Construction is one of the most profitable industries in the US. In November 2021, construction spending was $1,625.9 billion, and just after one month, it increased by 0.4% in October 2021.
These numbers provide a positive outlook for project managers to expand their construction companies. Hiring and training new construction workers is a top priority for any small business to build a strong team.
Hiring construction workers can be a daunting task if you’re a small construction company. But with the right approach, your hiring process can go smoothly and lead to a productive and cohesive team.
Our blog post will outline some tips on how to hire construction workers effectively. Keep reading to learn more!
The US Bureau of Labor Statistics states that job growth in the construction industry is expected to increase by 7% between 2020 and 2030.
If you’re looking to build a profitable construction business and hire the best construction workers, you need to know how to filter skilled workers from inexperienced and incapable ones.
Here are 5 steps to get you started.
To attract and hire construction workers, you must show that your company provides several essential benefits and perks at the construction site.
Some factors that skilled workers look for when searching for a job position include:
Keep in mind that highly skilled candidates typically look for a professional team and management style to match their expectations. So having a robust business plan will help you attract and retain top talent.
General job boards like Indeed and Craigslist draw many workers seeking construction jobs, including construction workers. But if you want to find construction workers easily, you need to look on targeted sites.
Besides usual hiring platforms, targeted sites for construction workers and construction-related professions are great choices to post a niche job ad.
Here are 4 examples:
It’s a hiring platform that provides discounts for multiple job posts, features an advanced search system, and shares posts for job seekers via email.
This site provides keyword optimization tips, discounts for several job posts, pre-screening questions that help the recruitment process, and an applicant management dashboard.
Besides offering general construction job posts, this platform caters to employers and job seekers in the alternative energy industry ( wind, solar), manufacturing industries, and homeland security.
This construction job board caters to construction workers, operators, managers, and technicians. Managers can even advertise their business and read helpful hiring tips on their blog section.
Social media can be a powerful tool to get your company name out there. It would allow potential candidates an opportunity to see what you have offered and how great it could be for them if they joined your team.
People want more than just a job – nowadays, they’re all about making sure that any successful business has integrated well into its community as well. Taking advantage of these channels can help talented construction workers find their dream position faster.
Here are 5 ways to leverage social media platforms for recruitment:
The construction industry doesn’t seem very attractive to young people since many deem construction work dirty, outdated, and technophobic. You can cultivate a positive culture around construction work by appealing to younger generations through social media.
Young people can be reached offline too. You can contact trade schools to host job fairs and offer apprenticeship programs to increase your recruiting of qualified candidates.
Hiring construction workers should be done throughout the year. If you think about hiring only when you’re desperate, you’ll not be able to assess candidates carefully and wouldn’t be able to tell great construction workers from bad ones.
Create an employee referral program to get your employees involved in the recruitment process. You can ask them if they know someone who possesses the skills of a good and professional construction worker, then offer referral bonuses to those whose referrals lead to hires.
Once you’ve screened your applicants, select a few and conduct either a phone or video interview. During the interview, inquire about their experience with safety procedures, as this is a crucial aspect in construction.
If you want to get into specifics, you can also create a scenario where a skilled applicant has to specify the tool to accomplish their task. Keep in mind the qualifications someone needs to get hired and ask questions accordingly. For instance, a roofer does a different job than a tile setter or a brick mason.
Remember to listen carefully and jot down the applicant’s answers. Also, keep an eye out for negative attitudes and those who struggle working as a team, especially if they haven’t worked in a team in their lives and always flew solo as independent contractors.
After successfully hiring someone and calling them, ensure to send them an official letter that includes their salary, working hours, worker rights, and other benefits you mentioned in the interview.
It’s best to mention the onboarding process in the letter you send to your worker before arrival. They can read about the company culture, the tools, equipment, and technology you use in your construction business.
Ensure to ask them to confirm they’ve read and understood before letting them work onsite. If you’re using any tools for time and attendance, like facial recognition, the worker needs to know how the system works.
As a project manager looking to invest in such digital tools, it’s essential to understand how they operate to explain it to your employees easily.
To better understand how the latest time and attendance systems work, you can request a demo, and we’d be more than happy to give a rundown of the basics!
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