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.
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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