5 Real-Life Lessons About Hiring

//5 Real-Life Lessons About Hiring

5 Real-Life Lessons About Hiring

Hiring is one of the most important responsibilities construction leaders have. With the skilled labor crisis in full effect, leaders need to find great construction talent in an increasingly challenging job market. These five lessons about hiring can make all the difference.

1. Plan Ahead

The worst thing you can do is wait until the last minute to start looking for talent to fill a vacant position. The chances of making a good hire greatly decrease when you are desperate. Especially during a labor shortage, you must constantly be searching for and interviewing talent. If you’re always looking for exceptional talent, you’ll be able to make quicker better hires. This is extremely beneficial.

2. Listen

As leaders, you’re used to talking much of the time. That is part of the job. But you also need to take time to stop and listen. This is especially true during interviews. If you spend most of the interview talking, you aren’t going to learn much about the candidate. While part of the function of an interview is to sell your company to the candidate, you must be concise about it. You can’t go into a 15-minute monologue. You want the candidate to feel like they have a voice. The interview should flow like a natural conversation.

3. Express Your Company Culture

During the interview, most managers spend a lot of time discussing the basics, such as job responsibilities, hours, compensation, etc. They often don’t focus enough on company culture. Most candidates are very interested in the values of the company. They also want to have an idea of what the day-to-day experience will be. They want to be able see that their personality and values fit well with the company. Often, company culture will influence the final decision.

4. Be Upfront and Honest

No one likes telling people “no” but is has to be done. This is one of the least fun parts about hiring, so it best to just pull off the band-aid. Think about if from the perspective of the candidate. They will feel bad about failing to land the job, but they will feel even worst if they get their hopes up only to have the rug pulled out from under them. If you know you’re not going to hire a specific candidate, tell them right away and be open about why you decided not to go with them.

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By | 2019-02-18T16:05:02+00:00 February 28th, 2019|Construction Blog|

About the Author:

Brian Binke is the founder & CEO of The Birmingham Group (TBG). TBG is a globally recognized Executive Search and Consulting firm, specializing in the Construction arena. Over the past 22 years, Brian has established himself as one of the construction industries most respected leaders. He has won numerous awards for his industry innovation and has been recognized as the #1 Worldwide Revenue Producing Manager for the Largest Recruitment Network of over 800 Independent Firms. Brian founded SC Bingham Farms in 1995. In January 1997, SC Bingham Farms acquired Management Recruiters Birmingham, established by Fred Bawulski in 1967. Fred was an early pioneer of the executive search industry, which was almost unheard of in the 60s. Today The Birmingham Group remains one of the nation’s most tenured search firms. You can reach Brian directly at bbinke@thebirmgroup.com.
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