AMP8 Recruitment: Five Workforce Strategies for Successful Delivery

As the UK water sector prepares for Asset Management Period 8 (AMP8), getting workforce strategy right is critical. Bigger infrastructure investments, tighter environmental regulations, and rising expectations from regulators and customers mean water companies must act fast and smart. Effective AMP8 recruitment strategies are key to delivering projects efficiently.

Companies that excelled in AMP7 were those that planned ahead, avoided last-minute hiring challenges, and focused on long-term talent development. Early planning, flexible resource strategies, and strong partnerships are the foundation for success in the water industry.

Here are five essential strategies to guide your AMP8 recruitment efforts:

1. Start Workforce Planning Early

Late mobilisation is costly. Forward-thinking water companies are identifying skill gaps years in advance to ensure AMP8 recruitment aligns with project timelines. Early planning allows organisations to build a long-term talent pipeline, avoid bottlenecks, and make the recruitment process more cost effective.

2. Address Skills Shortages Proactively

From civil engineering to digital water technologies, the sector faces significant skills gaps. Successful AMP8 strategies focus on:

• Investing in apprenticeships and graduate schemes to develop future water and wastewater specialists
• Upskilling existing staff, emphasising problem solving and digital competencies
• Engaging local communities and schools to promote careers in the water industry

Long-term workforce planning ensures projects aren’t dependent on short-term hires and supports sustainable AMP8 recruitment outcomes.

3. Embrace Flexible Resourcing Models

AMP8 requires agility. Flexible workforce models combine:

• Permanent staff for core roles
• Contract or freelance specialists for niche skills or peak phases
• Supply chain partners for targeted expertise

Flexible resourcing keeps projects on track, improves delivery efficiency, and supports initiatives such as net zero carbon renewable energy in the water sector.

4. Strengthen Collaboration Across the Supply Chain

Collaboration is crucial. Clients, Tier 1 contractors, SMEs, and training providers must align goals, share workforce plans, and coordinate skills deployment. Effective collaboration ensures the right project managers and technical experts are available where needed. Coordinating AMP8 recruitment across multiple recruitment agencies reduces competition for scarce talent and maximises efficiency.

5. Learn from AMP7 and Measure Continuously

Review what worked and what didn’t in AMP7. Integrate workforce metrics into delivery workflows and adjust recruitment strategies in real time. Embedding problem solving and prioritising long-term talent retention strengthens outcomes for AMP8.

Turning Challenges into Opportunities

AMP8 is a chance to transform workforce strategy from a support function into a key driver of success. Early planning, investing in talent, and building strong partnerships will help water companies deliver efficiently, sustainably, and cost effectively.

Adam McGlead, Water & Utilities Department Manager, explains:

 "Prepare yesterday. The water sector demands more than just filling roles. It's about embedding problem-solvers and long-term talent in advance. In AMP8, you either adapt or watch from the sidelines."

For more insights into AMP8 recruitment and water recruitment, and to explore career opportunities in the water and wastewater industry, visit our Water & Utilities Recruitment page.