Planning Ahead: Preparing Your 2026 Hiring Strategy in the Building Products Sector
As the year draws to a close, many construction products businesses are reviewing performance, budgets, and project pipelines for the year ahead. In the building products sector, where specialist skills and leadership continuity are critical, the final quarter isn’t just about wrapping up; it’s about preparing for what comes next.
Here are key considerations for businesses planning their hiring strategy for 2026.
Forecast Your Project Pipeline Early
With public and private investment continuing across façades, cladding, and roofing systems, demand for specialist talent remains high. Many firms leave recruitment discussions until project mobilisation, but by then, the best candidates are often already committed.
Take a moment now to review the confirmed and anticipated projects for Q1 and Q2. Identify which teams require strengthening, what leadership support will be needed, and where skills gaps may arise. Early planning allows for faster mobilisation and reduces disruption when the new year begins.
Factor in Notice Periods and Holiday Slowdowns
It’s easy to underestimate how long hiring processes can take at the end of the year. Notice periods, annual leave, and year-end shutdowns can delay start dates well into February or March.
Starting the hiring process now gives you time to secure offers before the festive slowdown, ensuring new hires are ready when 2026 projects kick off. Planning realistic timelines is key to aligning recruitment with delivery schedules.
Review Retention and Succession Plans
The end of the year is also the right moment to take stock of your current team. Are key people approaching retirement or considering a new role? Are project managers or estimators ready to take on leadership responsibilities?
Succession planning is vital in a specialist market where experience is everything. Identifying and nurturing internal talent while keeping an eye on external candidates helps maintain business continuity and protect valuable expertise.
Benchmark Salaries and Market Expectations
The market for building products professionals remains highly competitive, and salary expectations continue to evolve with cost-of-living increases and demand for niche skills. Reviewing compensation structures now helps prevent surprises later, whether you’re retaining top performers or recruiting new specialists.
The Takeaway: Don’t Wait for January
The most successful construction products businesses treat Q4 as the foundation for the year ahead. By planning early, reviewing your workforce, and assessing the market, you can simplify recruitment, reduce risk, and start 2026 with the right people in place.