Often attracting the best talent can be one of the hardest tasks for any business, but particularly those in construction who are also faced with the added shortage of suitable candidates with the correct skill sets in the first place.
To attract the best people, it is key to get the right consultancy working on your behalf and representing you in the manner that you want them to. This means it is essential to brief the agencies correctly with all the relevant information to enable them to make your company stand out from your competitors.
We have the knowledge and network to often get the right people but retaining these people well is sometimes overlooked. Staff retention is a massive factor for all clients wanting to enhance their success within their industry. Often staff turnover is a major decisive factor for any top candidates in the Construction Industry looking to join an employer.  
The following are points that all employers should consider implementing to assist in staff retention.

• Choose the right people for the job and clearly define your goals - Choosing the right people is vital. Clearly vetting individuals is key to getting the right people on board as well and is crucial for attracting the right person to enhance existing teams. Set clear and definite job descriptions and individual work profiles so you know the person fit before you commence the search. Good employees appreciate a boss who develops clear, thoughtful and well-defined goals and knows how individual staff members will be best able to accomplish the tasks they lay out. 
• Give employees what they need - Make sure that every one of your employees has all the tools, training, and support they need.
• Communicate well and often - One of the most important parts of a good manager’s job is communicating effectively. Creating a culture of communication in which managers and employees share common goals and work together to meet them can really assist in nurturing healthy work environment but more importantly if people feel like they’re being informed and involved in open, regular discussion then often this will assist in making them feel valued and ultimately in retaining them. Training sessions and regular meetings can all be used to present your goals to your employees. Make sure to ask questions, and if they are confused, redesign the way the information reaches them.
• Coach & give feedback - Feedback is another great motivator. Don’t wait for the annual appraisals; instead, offer feedback as often as possible. Positive feedback should be given right away, to encourage more of the same performance. Negative feedback should also be given ASAP so that workers have the opportunity to reflect and correct. If you can, schedule weekly or monthly meetings with individual employees, to provide an opportunity to discuss ongoing projects and issues. These meetings don’t have to take a lot of time, and they can build strong working relationships. And don’t forget to say “Thank you!” for a job well done. It’s a powerful motivator and should be done often–in person if possible. Surveys have proven, praise from immediate supervisors and attention from company leaders were found to be just as important or more important than financial rewards.
• Build loyalty - Building a loyalty inducing culture which supports, develops and appropriately challenges your highly talented people, allowing them to innovate and grow.
• Reward well - As difficult as it is to pay competitive salaries when budgets are tight, calculate the cost to replace employees. It can cost as much as 30 percent to 50 percent of an entry-level employee's annual salary just to replace him. Employees often find they can enjoy between a 10 to 20 percent salary increase by simply moving from one company to the next so make sure you’re paying the market rate.
• Become more flexible - Flexible working conditions are becoming ever increasingly appealing to more employees with the increasing demands of family life. If you expect your best employee to answer his phone when a client calls at seven o'clock on a Friday night, you should also understand when that employee comes in late one morning or needs to take off early.
• Offer benefits and unique perks - Larger companies often offer benefits that smaller businesses struggle to match but can offer things that might equally appeal such as the ability to work from home, the opportunity to purchase extra holidays, duvet days as well as performance bonuses. Another way businesses can remain competitive is through offering perks they can't get elsewhere. Some construction clients have become savvy to offering free meals, but you can increase retention by coming up with creative perks. Get free VIP tickets to special events.