- Start by defining your hiring needs and creating a clear job description.
- Source candidates using efficient recruiting strategies such as cultivating relationships with local trade schools, leveraging social media platforms, and attending job fairs.
- Offer competitive benefits to attract top talent and retain employees.
- Administer assessments, conduct background checks and reference checks, and screen and interview candidates.
Building a successful construction firm requires more than skilled tradespeople and impressive machinery. It requires a strong team of qualified employees who fit your company culture. Hiring the right people for your construction firm can be challenging, especially when looking for employees with specific skill sets or experience.
Define your hiring needs
Before posting a job description or starting a candidate search, take a step back and analyze your needs. Define the specific roles and job descriptions you need to fill, including essential qualifications and desired characteristics. This process will ensure you are not wasting time and resources hiring for non-essential positions or recruiting candidates who may not meet your expectations.
Conduct efficient recruiting strategies
A company’s workforce is its backbone; every new hire could help the business reach new heights or jeopardize it. That is why many construction companies optimize recruitment strategies to maximize their chances of hiring the best candidates. Here are some ways you can conduct efficient recruiting strategies when hiring construction employees.
Cultivate Relationships with Local Trade Schools
Trade schools are a great source of talent for any construction company. Cultivating a relationship with these institutions is an effective way of sourcing candidates with the right skills and aptitudes. Try sponsoring their events or providing paid internships to students in relevant disciplines. This way, you can help students develop their skills while getting the chance to evaluate their potential skills as employees.
Leverage Social Media Platforms
Social media platforms are not just for personal use; they have become crucial recruitment tools. Utilize sites such as LinkedIn, Facebook, Twitter, and others to reach a large pool of potential candidates. You could also consider creating a company page highlighting your values, culture, and current projects.
Attend Job Fairs
Job fares are still an effective way of reaching out to job seekers. They are an excellent opportunity to meet candidates in person, assess their social skills, ask questions about their work experience, and learn more about their interests. They can also provide valuable insights into what candidates seek in a job and what prompted them to attend the job fair.
Offer Competitive Benefits
To attract top talent and retain employees, you need to ensure your compensation package is competitive. Salary is not the only factor. Employees always look for benefits that cater to their well-being, such as medical insurance, vacation leave, flexible working hours, opportunities for advancement/ training, and an excellent work-life balance.
Administer assessments
In addition to interviewing, administering assessments is another way to identify which candidates best fit your construction firm. Reviews can take multiple forms, such as aptitude tests or personality tests. They are designed to measure a candidate’s abilities, personality traits, and knowledge about the job requirements.
In the UK, even painters must pass a CITB test to obtain their painter’s card. A CITB test for aspiring painters can be administered as part of the hiring process to ensure candidates understand the trade. This is a great way to ensure you hire employees with the right skills, so book tests for your recruits when necessary.
Screen and interview candidates
Pre-screen your candidates before inviting them for an interview. Phone interviews or video calls are an excellent way to evaluate qualifications, experience, and communication skills. Conduct in-person interviews with top candidates and focus on behavioral interviewing techniques to identify their past behaviors in specific circumstances that demonstrate the skills and characteristics you are looking for.
Conduct background checks and reference checks
Once you’ve narrowed your choices to a handful of your top candidates, conduct background and reference checks to ensure they fit your company best. Contact their references to verify work history, performance, and skill level. If applicable, conduct background checks to confirm the candidate’s criminal history, driving records, and financial standing.
Get employee contracts and offer letters ready
Once you have selected the best candidate for the job position, it is time to extend a formal written offer letter outlining the terms and conditions of their employment. The offer letter should include the job title, salary, start date, and a brief overview of employee benefits.
You should also prepare an employment contract that outlines the employee’s responsibilities, employer expectations, and other relevant hiring details.
The Bottom Line
Hiring the right people for your construction firm is essential to building a successful business. A clear hiring strategy that includes job definition, strategic recruiting, thorough screening, and well-written offers and contracts can save time and money in the long run. By following these steps, you can ensure that you are selecting the best candidates for your company and creating a solid team that will drive your construction firm’s success.
