As you’re probably know, finding the right people for your construction business is becoming more and more difficult. With a labour shortage, it is competitive and difficult to attract the best candidates. So we’ve come up with some simple suggestions to help you in your recruitment process.
Define the Job Requirements:
Outline the skills, qualifications, and experience required for the position. Determine whether you’re hiring for an apprentice position or those requiring specialised skills like carpentry, masonry, or equipment operation.
Create a Detailed Job Description:
Write a kickass job description that includes the job title, responsibilities, required skills, qualifications, and any physical requirements. Be clear about the type of projects and tasks the worker will be involved in.
Choose the Right Hiring Channels:
Utilise a mix of hiring channels such as job boards, social media platforms, industry-specific websites, and local job centres. Additionally, consider reaching out to trade schools, technical colleges, and industry associations to find potential candidates.
Develop a Screening Process:
Develop a screening process to efficiently filter through applications. This can include reviewing resumes, cover letters, and reviewing past work. Look for relevant experience, certifications, and skills that match your requirements. Always check references where you can or ask for previous job site work that you can drive by to inspect.
Conduct Interviews:
Shortlist candidates and conduct interviews to assess technical skills, experience, and cultural fit. To take the edge off, why not catch up at the pub or local cafe?
Assess Communication Skills:
While technical skills are essential, also consider soft skills such as communication, teamwork, and adaptability. Construction workers often need to work collaboratively and communicate effectively on the job site. You can do this by having a 1:1 conversation with the candidate about previous experience and working with other people.
Test Practical Skills:
Ask the candidate to come to the job site for one day to check out their cultural fit AND practical skills, it’s a good way of putting money where their mouth is.
Highlight Safety Awareness:
Construction work involves inherent risks, so prioritise candidates who demonstrate a strong commitment to safety protocols and guidelines. Safety mishaps will cost you money, so awareness and compliance by candidates is key!
Offer Competitive Compensation:
Research the industry standard for compensation in your area and offer a competitive package to attract skilled workers. Compensation isn’t just about salary; it can also include company benefits (pizzas delivered to site every Friday,), bonuses, and opportunities for advancement.
Provide Growth Opportunities:
Highlight potential opportunities for skill development, training, and advancement within your company. This can attract candidates who are looking for long-term career growth or apprentices looking to expand their skills through to full qualification.
By following these steps, you can develop an effective strategy to hire the right people who contribute to the success of your projects and the growth of your company.
