How to fill your company’s job openings

Published · 2 min read

If your company is like most construction firms, the last time you aggressively recruited employees was 2007. At that time, Apple was just introducing the iPhone, MySpace was the social networking site of choice, and the popular Nintendo Wii game was just invading our living rooms. A lot has changed since then, including how we recruit new employees. Today applicants are much more likely to start their job search online using job boards like ConstructionJob.com, job posting aggregators such as Indeed, networking venues like LinkedIn, and even construction specific social sites such as WorkHands.

The shortage of skilled labor is also impacting the way construction firms attract new employees. What once were standard recruiting practices for your company may no longer be effective. In another post, I covered four ways to use LinkedIn for your construction job recruiting. Here are five more hiring tips to consider:

  • Don’t overlook talent within the workplace. Before you start recruiting to fill a vacant position, scan your current team for potential candidates. This can save you both time and money.
  • Reduce the number of questions on your job applications. With more competition for a shrinking pool of workers, it’s important to remove barriers that would make it difficult or too time-consuming for applicants to apply.
  • Encourage your employees to promote job postings through their social networks. This not only increases the number of people who see the job posting but can result in stronger candidates.
  • Don’t throw away resumes. Individuals who didn’t get one job may be perfect candidates for another position. Many potential hires won’t apply again at your company, so you may need to contact them.
  • Think long-term. Engage with job seekers who show interest in your company even if they don’t yet have the skill or experience level for a current position. By building relationships, even mentoring job seekers with potential, you are building candidates for future job positions.

These days you are competing against all companies, not just other construction firms, for available workers. Using new methods and social tools to proactively reach out to potential employees will be key to attracting the best talent for your business.

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