Construction recruiting is as competitive as it has ever been. If you want to avoid hiring employees who are a bad fit, then you’ll need to focus on implementing an efficient hiring process. Too many organizations are failing to realize that recruiting employees doesn’t have to be a complicated, time-consuming ordeal. For instance, some companies continue to rely on too many pre-employment tests and questionnaires. Although these techniques might work to weed out a few of the bad apples, they often do more harm than good by acting as obstacles that can drive talented individuals away from your organization. Consider some of the following tips to avoid losing candidates in a sluggish recruiting pipeline.
Interview, interview, interview.
Quantity breeds quality. Always be looking for new talent even when you have a full roster. Then, make sure with every interview you get back to them with a definitive answer within a timely window. Thank them for coming to see you regardless of the outcome. Remember, if you talk to several people per job vacancy, you’ll get better hires than if you limit yourself to only a couple of candidates.
Be timely in your communication.
Every step of the hiring process should focus on making a great impression of your company with all of the candidates being considered for construction careers. The end goal should be to leave applicants with the positive mindset of “what a great company.” Clear and timely communication shows respect to both the candidate and the company.
Talent acquisition needs to be at the top of the priority list.
Jack Welch, CEO of GE probably said it best, “Leaders relentlessly upgrade their team, using every encounter as an opportunity to evaluate, coach, and build self-confidence.” You can’t expect to hire great talent if it’s an afterthought. Many of the top companies in the industry share the same recruiting philosophy as successful sports franchises, like the Golden State Warriors. They already had a roster full of all-stars before offering a contract to free agent Kevin Durrant. It just goes to show that it’s always possible to make room for new talent.
Keep them updated on next steps.
Don’t leave anyone in limbo during the hiring process. Not only will you not learn anything new about the person’s qualifications, but it can also cause you to forget why you were considering them in the first place. Don’t hire in haste yet be efficient in responding to people about the next steps. Be honest and transparent. If they are a very active candidate, they’ll be hired right away.
Make sure everyone on the interview team is on the same page with the main talking points.
Don’t confuse the candidate with contradictory statements. Set up peer level brand ambassadors during the interview who can speak about the great benefits, advancement, culture, and great experience they’ve had with the company. Talking points will carry more weight if they are delivered from the peer level versus the CEO.
Partner with a recruiter.
Partner with an expert recruiter who understands your industry and marketplace.
Always know your talking points about what differentiates you from the competition. Avoid using the generic responses like you are a “family-oriented company” with “room to grow.” Instead, get more specific by providing supporting facts and personal stories concerning how various employees have advanced with the company.
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