Role: Regional Environment and Sustainability Roles
Industry: Infrastructure
Employee count: 3,500+ FTE

Setting the scene:

Our long-standing client, a leading UK construction organisation, faced a significant recruitment challenge. With the recent promotion of their Regional Environment and Sustainability Manager to the UK Head of Environment Manager, there was an immediate need to fill his previous role based in Scotland.

However, that was just the first hurdle. Additionally, four other key regional/project-based positions needed to be filled across the UK, including the South West, London & Southeast, Midlands, and Yorkshire areas.

Having worked with us previously on health and safety roles, our client felt confident about reaching out to us for our proven expertise in hiring niche regional roles.

The challenge.

While each of the five roles presented its nuances, the primary challenge was recruiting for the three regional roles in the South West, London & Southeast and Midlands.

Each position required candidates who were autonomous and capable of working independently in their respective regional areas. Additionally, for some of the roles, the initial salary was below what we’d expect for Regional Environment and Sustainability Advisors, especially with market intelligence indicating the need to increase the salary by 10% to attract the right talent.

The approach.

London & Southeast:

We shortlisted candidates with degrees and operational experience, focusing on those with ambition and relevant industry affiliation. Though the successful candidate did not meet all criteria (degree education), their IEMA membership, direct industry experience and on-site work proved invaluable.

Midlands:

Our resourcing team reached out to the passive market and connected with a candidate who had direct industry experience having worked part-time for a competitor. The candidate ticked all other boxes; however, despite initial rounds, the role could not initially be offered part-time. Not wanting to let the candidate go, the role was then flexed creatively to accommodate a four-day week. The client has recently expressed they made the right decision and hired the best person for the role.

Southwest:

A strong candidate faced retention efforts from her current employer, who offered a substantial counter-offer (as is the trend in this marketplace). Through strategic management and highlighting senior leadership opportunities and female leadership initiatives, the candidate felt confident in her decision not to accept the counter-offer and accept the new role.

The result.

All five positions were successfully filled within six weeks of entering the market.

All placed candidates have been in their roles for over a year, indicating high retention and job satisfaction. Through strategic adjustments, thorough market engagement, and collaborative client interaction, we were able to meet and exceed the recruitment needs of our client in a timely and effective manner.