The construction sector stands at a crossroads, grappling with long-standing challenges that demand innovative solutions. From addressing workforce diversity and retention to combating mental health crises and skills shortages, the industry is navigating a complex landscape. At the heart of these challenges lies a fundamental question: how can traditional built environment roles adapt to meet the evolving expectations of today's workforce? With recruitment specialists like ADEIS RH employing sophisticated methods to connect talent with opportunity, the conversation around flexible working practices and their potential to reshape the sector has never been more urgent.
Understanding adeis rh's multi-specialist recruitment approach
Founded in 2004, ADEIS RH has carved out a reputation as a recruitment and assessment firm that prioritises tailored solutions over one-size-fits-all strategies. Operating from offices in Nantes, Brest, and Tours, with additional reach across Paris and beyond, the organisation has built its success on a multi-specialist model. This approach spans a diverse range of sectors, including industry, agriculture, healthcare, transport, construction, information technology, sales, and finance. By recruiting both managers and technical staff across such varied fields, ADEIS RH demonstrates a commitment to understanding the unique demands of each sector it serves.
Bespoke sourcing methods across diverse sectors
What sets ADEIS RH apart is its dedication to bespoke sourcing methods. Rather than relying solely on traditional recruitment channels, the firm employs multi-channel strategies designed to identify candidates who align closely with client requirements. This sophisticated methodology ensures that the recruitment process is not only efficient but also targeted, reducing the time and cost associated with hiring whilst improving the quality of matches. For sectors like construction, where a skills shortage and an ageing workforce present ongoing obstacles, such precision is invaluable. The firm's ability to adapt its approach to the specific needs of each client reflects a deep understanding of the nuances that define different industries.
Tailored Services for Businesses, Charities, and Public Sector Organisations
ADEIS RH's client base is as varied as its sectoral expertise. The firm caters to businesses of all sizes, as well as charities, foundations, and public sector organisations. This breadth of service is underpinned by a recognition that each type of organisation faces distinct challenges when it comes to recruitment. Whether it is a private enterprise seeking to expand its technical team or a charitable foundation looking for dedicated leadership, ADEIS RH tailors its services accordingly. Beyond recruitment, the firm offers psycho-professional assessments and career advice, providing candidates with support that extends well beyond the initial placement. This holistic approach not only benefits those seeking employment but also ensures that organisations receive candidates who are not only skilled but also aligned with their values and culture.
The Value of Sector-Specific Knowledge in Modern Recruitment
In an era where the construction industry faces a turnover rate of 21.4%, notably higher than the 15% average across other sectors, the importance of sector-specific knowledge cannot be overstated. ADEIS RH's emphasis on accessibility and long-term client relationships speaks to a broader philosophy: recruitment is not a transactional exercise but rather an ongoing partnership. By nurturing these relationships and demonstrating a thorough understanding of the industries they serve, recruitment specialists can address the root causes of high employee turnover and poor retention, rather than merely treating the symptoms.
Building long-term client relationships through transparency and dedication
Transparency and responsibility are cornerstones of ADEIS RH's operations. The firm upholds strict confidentiality standards for both candidate data and client information, ensuring trust is maintained throughout the recruitment process. These values resonate particularly strongly in sectors like construction, where the stakes are high and the need for reliability is paramount. The construction workforce, which in 2022 comprised 2.1 million individuals, 86% of whom were men, is marked by significant gender disparity and a lack of diversity. By fostering transparent communication and demonstrating dedication to human relations, recruitment firms can play a pivotal role in addressing these imbalances. When clients feel assured that their recruitment partner understands their needs and operates with integrity, they are more likely to engage in long-term collaboration.
Supporting Candidates with Career Guidance and Confidential Application Management
For candidates, the recruitment process can often feel impersonal and overwhelming. ADEIS RH counters this by actively managing applications and providing career guidance tailored to individual aspirations. This support is particularly critical in an industry facing a mental health crisis, where one in four construction workers have reportedly considered suicide. By offering a more human-centred approach, recruitment specialists can help candidates navigate not only the practicalities of job searching but also the emotional and psychological challenges that may accompany it. Confidential application management ensures that individuals can explore opportunities without fear of repercussions in their current roles, fostering a sense of security and trust.
The construction sector's struggles with diversity are well documented. Women make up only 15% of the workforce, and the industry remains overwhelmingly male-dominated. Flexible working practices have emerged as a potential solution to these challenges. A recent survey revealed that 51% of companies now offer flexible or remote working options, yet only 17% of construction roles advertised online include such provisions. This discrepancy highlights a missed opportunity. Flexible working could open the door to a wider pool of talent, attracting individuals who might otherwise be unable to commit to traditional, rigid schedules. For an industry grappling with a skills shortage and an ageing demographic, this represents a vital avenue for growth.
The financial cost of neglecting employee wellbeing is staggering. Sick days alone cost construction firms £160 million annually, a figure that underscores the urgent need for change. While legislative measures such as Awaab's Law, introduced in October 2025, signal a growing awareness of the need for accountability within the sector, true progress will require a cultural shift. Recruitment firms like ADEIS RH, with their emphasis on sector specialisation, tailored methodology, and a commitment to understanding the unique needs of each client, are well positioned to facilitate this transformation. When selecting a recruitment partner, organisations are encouraged to prioritise these qualities, ensuring that the firm they choose is capable of delivering not just candidates, but solutions.
Collaboration with ADEIS RH is defined on a case-by-case basis, reflecting the firm's understanding that no two clients are alike. Whether an organisation is based in one of the firm's primary locations or requires support in Paris or other regions, the approach remains consistent: accessible, transparent, and deeply rooted in a dedication to human relations. For those seeking to bridge the gap between flexible working practices and traditional built environment roles, this level of personalised service is not just advantageous but essential. As the construction sector continues to evolve, the role of specialist recruitment firms in driving meaningful change will only grow in importance, making the choice of partner a decision that carries significant weight.
