. 

For this reason Jess has joined Atkins Search as the business’ first Graduate Marketing Executive, a new role filled with plenty opportunities and scope to enhance skill sets and build on productivity. Jess plans to use a wide range of marketing tactics to attract and engage top talent, whilst continuing to position Atkins Search as the market leaders with an enviable reputation for doing the right thing.    

We’re excited to have you on board and can’t wait to watch your careers grow with us  

Be sure to scroll down on the ‘About Us’ section on our website to check out Jess’s profile and find out more about her.   

The post Welcome Jess appeared first on Atkins Search.

Lily works alongside our permanent team completing administrative work and plans a lot of our social events!  Her first year has been a showcase of hard work and fresh ideas, bringing a new spark to our team. Lily is a delight to work with and her continuous contributions and support have been invaluable in the past year. 

We asked Lily how she’s found her first 12 months with Atkins Search –  

“I feel I have blinked, and I’ve already reached my first year at Atkins Search!  

When I joined in October 2023, I had just finished my A Levels and began considering the next steps in my education journey. I came across an apprenticeship position at Atkins Search and saw it as a brilliant opportunity to further my learning and gain workplace experience. Since working here, not only have I had so many exciting opportunities, but I have also been able to work on my confidence, both personally and professionally as I attend college to complete my Level 3 Business Administration Apprenticeship. It is an absolute pleasure to work alongside all my colleagues, they have been so helpful with day-to-day work and helping me with my college assignments. 

Fast forward to October 2024, I feel like a completely new person! On top of all the learning, Atkins Search has made sure team moral is prioritised. My favourite social event has got to be Sports Day when the red team (my team) took home the win!  

I have thoroughly enjoyed the last 12 months, being able to work on myself and I cannot wait to see where I am this time next year!” 

Congratulations on your 1-year workiversary Lily! Thank you for jumping in and making a difference right from the start!   

Here’s to hoping the next years are just as exciting and even more adventurous! 🥂  

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You may wonder why hiring managers want to know your weaknesses?   

They ask this to assess if you are self-aware, honest and have an ability to recognise areas of development. They also want to see if you are willing to improve your weaknesses and have an attitude of continuous learning and growth.  

Here are some of the best weakness examples to give in an interview:  

“I focus too much on the finer details”  

Being focused on finer details is generally regarded as a strength by hiring managers, however, a way in which this can be a weakness is if you spend an excess amount of time on one detail and end up delaying others.  Displaying this perceived weakness indicates your ability to help the organisation prevent minor mistakes. 

Possible answer to “What do you consider to be your weaknesses?” 

 “A weakness of mine is that I occasionally become overly absorbed in the details of a project. To address this, I have been working on improving my time management by tracking how long I spend on specific tasks and reminding myself to keep an eye on the overall project. This approach helps me maintain high-quality work while also staying productive and assisting my team in meeting deadlines”

  

“I find it challenging to detach from a project”  

People who are perfectionists often make lots of last-minute changes to ensure perfection. The problem with this is the potential to negatively impact deadlines. However, it is important to share how you are making improvements on this and bettering yourself to let go of projects.  

Possible answer to “What do you consider to be your weaknesses?”  

“One of the weaknesses I have is that I occasionally struggle to let go of a project. As my own toughest critic, I always find aspects that could be improved or modified. To address this, I set strict deadlines for revisions and aim to limit last-minute changes”  

“I have trouble saying no”  

From a hiring manager’s perspective, someone willing and ready to help can be a real asset to a business and a team. However, this asset can become a weakness as there is a risk of delayed submission of work due to over-promising help to other people.   You need to show to the hiring manager that you are working on bettering your self-management skills by setting boundaries.   

Possible answer to “What do you consider to be your weaknesses?”  

“A weakness of mine is that I occasionally find it difficult to say no when others ask for help, leading to overcommitment. To manage this, I focus on prioritising my tasks to helps me track my workload, enabling me to prioritise effectively and gauge my availability to help the team when they ask“  

“I feel stressed when projects run beyond the deadline”  

While acknowledging that you’re aware perceived stress can be a weakness, employers also appreciate team members who prioritise meeting deadlines. Be sure to speak to the hiring manager about how you believe that timely submissions are crucial for maximising productivity across the team.  

Possible answer to “What do you consider to be your weaknesses?”  

“One of the weaknesses I deal with is the stress I feel when projects run past their deadline. Punctuality is a quality of mine I value, and I feel strongly about ensuring work is submitted on time. To help reduce the stress I feel, I have undertaken a course on mindfulness to help recognise my feelings. I find it important to take notice when I feel most stressed to determine the best time to build a habit of mindfulness to strategically address those moments and let them go without attaching to them” 

 

“I could use more experience in…”

Everyone has something they could improve in or develop their knowledge and experience in. Sharing with the hiring manager a desire to up-skill displays self-awareness, a growth mind-set and a drive to challenge yourself.  It is important to remember you do not mention something which is a necessary skill for the role you are interviewing for e.g. “I could use more experience on Microsoft Office” when the opportunity is reliant on Microsoft Office.  

Possible answer to “What do you consider to be your weaknesses?” 

“I’ve found that I could use more experience in data analysis. While I have a fundamental understanding of the basic analyses, I recognise the importance of diving deeper into detailed data sets and using specific analytic tools. To work on this, I aim to strengthen my analysis skills by reading more and listening to podcasts so I can contribute more effectively to data-driven decision-making processes”  

“I sometimes have trouble asking for help”  

Whilst you may want to solve all issues you come across, this sometimes can’t be done and can be considered a weakness. Learning when to ask for help means we open ourselves to new opportunities for growth and success. Be sure to explain how you are actively trying to get better if this is something you struggle with.  

Possible answer to “What do you consider to be your weaknesses?” 

“I find that because I am quite an independent person and enjoy finding the solution on my own, I sometimes struggle to ask for help when I do need it. I know that at any business there are going to be experts around me who have specific knowledge, and a skill set I can learn from. I have been working on this and have since been able to produce better work in a shorter amount of time from asking for assistance from people around me in the wider team”   

“It has been difficult for me to work with certain personalities” 

It is quite common for people to have trouble working with certain personality traits. Having good teamworking skills also translates to having a strong awareness of how you work with others and your ability to adjust your approach to better serve the business and your team.  If you use this line as an example of a weakness, be sure to explain the characteristics and personality traits you find it difficult to work with but be sure to give a clear reason why without being derogatory of past colleagues.  

 Possible answer to “What do you consider to be your weaknesses?” 

“Whilst I am a strong team player and I understand a range of personality types help strengthen a business, I tend to keep my ideas to myself around louder, more direct colleagues. In a bid to overcome this, I try to spend time with these colleagues who speak up freely and learn more about them and their communication styles. By doing this, I can better collaborate with these personality types so we can equally contribute with our strengths and skills.”   

“I sometimes struggle to keep a healthy work/life balance”  

Having a solid work/life balance is important when maintaining motivation within your job. Spending a lot of time at work shows a strong work ethic but can have an impact on time spent with family, friends and hobbies. If you chose to speak about this weakness, be sure to explain the different ways you have made a point of finding that balance and how you have seen your work improve as a result.  

Possible answer to “What do you consider to be your weaknesses?” 

“Because of the passion and ambition, I have for my career and my work, I sometimes find it difficult to set boundaries between my work and my personal life. I have seen a negative impact in the past on my focus at work when I ignore my personal needs. To overcome this, I implement small changes to my day such as putting my work phone on silent when with my family which has made such a positive difference. Putting more of a structured balance between work and leisure makes me more motivated and hence more productive at work.”  

“In the past, I have been uncomfortable with ambiguity”  

Many organisations look for staff who can follow detailed instructions. Whilst this is a strength, it is also important to thrive amid unclear tasks and mixed signals to realise the desired outcome. If this is a weakness, discuss the success you have found with following instructions but also discuss the strategies you are taking to find comfort with ambiguous tasks at work.  

Possible answer to “What do you consider to be your weaknesses?” 

“I prefer working with clear instructions, so I tend to be quite sceptical when approaching a more ambiguous project or goal. To improve this weakness, I have created a personal framework for times when I feel overwhelmed or confused by any task I am performing. This framework includes performing structured research and asking the experts around me for advice. By doing this, I have become more successful when working on ambiguous tasks or working on projects that have less defined goals”  

“I sometimes lack confidence”  

A lack of confidence is a common weakness that can cause inefficiencies within work. It is important to be confident to complete your job at an optimal level.  If you chose to present a lack of confidence, make sure to discuss the different steps you are taking to improve your level of confidence and how your actions have resulted in recent successes.   

Possible answer to “What do you consider to be your weaknesses?” 

“One of my greatest weaknesses is that I sometimes lack a level of confidence when working in a group. I often find that when I have great ideas, I find it difficult to share them with others. I have decided to take some of my personal time and take part in speaking and acting classes to learn how to separate myself from my shy self to my professional self.”  

• In conclusion, addressing your weaknesses in a job interview isn’t just about admitting flaws; it is about demonstrating self-awareness, honesty, and a commitment to personal growth. Hiring managers ask about weaknesses to gauge your ability to recognise areas for improvement and take proactive steps to develop them.   
• By framing your weaknesses in a constructive way—highlighting how you are actively working to overcome them—you show that you are capable of growth and are an asset to any team. Whether it’s time management, setting boundaries, or improving confidence, acknowledging and addressing these areas signals your readiness to contribute positively to the organisation while continuously evolving as a professional.  

The post How to answer the “weaknesses” question at Interview appeared first on Atkins Search.

Click here to receive your 2024 copy – https://forms.office.com/e/Q09HGhK9rW

Alternatively, please contact one of the below consultants to request a copy:

Laura Belcher – Consultancy in the East Midlands – laura@atkinssearch.co.uk

Josh Perez Bedford – Consultancy in the West Midlands – josh@atkinssearch.co.uk

Olivia Hartley – Consultancy in Yorkshire and North West – olivia@atkinssearch.co.uk

Jade Stevenson – Construction in the East and West Midlands – jade@atkinssearch.co.uk

Adam Shaw – Engineering across all locations – adam@atkinssearch.co.uk

The post Atkins Search Salary Bandings 2024! appeared first on Atkins Search.

Josh joined Atkins Search in January 2023, and is working within the Consultancy division as a Recruitment Consultant specialising in placing Construction professionals into reputable Consultancies across the East Midlands, West Midlands and South Yorkshire.

Josh has had a passion for all things football since a very young age and has played for local teams in Nottingham throughout his life, football is somewhere he enjoys being a part of a team and enjoys challenging himself in different environments.

We are very happy to have you onboard Josh and wish you a very successful career at Atkins Search!

The post Josh Joins Atkins Search appeared first on Atkins Search.

Olivia is one of our recruitment consultants, specialising in placing Construction professionals into highly reputable, market leading Consultancies across the Midlands and Yorkshire.

Olivia is a fantastic person to have in the team, she always has a smile on her face and her work ethic is inspirational. Have a read of what Olivia had to say about her first year with Atkins Search…

“I can’t believe I am sat reminiscing on the past 12 months, what a year it has been! I know they say time flies when you are having fun, but when you have a fantastic team and a business with an incomparable culture it’s hard to say otherwise.

Back in July 2021 when I joined Atkins Search, I knew I wanted to better myself both personally and professionally, and with the support and guidance I have received from the team I have managed to do just that. Every day became a learning day for myself, dealing with all types of people from different walks of life allowed me to develop my communication and consultative skills – which I also took outside of work! Within only a few months of joining Atkins Search I noticed a huge difference personally, as my confidence started to grow I was getting out and about meeting new candidates and clients; attending networking events and the faces becoming more familiar each time!

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Fast forward one year, I have come on leaps and bounds; I now specialise in placing Quantity Surveying & Cost Management professionals into Consultancies across the Midlands and Yorkshire. Over the last 12 months I have introduced new clients to the division, built long lasting relationships with both candidates and clients, as well as putting my hand up to support the opening of our brand new Birmingham office (keep your eyes peeled!!). Hard work is always recognised as a team – being rewarded with trips away to London, going to the races, the occasional visits to the local pub and many more to look forward to!

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Should anyone be interested in stepping into the world of recruitment, I couldn’t recommend joining Atkins Search enough – doing things the right way, treating people how you wish to be treated. You certainly will not regret it. As they say you’ll never work a day in your life if you truly enjoy what you do!”

Congratulations Olivia, you are a pleasure to work with and we are excited to continue your Atkins Search journey!

The post Olivia’s 1 Year Anniversary appeared first on Atkins Search.

Here at Atkins Search, we pride ourselves on being an equal opportunities employer and actively choose to challenge stereotypes and fight bias whenever they arise. We are proud that women make up OVER 70% of our workforce, soon to be 80%!

In the world of Construction Recruitment that we inhabit, there can be biases and statistics show that only 10% of workers in the construction industry are women. Our team are fantastic ambassadors for International Women’s Day and here’s what a few of the team had to say…

“I meet with exceptional women every week in our industry, from undergraduates through to accomplished Directors / Business Owners of successful construction businesses. I am truly inspired by both men and women who champion Women in Construction and hope to see the support continue as we strive for gender equality in our respected industries.” – Laura Belcher, Divisional Manager

“Working as a recruiter in a historically ‘male-dominated’ industry, it is promising to see an influx of women deciding to choose a career in construction. The attitude towards women in construction is rapidly changing, and whilst there is still a way, it gives me so much to joy to see so many women in the industry smashing it out of the park.” – Jade Stevenson, Senior Consultant

“I’m inspired every day to see women in the construction industry breaking barriers, testing limits and changing the norms we’ve all grown to know. The percentage of women in construction climbs higher every year, with more women being promoted into leadership roles and with that, are able to pave the way for others. It’s so exciting and inspiring to be a part of and great to see the drive for equality in this industry.” – Nicole Broughton, Recruitment Consultant

“Having worked in and been responsible for the management of a number of different business, my experience has always been to treat everyone the same, irrespective of gender, race or sexual orientation. I believe the term is being an “equal opportunities employer” but in my experience it’s about being respectful and supportive of people and acting how you would expect to be treated. Set the tone, get the culture right and challenge bias wherever you find it.” – Antony Rowe, Director

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#internationalwomensday #IWD #IWD2022 #womensday #breakthebias

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“My first few months at Atkins Search have been both exciting, challenging and unforgettable. I have been incredibly lucky to receive continuous support from all the whole Atkins Search team. Laura, my Divisional Manager, has devoted her time and effort to help me learn and progress every day to which I have been able to see a huge difference in my performance in such a small space of time.

Within the short amount of time I have been with business, I have developed so many new skills that has resulted in me making successful placements within my first 3 months of employment! Alongside this, I have been lucky enough to network with some great businesses and meet some incredible people; this has increased my knowledge within the industry, which will continue to better my future performance. Meeting candidates and clients has not only increased my skills but I truly believe it provides a much more personal service which results in a high success rate and this approach has developed my relationships both within work and also outside of work.

Not only have I been astounded by my progress, I have also been blown away by the culture within the Atkins Search office. The team have made me feel so welcome and I have settled in easily due to their continued support and kindness. Everyone supports everyone, through the highs and the lows! The ethics and transparency of the business shines through like no other business, which motivates the whole team – myself included!

I am thoroughly enjoying my time here at Atkins Search and I cannot wait to see what the future holds for both the business and myself. Exciting times ahead!”

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My three top tips to a successful start in any new job:

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1.       Ask lots of questions

No question is too big, too small or too silly! By asking questions, you increase your knowledge and ultimately better your performance.

2.       The art of conversation is listening

It does exactly what it says on the tin! By listening to people, you will more than likely get the answers before you ask the questions. Listening to people will give them time to open up, build trust in you and it shows you care.

3.       Accepting mistakes

Without a doubt, the world of recruitment is like a rollercoaster, you will have highs and you will have the lows. By accepting mistakes, you will only better yourself and by remembering the mistakes you made the first time round, it will help you progress in future.

The post Olivia’s 3 Month Anniversary at Atkins Search appeared first on Atkins Search.

Olivia joins us from Totally PLC, here she was responsible for recruiting Healthcare Professionals in the East Midlands.

Olivia will be working with Laura Belcher in the Consultancy sector, focused on recruiting high quality candidates for the Construction and Infrastructure disciplines.

Welcome to the team Liv, it’s great to have you on board.

The post Olivia Joins Atkins Search appeared first on Atkins Search.

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#buildingcareers

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