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How to Steal Top Construction Talent From Your Biggest Competitors
Finding a way to benefit while also negatively affecting your competition, that could be an ideal scenario. Never is this opportunity more ripe than when you’re battling over a candidate or employee.
Whether everyone in your industry is working to win a new candidate, or if you’ve caught wind that a top performer in another company may be looking for a new opportunity, you should be poised and ready to bring them on.
And it’s not always a pay check that can bring these excellent candidates through your door. It’s about maintaining a good quality of life for all of your employees. Here are a few ways that you can put yourself in a position to steal the best talent from your competition.
Do Interesting Work
No one brags about their job being boring. You want your employees to be engaged in their work, excited to contribute each day.
Having a pipeline of interesting projects will make people want to work for you instantly. Candidates want to enter into a job that excites them. So let them know what kinds of things they’ll be doing, and be sure to offer some variety.
If they know they’ll be challenged with something new each day, you may be swayed enough to join your team
Assess Your Benefits
Sometimes, the right benefits can tip the scales in your favor. What do you offer in the way of health insurance? What about sick days and time off? Do you have a 401k program?
Figure out which areas of your benefits package are lacking, and which should be highlighted to candidates. If you can improve anything, find a way to do so. You never know what could sway a candidate to your organization, so make sure all of your benefits are up to, or better than, par.
Candidates want to find a job that works for them, just as much as they work at it. But every employee has a different set of needs. Whether they have a family or pets to come home to, or maybe even an elderly parent to take care of, people want to know that there is room for their own personal needs.
Offer different options that people can utilize, such as flexible work hours, or a self-selected schedule. Ask your candidates about the projects they’d prefer to be on, and do your best to assign them accordingly.
This does not mean to be 100% hands-off and leave everything to them. It just means that you should take their needs, wants, and goals into account, and be understanding of their own personal situation.
If you’re not signing your own praises, no one else will. So make sure people know that it’s great to be a part of your organization. Through word of mouth, social media, and more, make sure that you control the perception of your company in the marketplace and paint it in the most positive light possible.
If you’re happy, proud, and enthusiastic with your team, they may match your effort and advocate, as well. That’s an even better situation. If people in the industry know that your employees love working for you, candidates will be more interested in you as a potential employer.
Personal testimonials are the most powerful marketing tool, and could ultimately lead the best talent in the industry right to you.
Hire a Head Hunter or Recruiter
Head hunters and recruiters are experts who also know how to best sell your brand and culture to the best candidates around. They have their finger on the pulse of the industry, and can introduce you to talent you may not even be aware of. They can make a connection for you and open doors you didn’t know were there.
On top of the industry knowledge, that third party opinion is sometimes the thing that makes a potential new employee lean your way. While a candidate knows that you think highly of your own business, the opinion of someone who is not involved in the company directly may lend some credibility to your already compelling cause.
If you’re interested in learning more about what a recruiter can do for you, reach out to the construction experts at Michael Page.