How to hire the right employees for your construction business
The people you hire to work in your construction business can have a huge impact on the service you offer and the standards you meet. They can also significantly help you stand out from the competition; attracting them is vital and getting these decisions right is crucial. However, typically you're no doubt recruiting and hiring on a regular basis, and finding qualified people so frequently can be tough.
So how can you go about getting it right? Some of the key considerations you need to make 'before' hiring any new employees include:
- What exactly is the job and what does it entail?
- What are the core skills and knowledge needed for this role?
- What type of background will they need?
- If you've had good staff fill this role previously, what was it that made them so good at the job - and can you find this in other people?
- What sort of education requirement does the job hold?
- What is the overall impact of the job role in your organisation?
It might seem unusual to interview yourself first, so to speak, but having a clear and solid understanding of the position you'll seeking to fill can make a real difference in helping you recognise when you have found the right person. If you don't completely understand what the job requires in terms of skills or insight, how can you expect to know if someone is lacking in a vital piece of ability?
It's then important to write a detailed job description that covers all these areas. It will help you to find someone who has already identified that they meet the criteria (although you can't rule out people applying 'just in case').
It means you will have already explained to people what is expected of them before the interview process, but also before they start if you should employ them. It'll also ensure people can see how they will fit into your company overall and means you will have a very specific and clear guide for writing their contract too.
Some of the key aspects to consider including in your job description include:
- The candidate's expected level of knowledge and education
- Any previous experience needed
- Key skills or certification
- Type of person (hard-working, self-motivated, etc)
- Expectations (what your company's goals are and what you'll want from them)
- The hours and any flexibility you'll need
- The length of the contract
- You may wish to include salary, although sometimes people just say 'competitive'.
Once your job description has been published and marketed in the various outlets you have applied to by your recruiter, you will then be looking to the next step of hiring. This can be crucial in how well you retain staff too.
You need your employees to fit both culturally and strategically in order for them to likely become long-term prospects. For example, their personality and general mannerisms need to fit in (for example, are they a quiet introvert when your team is largely made up of outspoken extroverts?).
You'll also need to conduct background checks to ensure everything they're saying actually stacks up, and they really do have the knowledge and skills you need. In addition, you might want to conduct specific tests to verify core areas with them too. It can help you to avoid the risk of hiring someone who turns out to not be competent and can help you assess how they compare with other candidates.
Contact us today at Extraman Recruitment to get additional support with your recruitment process and help writing your next job description.