As in any industry, finding the most suitable recruit for a job opening can prove to be both a daunting and time-consuming task. What many companies often struggle to realize is that the hiring process doesn’t have to be that way. By implementing the right strategy, and recognizing your company’s unique culture, hiring becomes an exciting and memorable process both for the candidate and the company!
There are a few key things to set in motion prior to opening your business’ doors to new candidates. Think of it as going to the grocery store and forgetting your shopping list – no one wants to walk aimlessly around the store trying to remember the key ingredients for dinner. The same rings true for companies opening their doors to candidates – you want to be sure you’re getting what you need.
There are a few key practices that will aid in helping a company determine who is going to be the most suitable candidate for the job. By familiarizing yourself with these integral components to a hiring strategy, you may even surprise yourself with how fast you find the missing piece to the puzzle!
Build Your Brand for Better Communication
You may have rights and trademarks reserved for your brand, or you may even have been an established business for years. However, consider how many people are aware of your company. Establishing your brand is more than a one-and-done process – you need to build on it! Establishing your company culture, priorities, and embracing technology are all critical steps that must be taken in order to attract the right person for the job.
Establishing Company Culture
Granted, work is a means for income. That being said, no one wants to be a part of a company that doesn’t have a strong and established voice. What many businesses fail to comprehend is that their voice must be aligned with the beliefs and values of their workers. If your company believes that hard work is the foundation of happiness, then voice it! If your business believes in diversity and equity, then voice it! Establishing your company’s values and beliefs will draw in candidates who have the same values. After all, a company’s success is reliant on the integrity of its workers. The same rings true in construction recruitment.
Establishing Recruit Priorities
Like any recruitment process, construction recruiting aims to fill traditional roles that can often be difficult to fill. One of the key reasons that filling a project executive role can be a difficult process is the question of safety. Voicing that safety is a top priority in tandem with diversity and equity is a key selling point for any employee in any industry. As it pertains to recruiting construction project executives, these selling points are even more crucial.
First, be sure you have laid out your company culture, its distinct aspects, and how your priorities can draw in new talent. Then, it’s time to take advantage of the hundreds of marketing outlets that are available to let candidates know you’re hiring. From LinkedIn to Talent Acquisition agencies, there are hundreds of ways to get your company out there.
Be sure to implement a solid marketing campaign that highlights the unique aspects of your company. This can be through advertisements, blogs, sponsorships, etc. Relevance is key in a world where the trending topic today is yesterday’s news tomorrow. Moreover, as more and more millennials fill the workforce, you’ll want to be sure that you’re reaching the right audience. A 95-year-old project executive may not always be the right fit, whereas a 26-year-old with a degree and experience may be your ideal candidate.
Do You Have a Position to Fill?
Ultimately, you’ll want to consider the platforms that feature the demographics that you’re looking for when looking to fill a niche role. You’ll also want to have the ammunition that is a rock-solid marketing strategy to entice potential candidates. In the end, highlighting the most unique aspects of your business and putting your values and priorities out there is just like dating. People want familiarity, trust, and respect in any relationship, especially in a professional sense.
Construction recruitment shouldn’t feel like a chore. It should be both an exciting and invigorating process for both the company and the candidate. Implement what you’ve learned here into your hiring strategy. Truly recognizing the critical impact that establishing safety and equity as priorities can have. Then, you will find the perfect construction project executives in the construction recruiting process. For questions regarding recruitment, contact KSM Consulting today!