Take Your Employee Search Online
With the recent uptick in the U.S. economy, the construction industry is seeing job growth at a five-year high. If you’re like many companies, that means you’re facing another kind of competitive challenge—competing for the most qualified talent. How can you set your recruiting apart? Here are some tips for using online tools to reach a broader pool of candidates and attract tech-savvy employees who fit your company’s culture.
Building an Online Recruitment Plan
In the construction industry, recruiting usually happens in two ways: through union hiring halls or open-shop hiring. One of the best ways to recruit open-shop candidates is online. The internet expands your ability to connect with prospective employees—but since different types of candidates use different channels, a one-size-fits-all approach isn’t the answer. To get the best results, take some time to build an online recruitment plan that includes your website, other organizations’ sites, social media and a strong network of contacts.
- Post jobs on your website. If you don’t have a website, get one. Not only does it give you an opportunity to highlight your capabilities and work, it also gives you a chance to show that your company is growing. You can list job opportunities and ask applicants to reply via email to you or your HR person.
- Post jobs on other websites. Don’t rely on potential employees to come looking for you. Go to the places they’re already looking. Many organizations and websites will link to your job postings—so reach out to community job placement organizations, local trade schools or programs, vocational/technical schools, community colleges and even unemployment offices.
- Create a Facebook, Twitter or LinkedIn page. Think social media is a personal tool, not a business one? Think again. These pages connect you to a tremendous network of potential candidates and offer a real-time information exchange across a wide demographic. Plus, because social media is easy to access from your smartphone, tablet or laptop, you’re never out of touch.
- Grow your contacts. “Old-fashioned” networking matters, too. The more professional contacts you have, the easier it is to spread the word about job openings. When you’re on a social media site, look for recruiters or HR professionals who may offer tips and ideas. Professionals who offer other services such as operator training can also be excellent contacts.
Advantages of Online Recruiting
Adding online recruitment to your search for qualified candidates:
- Puts you in front of a larger audience. Good candidates have lots of employment choices, so you need to cast a wide net to reach as many prospects as possible. A larger pool of applicants gives you more options. In addition, since the downturn in construction, more construction professionals are willing to relocate—and the internet eliminates geographic barriers.
- Helps you find employees who match your culture. Your website and social media pages should communicate the “personality” of your company. The tone you use and content you provide can help you connect with candidates who share your values and working style.
- Attracts tech-savvy applicants. Recruiting online draws computer-literate candidates familiar with the digital space. In today’s world, you don’t just need your administrative and project management staff to have computer skills—you also need machine operators comfortable with computerized machine systems and digital interfaces.
Stay ahead of your competition in the search for your next great employee—get online and start recruiting.