The construction industry is made up of various sectors and sections. The calibre of employees is a crucial element in building a company’s reputation.
Given their work volume, it’s a massive challenge for construction businesses to find the right talent. With rising competition levels for highly talented workers, partnering with competent recruiters will give you an edge over your competitors.
Listed below are a few recommendations to help you find the best expert for your building and construction project. Check out Bridgit’s guide on staffing resources too.
Create a list of requirements for new applications
As a construction firm grows, its recruitment requirements also increase. They may need experts with manual skills, such as electricians, masons, glaziers, and plumbers. Additionally, they may also consider applications for construction customer management.
Hire experts with relevant technical skills. They should be able to handle computer models and construction management software. Bigger construction projects may require professionals with management skills capable of undertaking and organization.
Partner with a construction recruitment company
Recruitment companies have extensive specialization in talent management. Hence, they can better help you find the right candidate fitting your specific requirements. A competent recruiter follows a predefined process to find the best talent. Moreover, they’re adept at finding and screening potential candidates on behalf of businesses, which is both time and energy saving.
Make enticing job descriptions
Enticing job descriptions attract the best talent. However, creating attractive job posts must not compromise description accuracy. Details in the job posts should be as specific as possible to help you keep your search and interview process on track.
Some things to mention in a job posting include:
Widen the scope of your recruitment search
Publish online advertisements on multiple platforms for construction. It can play a massive role in finding the right candidate for a job position. There are both free and paid options for publishing ads, such as:
Ensure frank and open conversation during interviews
The interview session should be designed according to the level and type of position. You may conduct different levels of interviews to learn about a candidate’s potential in detail.
Most importantly, the interview process should be transparent. Keep the following factors in mind when conducting interviews:
Highlight the benefits of working with your company
Candidates assess the company based on its work conditions and the benefits offered to its employees. The best way to onboard the best talent is by highlighting the advantages of working with your construction company. Here are a few examples:
Remember, top-notch employees look for continuous training and education to help them advance their careers and enrich their work profiles.
Offer apprenticeship opportunities
You may have an army of the best construction workers, but there are always new potential candidates looking to make their mark in the industry. New talents bring in new ideas and solutions that could prove to be beneficial for your company.
Provide apprenticeship programs to new graduates. Advertise these opportunities on multiple platforms to reach a wide range of audiences.
Leverage referrals from your existing employees
Referrals are one of the easiest ways to connect with top professionals. You may leverage the connections of your current employees to find potential people for the job. Employees hired through referrals tend to work with the company for a longer period of time.
You may spread the word among your employees to refer someone for your company’s openings. The best way is to send text messages to current employees and create an easy referral process for quick hiring.
Many companies also roll out special rewards (monetary or non-monetary) for their existing employees when their referred candidate is successfully hired.
Use modern onboarding tools to filter the best candidates
Adopting advanced hiring tools and the latest practices speeds up the hiring process. Use computerized systems for selecting the best talent from shortlisted candidates. It can reduce manual labor and help you save both time and energy.
Create an HR database and online onboarding tools to record details of new hires. This database will also help companies identify candidates who weren’t selected due to a lack of vacancies. Such candidates may be called upon when an appropriate vacancy arises. This helps companies maintain a rich database of potential talent.
Endnote
Spice up construction offers and packages to attract the best talent. It’s essential to ensure the job satisfaction of employees. If your hiring budget is low and there are no bonuses or raises, arrange a benefits package.
Alternatively, you may provide new talents with life and disability insurance. It’ll give the impression that you care for the well-being and health of your construction workers.
