Construction jobs are in high demand as the shortage of skilled construction workers grows. This was always the case in the industry. However, the global pandemic exasperated an already significant paucity of talented labor force.
According to a recent study, the construction industry will need to attract 650k new workers in 2022! And they need to do this on top of the normal pace of hiring to meet the increased demand for labor.
For this reason, construction companies' recruitment strategies have never been more critical. Construction companies must have innovative and creative ways to attract more top talents.
With this in mind, we have created a guide on the 5 best recruitment strategies for construction companies. Let's see how you can put the odds in your favor!
Build Your Brand and Establish Priorities
Though it may seem surprising, building a powerful brand to attract employees is as important as building one to charm customers!
Just think about it! You are not the only one hiring. And top talent candidates have many options to choose from. Thus, you need to persuade them that working for you is the best option.
That's why you need to have a powerful employer brand.
Determine what top talents in the construction industry want. You can conduct small desk research and define the priorities workers have. When you have that list, think about how to address each of those priorities.
Safety, for instance, is one of the major concerns in the construction industry. Accordingly, that's what you should focus on!
When showcasing your brand, talk about how you handle your safety measures. For instance, what you do to create a safe working environment & how you plan to improve your strategy in the future.
When your employee brand is ready, it's time to think about who you need!
Plan For Profiles You Need
Construction companies should know whether the business is growing, and more workers are required. For recruitment strategies to work, companies should have information on upcoming projects. This is essential to ensure that they have enough construction workers, engineers, and supervisors.
Plan ahead!
Think about how many construction managers, ironworkers, crane operators, and other professionals you need for upcoming projects.
Each of those positions requires people with very different skill sets and experience. So, once you know who you are looking for, it's time to focus on job descriptions.
Make Detailed Job Descriptions
As simple as it may sound, one of the most effective recruitment strategies for construction companies is to have clear job descriptions. A clear construction job description will help you stay on track in your search and interview process. Create candidate personas for each vacant position that you anticipate opening for upcoming projects.
Each job comes with unique working conditions. They may include simple loading and unloading, scaling challenging heights, or managing teams of plumbers, electricians, glaziers, and others...
Sounds basic, right?
Yet, this is often a big cause of poor candidates and prolonged hiring processes.
We recommend including the following information in each job description:
- List the exact skills required for the position :If this isn't listed, it will be problematic for applicants to gauge whether they're right for the position.
- Duration : Take your time and think ahead whether the position is full-time or part-time. Don't forget to mention whether the position is permanent or seasonal. Without this information, you are likely to receive applications from the wrong candidates.
- Required qualifications : if your job requires specific knowledge or competency (and most of them do) don't forget to specify them in your job description.
Provide Job Training
Even with an outstanding employer brand and clear job descriptions, you might still struggle to find the perfect candidate.
You will rarely find a candidate with the necessary skills, experience, and competency. The more likely scenario is that you will get a candidate with most skills you need, but not all. Or, that person might have less experience than you are looking for.
In that case, consider developing training programs for new and current employees. Not only will this allow you to get new hires at the level you need them at, but also to keep existing employees sharp.
Offer Apprenticeships
You can even go run the extra mile with training!
Partner up with local vocational education centers and train their recent graduates. For example, if you need carpenters, painters, welders, or other skilled workers in the long term, a good solution would be to train recent graduates.
This will provide you with a constant pool of motivated candidates, and thus, be beneficial for your brand reputation.
To Sum
A well-thought-out yet flexible recruiting strategy is necessary for today's talent acquisition environment.
If you are looking for top talents for your construction company, start building a compelling employee brand. Present attractive work conditions and focus on your employees' well-being and career growth.
And Huntzen is always here to help!
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