As a construction professional, you know the value of a great team. While strong leadership is critical, a hardworking and efficient crew of workers is ultimately needed to get the job done.
Between the labor shortage and the general complexities of the hiring process, it can be easy to lose significant time and resources to finding, attracting, and onboarding new employees. These nine tips can help contractors streamline and improve their hiring strategies.
This is Part 1 of a four-part article; today our Fort Lauderdale construction lawyers will discuss how to identify character and commitment. Part 2 will go over how to screen potential employees’ prerequisite skills, the benefits of hiring ahead of time, and the importance of checking references. In Part 3, we will cover how to evaluate the effectiveness of your hiring process and how to think outside the box when it comes to outreach. Part 4 will provide tips on how to make your workplace more appealing to prospective employees.
Look for Commitment and Character
We’ve said it once, and we’ll say it again: construction is not for the faint of heart. There is a certain amount of grit that is needed to work under the high demands and constant pressure of this industry.
Commitment includes having a genuine passion for the construction industry and character includes the ability to work under deadlines and stay loyal.
It is critical to ascertain why the interviewee is looking to change jobs. How long did they stay at their last job? What was their reason for leaving? If an employee has left numerous jobs without much of a reason, there is a good chance they will do the same to you.
If the potential new hire does not have a solid reason for the job change or is simply looking to earn a little more money, they might not have long-term loyalty to your company either. While advancing financially is certainly a legitimate wish, it is important to examine why they were unable to move up in their previous place of employment. If their previous employer found them unworthy of a raise or promotion, do you think you will feel differently about their skills and work ethic? This is not a rhetorical question—sometimes the answer may be “yes.” It is just important to actually ask these questions and to be honest with yourself about the new hire from the beginning.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.