The thing about hiring is we all think we have a process.
But how is that process actually performing for you?
According to a 2018 report from the U.S. Bureau of Labor Statistics, construction is predicted to be one of the fastest-growing job sectors through 2026, adding about 747,600 new jobs. But there simply aren't enough skilled workers around to do the work.
Solving skilled labor shortage issues is one of the most important things your company can do
It’s time for a different approach. Consider these steps for building a pipeline of awesome construction candidates so that you always have the talent you need to keep your projects moving.
Tell Job Seekers What’s in It for Them
Today’s construction workers have plenty of options.
As Tyson Conrad, CEO of Tampa-based Goliath Construction Consulting, says, “For so long, it was seen that if you worked with a hard hat, you didn’t make a lot of money and you were a dummy. I can tell you that is contrary to everything that is reality.”
Show job seekers you get it by helping them visualize the impact they can make by working with you, not to mention the great perks that take your offer above and beyond the competition.
Once you’re clear on what’s in it for both parties, it’s time to lay it all out in some awesomely irresistible job ads.
Use Inclusive Language to Widen Your Talent Pool
The construction industry is still a lot like it was when it first started: male-dominated.
And career stereotyping is holding women back from joining the field. As the labor market shrinks, you need to do everything you can to expand your talent pool to include every qualified candidate, male or female.
Not only that, companies with inclusive talent practices have 30% higher revenue per employee than companies that don’t, according to the 2017 Global Human Capital Trends survey by consulting firm Deloitte LLP. Turn a blind eye and you can expect to be passed up by the competition that gets it.
Position Your Employer Brand to Win Top Talent
Now that you’ve got an awesomely compelling job description, you’re probably itching to publish your open positions. But hold on a minute.
Offer the right perks and benefits
Given the harsh work conditions and long hours, work-life balance is making its way to the top of the list for the next generation of construction workers.
Make sure you’re offering both the classic benefits workers have come to expect and the more modern perks that tend draw more appeal with younger job seekers.
Here are some proven perks and benefits to try out:
Safety and health are still at the top of the list in this industry. Make sure you stick with a great health plan and a fully certified safe working environment.
As employees enter parenthood, family benefits are crucial to attracting and retaining top talent. Offer parental leave and consider allowing employees to work reduced or flexible hours.
Fifty nine% of millennials say the opportunity to learn and grow is extremely important to them when applying for a job, according to research done by the Gallup organization and reported in “How Millennials Want to Work and Live.” Offer learning and development opportunities by way of on-the-job mentorship and apprenticeship, and ongoing skills training programs.
When it comes to financial benefits, remember construction is a cyclical business with ups and downs along the way. Take care of the people who contribute to your company’s success by having an employer-matched 401(k) plan for employees.
For bonus points, run a competitive analysis on your perks and benefits to find out what gaps you can fill better than anyone else.
Source Like a Pro-Recruiter
Once you have a killer job ad, the only question is where to put it.
Today, recruiters do the same legwork to place a temporary worker as they do for a permanent position. But filling any type of role takes time and money. You need to know which avenues will get you the biggest bang for your buck.
Optimize your referral network
Word of mouth is big.
Reach out to your network, including your current employees, with a quick email letting them know what types of workers you’re constantly on the lookout for and get ready to do some serious hand-shaking.
If your applicant tracking system (ATS) has a browser extension, use it to automatically pull candidate info straight from LinkedIn. You might also want to set up automated reminders to follow up with the contacts in your network by email or phone.
The job boards: where and how to post
Here’s where it pays to really know your talent market.
There’s a job board out there for virtually every type of candidate, but each one comes with a cost. Before you invest in paid job boards (which can range anywhere from $25 to more than $5,000), it’s always a good idea to post your ad on the free, high-traffic sites.
If possible, save yourself a ton of time and use your ATS to automatically broadcast your ad across all the free job sites.
Always Follow Up
Talent sourcers know that it takes four to eight touches to see progress, with conversion rates steadily increasing as the number of touches go up. Calling it quits after the first email is a waste of the time and effort you put into finding great candidates in the first place!
Space your emails a few days apart or up to a week, depending on seniority, and keep them short.
With the proverbial “War for Talent” back on like never before, you need to treat every candidate lead like a valuable sales lead.
With the right tool, it can be a lot less work than you think.
If you’re ready to speed past the competition and start making a proactive play for the best-of-the-best construction talent, start by embracing the role of construction companies as developers of people—not just projects.
Nina Cofer is a product marketing manager at Breezy HR, an applicant tracking system based in Jacksonville, Fla. Cofer’s entrepreneurial spirit, creative mind and artistic talent have given her more than a decade of experience working in marketing, payper- click advertising, web and graphic design, and search engine optimization. For more information, visit breezy.hr
