“No Agencies, Thanks.”

How to Recruit Directly in Construction & FM — And Actually Get It Right

In our world — construction and facilities management — margins matter. Timelines matter more.

So when a business says, “We’ll handle this hire ourselves,” it’s not unusual.

At Rogers McHugh Recruitment, we work with plenty of clients who prefer to recruit direct first. Sometimes it works perfectly. Sometimes it doesn’t. Either way, the key is doing it properly.

If you’re going to take it on internally, here’s how to give yourself the strongest chance of success.

1. Stop Writing Job Adverts Like Tender Documents

A job advert isn’t a pre-qualification questionnaire.

Too many construction and FM roles are advertised like this:

• “Must have 10 years’ experience.”

• “Must be driven.”

• “Must be proactive.”

• “Must have SMSTS, CSCS, First Aid, NEBOSH…”

It becomes a shopping list.

The best candidates aren’t applying because you’ve written a compliance checklist — they’re applying because they can see where they fit and what they gain.

If you’re hiring a Site Manager, tell them:

• What project they’re walking into

• The value and programme length

• The type of build (residential, commercial, fit-out, industrial)

• The support structure around them

• The salary and benefits

If it’s an FM role, explain:

• The contract type

• The size of the estate

• The service lines they’ll manage

• The real pressures of the role

Construction professionals assess risk quickly. They want clarity, not corporate waffle.

2. Go Beyond LinkedIn and “Easy Apply”

Yes, LinkedIn has its place — particularly for commercial, estimating and senior leadership hires.

But site-based talent? Engineers? Supervisors? Operatives?

They’re not spending their day refreshing job alerts.

If you’re recruiting direct, think wider:

• Industry-specific job boards

• Trade associations

• Local supply chain contacts

• Subcontractor networks

• Former employees

• Referrals from your existing team

In construction and FM, reputation travels faster than advertising. A quiet conversation on site can fill a role quicker than a paid campaign.

3. Screen for Delivery — Not Just Credentials

Tickets matter. Qualifications matter. But delivery matters more.

When reviewing CVs, focus on:

• Project values and types

• Contract models (JCT, NEC, framework agreements)

• Client exposure

• Team sizes managed

• Evidence of programme delivery

You’re looking for people who have built, maintained or delivered — not just listed certificates.

And if a CV looks average but the experience aligns? Pick up the phone.

In this sector, some of the best performers don’t have the slickest paperwork.

4. Keep the Process Commercial

Long interview processes lose strong candidates.

If you’re hiring a Project Manager, they don’t need four stages and a personality assessment. They need:

• A clear conversation

• A walk through the live project (if appropriate)

• Transparency around expectations

• A realistic discussion about salary

Good construction professionals are pragmatic. They appreciate directness.

Also remember: your hiring process reflects how you run projects. If it feels slow or unclear, candidates assume your internal decision-making is the same.

5. Move Decisively

Here’s where many direct recruitment efforts fall down.

You finally find someone strong. You “just want to see a few more.” Two weeks pass. They’ve accepted another offer.

Construction and FM is candidate-short in key areas — particularly operational leadership, estimating and specialist trades.

If the fit is right, move.

Hesitation costs more than agency fees ever will.

The Honest Bit

You absolutely can recruit directly.

If you:

• Have the time to screen properly

• Understand current market salaries

• Can reach passive candidates

• And can move quickly

You’ll make solid hires.

But here’s what we see time and time again:

• Internal teams stretched thin

• Projects ramping up

• CVs that don’t quite hit the mark

• Offers rejected due to counteroffers

• Hiring managers pulled away from delivery

That’s usually when the phone rings.

At Rogers McHugh Recruitment, we don’t replace your recruitment efforts — we step in when you need precision, pace and access to people who aren’t applying online.

We know who’s delivering schemes right now.
We know who’s open to a move — quietly.
We know what salaries are actually landing.

So yes, recruit direct if it makes sense.

But if the process starts slowing projects down, stretching your leadership team, or costing you in lost time, we’re ready when you are.

No hard sell.
Just construction and FM recruitment done properly.