New Website

We hope you like the new MCB Civils Executive Search web site. We have designed this for a wide range of devices, including phones, tablets, laptops and good old PCs!


We are keen to get your feedback, so please feel free to get in touch.


Preparing for GDPR:

10 Top Tips for Employers

The General Data Protection Regulations are due to come into effect on May 25 2018 and will bring a strict set of new rules concerning privacy and data security, while imposing penalties on businesses which violate them. While the imminent regulations are already causing a stir for employers, a recent survey has revealed that less than half of organisations are familiar with the implications the changes could bring. GDPR will affect anyone holding data on EU citizens including employers and business owners of any size and applies to all EU organisations and to any organisation outside of the EU, which processes personal data on an EU national.

  1. Make sure people in your business know that the law is changing.
  2. Create a register of the personal information you hold, where it came from, and who you share it with.
  3. Review the current privacy notices for the data you store and prepare to change them for GDPR.
  4. Get consent to store, manage, maintain and use personal data or consider what other rights you may have to process personal data.
  5. Check that you can honour the rights of individuals. If someone asks for their data, you should be able to give them it in a secure, standard format.
  6. If someone asks you to remove their data, make sure you can prove you’ve done so.
  7. Put in place a process for handling requests for any of the data you hold, including how quickly you will respond, how you will provide it, and how you will assure requesters that they own it
  8. Decide if you need a system for identifying the age of individuals and whether you need parent or guardian consent.
  9. Have an emergency plan in case you lose data or someone steals it.
  10. Nominate a responsible person to be your Data Protection Officer or representative, as applicable.

Great Candidates looking

We are aware of several excellent candidates in the piling sector that are keen to look for new challenges for early 2018

  1. Quarrying/aggregates/precast Operations/Bus Dev professional
  2. Chartered Piling Engineer with Contracts Management experience
  3. Piling Contracts Manager
  4. Contracts Manager/QS
  5. Operations Director – Piling
  6. Chartered HSEQ Manager
  7. Senior Piling Estimator / Bid Manager
  8. Gradates with 2-3 years experience in Piling

Contact us for a confidential discussion on these or your needs – we are sector experts.

December searches

We are busy! Currently looking for

  • Head of Rail Division – East Midlands
  • Piling Designers – Notts
  • Piling Estimator – Notts
  • Business Development – Ground Engineering – London/SE
  • Piling Engineer – Birmingham
  • Piling Estimator – Birmingham
  • Graduate Engineer – Piling – Oxon
  • Project Engineer – Ground Stabilisation – West Midlands
  • Contracts Manager – Piling – Manchester

Job profiles will appear in the next few days

Candidates are getting savvy in this current skill short / high demand market

Many good candidates going through job boards are working the market and getting more than one job offer in order to leverage a better deal.

Traditionally, candidates thought employers had the upper hand, but now when it comes to negotiating a better offer, the recruitment market is currently short on skills and high on demand resulting in candidates having some room for manoeuvre.

And it is normal to shop around. According to recent research from jobs website CV-Library, half of UK candidates have admitted to accepting multiple job roles, using them as a platform for negotiation with potential employers.

Each job has a variety of different pros and cons and so candidates have to manage their options carefully before negotiating.

So, how should candidates leverage several offers to get the best deal?




Be upfront about your offers

Being in demand is nothing to be ashamed of, it’s commonplace for great candidates to have multiple offers

You need to be upfront with potential companies who may offer you the role. More than likely, a company will appreciate your honesty as, if you’re an in-demand candidate, it makes sense that other companies are pursuing you.

The key is to make sure your preferred choice is aware that you have other interviews or offers but also reassure them that, if an agreement can be reached, that you’d been keen to accept their job offer.


Keep everyone interested

Ensure that all your potential new employers receive the same level of communication and enthusiasm to keep your options open.

Don’t go radio silent on your second and third choices. It’s unlikely that a company will break the bank for someone who isn’t demonstrating a desire to join or their communication is slack. Employers will question whether this is how you will be in employment.


Say thank you

The importance of saying thank you very much applies to the business world too.

If you get what you’ve asked for, it’s important to recognise the flexibility the company has shown. Equally, say thank you to the companies you are turning down and be sure to do so in a professional way.


Stand your ground

Be polite but firm. Stand your ground, cheerfully and politely, always making it clear that you really want the position.

You are effectively reminding a prospective employer that the negotiation skills you’re using are exactly the skills you will be required to use in the job.


Be realistic about your demands

Employers won’t be surprised you want to negotiate on salary, but be prepared to make a strong business case for the salary you are looking for.

You need to persuade the employer that your skills and experience are worth more than their current offer, and that a higher offer is still in line with your current market rate.

Do your research and find out what the typical salary is for your role and location, using current information. This will help you work out how competitive the offer is and whether you should be asking for more.

You need to be assertive, but realistic. Talking about a salary that is too high will make you look out of touch and will mean a negative start to negotiations. Be prepared to meet the employer in the middle or negotiate other benefits to make up the overall package that you need.


Discuss with family and friends

Consider all the things that mean a lot to you; you are going to be spending the majority of your time there

Discuss the pros and cons with people who it will affect — family, partners, friends — to get their view. They will probably cut out the emotion and get you to think about what matters to you most.


Make a list of your demands

Think holistically about what you want from your next role.

The amount of holiday, bonuses and a company car might be important to you.

Is there flexibility on offer so you can you work from home on occasions or can you flex your start end time to help with childminding drops off and pick ups?

Write down what your ideal is and, when your offers come through, you can decide which ones you would like and then you can start your negotiations in line with your checklist.




Make it all about yourself

Focus on your value and the skills you can bring to an organisation.

Companies are unlikely to respond to a plea for more cash if it’s to fund your son’s piano lessons, but they might well appreciate a claim that you are worth more.

Don’t make it all about you. Think about what the hiring manager wants out of the transaction, and try to empathise. If you can identify their needs and talk about how you fulfil them, you’re more likely to get what you want.


Burn bridges

Get your offers in writing before negotiation and be careful not to bad-mouth the companies you reject

Don’t bad-mouth the company or job offer you turned down to your peers within the industry.

The fact you considered them means you obviously took them seriously and you never know where the contact you engaged with at the company could turn up in future, potentially at that one job you desperately want.


Take too long to make your mind up

The data from CV-Library also found that 43pc of candidates thought one to two days was an acceptable amount of time to make a company to wait for a decision, with 15.7pc waiting a week.

It’s important not to keep either company waiting for too long. Employers will see any delay in your response as a perceived lack of interest and no employer wants to feel like they’re merely a back-up choice.

While it’s important that you secure the right package, a potential employer wants to recruit you because you want to work for them – not because they are paying the highest salary. Mishandling it could cost you the job altogether.


Pit the companies against each other

Don’t be ruthless or play the employers off against each other – the short-term financial gain will soon wear off if it isn’t the right job.

Done right, negotiation can be a fruitful process which helps you see the types of people you’ll be working with — a process which will inevitably provoke an emotional pull towards one of the offers.


Reveal the other offers at the last minute

Keeping quiet about it may feel like you’re keeping your powder dry, but launching into last-minute negotiations for a better deal is rarely greeted with enthusiasm by potential employers.

Salary expectations are generally discussed at an early stage and you should feel confident about bringing it up if it isn’t. Upping salary demands later in a process can be seen as unprofessional or dishonest.


Make it about money

Never just evaluate the offer based purely on salary, consider long-term opportunities for personal and professional growth.

Think about the cost of career progression, professional qualifications and courses — ensure you negotiate on this as part of your package, be clear on what this means for both parties including your personal commitment to learning.


Tell them they are not your top choice

The key for any candidate is to be careful not to be too up front about negotiations as this puts a potential employer’s back up

It is worth letting the potential employer know that you are seeing other potential suitors but always tell them that they are the first choice; no one wants to be the second choice.


Engaging MCB Civils Executive Search to carry out your recruitment  will take the hassle out of filling your roles. Call us today to discuss your needs: 01780 482750 or email


Adapted from The Daily Telegraph 21st October 2016

Brexit means Brexit, but what does Quitaly mean?

Deutschebank has been the centre of attention in recent days with concerns mounting about its solvency. Worrying as this is, it is not the only European bank that is in trouble.

Italy’s banking system is swamped with debt and shares in the largest bank, UniCredit, have fallen by around 67 per cent in the past 12 months. The second biggest, Intesa Sanpaolo, is down by 45 per cent and Monte dei Paschi di Siena, has seen nearly 90 per cent come off its stock market value. Monte dei Paschi, the world’s oldest bank, has survived since 1472, but it is hanging on by the skin of its teeth. It fared the worst out of 51 banks put through recent health checks by EU regulators.

Italian banks overall have on their books more than £310billion of ‘non-performing loans’. That is almost 20% of total lending. Unfortunately for the Italian populace, bad debt on that scale is not just a problem for a few overpaid bankers, but for everyone. More than £170billion of bank bonds are held by individual savers. The lives of thousands of ordinary Italian investors, many of them elderly, could be ruined if their savings are wiped out.

One pensioner who lost more than £95,000 on Banca Etruria bonds last year committed suicide, sparking a national outcry.

Mending the broken Italian banks is made more difficult because under EU rules, they cannot be bailed out by the state unless bondholders – investors who have lent money to the banks – take a loss first and 60% of the bond holders are members of the Italian public, ordinary savers.

While all of this is going on, the Italian prime minister Matteo Renzi has called a referendum that, if he loses could see him having to call yet another election. The referendum is not about whether or not to quit the EU, rather it is about the implementation of reforms that would reduce the power of the Senate, the Italian upper house. However, if the vote goes against Mr Renzi, it could even lead to ‘Quitaly’ – to quote a term recently coined by the Daily Mail. Although an Italian exit from the European Union is unlikely in the short term, if it did happen it would be an outcome so cataclysmic for the EU, that Brexit would be quickly forgotten.

Renzi’s referendum is taking place amid not only the crippling banking crisis, but also an economy hamstrung by lack of growth. Increasingly – with unemployment for young people under 25 running at more than 36 per cent – it is also an economy dogged by lack of hope.

The referendum is in reality turning into a vote of confidence in Renzi, who has said he will step down if he loses, thereby necessitating yet another election.

Another election could boost Luigi di Maio, leader of the Five Star movement, who is calling for a referendum on euro membership. Five Star is a protest group founded by comedian Beppe Grillo that has been gaining popularity with the electorate. One of its leading lights, Virginia Raggi, was recently installed as Mayor of Rome.

An Italian exit would be an enormous blow to European politicians, including German chancellor Angela Merkel. If it were to break away, it could set off a domino effect leading to the unravelling of the union.

The pressure is on to find a way to bolster Monti dei Paschi and the other Italian banks, hiving off their bad loans and injecting billions of pounds of capital, without penalising small bondholders. The only way to do this may be to break the EU bailout rules, but given the alternatives it is perhaps the least bad outcome.

Construction buyers report return to growth

Construction buyers are seeing a rise in work levels for the first time since May.


The bellweather Markit/CIPS UK Construction Purchasing Managers’ Index registered 53.2 in September – up from 49.2 in August.

Any reading above 50 represents growth in the industry and it is the first time the index has passed that mark since May.

Buyers also reported the fastest rise in new orders for six months as residential work led the recovery.

Tim Moore, Senior Economist at IHS Markit and author of the Markit/CIPS Construction PMI ® , said: “UK construction companies moved back into expansion mode during September, led by a swift recovery in residential building from the three-and-a-half year low recorded in June.

“Resilient housing market conditions and a renewed upturn in civil engineering activity helped to drive an overall improvement in construction output volumes for the first time since the EU referendum.

“A number of survey respondents noted that Brexit-related anxiety has receded among clients, although it remained a factor behind the ongoing decline in commercial building work.

“Construction firms appear reasonably optimistic about the near-term outlook, with confidence linked to the fastest rise in new orders since March and a more upbeat economic news flow in general.”

The general duties that the law imposes on company directors

Here’s a reminder:
• Comply with the rules of the company as set out in the articles of association and exercise your powers for those purposes;
• Exercise independent (rational and impartial) judgement;
• Further the success of the company for the benefit of the members (not yourself)
• Avoid a conflict between your personal interest and that of the company;
• Tell the shareholders about any interest or potential interest (direct or indirect) in proposed transactions;
• Not to accept benefits from third parties if the benef​it is linked to you fulfilling (or not fulfilling) your duties as a       director;
• To exercise reasonable skill, care and judgement in relation to the company’s affairs.
Now that you know what your duties are, you should also be aware of the consequences of a breach of any of these duties.
If you break these rules, the company or its shareholders (with the court’s permission and in the name of the company) can take legal action against you personally.
If you’re threatened with legal action, you’ll need to be able to argue (and evidence) that you’ve in fact acted reasonably and honestly, to avoid penalties which may include a court order to pay money (called ‘damages’) in compensation to those suffering harm caused by your actions. An example of acting reasonably and honestly would be if you can demonstrate that you acted on advice from your accountant or a lawyer, believing that advice to be sound, and even if that advice proved to be wrong.

Minimum wage increase – don’t get caught out in October

In October 2016, most minimum wage rates will increase. The national living wage (NLW), which applies to workers aged 25 or over, will n​​ot increase.

Rates are as follows:​

Age October 2015 April 2016 October 2016
25 and over £6.70 £7.20 £7.20
21-24 £6.70 £6.70 £6.95
18-20 £5.30 £5.30 £5.55
16-17 £3.87 £3.87 £4.00
Apprentices £3.30 £3.30 £3.40

The Government has said that from April 2017 the national living wage and minimum wage will be uprated in parallel – currently, minimum wage operates on an October cycle, national living wage operates on an April cycle.

The objective is for the national living wage to be over £9 by 2020. A decision on the next rate increase is supposed to be taken in October – in its report on the issue, the Low Pay Commission tentatively suggested that in April 2017 the NLW will be £7.64. ​