Reaching Qualified Applicants in the Construction and Engineering Industry

There are a variety of ways to approach advertising jobs within your company – and finding someone who will fit the expectations of your career path is one of the most important things you can to do ensure your company’s success. Below, we review a variety of important methods to successfully drawing in the most qualified applicants for all positions within your company.

Rethink Where You Post Job Opportunities

Culturally, we have moved to the age of the internet. In fact, there are entire websites dedicated to finding positions in specific industries, based on individual interest. Gone are the days in which individuals applied in person for positions. Instead, many individuals will look online for job postings. The medium through which an individual sees the job posting is going to be one of the most important factors, at the end of the day, to find your ideal applicants.

Furthermore, attending job fairs is another way to find applicants. Career-specific job fairs, like those that are often hosted at colleges, are a great way to find applicants who are new to the field and looking for opportunities. Additionally, job fairs provide both you, as the employer, with an idea of the employee pool, and provide applicants with the ability to develop an initial impression – and therefore, potential interest – of your company.

Do Away with Deal Breakers

Often, one of the things that will drive potential employees away from jobs are the deal breaker requirements. We all understand, there are certain positions that require certain skill sets. However, demanding that an employee have at least 5 years of experience as a high-level engineer with a masters degree in mechanical engineering may drive away potential employees who are highly skilled. Therefore, it is important to consider what your absolute necessities are – provide that in the description of your job posting.

Limiting your requirements will bring in more applicants who are genuinely skilled in the field. Often, individuals will not apply for a position whose job description makes them feel unqualified to do the work. Therefore, listing what is a requirement, and what may be “preferred” will encourage potentially excellent employees to apply for positions that they may not have otherwise applied for.

Think of the Posting from an Applicant’s Vantage Point

Putting yourself in some else’s shoes can be difficult, to say the least. However, it can be one of the most beneficial things you can do for your company to ensure qualified, skilled applicants are applying to your positions. When reading a job description, many individuals will look first at the requirements of the job, and then read the description. If they feel that they meet the requirements, they will review the expectations and duties of the role.

This is where you should consider the audience, you’re attempting to attract with your job postings. For instance, jobs whose description dictate that employees may receive little to no time off initially are less likely to attract potential employees, especially in the day and age in which individuals are looking for more personal freedom from work. Furthermore, having bleak job descriptions that make the work sound tedious will reduce the overall number of applicants you receive for the role.

Be Welcoming!

This is, in many cases, one of the most important aspects of creating successful job postings. With the new job force graduating college and developing career paths, in many cases, these new employees are looking for a job environment in which they feel appreciated. Presenting your company as one that wants to include and welcome employees will encourage individuals to apply, and often bring in talented employees.

Ultimately, the best way to find qualified individuals to fill roles in fields as demanding as engineer and construction career paths is to consider the expectations of the roles you are posting. Provide warm, welcoming introductions to these roles, and consider the development of the workforce presently. Combining these factors together, you will have far more success in recruiting individuals who are talented and prepared to take on the task at hand, ultimately improving your workplace.

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