In this article, we will explore the importance of using a professional recruiter to find and hire exceptional talent in these industries. From their expertise in candidate sourcing and screening to their ability to streamline the hiring process, professional recruiters bring immense value to organizations seeking to build high-performing teams.

1. Access to a Vast Network and Industry Knowledge: Professional recruiters have extensive networks and industry knowledge, allowing them to tap into a pool of qualified candidates that might not be readily available through traditional job postings. Their connections and relationships within the industry enable them to identify and reach out to top talent who may not be actively seeking new opportunities. By leveraging their network, recruiters can significantly expand the candidate search and attract highly skilled professionals who are a perfect fit for the specific requirements of the construction, engineering, and environmental industries.
2. Expertise in Candidate Screening and Evaluation: Recruiters possess the skills and experience necessary to effectively screen and evaluate candidates. They thoroughly review resumes, assess qualifications, and conduct preliminary interviews to identify the most suitable candidates for the role. Recruiters are adept at identifying not only technical skills but also essential soft skills such as communication, problem-solving, and teamwork, which are crucial in these industries. Their expertise ensures that only the most qualified and competent candidates move forward in the hiring process, saving valuable time and resources for the organization.
3. Streamlining the Hiring Process: Hiring exceptional talent requires a well-structured and efficient hiring process. Professional recruiters have the knowledge and tools to streamline the entire process, from creating compelling job descriptions to managing interview schedules and reference checks. They act as a liaison between the organization and the candidates, coordinating interviews, providing timely feedback, and ensuring a smooth candidate experience. By managing the logistics and administrative tasks, recruiters enable the hiring team to focus on evaluating candidates and making informed decisions.
4. Confidentiality and Discretion: In certain situations, organizations may need to maintain confidentiality during the hiring process, such as when replacing a key position or expanding into new markets. Professional recruiters understand the importance of discretion and can navigate the hiring process while preserving confidentiality. They can handle sensitive information with utmost care and only disclose information to candidates on a need-to-know basis, ensuring the organization’s reputation and privacy are maintained.
5. Negotiating and Securing Top Talent: Recruiters are skilled negotiators who can facilitate the offer process and secure top talent for the organization. They have a deep understanding of industry standards, compensation packages, and market trends. Recruiters can effectively communicate with candidates, address any concerns or questions, and negotiate competitive offers that align with both the candidate’s expectations and the organization’s budget. Their expertise in negotiation ensures a smooth transition from the candidate’s acceptance of the offer to their successful integration into the team.
6. Time and Cost Savings: Partnering with a professional recruiter can save organizations significant time and cost in the hiring process. Recruiting professionals have the resources and tools to efficiently attract, screen, and evaluate candidates. By outsourcing the hiring process, organizations can focus on their core business activities while the recruiters handle the time-consuming tasks associated with finding exceptional talent. Additionally, the cost of a bad hire can be detrimental to an organization. Recruiters help mitigate this risk by thoroughly assessing candidates and ensuring they possess the necessary skills and cultural fit,

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1. Authority vs. Influence: A boss typically relies on their position of authority to exercise control and demand compliance. They use their formal power to make decisions, assign tasks, and enforce regulations. In contrast, a leader focuses on influence rather than authority. They earn the respect and trust of their team through their expertise, communication skills, and ability to inspire. Leaders lead by example and motivate their team members to achieve their best.
2. Transactional vs. Transformational: A boss tends to employ a transactional leadership style, which centers around rewarding or punishing employees based on performance. They focus on meeting specific targets and enforcing rules to maintain discipline. On the other hand, a leader adopts a transformational leadership style, inspiring and empowering their team members to grow, innovate, and excel. They foster a collaborative environment that encourages personal and professional development.
3. Task-Oriented vs. People-Oriented: Bosses are typically task-oriented, prioritizing productivity and efficiency. They may overlook the individual needs, motivations, and well-being of their team members. Leaders, on the other hand, are people-oriented. They invest time and effort in understanding their employees, providing guidance, mentorship, and support. Leaders value the unique strengths of their team members and align their roles with individual capabilities for optimal performance.
4. Short-Term vs. Long-Term Focus: A boss often focuses on short-term goals and immediate results. Their decision-making revolves around meeting deadlines and achieving immediate objectives, sometimes overlooking the long-term consequences. In contrast, leaders take a more strategic approach, considering the long-term impact of their decisions. They envision the future, set clear goals, and inspire their team to work towards a shared vision of success.
5. Control vs. Empowerment: Bosses typically maintain tight control over their team members, dictating the how, when, and what of tasks. They have a top-down approach, stifling creativity and autonomy. Conversely, leaders believe in empowering their team members. They delegate responsibilities, encourage innovation, and trust their employees to make informed decisions. Leaders create an environment that fosters ownership, collaboration, and continuous improvement.
6. Impact on Organizational Culture: The leadership style employed within construction and engineering businesses significantly impacts the organizational culture. A boss-driven culture may breed fear, resentment, and disengagement among employees. It can result in high turnover rates and limited employee loyalty. In contrast, a leader-driven culture fosters trust, open communication, and a sense of belonging. It encourages employee growth, job satisfaction, and loyalty, ultimately leading to increased productivity and innovation.

In conclusion: the construction and engineering industries, being a boss is not synonymous with being a leader. While a boss relies on authority and transactional relationships, a leader inspires through influence and transformation. The distinction between the two lies in their approaches to authority, communication, employee empowerment, and long-term vision. By embracing leadership qualities and adopting a transformational style, construction and engineering professionals can create an environment that fosters growth, collaboration, and exceptional project outcomes.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1.  Growth and Economic Impact: The construction industry has experienced steady growth in recent years, contributing to economic prosperity and job creation. In 2024, the industry is expected to continue its upward trajectory, driven by several factors. One significant driver is increased infrastructure spending by governments worldwide to address aging infrastructure and support economic recovery post-pandemic. Additionally, population growth, urbanization, and the demand for sustainable and energy-efficient buildings will fuel construction activities.

2. Technological Advancements: The construction industry is undergoing a digital transformation, embracing advanced technologies that enhance efficiency, safety, and productivity. Building Information Modeling (BIM), robotics, drones, and augmented reality are revolutionizing construction processes, enabling faster and more accurate project delivery. The integration of Internet of Things (IoT) devices in construction sites improves data collection and analysis, enabling proactive decision-making and reducing costs. As technology continues to evolve, construction companies that adapt and leverage these advancements will have a competitive advantage in attracting skilled professionals.

3. Workforce Challenges: The construction industry faces a significant challenge related to the aging workforce. Many experienced professionals are approaching retirement age, creating a skills gap that needs to be filled by new talent. The industry must focus on attracting younger generations and promoting careers in construction through apprenticeships, vocational training programs, and educational partnerships. Moreover, diversity and inclusion efforts should be prioritized to ensure a more inclusive and representative workforce.

4. Green Construction and Sustainability: Sustainability has become a critical consideration in the construction industry. The demand for environmentally friendly and energy-efficient buildings continues to grow. With increasing emphasis on reducing carbon emissions and promoting sustainable practices, construction companies must adapt to meet these expectations. This shift towards green construction offers opportunities for skilled professionals specializing in sustainable design, renewable energy integration, and green building certifications.

5. Employment Outlook for 2024: Looking ahead to 2024, the employment outlook in the construction industry appears promising. The demand for construction workers, including architects, engineers, project managers, skilled tradespeople, and construction laborers, is expected to remain strong. The ongoing infrastructure projects, urban development initiatives, and sustainable construction practices will drive job opportunities across various sectors.

However, the availability of a skilled workforce will be a critical factor in meeting industry demands. Companies that invest in training and development programs, mentorship, and apprenticeship initiatives will have a competitive advantage in attracting and retaining top talent.

Additionally, the integration of technology will reshape job roles in the construction industry. Professionals with expertise in digital construction tools, data analysis, and automation will be in high demand. Collaborative and interdisciplinary skills, along with adaptability to technological advancements, will be essential for future construction professionals.

In conclusion, the construction industry is poised for growth and transformation in 2024. With increased infrastructure spending, technological advancements, sustainable construction practices, and a strong demand for skilled professionals, the employment outlook remains positive. However, addressing workforce challenges, promoting diversity and inclusion, and adapting to changing technologies will be crucial for construction companies to thrive in the evolving landscape. By staying abreast of industry trends and investing in talent development, the construction sector can continue to drive economic growth while providing rewarding career opportunities for professionals in the coming year.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1) Use Social Media to Your Advantage

Social media is a great way to connect with potential graduate candidates. Use it to post job openings and reach out to new graduates who might be interested in working for your organization.

LinkedIn is a great platform to use when hiring college graduates. Many construction, engineering and environmental professionals are active on LinkedIn, so it’s a great way to connect with potential candidates.

When creating your job posting, include information about your company culture and what makes your organization a great place to work. This will help attract top talent to your company. Include a link to your company website in your job postings so that candidates can learn more about your organization.

Ensure that you’re clear about the qualifications and skills you are looking for in a candidate. This will help you weed out candidates who are not a good fit for your organization.

Be prepared to answer any questions candidates may have about the job or your company. Candidates will want to know what they can expect if hired, so be sure to have this information ready.

Be flexible with your start dates. Many new graduates will already have other commitments to juggle, such as school or other jobs. If you can be flexible with their start date, candidates will find it easier to accept your offer of employment.

2) Network with New Graduates

Attend job fairs and career fairs at local colleges and universities. This is a great way to meet potential candidates and learn about their skills and qualifications. Make sure you have business cards available, or some other way for candidates to contact you after the event.

Follow up with any promising candidates that you meet at these events—send them an email or give them a call to gauge their level of interest in working for your organization. If you know any new graduates looking for a job, reach out to them and see if they might be interested in working for your company.

3) Give Candidates a Chance to Shine

When interviewing college candidates, allow them to show off their skills and qualifications. Ask them questions about their experience and education. If you have any projects that new employees could work on, consider assigning them to these projects during the interview process. This will allow candidates to show you what they’re capable of and how they could be an asset to your organization.

After the interview, follow up with candidates to let them know you appreciate their time and their interest in working for your company.

4) Be Clear About Your Expectations

When hiring new graduates, set realistic expectations for their first few months on the job. Let them know what you expect from them regarding work hours and workload. Make sure they understand your company’s policies and procedures. Give them a chance to ask questions about their job, and answer any questions they might have about your expectations regarding their performance.

5) Offer a Competitive Salary and Benefits Package

When offering a job to a new graduate, be sure to offer a competitive salary and benefits package. Many new college graduates are looking for jobs that offer good pay and benefits. A competitive salary and benefits package will help you attract the best candidates to your company.

Be prepared to negotiate on salary and benefits if necessary. Many new graduates are willing to negotiate on these items to get the job they want.

6) Be Patient

Many new graduates need some time to adjust to the workforce. They may make mistakes at first, or have difficulty with some of their job responsibilities. Be patient with new employees—give them a chance to learn, grow into their positions and to improve their skills / knowledge over time.

Hiring new graduates can be a great way to bring fresh talent into your business. By following these tips, you’ll give your new hires the best chance to succeed in their new roles. If you offer them a bit of time and support, they’ll soon reward you with significant contributions to your company.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

To find and retain the best employees, employers need to be aware of the changing needs of the workforce and be willing to invest in their development. With the right team in place, any organization can reach its full potential.

As any successful business owner knows, hiring the right employees is essential to the long-term success of any company. However, identifying the right talent is only half the battle: it’s also important to know when to let go of employees who are no longer a good fit for your company. There are several signs that an employee may no longer be a good fit, such as consistently poor performance, difficulty getting along with others, or a toxic attitude. If left unchecked, these problems can have a negative impact on morale and productivity. While it can be difficult to let go of an employee, it’s often necessary to do so in order to maintain a healthy and productive work environment.

War for Talent

The “War for Talent” refers to the ongoing battle to attract and retain the best construction, engineering, and environmental workers. In light of the ever-growing skills shortages in these fields, it’s more important than ever to use your gut when hiring new employees. This means looking beyond qualifications and experience alone, and focusing on finding people who’ll be a good fit with your company culture. With the right team in place, you’ll be able to weather any storm and come out on top in terms of talent retention. So don’t be afraid to take a chance on that new hire—they might just be the one you’ve been looking for.

As any successful business owner knows, having the right team in place is essential to success. That means not only being able to identify the right talent when you see it, but also knowing when to let go of employees who are no longer a good fit for your company. Of course, making such decisions is never easy, but it’s important to remember that letting go of an underperforming employee can be just as important as hiring a top performer. After all, every member of your team has an impact on your company’s culture and bottom line. So if you find yourself with an employee who is no longer meeting your expectations, don’t be afraid to make a change. It may be just what your business needs to reach the next level.

Hiring New Employees

One way to make sure you’re making the best hiring decision is to use your gut. That means being able to identify the right talent when you see it. Of course, you’ll want to review resumes and conduct interviews, but it’s also important to trust your instincts. If you feel a candidate has the right skills and personality for the job, chances are that they do. Using your gut is one of the best ways to ensure that you hire the right person for the job.

Top Skills Employers Look for in New Hires

When it comes to hiring new employees, employers are looking for workers with the following skills:

• Communication: Workers need to communicate effectively during construction projects, which often involve many people and moving parts.
• Problem-solving: The ability to identify and solve problems is valuable in any industry, but it’s especially important in construction, engineering, and environmental work.
• Collaboration: Again, while working well with others is a key skill in any industry, it’s particularly crucial in construction, engineering, and environmental work.
• Creativity: Construction, engineering, and environmental work often involve problem-solving, meaning that workers in these fields need to be creative.
• Leadership: The ability to lead is a valuable skill in any industry, but especially in construction, engineering, and environmental work.
• Why Use Your Gut when Hiring New Employees?
• There are several reasons why you should use your gut when hiring new employees:
• You can’t always rely on resumes. A resume can tell you a lot about a person, but it can’t always give you the whole picture.
• You need to be able to identify the right talent when you see it. With an ever-growing skills shortage, it’s more important than ever to identify the right talent when it crosses your path.
• You need to know when to let go of employees who are no longer a good fit. The things workers need to know to be successful will change over time, so it’s important to know when to let go of employees who are no longer a good fit for your company.

The War for Talent is an ongoing battle to attract and retain the best construction, engineering, and environmental workers. As skills shortages grow ever more dire, it’s becoming increasingly important to use your gut when hiring new employees. This will not only give you a good employment record, but will also increase your talent retention.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

Bad Attitude

A bad attitude is one of the most significant red flags when it comes to evaluating your employees. No matter how seasoned, skilled, or stable the candidate might seem, someone with a bad attitude will not be able to hold their own in the workplace.

Poor Organization

A poorly organized employee will not be able to keep up with the work required. If they don’t maintain a current list of their files, for example, they might not even know if they have the correct files on hand. This will affect their work performance (as well as reflect poorly on your hiring skills). File organizing is even more important in engineering and IT because these fields rely on an up-to-date and functional file system. Bad organization on the part of an employee can lead to countless problems, so it’s vital to hire someone who can stay organized.

Punctuality

One of the essential attributes of any potential employee is their availability during working hours. Consider a candidate who looked good on paper, but can’t meet one of the most basic expectations laid out in their employment contract, namely showing up on time in the morning. Employees like these are clearly showing you that they don’t understand the requirements of the job or ignoring them; if you keep them on, you have nobody but yourself to blame.

Dismissed Feedback

Any employee who’s interested in improving their job performance will value good feedback. If a candidate refuses to accept feedback, that’s another sign that they may not be the best hire for you. This is particularly relevant when the feedback you provide is backed up by observations of their workplace behavior.

Inconsistent Communication

If a job candidate is constantly missing deadlines for submitting reports or making contact with you, this may leave you wondering whether they’re up to the task of being your employee. A number of factors can cause these inconsistencies, but it’s important to note that someone who’s easily distracted (and will therefore be likely to miss deadlines) may not be the best person for the role. Construction work, graphic design, and many other jobs require ultra-dedicated workers, so consistency is a must.

Numerous Mistakes

One critical aspect of any job is ensuring that your employees are doing what they’re supposed to do. If an employee has mistakenly performed tasks outside their job description, this can be a huge indicator that you’re about to have a bad time in the workplace. An employee who’s consistently underinformed or confused will cause problems that take valuable time and resources to fix—it’s always better to hire someone who is willing and able to do their job correctly.

Compromising Quality

If an employee lacks the ability to work to the standards your business requires, you will again be forced to put in more valuable time and effort to fix their mistakes. If you’re lucky enough to realize this early on, firing them before they do too much damage is the best option.

Lack of Commitment

This is another huge red flag. If an applicant doesn’t seem fully committed to the job you’re offering them, they may be a bad hire. Someone who struggles to stay interested in your company or position is unlikely to be a good employee. Working in an environmental field requires commitment, so if someone cannot commit to the job, be aware that they may not be a good fit.

Signs of Losing Interest

If a job candidate starts showing signs that they’re losing interest in the role, this may be a serious indication that they’ve already decided that your company is not for them. A bored employee can cause significant problems in the workplace. If an employee is struggling to get excited about their job, there may be negative consequences for your business.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In 2019, approximately 3,375 construction management degrees were awarded to students around the United States, in many concentration areas that apply to a wide variety of positions. If you think that a construction management degree might be the right move for your career, see below the top 10 construction management programs offered in the United States.

California State University in Sacramento is a public university that offers a 132-hour cooperative construction management program, meaning you will gain real work experience before graduating. Tuition: $9,127.

Arizona State University in Tempe is a public research institution that offers construction management programs with four emphasis options: commercial building, specialty construction, concrete industry, and residential construction. Tuition: $13,007.

Purdue University is a public research institution in West Lafayette, Indiana. Its construction management program places a heavy emphasis on the importance of work experience and the degree’s business side. Tuition: $11,693.

Central Connecticut State University is a public university is based in New Britain, Connecticut. Its construction management program is a blend of field operations and advanced mathematics. Tuition: $14,852.

New York University is a research university located in the heart of New York City. With this program, you will have the opportunity to gain field experience at actual construction plots in the city. Tuition: $35,147.

Minnesota State University in Mankato offers both online and on-campus course options. Its construction management program provides every student with the opportunity to partake in a construction field internship before graduation. Tuition: $13,812.

Brigham Young University in Provo provides a construction management program that blends field experience with construction-related coursework. Tuition: $12,864.

Wentworth Institute of Technology is a trade school that offers 17 different bachelor’s degrees, all rooted in the STEM fields. This construction management program provides hands-on construction experience from day one. Tuition: $36,579.

Louisiana State University and Agricultural & Mechanical College is based in Baton Rouge, Louisiana. Its construction management program is heavily focused on the business side of the degree, offering core classes based on analytics, geometry, and finance. Tuition: $15,095.

California State University in East Bay offers an excellent construction management program that focuses heavily on the engineering aspect of construction management. Tuition: $10,758.

All these schools present a great construction management program with its own set of pros and cons. Visit each school’s website to learn more about their offer and to discover which school would best suit your career goals.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Don’t…

Rely Too Much On The Interview

Interviews are essential to landing a job, but they not everything. The person you are interviewing could be having a bad day or display uncharacteristic anxious. Some people will also say anything to secure a job, and great social skills and interview performance do not guarantee they are the most qualified for the job. This is especially important in the construction and engineering industries, where the new hire will be performing specific and specialized tasks.

Do…

Make sure you consider the application as a whole, taking into account the candidate’s experience and any projects they have done, without letting yourself be blinded by the way —good or bad— in which they present themselves.

Don’t…

Feel Threatened by Someone More Qualified Than You

In fear that they might jeopardize their position, managers are often hesitant to take on someone with better skills or who seem more talented. However, this person could become a vital asset and improve your company.

Do…

Look at special certifications or skills that a candidate will bring that are not already available at your company. There is no such thing as being overqualified for the job!

Don’t…

Let the Job Description Misrepresent the Job

The term itself could be misleading; a good job description is in fact more than just a description. You cannot simply offer an overview of the job, and even a long explanation might be too broad, leaving your new employees to be caught off guard by some of the duties they are asked to perform.

Do…

Include a list of duties as part of the job specifications. Make sure you indicate exactly what skills and requirements are needed to attract the right talent and discourage unqualified individuals from applying. Put yourself in the shoes of someone looking for a job: wouldn’t you want to know exactly what will be expected of you?

Don’t…

Wait For The Perfect Candidate

Most employers want to find people who check every box. However, it is time-consuming and nearly impossible to find the perfect fit for every position. The longer you wait for a candidate who is exactly what you pictured, the more you are jeopardizing your team.

Do…

Keep an open mind about what you are looking for, and consider giving a chance to someone who shows potential and is eager to grow and learn. They can end up being a valuable team member.

Don’t…

Overthink References

While references are a key part of the hiring process and give an insight into whether a candidate is a good fit for the job, they are not everything. Job seekers are very likely to have gathered their references from people they knew would give them a positive review —often close friends as well as employers— and a good experience at one company doesn’t mean it will be the same for yours.

Do…

Use references as one element for consideration in the comprehensive process of forming your own judgement about the value a candidate can bring to your company.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com