Bridging the Skills Gap - What Surveying · James Andrews Recruitment

The UK surveying industry is facing a challenge that’s as critical as any project deadline - a growing skills gap. From building surveyors to land and quantity specialists, employers across the country are struggling to find qualified professionals fast enough to meet demand.

At the same time, for candidates entering or progressing in the profession, this shortage represents an unprecedented opportunity - if they know how to position themselves.

The Scale of the Skills Shortage

Recent figures from RICS paint a clear picture: nearly 80% of UK employers in the built environment sector report difficulty recruiting surveyors.
This shortfall is being driven by three key trends:

An ageing workforce, with many experienced surveyors nearing retirement.
Rapid technological change, which demands new skills in data analysis, BIM, and sustainability.
A slowdown in training and qualification pathways, as fewer young people enter the profession post-pandemic.

The Construction Skills Network forecasts that the UK will need over 6,000 additional surveyors by 2028 just to meet infrastructure and housing targets. That’s not just a number - it’s a sign that the sector’s growth depends on solving this talent gap.

How This Affects Employers

For employers, the impact is clear: recruitment processes take longer, salary expectations are rising, and competition for talent has intensified. Firms that once took weeks to fill a role are now seeing average time-to-hire increase by 30–40%, according to recent recruitment data.

This pressure is especially pronounced in sectors like commercial real estate, infrastructure, and utilities, where project deadlines can’t afford delays. Employers are being forced to think creatively about how they attract and retain talent.

Strategies for Bridging the Gap

Invest in Upskilling Your Current Team
Many firms are turning inward, providing training in emerging areas like digital surveying, drone operations, and sustainability. Not only does this build internal capability, but it also improves retention - employees are 40% more likely to stay with a company that invests in their professional development.
Offer Flexible Entry Routes
The traditional graduate pathway isn’t the only way in. Apprenticeships, traineeships, and conversion programmes are helping diversify the pipeline.
Major employers such as Savills and AECOM have expanded apprenticeship schemes, allowing school leavers to earn while gaining practical experience. Smaller consultancies can benefit too - often, mentoring and on-the-job learning can be just as valuable as formal qualifications.
Promote Your Employer Brand
In a competitive market, salary isn’t everything. Candidates want to work for companies that offer career progression, flexible working, sustainability credentials, and a clear purpose. Firms that share success stories, showcase project innovation, and highlight employee development tend to attract more applications - especially from younger professionals.
Partner with Specialist Recruiters
Recruitment agencies with deep industry knowledge can be invaluable here. They understand not just job titles, but the nuances of surveying disciplines, professional accreditations, and cultural fit.

A good recruitment partner can help firms target “passive” candidates - skilled professionals who aren’t actively job-hunting but could be tempted by the right offer.

What Candidates Can Learn from This Gap

For candidates, the skills shortage translates to a candidate-driven market - a rare advantage in any career field.
Here’s how to make the most of it:

Invest in Chartered Status (MRICS): Chartered surveyors remain in highest demand and command salaries up to 25% higher than non-chartered peers.
Stay Current with Technology: Learn about BIM, GIS, drone surveying, and data analysis. Employers increasingly prioritise candidates who can bring digital expertise.
Show Versatility: Surveyors who can work across multiple sectors - say, building and infrastructure - are more attractive to employers managing varied portfolios.
Highlight Soft Skills: Communication, stakeholder management, and commercial awareness are now as important as technical accuracy.

Employers want surveyors who can advise, not just measure.

The Salary Factor

Money still matters, of course. Average salaries for UK surveyors have risen by around 6–8% over the past two years, with top-end MRICS-qualified professionals earning upwards of £70,000 in London and £50,000+ regionally. But firms offering only higher pay are finding it’s not enough - candidates are equally motivated by development, culture and flexibility.

Looking Ahead

Bridging the skills gap isn’t a quick fix. It’s about aligning training, recruitment, and retention strategies with the evolving demands of the profession.

For employers, that means building a culture of learning. For candidates, it means staying adaptable and proactive. If both sides meet in the middle, the surveying sector can emerge not just stronger, but smarter - ready to deliver the projects that keep the UK’s built environment moving.