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Recruiting Tips Construction Companies Need to Know

4 min read

Labor shortage is a real issue in the construction industry. In order to hire and retain quality workers, construction companies need to be more creative in their recruitment strategies. Here are some tips for recruiting workers to your construction business.

1. Develop a clear idea of the kind of worker you’re looking for.

Before you even start your search, it’s important that you have a clear idea of who you are trying to hire. Consider the following areas:

  • Experience – Do you want an experienced laborer who already knows what they are doing? Or are you looking for someone unexperienced but eager who you can train for the job?
  • Management Skills – Are you filling a role that will require the new hire to act in a management capacity? Or do you just need a good follower?
  • Technology – What technologies will you be asking the new hire to use?
  • Customer Service – Will the new hire be expected to interact with clients? Or will they simply perform work on the job site?

Consider consulting anyone on your staff who will be working with the new hire in order to make sure you are covering all of your bases. Once you have figured out exactly what you need in your new employee, be sure to create an accurate and detailed job description to guide you in your search and interview process.

2. Make sure your company and the position you are looking to fill are attractive to prospective hires.

The job hunt is not a one-sided process, especially considering the construction industry labor shortage. You should expect that anybody you interview has multiple employment prospects and, especially if they’re a good candidate, multiple job offers. As such, it is important to make both your business and the position for which you are hiring attractive to prospects. Here are some areas to consider:

  • Technology – Many workers, especially those in younger generations, will seek companies that have adopted modern technologies. New tech makes work both more efficient and less redundant. Has your business stepped into the 21st century yet?
  • Career Paths – Does your construction business offer opportunities for career advancement? Policies or programs that offer and encourage upward mobility within your workforce can be very attractive to prospective candidates.
  • Training – Similar to offering clear career paths, if you offer training to your workers, it communicates your investment in them and their professional success. Many job hunters seek organizations that support them in this way.
  • Benefits – This one is no surprise, but it is still important. Consider what benefits you can offer to your workforce, beyond just pay. Benefits that are innovative and/or simply good can be the deciding factor for many candidates.

3. Consider where you are searching for candidates.

You can have a fantastic position, a clear job description and a great company to work for, but still fail to find good job candidates. How so? By looking in the wrong places or by simply not looking hard enough. If you find that the pool of job applicants is not large enough or fails to match the specifications you are seeking, consider where you are advertising your position. Here are some places for getting the word out when you are hiring:

  • Employment Websites – Depending on what type of position you are hiring for, post it on employment websites, such as LinkedIn or Indeed.
  • Social Media – This tip works best for businesses that already have a social media presence and a decent following.
  • Referrals – Consider asking your employees or business partners if they have any referral suggestions for you. You can even create an internal incentive program that rewards staff members who make good recommendations.

Recruiting new employees is no small undertaking. Be sure to take care and consideration throughout the process, in order to end up with the best hires possible. If you can, start looking before you need to fill the position in order to allow you the time to find and interview the right candidates.

Established in 1987, Hudson, Cisne & Co., LLP began to provide accounting, tax, and audit services to closely-held businesses and nonprofit organizations of all sizes. After years of growth, the firm now provides clients with accounting, tax, management consulting, retirement plan administration, and business valuation services. The firm also performs payroll, sales tax, QuickBooks, and outsourced accounting services. Hudson, Cisne & Co., LLP is an independent member of the BDO Alliance USA nationwide network. To learn more, visit HC-CPA.com

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