Construction hiring isn’t going to get easier.
According to the BLS (Bureau of Labor Statistics), there were 263,000 open construction jobs in June 2019. This is the highest number since the recession.
It’s no secret that many construction employers are struggling to find workers.
Construction lost 600,000 jobs during the downturn. Many had been held by boomers who either retired or left the industry. Millennials are not as interested in construction jobs as previous generations.
The demand for construction and extraction employees will grow 10 percent from 2018 to 2028.
If the government continues to spend on infrastructure, the crisis will intensify.
If you own a construction company, you don’t need anyone to remind you of the situation. You’re living it.
You may have positions that have been unfilled for months. Your projects may be delayed because you can’t spread your staff any thinner.
Want to Grow in 2020? Focus on Recruiting.
It you want to grow while building is booming, get serious about recruitment.
Hiring Speed is Critical
In 2019 so far, construction has added an average 14,000 jobs per month.
Clearly, people are applying. Not enough to go around, but many firms are staying staffed.
Do you offer good pay and benefits? Do you support work/life balance? Do you invest in your employees with cross-training and advancement opportunities?
Firms with above-average pay/benefits and an employee-friendly culture are attracting their share of those 14K per month.
But there is another critical variable: time-to-hire. If you have a favorable Employment Value Proposition, you need to speed up hiring.
Did you know that the average time-to-fill in construction is 12.7 days?
How long does it take you to find a skilled tradesperson or project manager? 12 days? 15 days? 30 days? If your company takes longer than average, you are missing out on the best construction candidates.
12.7 days. That’s not a lot to work with.
Optimize Your Recruiting Infrastructure
It’s time to take a long, hard look at your construction recruiting operation.
5 Ways to Speed up Construction Hiring
Which processes can you speed up?
1. Post construction jobs faster
2. Improve construction job description management
3. Automate first-pass filtering
4. Schedule interviews with ATS calendar integration
5. Faster background and reference checks
Let’s get into the details.
A Quality ATS is Your Answer
Start with the foundation, your applicant tracking system (ATS). Recruiting without specialized software is like pouring a foundation without a cement truck.
An ATS speeds up everything. Everything.
Job posting. Creating an applicant database. Candidate scoring. Interview scheduling. Sharing hiring team feedback. Background and reference checks. Job offers.
Invest in the Right Hiring Tools
Even small firms can afford a sophisticated ATS. And ‘afford’ isn’t the right word. This is a critical investment. In a cutthroat labor market, you won’t have a chance without the right tools.
In a labor shortage, you’ve got to attract a huge pool of applicants. To do this, you’ve got to post your jobs everywhere. Job boards, colleges, trade schools, industry websites, and social media sites.
An ATS helps you cast a wide net. You post to all those job boards simultaneously.
Keep Construction Job Descriptions Organized
Managing specialized construction job descriptions is time consuming. Staying organized while posting multiple openings is a juggling act.
Store your construction job descriptions in your ATS. You’ll never need to start from scratch again.
Some firms are having success attracting and training veterans.
‘Offering training to veterans is a great way to fill the talent pipelines as vets often come with a sense of mission and have proven their value to the industry.’ John Wagner, national construction director at Gallagher.
If you haven’t tapped this promising demographic, craft job descriptions specifically targeted to veterans. Create training programs for the positions you have the most difficulty filling. Set up apprenticeships and internships specifically for veterans.
Build a Database of Construction Applicants
When the applications start coming in, they pour into your ATS database. You can see which job boards perform best. Then concentrate on those going forward.
You will have a pool of applicants. As you need to fill new positions, you can look first at your pipeline.
Make it Easy to Apply
Many construction job seekers use their phone to apply. An ATS is the best way to create quick, mobile-friendly applications.
Make sure you have an ATS that lets you create custom questionnaires (applications). Write one for project managers, one for engineers, one for estimators, one for electricians, etc.
The questionnaires have knockout questions that eliminate unqualified candidates. Think about that. Your ATS saves you tons of time by doing a first-run filtering.
Spend a Lot Less Time Reviewing Applications
You don’t even start reviewing applications until your ATS has isolated a pool of promising ones.
Your time is valuable. Don’t waste it on applicants that don’t have the construction skills and experience you need.
How Long Does it Take You to Schedule Interviews?
Are you doing interview scheduling the old fashioned way? Phone calls, emails, and texts?
Let’s talk about best practices for interview scheduling. The latest ATSs integrate with the most popular third-party scheduling calendars. Like Google Calendar and Office 365.
This is the low-hanging fruit when it comes to optimization. Don’t waste any more time with an inefficient scheduling process.
Construction firms with good ATS’ have whittled the scheduling process down. When you shorten time-to-hire by two or three days, you can make job offers before your competitors. It makes a world of difference.
Faster Background and Reference Checks
Background checks are a necessity in construction. ATSs integrate with background check companies. Your ATS triggers the process and the background check service keeps things moving.
Reference checks are also slick. When candidates apply online, they enter their references. If they advance to the job offer stage (hopefully just a week later), your ATS triggers reference check emails.
You don’t have to ask for their references. You don’t have to call any previous employers. Your ATS takes care of it.
Remove Every Hiring Bottleneck
Remember, you’ve only got a few days once you post a job. The firms that are finding good employees have squeezed out every inefficiency. Their hiring operation is lean, mean, and strategic.
Getting a capable ATS is the first step.
ApplicantStack for Construction
ApplicantStack is designed for both the beginner and veteran construction hiring manager. It accommodates small to large construction firms.
It scales with you. Up or down. It works great for seasonal construction businesses as well.
Professional construction recruiters use our software. Owner-operators use our software.
Get ApplicantStack and Follow Our Hiring Series
First time ATS users learn the basics quickly. With ApplicantStack, that doesn’t take long. Then they can follow our How To Hire Your Next Employee Series. The series focuses on each hiring step.
We have a video and article for each step. Plus a checklist to make it easy. Take it one step at a time. We’ve broken it down down into bite-sized chunks.
You don’t have to know recruiter-speak. It’s clear and straightforward.
By focusing on each hiring step individually, you’ll learn how to use the more advanced ApplicantStack tools.
Best Practices For Construction Hiring
Use best practices outlined in How To Hire Your Next Employee series to maximize ApplicantStack.
Our software and our series is your winning combination for overcoming construction hiring challenges.
Transform your construction recruiting and hit the ground running in 2020.
By Liz Strikwerda
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