Laying the foundations: what top talent wants in today's job market

The property and construction industry is no stranger to change. From shifting regulations and rising material costs to the growing influence of sustainability and tech, the industry is evolving - fast. But amid all this transformation, one factor remains mission-critical: people.

Attracting and retaining top talent has never been more vital - or more challenging. Candidates today are no longer just looking for a decent salary. They’re weighing up work-life balance, leadership style, values alignment, and long-term development. So what exactly is driving their decisions?

Here’s what today’s top talent really wants - and how employers can respond to those needs. 

1. Clarity, consistency & communication

Before salary, perks, or prestige, candidates want clarity. What does the role actually involve? What are the expectations? How does success get measured?

Construction and property professionals - especially in mid to senior roles - are looking for leadership that communicates clearly, follows through consistently, and keeps everyone in the loop. They want employers who take the time to explain the “why” behind decisions and who provide transparency on projects, career paths, and organisational goals.

Top tip: Tighten up job descriptions, eliminate jargon, and be upfront about responsibilities and challenges from the start.

2. Flexible working that works

Hybrid and remote options have surged across most industries, and while many of our key roles are inherently site-based, flexibility still matters.

For those looking for positions within project management, building surveying, quantity surveying and so on, there's an increased expection of some level of flexibility, whether that’s hybrid office/site setups, flexible start times, or even compressed working weeks.

Offering flexibility isn’t about being lenient - it’s about showing respect for employees’ time and trust in their ability to deliver.

Top tip: Showcase your approach to work-life balance and flexibility. 

3. Meaningful career progression

Top candidates aren’t just job-hopping - they’re future-planning. They want to know where a role could lead in 12, 24, or 36 months.

Clear career pathways, upskilling opportunities, and exposure to diverse projects are all high on their wish list. Businesses that invest in training, mentorship, and professional development will always stand out.

Top tip: During interviews, don’t just talk about what the role is now - paint a picture of what it can become.

4. A strong organisational culture

Culture is no longer a buzzword - it’s a deal breaker. Candidates are looking for inclusive, collaborative environments where they feel valued.

In an industry where deadlines and budgets can take priority, creating a culture that prioritises people can be a game-changer. Recognition, mental health support, and a genuine focus on safety (both physical and psychological) make a major impact.

Top tip: Highlight authentic stories from your team and leaders - not just values on a wall.

5. Purpose & sustainability

The new generation of construction and property professionals cares deeply about impact. They want to work on projects that contribute to communities, reduce environmental harm, and push innovation forward.

Whether it’s sustainable builds, affordable housing, or smart cities, purpose matters. Companies that are vocal about their mission and ESG goals will attract the best and brightest candidates. 

Top Tip: Make sustainability and purpose a visible part of your employer brand.

And finally

Attracting talent starts from within. In a candidate-short market, businesses must dig deeper than salaries and job specs. The best talent is seeking alignment, growth, and authenticity.

As a recruitment partner deeply rooted in the property and construction sectors, we understand what candidates want—and how to help you find, attract, and retain them.