CONSTRUCTION RECRUITMENT SINCE 1985
Since our formation in 1985 we have always operated within the Building & Construction sectors predominantly in the South and Eastern Regions working for clients ranging from small regional Companies to National and International organisations.
We specialise in permanent middle and senior management appointments recruiting from Assistant to Director level across the main disciplines.
As a small private business we have different values to many of our larger sales driven competitors as we are more service and relationship focused adopting a consultative role in the job seeking and hiring process. As a result clients become candidates and vice versa.
PROJECT MANAGER - RUGBY
£45-60k + car or allowance
My client is a D&B main contractor who wish to appoint a Project Manager or Senior Site Manager to manage a new-build £8 million nursing home project in Rugby which commences on site in early February.
You need to have had full on site responsibilty for projects as you will be reporting to a visiting Contracts Manager/Director and have worked for a main contractor on similar multi-room projects such as student accommodation, hotels etc.
Ideally you will live in the East Midlands area and have established supply chain contacts.
The Company is offering a salary of £45-60k depending on experience plus a car or car allowance. They will consider either a permanent appointment or freelance contract.
To apply please complete the enquiry form below or forward a CV to stating your current situation and salary/career expectations.
CBA has been recruiting top construction people since 1985.
BID MANAGER - ST ALBANS
My client is a well-established, financially secure c£50m+ turnover main building contractor that deliver a variety of construction contracts throughout the South-East of England.
They are looking for a Bid Coordinator or possibly a Bid Manager to join their successful pre-construction team and work on quality bids for both tenders and framework agreements.
Role and Key Responsibilities:
Based at the head office near St Albans in Hertfordshire you’ll play a key role within the team and work closely alongside another Bid Coordinator reporting directly to the Pre-Construction Director.
Duties will include:
• Due to the nature of the Bid Coordinator role, you’ll need to be an articulate and confident writer with the ability to structure written answers
• Ability to organise and chair meetings with the key members of the delivery team
• Ability to meet strict tender deadlines
• Obtaining and reviewing bid feedback
• Inquisitive and capable of working with our technical staff to produce both technical and non-technical answers to support bids
• Maintaining Company Information Library and staff company CVs
• Ideally an interest in the construction industry / building process
• Ability to add value at pre-construction stage
• IT literate with ideally InDesign and Photoshop Elements software exposure
This role may suit a graduate who is looking to put their creative writing and presentation skills to good use.
The Company offer ongoing career development, 25 days holiday in addition to the salary range quoted.
QUANTITY SURVEYOR - NORTHANTS
£50-60k + car
My client is a well established main contractor operating in the Northants and Leicestershire area. I've dealt with them for about 10 years and they are a great Company with a serious but laid back approach and a high level of repeat order clients.
They undertake industrial/commercial building projects with values in the £1-5m range.
A busy order book has created a new opportunity for an experienced Quantity Surveyor on either a permanent or long-term freelance basis.
7 to 30 years experience with a main contractor on new build commercial work
Some Design and Build experience
Located in the Northants/Milton Keynes area
Keen to join a politics free Company with high repeat orders
Salary c£50- 60k
Permanent or long-term freelance
Car or car allowance
Tips on how to land that next job
WRITE AN EFFECTIVE CV
The perfect CV is the CV that achieves the interview - no more, no less. If the CV gets your name on the interview short list it has done its job.
The good news is that your CV is the only part of the whole job selection process over which you have complete control. So it pays to make sure you get it right.
We will be happy to provide constructive feedback on your CV and offer any suggestions if we feel it will improve your chances of obtaining an interview.
In the meantime we have put together a few tips that will help you avoid the common pitfalls:
CV Do's & Don'ts
Don't leave gaps.
Don't use fancy fonts and borders.
Don't try and be humorous (recruitment is serious).
Don't list your salary requirements.
Don't use the word "I" unless absolutely necessary.
Don't use jargon.
Don't use pictures or photos.
Do check thoroughly for spelling mistakes.
Do use short sentences.
Do use good quality plain white A4 paper if you are printing your CV.
Do use bullet points.
Do try to stick to 2-3 pages.
Do take the time to get it right. You only get one chance to make a good first impression.
To succeed in any interview you MUST:
Be on time. Aim to arrive 10 to 15 minutes early giving you time to relax and get a feel for the company.
Give a firm handshake and smile during the introduction. You must not underestimate the importance of this. It is your first impression and there is no worse start than a sloppy handshake.
Be pleasant, poised and maintain eye contact as much as possible.
Be aware of your body language. Don't sit with your arms folded. Try to be open and relaxed.
Listen carefully to questions; don't be afraid to ask for clarification and take time to think about your answers. Silences will seem a lot longer to you than they actually are.
Be honest. You wouldn't want your employer to lie about your career and salary prospects so stick to the truth about your jobs and qualifications. These things are easily checked out.
Always try to support your answers with examples of past achievements.
Be clear and concise.
Avoid saying negative things about your last or current employer.
Prepare questions for the interviewer.
Thank the interviewer at the end of the interview and reiterate your interest in the position.
Don't let the interview drag on by overselling yourself if you see signs that the interview is coming to a close.
HOW TO RESIGN
However tempted you may be, avoid the one finger Salute! There are right and wrong ways to resign, as with everything else in life, and getting it wrong can impact your career.
Following these guidelines will help ensure that things go as smoothly as possible:
Rule 1: Don’t hand in your notice when you are angry or upset.
Rule 2: Don’t feel obliged to provide specific reasons for your resignation.
Rule 3: Do write a simple letter stating the date from which your notice period will begin.
Rule 4: Don’t tell everyone else before you tell your boss.
Rule 5: Inform your boss face-to-face and don’t labour on negative points about the company or the job.
Rule 6: Don’t feel obliged to tell your boss where you are going. It is your choice whether you disclose this information.
Rule 7: Do be cooperative if you are required to help with a hand-over period.
Rule 8: Do try to make sure your work is up to date and organised before you leave.
Rule 9: Do think about what you will say if your boss makes you a counter offer.
Rule 10: Do try to leave on good terms. A good reference is vital.
WHY USE US?
We have over 35 years experience in the Construction Recruitment sector and have a basic ethos of providing a personal and targeted service to clients and candidates alike.
We don't do hard sell or mass CV send outs.
We listen, we talk your language and you will usually speak to the same person whenever you call.
FEE ON RESULTS SERVICE
CBA Results is our traditional success based fee service - you only pay a fee if you employ someone.
What we do:-
Work closely with your hiring manager
Take the job brief – personal visit where appropriate
Confidential website advertising – branded advertising available
CV searches – CBA database with over 15,000 candidates + 3rd party databases
CV screening – ensuring candidates meet the job criteria
CV submission – including key facts, ie salary, reason for applying
Interview arrangements – including fully briefing the candidate
Job offer mediation – verbal negotiation before written offer
Our normal fee structure is 15% of commencing annual salary that is invoiced on the day the person starts employment. We offer a 10-week rebate period
EXECUTIVE SEARCH - HEAD HUNT
CBA Executive is a pro-active service where we research the market to identify and approach potential candidates.
With over 35 years experience in the Construction Sector we have built an enviable range of contacts that we will tap into.
What we do:-
Agree a detailed job specification with you
Research and agree a list of target Companies
Identify potential candidates and make confidential approaches
Select and screen those who meet the agreed specification.
Present you with the reports and CVs
Arrange interviews on your behalf, fully briefing each candidate.
Provide post interview feedback to all parties and mediate throughout the offer/acceptance period if required.
18% of salary payable in either 2 or 3 stages depending on service level opted for by you
Cameron Brook - Managing Director
Cameron started in Construction with his father's building Company in Yorkshire and then underwent a Management Training Programme with Bovis Construction including working in France on a major M&S development.
He moved into International recruitment in the late 70's providing staff to the Middle East, Africa, Far East and then established CBA in 1985. Originally based in Hampstead the business moved to Cambs in 1998.
Having employed teams of recruiters in the past he now works as sole recruiter on bespoke assignments for a small number of clients.
His pastimes include cycling, sailing and skiing and once upon a time running. A past sponsor/runner of the Building Windsor 1/2 marathon, a few years ago he completed his first ever marathon ...........the high altitude Everest Marathon !!
Before the internet, websites, job boards and email the usual way to recruit was by placing a mundane advert in a magazine. It was a long and drawn out process at a time of high demand for construction management staff.
We revolutionised this in the late 80's by designing bespoke and highly visible inserts that appeared in the trade magazines.
Each insert listed vacancies and had a tailored tick box Freepost coupon as CV's were not commonplace. These are just a few from memory lane.
Right place, right idea, right time.
Bovis were highly successful in the 80's and needed to attract lots of staff. They supported our magazine insert concept and we became their prime recruiter.
NORWEST HOLST (NOW VINCI)
This insert campaign cost over £30k in about 1990 and was linked to hotel open days which we managed. About 30 staff recruited.
BOWMER AND KIRKLAND
When we presented this idea to John Kirkland he said "you've got 2 minutes". 1 hour later he signed it off and we started a long and succcesful relationship with B&K
When you need a dependable Recruiter, don’t hesitate to get in touch below
Cameron Brook & Associates Ltd
Huntingdon, Cambs, UK PE19 5QS
As the Data Protection Policy governs our processing of all personal data provided to us via the Cameron Brook Associates Ltd website you are asked to please read it carefully. If you do not agree to our processing of your data in the manner outlined below, please do not submit any personal data to us.
Cameron Brook Associates Ltd is registered as a data controller in the United Kingdom for the purposes of the Data Protection Act 1998 and General Data Protection Regulation (GDPR) (EU) 2016/679. We ensure that the data you supply to us is processed fairly and lawfully, and with skill and care. We take our responsibilities in respect of your Personal Data extremely seriously.
While we will not ordinarily seek any "sensitive personal data" (e.g. relating to health/disabilities, race/ethnicity, trade union membership, criminal convictions) from candidates, if you choose to provide any such data to us, you are giving us your explicit consent to the processing of such data in accordance with this Data Protection Policy.
We will also disclose your Personal Data if we believe in good faith that we are required by law to disclose it in connection with the detection of crime, the collection of taxes or duties, in order to comply with any applicable law, by order of a court of competent jurisdiction, or in connection with legal proceedings.
We are required by law to hold your Personal Data for as long as is necessary to comply with our statutory and contractual obligations and in accordance with our legitimate interests as a data controller. We will use reasonable endeavours to ensure that your Personal Data is maintained and up to date. However, you are under a duty to inform us of any and all changes to your Personal Data to ensure that it is up to date and we will update or delete your Personal Data accordingly.
To find out what Personal Data we hold on you or to have your Personal Data updated, amended or removed from our database, please email us at firstname.lastname@example.org Any such data subject requests may be subject to our prescribed fee.
If we have no contact with you then following the expiry of a reasonable period as we consider appropriate we will archive for file or may delete it.
Your Personal Data is held on secure servers hosted by us or our Internet Service Provider. The nature of the Internet is such that we cannot guarantee or warrant the security of any information you transmit to us via the Internet. No data transmission over the Internet can be guaranteed to be 100% secure. However, we will take all reasonable steps (including appropriate technical and organisational measures) to protect your Personal Data.
We also collect information about the way jobseekers and visitors use this website in order to improve our services. We do not use information gained in this way in a way that any individual can be identified, and only use it to understand our users better, and to determine aggregate trends, most popular pages, etc, for all the website’s users. We may share this kind of aggregate data with selected third parties to assist with these purposes.
We will not send you unsolicited commercial communications or contact you for direct marketing purposes unless you have indicated that you are happy for us to do so. However, we will contact you where required for the proper performance of our obligations.