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The Construction Enquirer reported that the Confederation of British Industry is calling on Theresa May to drop post Brexit immigration targets or risk construction sites grinding to a halt. The CBI wants an “honest and open debate” about a new migration system which doesn’t wrap workers up in red tape over non EU visa rules. How could this affect your future projects? Its report Open and Controlled calls for “shifting away from controlling numbers to assessing contribution and by investing in local public services where demand has been increased by migration.” The CBI also wants to “replace free movement with an open and controlled immigration system for EU workers.” Josh Hardie, CBI Deputy Director-General, said: “The needs are more complex than only ensuring that the UK can attract the ‘brightest and best’. “Housebuilding needs architects for design, labourers to dig foundations and electricians to help finish the job.” The report highlights how overseas workers fill roles across the full range of skill levels within the construction industry – from general labourers (40%), to technical and vocational skilled tradespeople like carpenters (11%), plant and machine operatives (7%) and bricklayers (8%), through to graduate level roles including architects (16%) and civil engineers. It added: “As migrants progress within the industry many move into management positions, with almost 5% now being directors, managers or supervisors. “Workers within the construction industry at all skill levels are often independent contractors or self-employed. “The new migration system must enable European workers to move swiftly and easily between working on different projects, often for different clients. “Replicating a sponsorship model linked to an individual employer, or having to carry out a new resident labour market test each time a worker from the EU moves to work on a new project, will not meet the needs of the construction industry.” Suzannah Nichol, Chief Executive of Build UK, said: “UK construction must have access to skilled people to create the infrastructure and homes that build communities. “The industry has committed to recruit, train and retain home-grown talent but a clear and sustainable migration approach that focuses on key occupations is urgently needed so we can bridge the gap.” Andy Marr, Construction Key Account Manager, shares his thoughts on this with you; “The National Infrastructure and Construction Pipeline report, published in December 2017, estimates there will be around £600bn of public and private investment in infrastructure over the next decade. To deliver this will require a large and capable workforce which needs to be transient and able to move from project to project as required. A sensible approach to having these skills readily available could be the difference between world-class projects being delivered on time, massively delayed or postponed ”

A recent article by The Telegraph has discussed how businesses are being urged to take more notice of older staff as a growing number of EU jobseekers steer clear of UK-based roles in the wake of Brexit. Millions of over-50s feel unsupported by their employer despite rising living costs and insufficient pension savings meaning they plan to retire later than once hoped, research shows. Have you been thinking ahead for your future recruitment plans, how could this affect your business? The study, conducted by Aviva, found over 6m over-50s currently in work planned to retire later than they thought they would a decade ago, but more than two-fifths felt that their career ambitions were not being taken ­seriously. In comparison, just 25pc of those aged between 25 and 35 said they felt the same way. “Employers risk creating a disheartened and discouraged over-50s workforce,” the insurer said. “With a third of the UK workforce set to be aged 50-plus by 2020, businesses are being urged to increase their commitment to older employees.” The findings coincide with a report from the CIPD, which found that employers faced a “supply shock” of staff as significantly fewer EU nationals came to Britain looking for work. According to its latest quarterly report, just 7,000 EU-born workers came to the UK between the first quarter of 2017 and 2018 compared to 148,000 the year before, representing a fall of 95pc. “There has been a significant slowdown in the number of EU nationals coming to work in the UK over the past year. This is feeding into increasing recruitment and retention challenges, particularly for employers in sectors that have historically relied on non-UK labour to fill roles,” said Gerwyn Davies, a CIPD analyst. The research, based on responses from over 2,000 employers, said 40pc of those surveyed were finding it more difficult to fill vacancies compared to a year ago due to a combination of fewer and less suitable candidates. The Government is already fighting to close the country’s widening skills gap by urging firms to fill jobs with more older workers and tackle ageism. Co-op, Boots, Barclays and Aviva are among the businesses which last year promised to increase the number of over-50s they employed by 12pc before 2022. However, Aviva’s research suggests progress has been slow in terms of the support UK companies are offering the older generation. The ability to work flexitime has only increased by 2pc since 2012, for example. “Our findings suggest that older employees have a lot to offer at work, despite the challenges they face around workplace support. To make the most of this, employers need to provide rounded support for this generation where their well-being and work-related needs are considered alongside the financial challenge of saving for retirement,” said Lindsey Rix, Aviva’s savings and retirement director. Richard Borland, Thorn Baker Industrial Recruitment Branch Manager commented; ''Having been in recruitment for the last 25 years I’ve seen many trends come and go, yes the influx of EU migrates over the last 15 years has helped us fill the needs of our clients with both temporary and permanent staff. When it comes to candidates I have always been a firm believer that the mature person is more likely to turn up with the correct attitude to work and do a good job for you on a daily basis, mainly down to the fact that they have responsibilities like mortgages and pensions. When you find these candidates most are happy to re-train and if you can offer what they are looking for in terms of hours and pay you’ll be on to a winner. I’ve placed many over 50’s on temporary contracts over the years with many going on to become long-term and permanent.''

The latest REC/Markit Report on Jobs showed that permanent placement growth had softened to a nine-month low, while temp billings increased at a faster pace. In addition, it highlights that staff vacancies expanded at the quickest rate since last November, there was a decline in candidate availability but there was a rise in permanent staff appointments. Have your recruitment needs been affected by the candidate shortage? Permanent placements continued to rise sharply in July, though the rate of expansion was the softest recorded since last October. Temp billings also increased strongly, with the rate of growth picking up from June’s recent low. ...as supply of candidates continues to drop markedly Recruitment agencies indicated that candidate shortages weighed on permanent staff appointments. Notably, the supply of both permanent and temporary candidates fell sharply in July, despite rates of decline easing to the weakest in three months in both cases. ​Staff vacancies rise at quicker pace... Demand for staff strengthened further in July, with overall job vacancies expanding at the quickest rate for eight months. Growth was led by the private sector, with demand for both permanent and temporary workers continuing to rise at rates that comfortably outstripped those seen in the public sector. ...maintaining upward pressure on pay Low candidate availability and robust demand for staff led to a further steep increase in salaries awarded to permanent starters. At the same time, temp pay rates rose at a marked and accelerated rate that was close to April’s two-year record. Regional variation Permanent placements rose at faster rates in the Midlands and the South of England, but growth softened in the North of England. In contrast, permanent staff appointments fell slightly in London. Growth of temp billings was broad-based across the four monitored English regions during July, with the sharpest rate of increase seen in the North of England. Sector variation July data indicated that demand for staff continued to increase at a considerably stronger pace in the private sector than in the public sector. The strongest increase in staff vacancies was seen for permanent private sector workers, while the weakest rise was signalled for public sector permanent roles. IT & Computing was the most in-demand category for permanent staff in July. Nonetheless, steep increases in vacancies were also registered in the remaining nine job categories. The slowest rise in demand was reported for Retail workers. Temporary staff vacancies rose across all of the ten monitored job categories in July, with the sharpest increases seen across Blue Collar and Nursing/Medical/Care. The slowest, but still marked, rise in short-term roles was signalled for Executive/Professional. Sophie Wingfield, REC Head of Policy says: “The rise in interest rates for only the second time in a decade may leave some people feeling the pinch. But a new job is one way people can ease the burden on their finances. With our data showing starting salaries continuing to rise, the latest official government figures suggest that we are finally seeing the effects of a tighter labour market feed through to pay. “Following a period of turbulence and big name closures, the World Cup and heatwave had retailers enjoying a ‘summer bounce’ and basking in the sun with demand for temporary staff on the up with many businesses positively revising their hiring plans. Right now students on their summer break can make the most of these opportunities and cash-in while gaining valuable experience and new skills.” Paul Jackman, Thorn Baker Group CEO comments: “There’s nothing in this report that would come as a surprise to any forward-thinking business who are recruiting, it’s a basic supply and demand issue that’s exacerbated by the rate of change in some of the more advanced industries. If clients want to grow in the near future they’ve got a battle on two fronts. Firstly, retain your good people – and that’s not just about remuneration, they’ll need to be engaged, developed and treated well, with sufficient opportunities for progression; if you can’t retain them you’ll do well to maintain headcount. Secondly, when looking to expand your workforce you need to be able to communicate a compelling reason why someone should join you and be able to back it up with a substance that goes beyond even the most powerful brand. Our client’s benefit from what we call recruitment ‘Know-how’ – our ability to effectively give employers access to the type of individuals that will give them a competitive advantage if you’d like to speak to your local team you can reach them through their new websites: Thorn Baker Construction, Thorn Baker Industrial Recruitment and Thorn Baker Estates, Facilities & Maintenance.”

The Dragon Boat Challenge took place on Sunday 5th August 2018 and the Thorn Boaters were among the 50 crews battling it out over the 200m race course on the River Trent at the Victoria Embankment watched by thousands of spectators. Dragon boat racing is an ancient Chinese tradition and the fastest growing water activity in Britain today – as well as the most fun! We had 10 people paddling our 30’ boat with a drummer (Samie) at the front beating time and our helm at the tail steering a straight course. The day is always a popular event for our staff and this year was no exception, with lots of food (Aqsa our IT Systems manager has the best chicken recipe!) lots of sunshine and team building we might not have won but we definitely all had a fantastic day! Managing the day Gable Events joined with Rainbows Hospice for Children and Young People for the 10th dragon boat challenge to be staged as part of the Nottingham Riverside Festival, this year we helped to raise over £11,000 which is amazing. Rainbows Hospice for Children and Young People Rainbows is the only hospice in the East Midlands that provides vital care and support to children with life-limiting illnesses from across the region. They also look after the wider families – mums and dads, brothers, sisters and grandparents – because life-shortening illnesses affect everyone. The money raised will help allow these families to make the most of the time they have together, making precious happy memories they can treasure forever. Tom Stanyard, Corporate Partnership Fundraiser at Rainbows said; “The Dragon Boat Challenge is an amazing event. With up to 50 companies competing for a number of prizes the day has a great atmosphere. More amazing than the event however is what Rainbows is able to do with the fundraising support we receive from the crews taking part. With only a small amount of guaranteed funding, your support at events like this makes it possible for us to help and care for those families who need it most.”​

A report from the House of Lords’ recently has said that a radical overhaul of the construction sector is needed or the UK will struggle to meet its housing and infrastructure needs. With many of you working within the Housing sector do you agree with this? An FM World article this week reports that the construction sector as it currently operates cannot meet the UK’s need for housing and may struggle to meet the need for infrastructure. And given that the UK already lags behind other countries in construction productivity, and is facing a labour shortage, the government and the construction sector must urgently find solutions. Are you facing these problems within your own business? In Off-site Manufacture for Construction: Building for Change, the House of Lords Science and Technology Committee says that off-site manufacture (OSM) can help to increase productivity in the construction sector while reducing labour demands, improving the quality and efficiency of buildings, and reducing the environmental impacts associated with traditional construction. However, take-up of OSM is varied and somewhat limited across the sector because it is working with “outdated and unsustainable business models that are not conducive to OSM for construction”. OSM requires collaboration between clients, designers and contractors from an early stage, but much of the evidence the committee received painted a picture of a construction sector that is fragmented and lacking in trust. These barriers must be addressed by the sector itself and strong leadership is needed from the Construction Leadership Council. While OSM could lessen the labour shortage, the different skills required for manufacturing are currently lacking in the UK labour market and must be developed. OSM will require a combination of skills involving site implementation, digital and procurement. The government must therefore ensure that young people entering the workplace are equipped with the digital skills needed for modern methods of construction, including off-site manufacture. The government’s Construction Sector Deal and its stated “presumption in favour” of OSM, have shown a strong commitment to investing in this area and the committee welcomes many of the initiatives. It recommends that the government should develop and publish a series of key performance indicators against which the success of the ‘presumption in favour’ can be assessed. Where the presumption in favour is set aside and a project goes ahead that does not use off-site manufacture, the government should publish a statement explaining why it has not been used and justifying that decision. In many cases, OSM is suitable for the construction of important social infrastructure such as hospitals and houses. The committee heard evidence that if the government is to achieve its aim of building 300,000 houses a year by 2020, OSM would be the only way to meet this target because traditional construction methods do not have the capacity to build enough homes. The government must set out what conditions it will attach to the extra financial support for housing to drive the uptake of off-site manufacture and other innovative technologies. Committee chairman Lord Patel said: “The construction sector’s business models are no longer appropriate and are not supporting the UK’s urgent need for new homes and infrastructure. The construction sector needs to build more trust and create partnerships so that companies can work together to improve the uptake of off-site manufacture, and the Construction Leadership Council should provide the necessary leadership. “The role of the government and the wider public sector is pivotal in a move to greater use of off-site manufacture. The report sets out actions that the committee thinks the government should take including implementation of the Construction Sector Deal, committed execution of the ‘presumption in favour’ of off-site manufacture and a greater move to procuring for whole life value rather than lowest cost.” The Construction Sector Deal would be “bringing together the construction, manufacturing, energy and digital sectors to deliver innovative approaches that improve productivity in construction and accelerate a shift to building safer, healthier and more affordable places to live and learn that use less energy”. The report is available here. Make sure that you don't miss out on any of the latest Construction news

Construction Skills Certification Scheme (CSCS) has announced the cost of CSCS skills cards is to rise from £30 to £36 from 1st September 2018. Also The operators of a construction industry skills certification register have closed a loophole that had left the scheme open to abuse. Have you experienced any problems with SKILLcards on your sites? Managers of the engineering services SKILLcard scheme were alerted to the fact that a number of people working in the thermal insulation industry had managed to secure heating and ventilating (H&V) installer cards to gain access to construction sites. As a result, site managers were in danger of being duped into allowing workers without the right qualifications onto their projects. SKILLcard and the Thermal Insulation Contractors Association (TICA) have now removed scope for abuse and confusion, they say. The SKILLcard and TICA programmes are both affiliated to the Construction Skills Certification Scheme (CSCS) that help clients check whether workers have the right qualifications and suitable health & safety training. For thermal insulators, this means holding qualifications that lead to competency as defined by the Sector Skills Council (SSC). More than 60,000 people working in the heating, ventilating, air conditioning and refrigeration industry hold an engineering services SKILLcard, which also covers building engineering services supervisors and managers. The TICA skill card competence is different to the SKILLcard scheme but, as things stood, thermal insulation operatives were able secure an engineering services card on completing an NVQ Level 2 course as a standalone qualification, getting on site through the back door. This was described as “a blatant abuse of the competence system” by Rachel Davidson, director of certification schemes at the Building Engineering Services Association (BESA), which manages SKILLcard. “As soon as we were alerted, we closed this loophole in line with our responsibility to uphold professional standards and provide quality assurance to construction clients.” She said it was clear this loophole was being exploited knowingly because the applicants felt they would not immediately qualify for a TICA skill card. Read the rest of the article by The Construction Index here The cost of CSCS skills cards is to rise from £30 to £36 from 1st September 2018 The Construction Index posted this week about the 20% price rise increase applies to all cards administered directly by the Construction Skills Certification Scheme (CSCS). The last price increase was in 2010 but costs associated with running the scheme have increased significantly since then, CSCS said. Chief executive Graham Wren said: “We have managed to maintain the current card price for the last eight years however inflationary pressure, together with increased costs associated with combatting fraudulent activity, have pushed our costs up to the point where the current price is not sustainable. In addition, with our current contact centre provider CITB having served notice to exit the service contract the CSCS board have agreed to invest in new technology and systems to ensure the application process is modernised.” CSCS is a not-for-profit organisation owned by three employer organisations and two trades unions. Make sure that you don't miss out on any of the latest Construction news

FM World has summarised this week the chairman of BIFMs response to members voting at yesterday’s AGM in favour of a special resolution to become the Institute of Workplace and Facilities Management. How did you vote, are you happy with the outcome? Stephen Roots told members that in voting for the new name, “you have also approved the direction we have set out for the next phase of our proud and progressive professional body”. “IWFM will be the professional body for the facilities and workplace profession – working to advance the profession representing those who contribute to workplace productivity and to operating and optimising our built environment.” The four-month long debate over the institute’s ‘Manifesto for Change’ proposals set in train a debate that, said Roots, “has been hugely informative and has engaged our members with our future direction in a way which is a first for us”. To receive special resolution approval, the vote in favour of the name change required three in every four votes – a figure it achieved. “To have achieved that must, I think, be regarded as a resounding endorsement for our new direction,” said Roots. To those who voted against the proposal, or otherwise expressed concerns about it, Roots said that the institute “is today and will remain in future, fundamentally the professional body for all facilities managers”. “What we will now do both in name and indeed is to reframe expectations of the FM role, adding to it without taking anything away – and that includes our Britishness. “We are changing our name, not our geographical focus, but we do acknowledge that many of our members, including those overseas, have broader outlooks and we will continue to work closely with them as we have done for many years. ”We have been preparing the ground for some time to strengthen our foundations and fit ourselves for a future of sustained development. Our plans to refresh our brand and systems are already in progress and now that you have decided, we will adopt our new name and our new look before the end of the year.” Make sure that you don't miss out on any of the latest EFM news

This week we have been celebrating our 30th Birthday, and it’s been a great one… From Monday's office decorations to Tuesday's breakfast and day-long raffle, 'Cake' Wednesday, Thursdays lunch and TB Quiz through to today's afternoon drinks and extra day’s holidays - it's been a great week. We’re rounding up the week with a big thank you to all of our staff for all of their hard work in helping us to reach this important milestone. Celebrating success has always been important in our business and this week has shown just that. Our Group Chairman, John Robinson shares his thoughts with us about reaching this important milestone; ‘I just wanted to say a massive thank you to everyone for their efforts this week in helping to celebrate our 30th birthday and of course for playing a hugely important part in our journey as a business. All businesses are only as good as their people and I'd like to say thanks again to everyone for your contribution to our success. We have always tried to 'do the right thing' by our people and to create an enjoyable environment and culture and I am immensely proud that a good many of you have been here a long time - indeed many shared our 20th anniversary too! I've seen many changes in recruitment over 30 years of course but despite of the transformation in how we do business and the 'speed to market' we all now enjoy, the fundamentals of what we do continue to be the same - understand the needs of candidate and client, treat them all with honesty and respect and deliver a great service to meet the need. Whatever comes our way in the future, I'm sure that these will still be the foundations of our business for the next 30 years too. Thanks once again and I hope you’ve had a great week.’​

The Construction Enquirer reported last week that Crossrail contractors are struggling to find M&E workers for the last-minute push to get the project completed because so many sparks have moved to the Spurs stadium site. Will the shortage of Mechanical and Electrical workers affect your projects completing on time? The Enquirer revealed that electricians on the new Tottenham stadium job are being paid up to £400 a day. And that is hitting sites across London which are facing a shortage of skilled workers. How will competing with these rates affect your project budget? The Enquirer understands that the Costain/Skanska joint venture is currently trying to recruit more M&E workers at its Bond Street Crossrail site. But it is struggling to find sparks because of a glut of work in the capital. One project source said: “There are still hundreds of electricians working on Crossrail and they are looking for more on some sites. “You always need more M&E resources at the end of big infrastructure jobs like this but loads of workers have upped and gone to Spurs where they are paying big money.” Crossrail said the total number of M&E workers across the whole project is winding-down as the scheme approaches completion by the end of this year. But a spokesperson confirmed that recruitment was underway at Bond Street for fit-out work. The new central London Crossrail stations are due to open in December. Andy Marr, Key Account Manager, shares his thoughts on this with you; ''Available candidates are at a premium and understandably so in a bull market and this, of course, brings huge challenges across the industry, which is another blog entirely. My biggest concern is how we get the younger generation more interested, engaged and wanting to work in the construction industry? This was brought home to me by a family member who decided to pursue a career in construction and spent two years learning a Plastering trade. To cut a long story short, towards the end of his second year he started to lose interest in the industry and ultimately completed the course but decided to work in a different industry. Fair play to the lad, he found and secured a role in the food industry where training, development and progression have begun. I started in Construction recruitment back in 1985 and as I’ve gone through the years the number of good tradesmen that worked with me back in the 1980s and 1990s have started to decrease as those excellent skills and experience retire. My biggest worry is how those trades are replaced and the next generation of construction workers begin their career journey and keep the industry progressing well into the future. Construction is a fabulous industry to be in and those young people who decide to take this particular journey will learn so many great skills and have the opportunity to work on some of the iconic projects of the future.''

Your latest EFM newsletter is out now It's been a busy month for the FM sector; with GDPR, World FM Day celebrating everything that's great about our industry, ISO 41001 arrived - how have the changes affected your business? Joanne Crampton, Head of Estates, Facilities & Maintenance rounds up the last month for you... ''It’s been another busy month for you FM professionals. Whilst we’re still dealing with the fall out of the Carillion collapse and its impact on the industry, the discussion has now moved on to other potential disruptions to facilities management. The big talking point this month is GDPR and what its effects will be across the facilities and property sector; the emergence of ‘workplace’ as part of facilities management and a potential name change for BIFM, and the new ISO management systems standard for Facility Management. We’re also talking to hard services/building services maintenance businesses about their plans for the new 18th Edition electrical changes (published in July) and how this affects their businesses.'' Read your news in full by clicking here What else has been happening in the FM sector? ISO 41001 is here. Do you currently outsource FM? How will this affect not only your approach to compliance but your process as well? Requirements, with guidance for use, have been published to help FM teams achieve more efficiency in their work. Drawing on international best practice, the new management system standard constitutes a benchmark for developing and driving an effective strategic, tactical and operational FM regime. World FM Day 2018. My team are celebrating World FM Day - are you? World FM Day will be celebrated on the 16th of May the day celebrates the importance of not only the FM profession but the people that work in it (you!). This years theme will be highlighting how facilities management plays an integral role in positive customer, client and employee experience in all sectors, whether it is residential, sport, workplace, healthcare or any other. How are you planning to celebrate do you need some inspiration? Leaner and meaner estate management. Did you know that the government central estate vacancy rate has been reduced by 40% over the past 5 years? With a combination of vacancy reduction rate as well as a reduction in the size of the central estate the team will have seen some exciting changes in their operating costs, but how much? The State of the Estate 2016/17 report looks at all of the key numbers and facts, click below to read more. Read your news in full by clicking here Make sure that you don't miss out on any of the latest EFM news

Your latest Industrial newsletter is out now It's been a busy month for the Industrial sector; with minimum wage updates, Brexit, plastic law changes and GDPR - how have these changes affected your business? Matt Dann, Director, rounds up the last month for you... "May sees the start of the Industrial busy season with Easter well and truly behind us. The two Industry hot topics: GDPR and how will the impact of Brexit on labour during the traditional sector seasonal peaks. In fact, we have already started supplying workers into local companies who are packing product ready for Christmas! Another area that I think will be a hot topic over the next few months is the single-use plastic debate. Is this already a big discussion for your business or are you ahead of the curve?'' Read your news in full by clicking here What else has been happening in the Industrial sector? Net migration of EU nationals to Britain falls. Data suggests Brexit uncertainty is outweighing UK’s reputation as ‘jobs factory of Europe’, could this affect your supply chain? Nicola White, the ONS head of migration statistics, said: “The figures also show that non-EU net migration is now larger than EU net migration, mainly due to the large decrease in EU net migration over the last year. However, migration of both non-EU and EU citizens are still adding to the UK population.'' Recycling Must Remain a Priority in Single-Use Plastic Debate. How will the plastic law changes affect your production? Motivation for recycling must be bolstered as consumers turn their back on single-use plastics, according to a supplier of recycled plastic pallets. Recent high profile news articles on plastics polluting the oceans and conflicting reports about the success rates of recycling could result in a confusing message, warned Jim Hardisty, Managing Director of Goplasticpallets.com. Making the Apprenticeship Levy work for you. Employers have seen the Apprenticeship Levy as a cost for a year now, and many have yet to realise any benefit from it, have you thought about how it could benefit your business? At the Talent in Logistics Conference 2018, Managing Director of Bis Henderson Academy, David Lynch, will outline the value the Levy can bring to businesses and discuss how it can be used to boost skills. Read your news in full by clicking here Make sure that you don't miss out on any of the latest industrial news

Your latest Construction newsletter is out now It's been a busy month for the Construction sector with the peak season starting, weather causing lots of problems on sites and a Housing growth boost - have these had an impact on your business? Rob Ford, Construction South Director rounds up the last month for you... ''Construction is always the same this time of year for everyone - steady, steady, steady! Then Bang! You're looking for more trades and labour. Whilst there has and will be changes to embrace before the peak season gets fully in the swing (like the minimum wage increase and GDPR), one of the biggest challenges that seems to have hit you all is the unseasonable weather! Thankfully this seems to be on the turn at last and I'm sure that everyone is keen to get their works schedules back on track and make the most of the great weather.'' ​Read your news in full by clicking here What else has been happening in the Construction sector? Outlook brightens for civils contractors. Civil engineering contractors say that their workload was marginally down in the first quarter of 2018, overall, but orders were up. Was this the same for you? CECA chief executive Alasdair Reisner said: “While the first quarter of 2018 has proved a challenging period for many of our members, we believe that there is light at the end of the tunnel, and that industry will act as a platform for secure growth in the coming years.” Concrete sales figures reveal softening markets. First-quarter sales of mineral products were down this year, with the weather being cited as the cause. Has the weather affected works on your sites? The Mineral Products Association (MPA), which collates the data, said that weak sales volumes in the first quarter of the year could be partly explained by the impact of the unusually severe weather in the UK in late February and early March. Housing drives construction activity recovery in April. Construction buyers reportedly saw a modest recovery in construction output following the weather-related disruptions seen during March. House building experienced robust growth in April while underlying demand across the construction sector remained subdued, with total new work rising only marginally last month. The increase in new business was the first recorded by the survey so far in 2018. Read your news in full by clicking here ​ Make sure that you don't miss out on any of the latest Construction news

The Net Migration statistics in February could easily cause huge cause for concern for Recruiters up and down the UK. Net annual migration of EU nationals to Britain has fallen by 75,000 in the past year, with official figures showing this as the lowest level for 5 years. Thorn Baker Industrial Recruitment, like many similar UK firms, will utilise a number of EU nationals as part of its temporary labour workforce, supplying many household names with workers to satisfy seasonal demand in the Contract Packing, Warehouse & Logistics and Manufacturing sectors. Do you use an agency to support your business during peak times? The obvious knock-on effect of the current trend is a reduced labour pool, meaning agencies are often left battling to secure the services of the same candidates - how could this affect you getting the skilled and reliable staff to help with your workload? Rather than shy away from this challenge, I think we can highlight how this could have a positive impact on your industry. The reduction in available labour certainly offers some challenges, what it does make us do is identify what we can do better not just to attract workers in the first place - how we can work with you to help your business needs. By improving how we manage and retain the services of workers once they have joined us will benefit our clients (you) in the long run. Over recent months we have invested in a worker ‘perk scheme’, offer regular ‘worker of the month’ incentives, and ensure that our worker communication process is effective. We pride ourselves on how quickly we find potential workers positions that suit what they are looking for when they are looking, that uses their skills and expertise - this is additional service that we can bring to help support your peak times, resulting in you fulfilling your clients' requirements. Make sure that you don't miss out on any of the latest industrial news