Michael DeSafey | Executive Recruiter and HR Professional
How to Strengthen Your Organization By Hiring Talent
If you are looking to hire talent that performs well in the construction or engineering industry, you want to make sure you are not limiting yourself in the way you think about recruitment. Improving your recruitment strategy can help upgrade the level of talent that you are attracting and hiring. WeBuild Staffing is considered one of the nation’s leading staffing agencies and is dedicated to scouting high quality, industry-specific technical professionals. We are committed to finding exceptional employees, and you should be too. Do you think your recruitment strategy might be flawed? Here are some Dos and Don’ts that might help you identify issues.
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