Effective Crisis Management For Construction Staffing

Whether it’s a global pandemic, economic downturn, natural disaster, or supply chain disruption, unforeseen events can have significant implications for construction projects and workforce management. Effective crisis management is essential for construction staffing agencies to mitigate risks, maintain business continuity, and safeguard the well-being of employees and clients.

To understand crisis management in construction staffing, let explore the key strategies for mitigating disruptions, and learn practical tips for navigating crises effectively.

Challenges of Crisis Management in Construction Staffing:

Crisis management in construction staffing presents several unique challenges, including:

Dynamic Nature of Construction Projects:

Construction projects are inherently complex and dynamic, involving multiple stakeholders, tight deadlines, and intricate supply chains. Disruptions such as material shortages, regulatory changes, or labor disputes can have cascading effects on project timelines, budgets, and resource allocation, requiring swift and coordinated responses from staffing agencies.

Reliance on Skilled Labor:

The construction industry relies heavily on skilled labor to execute projects successfully. Disruptions to the labor supply, whether due to health crises, immigration policies, or demographic shifts, can pose significant challenges for construction staffing agencies in sourcing, recruiting, and retaining qualified workers with the necessary expertise and certifications.

Volatile Economic Environment:

The construction industry is sensitive to economic fluctuations, with demand for construction services influenced by factors such as GDP growth, interest rates, and government spending. Economic downturns, recessions, or market downturns can lead to project cancellations, budget cuts, and reduced hiring activity, requiring staffing agencies to adapt their strategies and operations accordingly.

Health and Safety Concerns:

Health and safety considerations are paramount in the construction industry, particularly in the context of global health crises such as pandemics or disease outbreaks. Construction sites present unique challenges for maintaining health and safety protocols, including physical distancing, personal protective equipment (PPE), and sanitation measures, necessitating proactive risk management and contingency planning by staffing agencies.

Strategies for Mitigating Disruptions:

To effectively manage crises and mitigate disruptions in construction staffing, consider the following strategies:

Develop a Comprehensive Crisis Management Plan:

Create a comprehensive crisis management plan that outlines roles, responsibilities, and protocols for responding to various types of crises. Identify potential risks, vulnerabilities, and scenarios that may impact construction projects and workforce management, and establish clear communication channels, escalation procedures, and decision-making frameworks to facilitate a coordinated response.

Diversify Talent Pipelines:

Diversify talent pipelines and recruitment strategies to reduce reliance on specific geographic regions, industries, or demographic groups. Proactively identify alternative sources of skilled labor, including apprenticeship programs, vocational schools, military veterans, and underrepresented communities, to ensure resilience and flexibility in the face of labor shortages or disruptions.

Strengthen Supplier and Vendor Relationships:

Build strong relationships with suppliers, vendors, and subcontractors to ensure continuity of materials, equipment, and services during crises. Maintain open lines of communication, collaborate on risk assessment and mitigation strategies, and establish contingency plans for alternative sourcing, logistics, and delivery arrangements to minimize disruptions to construction projects.

Implement Technology Solutions:

Leverage technology solutions such as workforce management software, project management platforms, and communication tools to streamline operations and facilitate remote collaboration during crises. Implement digital recruitment and onboarding processes, virtual job fairs, and online training programs to adapt to remote work environments and maintain productivity while ensuring compliance with health and safety regulations.

Prioritize Health and Safety Protocols:

Prioritize health and safety protocols to protect workers, clients, and communities during health crises or emergencies. Implement robust infection control measures, provide appropriate PPE and sanitation facilities, and educate employees on preventive measures and best practices for minimizing the risk of exposure to infectious diseases or workplace hazards.

Communicate Transparently and Proactively:

Communicate transparently and proactively with employees, clients, and stakeholders about crisis management efforts, updates, and developments. Provide regular updates, share relevant information, and address concerns and questions in a timely manner to build trust, maintain morale, and foster a sense of solidarity and resilience within the organization.

Maintain Financial Resilience:

Maintain financial resilience by diversifying revenue streams, reducing overhead costs, and building contingency funds to weather economic downturns or financial crises. Monitor key financial indicators, such as cash flow, profitability, and liquidity, and develop financial projections and scenario analyses to assess the potential impact of crises on business operations and performance.

Practical Tips for Navigating Crises Effectively:

In addition to the strategies outlined above, consider the following practical tips for navigating crises effectively in construction staffing:

Stay Informed and Adaptive:

Stay informed about emerging threats, developments, and trends that may impact construction projects and workforce management. Monitor relevant news sources, government advisories, and industry publications, and remain adaptive and agile in responding to changing circumstances and evolving risks.

Empower Employees and Teams:

Empower employees and teams to take initiative and make informed decisions during crises. Provide training, guidance, and resources to equip employees with the skills and knowledge needed to respond effectively to emergencies, communicate confidently, and collaborate across departments and functions to achieve common goals.

Practice Scenario Planning and Simulation:

Practice scenario planning and simulation exercises to test crisis management protocols and identify areas for improvement. Conduct tabletop exercises, role-playing scenarios, and simulations to simulate various crisis scenarios, evaluate response strategies, and refine crisis management plans based on lessons learned and feedback from participants.

Build a Culture of Resilience and Adaptability:

Build a culture of resilience and adaptability within the organization by fostering open communication, trust, and collaboration among employees. Encourage a growth mindset, embrace change as an opportunity for learning and innovation, and celebrate successes and milestones achieved through collective effort and teamwork.

Seek External Support and Collaboration:

Seek external support and collaboration from industry partners, government agencies, and community organizations during crises. Collaborate on resource sharing, mutual aid agreements, and coordinated response efforts to address common challenges, pool expertise and resources, and build a stronger, more resilient community of stakeholders.

Crisis management is a critical aspect of construction staffing, requiring proactive planning, strategic decision-making, and effective communication to mitigate risks, ensure business continuity, and protect the well-being of employees and clients. With proactive risk management, adaptive leadership, and a culture of resilience, construction staffing agencies can overcome challenges, seize opportunities, and thrive in an ever-changing business environment.

Webuild Staffing Agency is a leading executive search and staffing agency dedicated to the construction, engineering and environmental industries. To learn more please visit: www.webuildstaffing.com

Tips for Hiring New Graduates who will Succeed in Your Organization

The construction, engineering, and environmental industry is a great place for new graduates to start their careers. It’s a challenging and rewarding field that offers growth opportunities. However, it can also be challenging for new graduates to break into this industry. That’s why we’ve put together some tips to help you find and hire the best new graduates for your organization.

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.

Use Your Gut to Find, Retain, and Let Go of Talent

In recent years, the demand for skilled labor in the construction, engineering, and environmental industries has far outstripped supply. With an ever-growing skills shortage and the rapid changes in what workers need to know to be successful, it’s more important than ever to use your gut when hiring new employees. The most successful organizations can identify and attract top talent, even in a competitive market.

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.

Red Flags for Bad Hires! Nine Key Signs You’ve Hired the Wrong Person

Red Flags for Bad Hires! Nine Key Signs You've Hired the Wrong Person.

If you’re regularly interviewing job candidates, there’s no way around it: from time to time, you’ll make a bad hiring decision. Sometimes, it’s not until after they’ve been on the job for a while that you realize they’re not a good fit for the position. If you observe the following red flags, it may be time to start reflecting on whether they deserve another chance, or whether it’s time to let them go.

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.

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

How to Hire Smart People Who Will Advise Us What to Do

As a leader in the construction, engineering, or environmental space, you probably know that people are the organization’s most significant assets and capital. In essence, your hiring process could be the difference between success and failure of your company. How, then, can you hire smart people who will have the right expertise and insights to advise you on what to do? Here are essential tips that will help you get smart, proactive, and innovative staff for your firm.

Use a Talent Philosophy

When hiring, seek out individuals who are smarter, better, and more talented than you. It is also essential to look for independent-minded people who won’t fear sharing divergent opinions from yours. Avoid “yes men” employees who lack innovative ideas. The right candidate should have the knowledge and courage to identify and point out any errors you might make and suggest alternative solutions.

Keep Up to Date With Market Trends

Getting the smartest talent takes more than flipping through candidates’ resumes. Take the time to research the best-recruiting companies and the recruitment strategies they use to net highly skilled and talented employees. You also need to understand the ever-changing job market landscape. Talent keeps evolving and what worked well in the past may not be relevant for current job needs. Where possible, work with experienced recruitment agencies to help you quickly identify the best candidates. You can also ask your existing team to refer skilled candidates for consideration who fit your company’s standards.

Leverage on Social Media and Digital Trends

Social media is another great way to attract and retain the right talent. Using Facebook, LinkedIn, or Instagram appropriately, you can create a profile or embed your own digital culture site to show both what you can offer and what you are looking for in an employee. Make sure your page or website is mobile-friendly; up to 58% of potential employees use their smartphone when hunting for a job. Find out more about interesting candidates by looking at their online profiles and activities; you can mine critical data on an individual with a straightforward social media background check. Although not necessarily a decisive recruiting factor, social media activity will give you an idea of the candidate’s professional and personal interests, and make the screening process simple and effective.

Set Up a Stringent Hiring Process

However urgent your recruiting needs may be, avoid the urge to rush to hire. Use a failsafe hiring process to help you identify ideal skills and talent as quickly as possible while still being thorough. This involves formulating a comprehensive list of relevant questions and establishing a grading process that will enable a tight recruitment process. If you need help, delegate this to a solid hiring specialist or team who will shortlist candidates and conduct interviews. You can also set up a multi-tier interview process if you have a large pool of talented candidates to choose from. Finally, as a manager, hiring the ideal personnel is one of your most essential responsibilities. Look for candidates who bring in opportunities to grow your department and organization.

How Performance Reviews Build Strong Workers in Your Company

You might think that employee reviews are simply about evaluating a worker’s performance. But they are even more valuable as a way to develop and retain good workers.

Anthony Fasano, PE and author of Engineering Your Own Success, developed an engineering.com blog and podcast on the subject. Fasano says that performance reviews are critical to both companies and employees because having goals and expectations in sync is what builds success for all parties.

In an article at For Construction Pros.com, Brad Humphrey (also known as The Contractor’s Best Friend) agrees.

“Most good workers, even those who can slip occasionally, want their performance to be assessed and discussed,” Humphrey wrote. “They welcome this opportunity and the accountability that can come with it. It’s only the lazy and contrary workers who breathe easier if they can live without any accountability.”

So if your goal is to retain good workers in the construction, engineering or environmental fields and to minimize the challenge of a labor shortage in the workforce, then performance reviews are a critical tool.

Reasons to conduct performance reviews

Employees want to know how they’re doing in their roles and responsibilities as compared to their contractor’s or manager’s expectations.
Contractors and supervisors want to assess how well their onboarding and skills training is working for new employees, and to reinforce positive work habits for existing employees.
Aligning goals and expectations benefits both parties.

What to include in the performance review

Specific major projects or initiatives completed since the last review
Technical and job-related skills and knowledge
Interaction with co-workers, supervisors, contractors, clients or vendors
Problem-solving skills
Attitude and effort on the job
Attendance
General company policies and procedures

How to conduct an effective performance review

The format of the review isn’t important, as long as it’s easy for both the person completing the review and the person receiving it to understand. Templates are available online if you need them.
Employees should do a self-evaluation, preferably that matches the employer’s version, so that they can compare and discuss areas where they disagree.
Contractors should review new workers at 30, 60 and 90 days so that these new employees stay on track, engaged in training requirements and proficiency standards, and are prepared for future annual reviews.
Regardless of how long employees have been with a group, they should get an annual performance review. This is an opportunity to recognize and appreciate your long-term employee’s contributions and to set continuing goals that will help them stay committed.
Use specific examples of an employee’s work practices and behavior. Provide both positive observations and areas that need improvement. Encourage questions and discussion so that everyone is clear on what you want to see continued and what needs to change.
Be specific on any requirements not met or areas that are not as strong as earlier reviews.
If a review will be mostly negative, consider having two leaders attend the discussion.
If a review will be mostly positive, don’t skip it. Your best workers are probably goal setters who want to discuss next steps and action plans. Keep them engaged and committed to the company, and be sure they know they are valued and appreciated.
Include proactive goal setting in every review. Define what actions the employee will take in the next year, what support their contractor or manager will provide, and what resources are needed.
Conclude all reviews, whether positive or negative, with encouragement and appreciation. Knowing that a contractor or boss wants them to do well and is there to support them is important to employee satisfaction and retention.

It may be time-consuming to conduct an annual review with each worker, but it’s critical to keeping your best employees, to correcting potential issues before they become major problems, and to developing good workers in your crew.

If you need help to build your crew in the construction, engineering or environmental field, WeBuild Staffing can help. WeBuild specializes in recruitment of professional within the construction, engineering and environmental industries. Please contact us for more information.

How to Streamline the Labor Hiring Process in the Construction Industry

The U.S boasts one of the largest construction industries in the world. According to The Associated General Contractors of America (AGC), the industry creates approximately 1.3 trillion worth of structures every year. With over 7 million employees, it is one of the primary contributors of the economy. However, these figures have not stopped it from being plagued with a labor shortage.

According to a news article published by U.S News & World Report , there’s been a severe shortage of skilled labor to complete construction work. Managers were looking to fill over 225,000 construction jobs each month prior to the corona virus. What does this mean for you as a manager tasked with hiring new employees for your firm?

Labor shortages can significantly stall your projects and cost you much in losses. That’s why there’s a need to streamline the hiring process to ensure quality workers are available when needed. With this in mind, here are insights into how to improve the hiring process and counter labor shortages in construction projects..

Invest in Construction Apprenticeships

While there’s been a shortage of high-quality labor for construction work, there isn’t a shortage of young construction enthusiasts who are willing to learn. However, many companies don’t want to take this path and conduct on-the-job training. Unfortunately, if you want a constant supply of skilled, high-quality workers, you may have to invest in training.

Apprenticeships allow you to tap into the workforce pool and engage workers who either don’t have technical certificates or have less than two years experience. During training, the workers get hands-on skills while growing their expertise and knowledge in specific areas. Some of the things you offer training on include the following:

The various codes in the construction industry
How to use various tools and equipment
Safety rules, regulations, and procedures
How to work in a team
Communication skills

Workers who successfully complete the apprenticeships and perform exceptionally can be absorbed into the team as full-time or part-time employees.

Consider Hiring Subcontractors

The labor shortage can make it hard for you to find full-time or even part-time workers for your projects. In this case, it is a good idea to engage more subcontractors instead of opting for full-time employees. As a construction manager, the subcontractors report to you and not to your company. Also, they are responsible for their work.

One benefit of using subcontractors is that they come with their own skilled and semi-skilled workers. Thus, if the subcontractor is another company, they have workers to handle the work you’ve assigned to them. Besides saving you from a labor shortage, they also cater to their own benefits and insurance needs. The only downside is it may cost you more to hire a subcontractor than it would an employee.

Embrace Construction Technology

In today’s world where the young workforce is made up of millennials, you cannot ignore the power of this generation over the construction industry. Millennials are tech-savvy individuals who are looking for opportunities that incorporate what they know best — the use of technology. Thus, by embracing construction tech in your company, you can appeal to this generation and find quality labor for your projects.

It could be simple techs such as productivity tools for workers to sophisticated ones like drone technology, artificial intelligence, virtual reality, and 3D printing. Highlight the use of these technologies in your company profile and job offers to attract millennial talent. Besides getting the young workforce interested in your company, construction technology can go a long way in improving efficiency, cutting costs, and boosting the overall profitability of the company.

Streamline Your Hiring Process for Improved Productivity

Finding the right talent to join your construction team can be an uphill task amidst the current labor shortages. However, as a smart construction manager, you can leverage these insights and snatch the best talent from the already-strained pool of workers.

Are you unable to locate the best workers for your projects? At Webuild Staffing, we pride ourselves in offering the best recruitment services for your construction company. Contact us today for more details!

Reaching Qualified Applicants in the Construction

Reaching Qualified Applicants in the Construction and Engineering Industry

Finding the right individual to fill a role in any industry can seem overwhelming, to say the least. It can take months of receiving and reviewing applications, interviewing potential employees, and posting advertisements online to find the candidates that best fit the role your company needs to be filled. When working in an industry such as construction or engineering, which require specific skill sets and methodologies, it can be more difficult. However, one of the most important aspects of attracting the most qualified applicants is in the way you create your job postings and advertisement

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.

What You Should Know About Hiring Millennials

In the construction industry, it will very often be necessary to hire within the generation known as millennials: the ones who grew up being told they could do anything, with social media always by their sides–they’re from a different world than other generations, and they bring an entirely new perspective and attitude to the workplace. To properly choose the employees that you know will succeed, and to further motivate them, here’s what you should know about hiring millennials:

They’re intrinsically motivated. This means that millennials care less about rewards than you may think: they want purpose, they want positive feedback, and they want to grow in their careers. This means you’ll need to be aware of your management; criticism should be constructive, and praise should be offered any time you see great work. For hiring, this means you should stress the opportunities for growth that are available, and if possible, offer a mentorship program. Flexibility in hours is difficult in construction, but if you can offer any, make sure it’s known in the hiring process, as millennials place importance on this, too.

They’re idealistic. This means they may job hop until they find a situation that benefits them best for their goals. But it also means (and this is important) if they care about the job they have with you, they’ll want to make a difference in the workforce. You’ll want to show them how you’re contributing to the local area’s entire lifestyle–and as millennials can tend to be more in tune with technology, and less with labor, be sure to give them the time and flexibility to discover which role within your construction company may provide the best fit. You may even find that if you hire the right fit for your company, a truly motivated person, they’ll start finding ways to improve business you never thought of.

They can tend to be individualistic. (Meaning, not team players–which is not always great news for the construction industry.) How do you find the millennial you can mold and fit to the team? For one, hire for skills rather than personality. If the millennial you hire is suited more to your construction opening, then they’ll be more likely to want to stick around and to fit with the team. That being said, millennials are motivated by great work and great people. Surround them by an appropriate team and with good mentorship, and you’ll find a vast difference in their growth with you.

Hiring millennials will become increasingly important for you in the construction industry, so it’s very valuable to understand this generation’s needs and motivations. With the right approach, millennials with your construction company could make a wonderful difference and help your organization succeed.

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Trying to hire the best person for a job in the construction, engineering, or environmental industry can be a difficult maze to navigate. Many applicants may look good on paper, but how do you know which one to choose? Here are five characteristics to look for in a candidate during your hiring process:

Communication – The applicant has to be able to properly and clearly communicate with co-workers, site managers, and customers, among others. Having instructions get misstated, or be unclear, can negatively impact your business. A candidate must be able to concisely communicate instructions, safety information, deadlines, and budget restrictions when necessary. Confusion on the job site, or in the office, can lead to possible added expenses and/or injuries.

Time Management – Sometimes at a construction site, or on a line in a factory, an employee may be left unsupervised for extended periods of time. When this happens, you have to know that they are making the most of their time on the clock. If they are not very good at prioritizing their tasks and managing their time, they could end up wasting most of their time rather than utilizing it. This can run into budget issues, deadline problems, and production issues. It can throw your schedule off for completing a job on the building site.

Problem Solving – Problems will always pop up when you least expect them. From running out of nails, to a machine breaking down, to another employee not showing up for work — there will be days where if something can go wrong, it will. Knowing that you have an individual in place who can take care of those problems can give you peace of mind and open you up to applying your time and attention to other important issues. Hiring someone who can cover another employee’s shift, who can find additional nails to finish up a particular project, or who can get your project fixed in an expedited manner will be someone you will be glad to have working for your company.

Passion for the Job – If you have an employee on a construction site, or in the design office, who is not passionate about their line of work, you could be missing out on a valuable input source. Someone who knows the details of their career can offer opinions on helpful updates, innovative ways to do things, and safety suggestions. They can also help train other employees as needed, and they can turn out to be a valuable part of your team. Passion for the job can lead to a happy employer, and an even happier employee.

Business Aware – Not only does the ideal candidate have passion for their field of expertise, they are also aware of the business aspects of the field. Understanding that there is more to the job than just getting it done — it has to be done right, on time, and on budget is an important quality to look for in a candidate. They understand that there may be a schedule to watch out for, quality control to contend with, and materials that will have ordered — and they are aware that there are other businesses out there that their company is competing with.

Involuntary Hiring Biases

Even in today’s cultivated society, hiring biases are everywhere. Women make up only 2.6 percent of the construction industry, says the National Women’s Law Center. This number has barely changed over the last 30 years. In addition to gender discrimination, Age discrimination is a problem in the engineering and tech industries; loaded job offers that call for “new grads” ensure this.

To make things worse, studies show that many hiring biases may be unintentional or superficially benevolent. This is no excuse, however; the legendary author C.S. Lewis put it best when he said that “tyranny exercised for the good of its victims may be the most oppressive.” From gender and ethnic discrimination to the lesser-known “affinity bias”, here are three of the most prominent involuntary hiring biases in the workplace.

People are drawn to people like themselves. It’s a fact of life. This can manifest in a ton of ways. Say, for instance, a manager who roots for Chicago sports teams finds out that his interviewee is a fan of the Bulls. “Well, that’s great,” thinks the manager. “They’ve got good taste!” The manager takes a liking to the interviewee, and will likely unconsciously form positive opinions about the candidate throughout the interview and may even aid them with trickier questions.

On the other hand, imagine the same manager interviewing a candidate with a haircut he doesn’t like. Right off the bat, the manager makes silent judgment calls that even he doesn’t notice. The interview goes poorly in the manager’s eyes; in his mind, the candidate shouldn’t have even shown up.

This is the “affinity bias”. People work with those they like, and reject those they don’t like; it’s a fact of living. In the business world, however, this is completely unacceptable. Imagine a construction company where the majority of the employees had the same experiences, lifestyle, likes and dislikes as the manager. That company will stagnate almost instantly.

The second most dangerous hiring bias is the age-old albatross known as discrimination. For instance, it’s commonly thought that men are better at math than women, and Indians are better at math than most other ethnic groups. Naturally, the best mathematicians and engineers are Indian males, right? Readers will note that this thinking is patently ridiculous. It is also, sadly, common.

Rounding out the three most prominent involuntary hiring biases is simple self-preservation. Managers naturally fear losing their jobs and thus get wary of hiring anyone who could threaten their position. A particularly competent candidate could do a great job, sure, but where would that leave the manager? So the manager decides to look for someone slightly less qualified.

To combat these biases companies have adopted practices much like the “blind auditions”. Here, the candidate interviews with a number of interviewers from behind a screen so that those hiring do not know who they are interviewing. This has resulted in more people getting accepted for roles that may have been disregarded due to an “affinity bias” This could go a long way towards solidifying diversity in the business world.

Effective Crisis Management For Construction Staffing

Challenges of Crisis Management in Construction Staffing:

Strategies for Mitigating Disruptions:

Practical Tips for Navigating Crises Effectively:

Tips for Hiring New Graduates who will Succeed in Your Organization

Tips for Hiring New Graduates who will Succeed in Your Organization

Use Your Gut to Find, Retain, and Let Go of Talent

Use Your Gut to Find, Retain, and Let Go of Talent

Red Flags for Bad Hires! Nine Key Signs You’ve Hired the Wrong Person

Red Flags for Bad Hires! Nine Key Signs You've Hired the Wrong Person.

How to Strengthen Your Organization By Hiring Talent

How to Strengthen Your Organization By Hiring Talent

How to Hire Smart People Who Will Advise Us What to Do

How to Hire Smart People Who Will Advise Us What to Do

How Performance Reviews Build Strong Workers in Your Company

How Performance Reviews Build Strong Workers in Your Company

How to Streamline the Labor Hiring Process in the Construction Industry

How to Streamline the Labor Hiring Process in the Construction Industry

Reaching Qualified Applicants in the Construction

Reaching Qualified Applicants in the Construction and Engineering Industry

What You Should Know About Hiring Millennials

What You Should Know About Hiring Millennials

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Involuntary Hiring Biases

Involuntary Hiring Biases

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