We all know the usual process of finding new employees.
Advertise a job, read resumes, conduct a telephone interview,
conduct a face-to-face interview, then choose someone. The steps to
recruiting new talent have been the same for decades, leaving many
construction business owners to think these are the only way to
find new employees.
There are many top-notch employees that you might not find if
you don't change your strategy, however, these days there are many
new and exciting ways to connect with possible staff and attract
qualified employees to your business. All you have to do is be
willing to be creative in your thinking.
Get your current employees
Besides you, who knows better what you need in an employee
than your current employees? Not only do they know what you need,
but they can also vouch for the people they recommend. Using an
employee referral program can save you the costs associated with
advertising a position, undergoing extensive interviews, and then
training and retraining employees who don't work out.
How does it work? Your employees recommend people for a job
with your company, and if their recommendation is successful, they
get a reward. This can be a cash bonus, a gift, additional days off
work, or the opportunity to work from home for a few
Make sure the program's details are precise: does the referred
employee have to be hired for the benefit to kick in, or do they
have to work at your company for a specific period? Does the gift
get more extravagant if they recommend more successful
Keep the rules simple and make sure all employees know about
Turn to Social
Social media isn't just a great way to build your customer
base; it's also a fantastic way to build interest in working for
your company. Employees of all ages—but especially younger
generations—use some form of social media to look for work. That
could be LinkedIn, but it can also mean Facebook, Twitter,
Instagram, or a variety of other sites.
Even if someone who sees your post isn't interested, they may
share it with their friends or followers, who will share it with
theirs, vastly increasing your reach. Be sure you know who your
target candidates are and what social media channels they use and
tailor your ads or posts to them.
If you have the time to have a long-view of recruiting, start
building your company's employment brand online early by releasing
content that highlights your corporate culture. People may see
those posts and come to you so you can develop your talent pool. At
the very least, you'll already be on their radar when it comes time
Reach out to past
Just because someone wasn't the best candidate for a job in
the past doesn't mean they aren't now. There could have been many
factors that resulted in that person not being the best fit at that
time. Perhaps they've taken courses or developed their experience
since you interviewed them.
When you interview people that you like, but they don't quite
make the cut, keep their resume on file and consider reaching out
to them when a position opens up. You never know when the time will
be right for them.
In light of finding the right employee, make sure your
company is also a good fit for job-lookers. One way of attracting
and keeping top and able crew is creating personal development
plans for your employees.
Hopefully, you have long - and short-term plans for your
company, and you may even have a strategy for your development, but
have you considered having a personal development plan (or
individual development plan) for employees?
An employee's development plan is an action plan that focuses
on helping staff improve their knowledge, capabilities, and skills
in areas related to your business.
Creating such plans shows your staff you're invested in their
future, which increases employee satisfaction. It helps them
understand their role and gives them a framework for expanding
their talents. It enables you to develop your staff, allowing you
to promote from within and enabling your employees to grow with
your construction company.
Here are some steps to take to write a personal development
1. Determine business and employee
The first step is to determine your company's goals and needs.
Are you looking to expand locations soon? Add new products or
services? Do you have senior employees who will be retiring soon?
Once you know what your business needs, you can identify the
skills, experience, and training that will support the people who
will help you meet those requirements.
Then determine your employees' goals. Talk to them about the
work they currently do and where they feel they could use training.
Ask where they see themselves in your company in the future. Find
out why they want to develop their skills. Their answers will help
you determine how to put the plan into action.
When you assess employees, keep in mind that having the
ambition or potential to move up in your business doesn't
necessarily mean they're ready right now. They may require a few
years of gradually expanding their role and skills, or they may be
great at one job (say installation) but not at another (such as
2. Explore training and development
Now you can look at training and development options for your
employees. Consider what training will give them the skills they
need to expand their talents while also weighing their learning
styles. Not all employees learn well in a classroom setting - and
not all have the time to devote to taking courses.
Explore other options, such as coaching and mentoring, special
projects, networking groups, online training, and working with
experts. Combining a few of these strategies will likely work well
for your employees as they can learn new skills and see how those
skills apply to their jobs.
3. Write a development plan
Finally, you can write up the plan, including specific goals
with deadlines and the steps to take to help your employees achieve
their goals. Sit down with your employees to talk about the program
over, so they know what the goals are and how acquiring new skills
helps them and the construction company.
Ensure that each employee has the opportunity to apply their
new skills on the job and get feedback about their progress. This
will keep them engaged in the process and help them refine their
abilities. Remember to review the plan periodically so you can
measure their development and determine if the project should be
There are many things you can do that can be successful in
finding the right employee for your business. As a bonus, some of
these strategies won't necessarily cost you a lot of time or money
and may get you highly qualified and loyal employees. Employee
development plans are a great way to invest in your employees and
help them acquire new skills that will help them in their careers.
It also enables you to promote from within your construction
company, saving you time and money in the long run.
About The Author:
Sharie DeHart, QPA is the co-founder of Business
Consulting And Accounting in Lynnwood, Washington. She is the
leading expert in managing outsourced construction bookkeeping and
accounting services companies and cash management accounting for
small construction companies across the USA. She encourages
Contractors and Construction Company Owners to stay current on
their tax obligations and offers insights on how to manage the
remaining cash flow to operate and grow their construction company
sales and profits so they can put more money in the bank. Call
1-800-361-1770 or email@example.com