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Why You’re Not Attracting the Best Construction Talent
If you’re a construction company owner who is having trouble finding the right candidates, or keep losing them to the competition, there ways to combat this setback.
But the first step to fixing your problems is identifying them. Once you know the sources and pain points, you can target and eliminate them, opening the floodgates for desirable candidates.
Here are some potential pitfalls you may be suffering from.
You Don’t Have An Internship Program
If you don’t have openings for interns, you could truly be missing out on talent.
All of the best companies – construction and otherwise – offer opportunities for young people to get quality work experience and valuable training. But interns are definitely not the only ones who benefit from these programs.
These interns can provide both cheap labor and a qualified candidate pool for your company to pull from. If you instill a sense of loyalty in these workers and train them well, you could find that they turn into some of the best candidates for future openings.
It’s a great idea to let your interns decide which path they want to travel. You can use a rotational program that develops them into well-rounded candidates and teaches everyone involved more about their strengths and interests. If you choose to go this route, definitely offer stints in project management, field work, and estimating. You could offer scheduling, safety, and business development -- complimentary skills to the must-haves if you think it’s best for your company.
It can be a very positive situation for all parties involved if done well. So if you don’t implement one, it really is a missed opportunity!
You Aren’t Branding Properly
If candidates don’t know your brand, then you’re way behind the pack from the beginning of their search.
Your brand should amplify your company’s value proposition. It is important to ensure that this comes across properly via all outlets. You have the most control over your online presence, so start there.
Your website should look clean, professional, and engaging. You should feature stunning photography of past projects, as well as a clear statement of work. Your leadership team should also be listed on the site in order to provide transparency and show the makeup of the organization. You want candidates to feel impressed and walk away thinking that it could be a good option for their career.
You Don’t Offer Training, Development, and Mentorship
If a candidate can’t clearly state the ways in which your organization can better them and their career, then they are not likely to sign a contract with you.
Make sure that you’re offering training, development, and mentorship programs, as well as advertising that your employees get these perks. Put that information in your website, integrate it into job listings, discuss it in interviews, and even include it in an offer letter.
If you’re adding these career-builders to your value proposition, you give candidates a much better vision of what their time with you will be like and what they can gain from the experience.
You Aren’t Moving Quickly
Candidates have a habit of disappearing very quickly. They tend to be extremely motivated to find a job, so the ones of the highest caliber can be removed from the market in a flash.
If your interview process is drawn out and the candidate doesn’t hear from you for days, they will probably feel left in limbo or abandoned. They will then move to another opportunity.
You need to speed your process up, keep in contact with your potential employees, and lock them in with an offer.
You Aren’t Compensating Properly
The old adage that you get what you pay for is accurate in hiring top talent.
People with the proper experience and skills are used to earning what they’re worth. If they think they could make more elsewhere, most top performers are confident enough to decline your offer and seek out a better paycheck.
Stay aware of what competitors in your local market are paying their employees and contractors, and be willing to compromise on an offer if a candidate is worth it. You’ll make up that cost in quality of work and a more efficient talent search down the line.
You Aren’t Working With the Right Recruiter
Recruiters can make this entire process much easier on you. By finding and screening candidates for you, they allow you to focus solely on top, high-priority candidates.
The right recruiter has their ear to the ground and is always on the lookout for the best in the business. With competition so tight, they could be the edge you need to get in touch with the right person before they’re off the market.
If you’d like to get in touch with a team of expert recruiters, reach out to the Construction Recruitment team at Michael Page.