Kaitlin N. Schuler, Editor

Construction jobs remain in high demand as labor shortages and increased work continues. With this trend showing no signs of reversing, it’s critical that construction companies work to improve how they recruit and retain talent. 

Construction companies that are willing to address the small candidate market and take the necessary measures to ensure that they get ahead of the competition will be the ones that hire the best workers. 

Why does effective construction recruitment matter?  

With tight timelines and strict deadlines, filling open positions with skilled professionals in a timely manner prevents project delays and cost overruns. Using effective construction recruiting solutions also ensures workers have the necessary training and experience to work safely and deliver high-quality results.  

Hiring workers with good skill sets who stay for several years also reduces turnover while fostering company culture and increasing job satisfaction. Putting time and effort into recruitment can save you the headache of cycling through employees. 

Here are seven effective hiring strategies from across the construction industry: 

1 | Write a clear and concise job description. 

Determine what you want and need in an employee, and put it into a concise, readable format. Your job description should include employee responsibilities, competitive compensation, necessary and ideal qualifications, schedule expectations and anything else pertinent to success in the role. It should also tell candidates what benefits they can expect if they are hired and what sets your company apart from competitors. Take the time to make this description accurate to weed out any candidates who may be a bad fit.  

Related:How to Extend an Enticing Job Offer

2 | Post open positions in the right places. 

After crafting the job description, post it on job hiring databases where construction workers will see it. Online job boards such as Indeed, Glassdoor or LinkedIn are a good starting point, and you can consider attending job or career fairs at high schools and colleges to help reach a younger demographic.   

3 | Ask employees for referrals. 

Referrals can lead to excellent hires for your company. Consider developing a referral program and offering incentives to employees who send potential candidates in your direction. Trustworthy workers often refer trustworthy job candidates. 

4 | Build a strong online presence for your company. 

A strong online brand can help attract high-quality construction talent. An active and up-to-date online presence can diversify your reach, build rapport with candidates and keep your business top of mind when candidates look for their next role. Consider updating your business’s website, social media profiles and any active postings on job boards.  

Related:3 Types of Interview Questions to Ask to Hire the Best Construction Job Candidate

5 | Streamline the hiring process. 

A long, drawn-out interview process with too many meetings and delayed responses can lead to missed opportunities. Many times, candidates have opportunities from multiple companies during the time they’re looking, so make sure your hiring process is streamlined and effective for best results. 

6 | Provide training to employees old and new. 

Retaining employees should always be a top priority so develop training programs for new and existing employees. This helps bring your workforce up to the level of performance you need and encourages career growth in your company. Additionally, ask for feedback at set times throughout the year to understand what your employees are thinking and feeling about your company, and do what you can to improve any pain points reported.  

 7 | Look for veterans.  

Military veterans often have skills that are transferable to various industries and roles. For example, they may have experience building structures, operating heavy machinery or other skills useful in construction. Reach out to organizations that support veterans or post on job boards for veterans.