PPR Recruitment Sectors
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PPR: Staffing solutions for the construction industry
Industry experience & technical excellence
PPR are construction industry specialists. We connect Principle Contractors and Sub-contractors with qualified and skilled industry operatives. We work across the construction industry with a key focus on rail, airports, and mechanical & electrical engineering. We have supplied skilled staff for major infrastructure projects in London and the South East, and provide both clients and candidates with a comprehensive compliance and vetting process to ensure that we always deliver on quality.
If you’re looking for construction workers, civil engineers, or skilled driving and warehouse operatives, PPR can help. Alternatively, if you’re a construction worker or engineer looking for employment, we can connect you with the best companies and largest projects in the industry. We work across London and the South East, helping to increase employment throughout the region. From Essex to Kent and throughout Greater London, we have an extensive network of industry professionals. From our head offices near Uxbridge, West London, we provide a personalised service with a focus on customer care. Give us a call on 01895 80 81 88 or contact us online to find out how we can help you today.
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Our Core Values
At PPR, we are proud of the service we provide. We believe that by promoting excellence and upholding industry standards, we can help to create a better working environment and deliver better results. As such, our core values include: Integrity, Passion, Collaboration, Ambition, and Customer Focus.
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Collaboration
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Customer Focus
Work For Us
Working for PPR is an excellent way to progress your career. We offer both our clients and candidates temporary and fixed-term contract work, permanent positions, temporary to permanent placements, training opportunities, career advice, and a simple to use payroll facility. For employees working directly for PPR, you can expect: motivational incentives, career progression opportunities, a lively and positive working environment, a highly positive work place culture, and regular dress-down days. In 2018, we were included in the Recruiter Magazine ‘Fast 50’. This is a list of the fastest growing UK recruitment companies, across all disciplines, in the UK.
Industry Updates
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Internal recruitment: what is it and how can you introduce it to your business?
Laura Trowbridge |
13-05-2022
For many businesses, internal recruitment is rapidly becoming a popular alternative to the traditional external interview process. Companies are finding that, by investing more in their current staff, they are incentivising the workforce and increasing overall quality of output. However, if not handled properly, internal recruitment can completely backfire and lead to dissatisfied employees. So, what exactly is internal recruitment? And how can you implement it effectively? What is internal recruitment? Internal recruitment is when a business hires an existing employee to fill a job vacancy. This can take a number of forms, including: Promoting employees into positions of higher authority Transferring employees across teams Taking on apprentices or work experience candidates as full-time employees Retired employees returning for part-time or advisory work If done effectively, internal recruitment can be a great way of building a culture of progression and development at your company. What are the benefits of internal recruitment? Save the time, money, and effort of conducting an external interview process Boost company loyalty and employee engagement Avoid the risks of hiring someone you’ve never met Minimise onboarding time and reduce disruption to the company While internal recruitment can be an incredibly fruitful policy, we’d advise striking a balance between internal and external recruitment. This helps you to progress employees at your company without suffering from cultural stagnation. Read more on the advantages and disadvantages of internal recruitment here. How can I introduce internal recruitment at my company? The first step to implementing internal recruitment is to develop a cohesive and comprehensive internal recruitment policy. After that, it’s a matter of following these simple steps: Write a coherent job description Advertise the role internally Encourage the right employees to apply Screen the candidates Conduct a balanced, unbiased interview process Provide all candidates with constructive feedback We’ll be breaking down each of these steps in more detail below, but this is the basic structure that any successful recruitment process, internal or external, needs to follow. How to develop an internal recruitment policy You may think the process sounds simple enough. However, drawing up a concrete policy before the process begins will ensure that it’s delivered as efficiently as possible. A successful internal recruitment policy will include: Deciding exactly who will be involved in the crucial decision-making processes Establishing clear regulations for anyone who is overseeing the process Placing limitations on team leaders to prevent them from holding back employee progression, or unnecessarily poaching employees from other teams Deciding the specific tasks and questions for the interview process Writing the job description In any recruitment process, transparency is key. That transparency starts with a clear and comprehensive job description. Make it absolutely clear what the job is, what the duties are, and what the benefits of the job are. Work together with your recruitment team to decide the person specification. The more effectively you communicate the type of candidate you want, the more likely you are to get an optimal pool of internal candidates. How to advertise a job internally To make employees aware of a new opening, you can utilise the following tools: Online message boards Email Internal social media platforms However, you may want to consider how widely you advertise the opening. Sometimes, it can be good practice for team leaders to approach specific employees who they think would be suited to the role. By advertising to everyone, you risk unsuitable employees applying and becoming disheartened and disillusioned with the company when they don’t get the role. Whichever option you choose, make sure that employees know who to contact if they are interested in applying. Screen the candidates Even though you may know the candidates already, it’s important to still carry out a screening process to ensure that they are the right person for the role. Talk to their line managers about their performance and consult any files that could indicate key performance factors. For example, they could have a history of lateness, or they may have had conflicts with other employees. Conduct a fair interview process If you’re not careful, an internal interview process can be governed by bias. Even if it's unconscious, bias towards certain candidates can lead to unrest amongst the workforce. Bias can occur if: The candidate is a member of the interviewer’s team The interviewer and interviewee are friends outside of work The candidate has a very different personality, political stance, or age from the interviewer Therefore, it’s important to involve a range of people in an internal interview process. Some companies even bring in external recruitment experts to guarantee total impartiality. These people can give a fully professional opinion, as they will have no conscious or unconscious emotional ties to the candidates. Provide all candidates with constructive feedback One of the biggest dangers of internal recruitment is that an unsuccessful internal candidate could become disheartened and apply to jobs elsewhere. To ease their disappointment, we’d strongly recommend providing all candidates with constructive feedback after the recruitment process has concluded. Make them aware of their worth to the company and how they can further develop their career in other ways. You could point them towards relevant training courses, or maybe suggest another role opening to which you think they’d be better suited. Pay rises are also a popular method of incentivising employees to stay at a company. A recruitment agency to find your next role or candidate in construction, engineering and rail and more | Welcome to PPR Recruitment If you’re looking for your next profession, whether it’s temporary, fixed-term, or a permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. Give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information on the benefits of internal recruitment. For anything else, contact us online or send an email to info@ppronline.co.uk.
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How do I know if engineering is right for me?
Laura Trowbridge |
28-04-2022
The average salary for an engineer in the UK is £48,000 per annum. However, some engineers see their salaries escalate as high as £150,000. Without a doubt, it’s an incredibly lucrative industry to get into. With engineers needed in sectors like rail, construction and air travel, it’s a job market that is never dwindling. So, what sort of person do you have to be in order to be a successful engineer? Engineers like to solve problems This is one of the most essential characteristics of an engineer. Candidates will be expected to solve short-term problems on a day-to-day basis. They will also often be entrusted with long-term projects, such as inventing new systems for improving ways of working. Engineers need to have an interest in maths or science A background in STEM will greatly benefit any aspiring engineer. In fact, a lot of engineering roles will require candidates to have a degree in a relevant field. A certain level of technical knowledge of maths and physics is required in order to understand the specifications of the job. Furthermore, genuine enthusiasm for science will certainly help an engineer to go a long way. You enjoy learning and innovating The engineering world is always pushing into new territory. It’s an incredibly productive and competitive environment, with engineers always striving to drive the latest developments in technology. If you’re seeking a career centred around growth and improvement, then engineering might be the path for you. You enjoy working with computers A majority of the work in an engineering role will involve using fairly complex computer software. As such, it’s important that any engineer is savvy with technology and has a fairly practical and functional way of thinking. Engineers need excellent communication skills Communication is key in a majority of jobs. However, in engineering, a sector that is underpinned by precision, the level of communication must be on a higher level. You will often have to relay vital information to your team. Sometimes, the information you’ll be passing on could have wider safety implications. For example, in the construction industry, miscommunication could lead to a building site becoming unsafe for workers. Related blogs: The skills you must have as a mechanical engineer What type of jobs are in engineering? What are the 7 sectors of engineering? An engineering recruitment agency to find your next role or candidate | Welcome to PPR Recruitment If you’re looking for your next profession, whether it’s temporary, fixed-term, or a permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. Give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information on the benefits of internal recruitment. For anything else, contact us online or send an email to info@ppronline.co.uk.
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How to get a job in construction and what to expect
Laura Trowbridge |
27-04-2022
There has never been a better time to join the construction industry. As the demand for infrastructure and housing grows exponentially, it’s estimated that the Built Environment will have to recruit 217,000 new workers just to keep up. It’s a sector that is always growing, with new opportunities for development arising all the time. But how do you get your foot in the door, and what is it like when you finally walk through it? We’ll be breaking down some of the different avenues into construction. Then, we’ll discuss the type of work you can expect to face on a daily basis. What are the routes into construction? One of the great things about construction is that it’s accessible to all age groups and skill levels. You can join the industry immediately as a school leaver, or you can apply for a role much later in your career. Some of the common entrance points are: Learn-on-the-job entry-level roles – A lot of onsite construction roles adopt an onsite training approach Apprenticeships – This is particularly common for labour-based roles like bricklaying, tiling and site maintenance assistance Higher Apprenticeships – This is the equivalent of the first year of a degree course Undergoing either of these apprenticeship options can really help your CV to stand out. A majority of entry-level construction roles do not require a degree. However, there are also a number of graduate schemes that are in place to help university graduates get into the sector. What skills do I need to work in construction? A lot of the skills required for a construction role are transferable across multiple sectors: Verbal communication Problem solving Time management Team working People skills Physical skills, such as good dexterity and hand-eye coordination Leadership Decision making Attention to detail Construction is an industry that relies on everything being completed on time, on budget and to a high standard. For onsite work, which often takes place outdoors in all varieties of weather, many construction companies will be looking to recruit people with a positive attitude. Being able to contribute to an optimistic and productive team morale will be one of the greatest skills you can bring to a construction site. What type of roles are there in construction? Common manual labouring or onsite roles include titles such as: Bricklayer Tiler Site Maintenance Assistant General Labourer Site Surveyor These roles could appear in various sub-sections of construction. While hundreds of thousands of new houses are being built every year, there are still plenty of roles within commercial construction. Projects like new offices, research facilities and sports venues are still being undertaken all the time. Furthermore, there is always a need for valuable infrastructure such as roads, bridges and airport runways. Construction, however, does not start and end with manual labour. There is a whole range of office-based roles within the sector as well. Areas that are always necessary include: Planning and organisation Market research HR Future planning Of course, the construction industry also needs talented architects and engineers in order to envision and execute their projects. These roles are much more likely to require a degree or maybe even postgraduate qualifications. As you can see, the construction industry is open to candidates with all levels of experience and knowledge. However, whichever roles you end up applying for, be sure to check the essential requirements listed in the job specification. What should I expect from the construction industry? The construction industry is always throwing up new challenges and new opportunities to learn. It’s very rare, in any role, that you do exactly the same thing two days in a row. But what else can you expect when you join the UK’s construction sector? Early starts – Particularly in onsite roles, many working days also start as early as 5am to ensure the day is as productive as possible. In areas like motorway construction, it’s often the case that construction crews work through the night to minimise disruption. Working on your feet – No matter which area of construction you enter, it’s likely that you’ll regularly have to visit construction sites and engage with the project in a very hands-on way. Positive atmospheres – Many onsite construction workers are cheery people with big personalities, who love being outdoors and working as a team. Meanwhile, office workers are dedicated to making each day as productive and beneficial as possible. Without a doubt, construction is certainly an industry for people who like to get things done. There are so many different types of roles out there, and the industry is always looking to advance and modernise. If you’re looking for a career of regular challenges and continuous improvement, then construction could be the sector for you. Related blogs: How has COVID affected the construction skills shortage? What type of jobs are in engineering? What are the best paid construction jobs in the UK? A construction recruitment agency to find your next role or candidate | Welcome to PPR Recruitment If you’re looking for your next profession, whether it’s temporary, fixed-term, or a permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. Give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information on the benefits of internal recruitment. For anything else, contact us online or send an email to info@ppronline.co.uk.
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What are the best paid construction jobs in the UK?
Laura Trowbridge |
02-03-2022
The UK’s construction industry has had a difficult couple of years. But despite the challenges of COVID-19 and Brexit, the construction industry is still one of the highest paying sectors in the UK. In fact, the average salary within construction is £45,774 per annum. That’s 15% higher than the average full-time UK salary. So, which are the highest paying construction roles? We’ve listed 5 of them below. Commercial manager Average salary: £60-75k a year This role entails undertaking the financial management of construction projects. It’s their job to reduce the enterprise’s financial risk, and increase their financial opportunities. They will also be expected to manage subordinates, and ensure that all stakeholders fulfil their contractual obligations. To perform well in this role, you need an inside-out knowledge of the construction industry, as well as exceptional communication and project management skills. Construction/project manager Average salary: £50-75k The construction manager oversees all the purely construction-based activities happening on a project. It is their responsibility that the project is completed on time, on budget, and in a way that protects the safety of all staff. They will also be tasked with managing the team of site workers and sub-contractors. This is an ideal role for someone with many years in the construction sector. Design manager Average salary: £62-70k Some of the most creative people in the construction sector, Design Managers are also among the best paid. It is their responsibility to oversee all design aspects of a construction project, from start to finish. They will work directly with architects and engineers to create quality designs. They will also manage the team of designers, and work with them to create important documents on design matters. The successful candidate for such a role will have extensive knowledge of architectural design as well as excellent management skills. Site manager Average salary: £50k The site manager oversees all on-site activity. They are responsible for the day-to-day success of the project on site. They are also responsible for the management and health and safety of all on-site workers. They must also ensure that all on-site work is done to a high standard with minimal error. This is a role ideal for someone who has worked in on-site construction for some time and is looking to take the next step up. Site engineer Average salary: £40k+ Site engineers work with the project hierarchy to develop the design, and instruct the site workers on the delivery of the scheme. They also supervise subcontractors, ensuring all work is carried out in accordance with the engineering instructions. They are also responsible for facilitating vital on-site components like fencing, safety barriers and drainage. This role would be suitable for someone with a background in both construction and engineering. Related blogs: Why we can find the top operatives and engineers for you How has COVID affected the construction skills shortage? What type of jobs are in engineering? A construction recruitment agency to find your next role or candidate | Welcome to PPR Recruitment If you’re looking for your next profession, whether it’s temporary, fixed-term, or a permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. Give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information on the benefits of internal recruitment. For anything else, contact us online or send an email to info@ppronline.co.uk.
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What is the best practice for internal recruitment in construction?
Laura Trowbridge |
28-02-2022
The construction sector has had an above-average staff turnover rate for some time now. We estimate that the annual staff turnover for the UK construction industry is 21.4%. For employees 24 or younger, this figure reaches as high as 64%. Possible causes for this include lack of staff safety on site, and limited opportunities for career development. This is where we can help. Too many construction companies do not have a sufficient internal recruitment process in place. So, what does a good internal recruitment process look like? We’ll be breaking down each stage of the recruitment process, and discussing how construction businesses can encourage their employees to stay and develop their careers. What is internal recruitment? Internal recruitment is the act of promoting an existing employee into a vacant role. Common types of internal recruitment in the construction industry include: Internal promotions Transferring employees across teams Taking on apprentices as full-time employees Retired employees returning for part-time work Read more on the different types of internal recruitment here. There are many advantages to internal recruitment, which has made it very popular in the construction industry. But how can construction companies hone the process and use it to their full advantage? Develop an internal recruitment policy This is the crucial first step. Having the policy fully in place before the process begins will ensure that it’s delivered as efficiently as possible. Drawing up a successful internal recruitment policy will include: Deciding exactly which parties will be involved in the decision making process Establishing clear guidelines for the person overseeing the process Placing certain limitations on team managers, preventing them from holding their employees back from applying Deciding the specifics of the interview process Write the job description When it comes to writing an internal job description, it’s vitally important that you’re as transparent as possible. Make it absolutely clear what the job is, what the duties are, and what the benefits of the job are. Work together with your recruitment team to decide the person specification. If you can effectively communicate the type of candidate you want, you’re more likely to get an optimal pool of internal candidates. Advertise the job internally In every industry, internal vacancies can be advertised through: Online message boards Email Internal social media platforms However, in the construction industry, where little of the job is done online, it makes sense to advertise the opening on physical noticeboards as well. Make sure your team leaders inform employees of the opening. Above all, ensure that employees know who to contact if they are interested in applying. Encourage employees to apply A big reason for the construction industry’s high staff turnover is that employees feel undervalued. An internal recruitment process is a great opportunity to recognise the talents of your workforce. Empower your team leaders to identify team members who they think would be good for the role. Encourage them to apply, and offer them as much support as possible through the application process. Screen the candidates Even though you may know the candidates already, it’s important to still carry out a screening process. Talk to their line managers about their performance. Your business may also keep files that could indicate key performance factors. Do they have a history of lateness? Or a track record of mistakes on site? Remember, hiring underqualified people into senior construction roles could become a safety risk for your other employees. Conduct a fair and comprehensive interview process When recruiting internally, there is a danger that the interview process could be waylaid by bias. For example, if one of the candidates is a member of the interviewer’s team, they will have an unfair advantage. Even if the interviewer believes themselves to be fair, they may hold an unconscious bias. Therefore, it’s important to involve a range of people in an internal interview process. Make sure that you’re equally transparent with all candidates on the stages of the interview process. To guarantee impartiality, some companies even bring in external recruitment experts to help oversee the interview process. These people will have no emotional ties to any of the candidates, so can give a fully professional opinion. Provide all candidates with constructive feedback If you’re not careful, rejecting an internal candidate could provoke them to apply to jobs elsewhere. To ease their disappointment, we’d strongly recommend providing all candidates with constructive feedback after the recruitment process has concluded. For unsuccessful candidates, you can even suggest additional training courses or qualifications they may wish to undertake. The important thing is that they feel valued, and that you support their career development. In a construction project, there are so many employees, it can be easy for workers to feel undervalued or unimportant. Your job as an employer is to remind them that every part of the team is important. Whether they’re tradespeople, machine operatives, or general labourers, your internal recruitment process needs to put the feelings and skillsets of your staff first. A construction recruitment agency to find your next role or candidate | Welcome to PPR Recruitment If you’re looking for your next profession, whether it’s temporary, fixed-term, or a permanent position, or if you require skilled, experienced, and reliable operatives, PPR Recruitment is your one-stop solution. Give one of our knowledgeable and friendly recruitment experts a call on 01895 80 81 88 for further information on the benefits of internal recruitment. For anything else, contact us online or send an email to info@ppronline.co.uk.
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What qualifications do you need to be a recruiter and is recruiting a good career choice?
Laura Trowbridge |
21-02-2022
If you’re a great listener and an expert communicator, then recruitment could be the career for you. Becoming a recruiter is a fantastic opportunity to make a real positive impact on people’s lives. What’s more, it’s one of the most accessible career paths there is. There are no qualifications that are absolutely essential to become a recruiter. A bachelor’s degree would help you to stand out. However, the right attitude, skillset and breadth of experience are the key attributes needed to succeed. What are the responsibilities of a recruiter? Some of the cornerstone responsibilities of a recruitment consultant are: Helping candidates to improve their CVs Guiding candidates through interview processes Posting job ads onto online bulletin boards Assisting with the negotiation of salaries Calling other companies to acquire new business Liaising between the candidate and the company they are applying to The skill that unites every one of these tasks is excellent communication. A recruiter will be dealing directly with a variety of people from a variety of sectors. As such, a good recruiter will be able to empathise with a massive range of personalities and styles of working. Do I need a degree to be a recruiter? To develop the communication and people skills necessary to be a recruiter, it would be beneficial to earn a bachelor’s degree. This could be in a subject like human resources, business studies, psychology, sociology etc. This can be obtained at any university institution, including online universities over an extended period. However, getting a degree isn’t essential. The most important thing is that you gain valuable experience communicating with people. As with any career, demonstrating enthusiasm will also be a major factor. With or without a degree, it’s always worth investing time in extra courses or workshops on recruitment. What experience do I need to be a recruiter? A background in sales or account management would go a long way towards securing a career in recruitment. Furthermore, a deep knowledge of the sectors you’re recruiting for is also hugely important. At PPR, for example. our recruiters are experts in the construction, industrial, airport, rail, telecoms, mechanical and electrical sectors. The key is to accumulate as much experience as possible talking to other people. Whether that’s in an office environment or the hospitality sector, all communication experience will contribute towards a successful career in recruitment. What are the benefits of being a recruitment consultant? Being a recruiter comes with countless benefits. Whatever type of person you are, a career in recruitment can open up a realm of opportunities for you to develop your unique skillset. Let’s take a look at some of the biggest benefits… High earning potential Recruitment is one of the top ways to earn a competitive salary for university graduates. From competitive starter salaries, there’s plenty of capacity for income to increase further as your career progresses. Many recruitment agencies also offer commission to their recruiters, which can result in large bonuses. Recruitment suits a range of personalities It’s not necessarily true that you need to be a huge extrovert to be an effective recruitment consultant. Of course, it helps if you are outgoing and happy to contact a large quantity of people. However, being able to listen is an equally valuable skill. If you can fully understand and empathise with the needs of a candidate, then this will be your biggest asset towards securing the best positions for your customers. In this sense, even the most introverted people can make for an exceptional recruitment agent. Recruiters meet lots of people Combining your candidates with your clients, being a recruiter requires you to build a vast social network. You’ll quickly find your address book filling with all sorts of incredible people. Many will see you as a go-to person for useful contacts and information. If you’re a particularly sociable person, recruitment could be a career that you thrive in. Great opportunities for career progression Recruitment is not a stagnant career. There’s a clear path of progression for junior to senior level. It’s a career where your efforts can be easily measured. As such, your successes will be noticed, and it may not be too long before they are rewarded with a promotion. Make a positive impact on people’s lives Perhaps the most rewarding aspect of recruitment is helping people to find the job that’s right for them. As you get to know your candidates, you’ll feel a deep investment in their career journey. When you help them to secure a job offer, you’ll have helped to actively improve their life. A technical recruitment agency to find your next role or candidate | Welcome to PPR Recruitment PPR have helped thousands of talented candidates to find their ideal role in technical industries. Whether it’s permanent, temporary or fixed-term, our expert team of recruiters are here to offer a recruitment solution for your business. If you’re interested in becoming a recruitment consultant, visit our vacancies section. For further information, contact us online or send an email to info@ppronline.co.uk.
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