11th June 2020
The Checklist to follow for Construction Recruitment – 2020
When you’re in a construction employment agency, you must recruit the right people that have the right mix of skills and a sound work ethic. It is worthless to state that the construction industry is a pretty competitive business and in order to survive the harsh competition, it’s a good practice to have a sound construction recruitment policy.
A Recruitment policy will have a comprehensive set of skills and proficiencies that are deemed necessary for a person to qualify for a job and a recruitment checklist is part of it. An efficient policy and a checklist will not only help you in establishing a pool of the right construction professionals with unique abilities, but it will also take your company’s reputation to the next level.
So, in today’s read, we’ll be going to explore all these steps that you should take while preparing to recruit for a position.
Introduction – Trends in the construction industry and its advantages for candidates
The Construction industry is about to expand and is expected to require tens of thousands of jobs across the construction and associated sectors. The annual growth rate in the construction industry is expected to continue and with the improved standards and use of better safety products young individuals are encouraged to the joint construction industry.
Why should workers work for your construction business?
Due to planned talent acquisition, the unemployment in the construction industry is presently at record low level. Hence, unemployed individuals are not experiencing difficulty in finding gainful employment. However, such a competitive construction sector seemingly favours candidates and hiring is becoming increasingly difficult.
In such a situation of a war for talent, employers are struggling to attract and recruit the right talent for the construction industry. Besides, the education system is not adequately preparing candidates for their impending entry into the job market. The new candidates lack technical knowledge which is mandatory for the construction business.
Job designation you provide
The only thing that defines the required set of skills and qualifications for a job is its designation. As a recruiter, you must identify the job designation as it is the first step of shortlisting candidates who have previous experience of the same job role. In the construction sector there are a plethora of job roles from a surveyor, site engineer, planning engineer, construction engineer to a carpenter, plasterer, joiner, painter and tile fixer to name a few. So, first, you have to do your homework in understanding the requirements of the construction projects and based on such requirements you can define the job designation required.
Qualification and Skills you are looking in candidate
The next on our list are job requirements. You need to define the required qualification and skill set. Every job and project is unique with its demands and needs. So make sure to indicate the required qualification and skills in your job advertisements.
Job role and working hours should be defined well so the right candidate opts for it
Similarly some special jobs require experience in a certain area of interest. So to attract the right people you need a well-written job post that clarifies all specifics of a job. This is especially important when you’re looking for some specialists and not the generalists.
Suitable hours for an interview for the candidates so they find it easy to contact you
The post must indicate the time when you’ll be ready to take interviews. But the time must be relaxed in a way so the candidates may find it easy to join you and to contact you.
The facility and Provisions you will give to candidates if they work with you
The only way to pull in lots of interest in your job ads and to boost your construction recruitment marketing is to mention perks and benefits. But you should be reasonable and realistic in terms of setting benefits for a given job role.
Benefits of working for the construction industry
As a recruiter, you should encourage candidates by telling them the long-term benefits of working for the construction industry. The candidates are approaching only for the gains and they’ll only be willing to work upto their fullest potential when they’re sure about returns and perks.
Recruiting in the construction sector is a little different than hiring candidates in other industries. Attracting top applications to your construction firm requires a workable recruitment policy and this checklist will help you in preparing one for your company. You need to attract candidates with the highest talent potential in order to build your workforce and branding strategy.
Strong Group is the trading name of Strong Recruitment Group Limited, Registration Number: 07533524, Strong Group Holdings UK Limited, Registration Number: 11800610 Strong Driving & Industrial Recruitment Limited, Registration Number: 1182327, Registered office address: Legion House, 75 Lower Road, Kenley, CR8 5NH
