Tackling the Challenge of Building Control Recruitment and Retention Post New Registration Requirements

Today, we convened for a virtual roundtable to address a pressing issue in our industry: the recruitment and retention of building control surveyors in light of new registration requirements. This discussion brought to light several critical points that need immediate attention and action.

The Persistent Challenge of Recruitment

Building control recruitment has long been a challenge, and the recent changes to registration requirements have exacerbated an already difficult situation. The new regulations, while well-intentioned, have added layers of complexity and barriers that deter potential candidates from entering the field. This has created a bottleneck in the recruitment pipeline, making it harder to attract fresh talent.

Apprenticeships: A Partial Solution

Apprenticeships have shown promise in addressing the recruitment issue. They provide a pathway for young individuals to enter the profession, gaining hands-on experience while they learn. However, the current level of funding for these programs is insufficient. To truly support the next generation of building control surveyors, we need a significant increase in funding. This investment is crucial to ensure that apprenticeships can continue to thrive and produce skilled professionals ready to meet the demands of the industry.

Building the Brand of Building Control

One of the most striking points from our discussion was the need to build the brand of building control, both internally and externally. Building control often operates in the shadows, with little recognition for its critical role in ensuring the safety and compliance of our built environment. To change this, we need to elevate the profile of building control, making it a distinct and respected function separate from planning.

This rebranding effort should aim to transform building control from a “Cinderella service” into a well-recognized and valued profession. By doing so, we can attract higher salaries and status for leaders and technical professionals within the field. Public awareness campaigns and strategic publicity efforts are essential to achieve this goal. We need to make building control appealing and exciting to both potential recruits and the general public.

Attracting New Candidates

Another potential avenue for recruitment is targeting individuals who are already working in related trades. These candidates possess practical skills and experience that can be invaluable in building control. However, transitioning to this field requires a fair degree of academic ability and support for technical training and professional exams. Providing this support is crucial to ensure that these candidates can successfully make the switch and thrive in their new roles.

Retaining Existing Staff

Retention of existing staff is equally important, especially given the significant loss of surveyors during the registration process. Over 1,000 surveyors have left the profession, highlighting the urgent need to address retention issues. It’s not just about offering competitive salaries; job satisfaction plays a crucial role in retaining staff.

The registration process, introduced in the wake of the Grenfell tragedy, was necessary but has been implemented hastily. It needs to evolve to better reflect the realities of working life and pressures. A more balanced approach, combining written work and presentations similar to the RICS model, could make the process more manageable and less daunting for professionals.

Revising Pay Grades and Job Evaluation

A critical aspect of retention is the need to review and change local government pay grades. Currently, market supplements are used extensively to secure permanent building control surveyors, indicating that the existing pay grades are not competitive. These supplements are increasing in size, further evidencing the disparity between current pay grades and market demands.

To address this, we need to adjust pay grades to reflect the true value of building control surveyors. This includes recognizing and rewarding technical expertise, not just managerial responsibilities. The current job evaluation policies are outdated and not fit for purpose. We need to influence policy changes to ensure that technical experts are adequately compensated and valued for their contributions.

The Passion for the Profession

Despite the challenges, there is undeniable passion within the profession. Building control surveyors play a vital role in ensuring the safety of our built environment. This passion needs to be harnessed and supported through better recruitment and retention strategies. By addressing the mechanics that influence these areas, we can create a more sustainable and attractive profession for current and future surveyors.

In conclusion, tackling the challenge of building control recruitment and retention requires a multifaceted approach. We need to address funding for apprenticeships, build the brand of building control, attract new candidates, retain existing staff, and revise pay grades and job evaluation policies. By doing so, we can ensure that building control remains a vital and respected profession, capable of meeting the demands of our evolving built environment.