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 on it
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 days.
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 recruits?
Keep the rules simple and make sure all employees know about the program.
Turn to Social Media
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 to hire.
Reach out to past candidates
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 plan.
1. Determine business and employee goals
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 sales).
2. Explore training and development options
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 revised.
In conclusion
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 sharie@fasteasyaccounting.com
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