It's no secret that skills shortages continue to impact the construction industry. If you're struggling to fill open positions at your company, here are several strategies that can boost the results of your construction recruiting efforts.
Where to look
Where you find construction talent has a significant impact on the quality of your recruits. Try implementing these proven construction recruiting tips.
Job advertisement
Posting open positions in the local newspaper narrows your pool of potential candidates to locals who know the area – a benefit if you don't have the funds to support a relocation package or want someone who knows the area. Hiring construction workers online, on the other hand, allows you to greatly extend your reach to the entire state or even the entire country. Niche job boards are particularly useful, narrowing your audience to only include job seekers in your industry.
Employee references
It's also worth informing your current employees about the open position and offering a small incentive for them to send you references. In fact, 70% of HR professionals consider employee referrals the best way to find new hires.
Passive and active job seekers
Another way to broaden your pool of potential hires is to consider both passive and active candidates. Passive job seekers tend to be currently employed but open to new opportunities. They can have their resumes uploaded to searchable resume databases. While these candidates may require more encouragement to join your company, 80% of employers agree that they are often better hires.
Don't stop looking
Ultimately, the best way to supply your company with talented employees is to always be on the lookout for potential new hires. A recurring ad on an online job board or even just a small notice on your website can catch the eye of a highly talented job seeker and get them to apply.
Make your company attractive
Once you've decided how to target and find construction talent, the next step is to attract it. Top-performing candidates will be able to choose from several possible employers. Make sure yours is at the top of the list by covering these three topics in job ads and interviews.
Culture
The first impression you make on candidates will likely come from your company culture. Include something about the work environment and the organization's values in your job advertisement. Does your company have a particularly strong commitment to on-site safety? Do you encourage collaboration or push for a more competitive atmosphere? Also consider promoting your culture on corporate social media pages – many job seekers are researching their potential employers online to inform their opinions of the company.
Incentives
Another great benefit that can attract the best talent is incentives for above-average employee performance. For example, a manager with a track record of exceeding expectations will likely be interested in a program that offers a bonus for projects that finish 20% or more under budget. The incentive also does not need to be monetary; Maybe your employee of the month will get a prominent parking spot or the opportunity to leave early one day.
Advancement/Training
Opportunities for advancement and ongoing training not only attract highly motivated candidates, but will also benefit you in the long run. By preparing your lower-level employees to fill higher-level positions, you ensure that those positions will never stay open for long. These employees are already well-adjusted and have been trained to perform their tasks in the way that best suits how your organization operates.
Know what you are getting
The traditional process of hiring construction employees can be long and expensive. Finding candidates who are a comfortable fit for your company is just as important as filling the open position. Try these methods to find and acquire lasting hires.
Internships and cooperatives
The key to a great hire is often making sure the person doesn't just look good on paper. Take advantage of internships and cooperatives to “test-drive” students about to enter the job market. This way, you can discover emerging talent and provide job opportunities to high performers before they start seriously looking elsewhere.
Reference checks
Checking candidate references provides an additional layer of security. Allows you to validate the information collected during the application and interview processes. You may also discover significant new information by hearing another perspective on the prospective employee's accomplishments, skills, and work ethic.
Old apps
If you have records of a previous candidate who was unsuccessful but who you believe would be a good fit for a current open position, you may be able to reduce the amount of time the position is vacant. Additionally, you should already know whether they will be a good fit for your organization. Use the contact information provided in the application materials and see if they are still open to working for your company. Remind them that you already had a strong interest in them, and even though you weren't able to hire them for their other position, you have a new opening that you hope they'll consider applying for.
Also find: 10 Construction Jobs in High Demand
Recruiting in construction is not easy, especially in today's job market. However, with the right strategies, you can attract and retain top talent. Targeting the right audience through niche job boards, local ads, and employee referrals is a good way to narrow your candidate pool to quality candidates, while considering both passive and active candidates broadens your scope. Then, convince top candidates to choose your company over other potential employers by promoting your company culture and incentive programs.
However, hiring construction employees involves more than simply finding candidates. You must also ensure that you identify talent that will meet your company's specific needs. This can be done by checking references, as mentioned above, as well as by conducting a job interview or reviewing candidates' professional portfolios (depending on the position).
If you're struggling to determine ways to find or attract top talent, your current employees can be a great resource. Ask them how they (and their friends) have looked for jobs in the past, or ask them to list the three things they like most about your company. You don't have to guess what makes someone want to work for you – just ask the people who know!
