After more than a year of disruption, it's encouraging to see that construction employers are hiring at pre-pandemic levels. But are you doing everything you can to secure the top talent for your business? Read my top three tips to ensure that you don't miss out.
Whilst we know it will take time for some parts of the construction sector to fully recover, we are seeing strong demand for new staff in Fit-out, Civil Engineering, Housing & Residential and Offsite Construction & Manufacturing.
As the easing gathers pace and many things return to what we would consider normal, it has become clear that employers have a number of new post-Covid considerations to take into account if they want to be able to attract and retain the best talent.
Recent reports found that wellbeing has risen to the top of the list of things employees think employers could have done better. Followed by helping to upskill, provision of the right hardware and software to work remotely, better support for working parents and time spent maintaining organisational culture.
My question to employers: are you demonstrating a commitment to wellbeing in your hiring process?
A big part of well-being from a jobseeker’s perspective is a feeling of being wanted, unfortunately, some companies are failing to address it.
During the pandemic, some employers needed support and hired quickly, as a result, poor habits started to creep in. For example, delays getting back to candidates with interview feedback and with offer letters or contracts. These might seem like small things, but they feed into the sentiment of feeling wanted.
It matters because candidates in high demand roles have options.
If you’re not making a good impression in the recruitment and onboarding process, the reality is that people will leave and go to your competitors who are doing it better.
Many candidates are getting two or three offers at the same time, so emotion comes into not only the recruitment process but the pre-start phase and first days in the job.
So, what can you do to improve your recruitment process? I'm glad you asked...
My three top pieces of advice to ensure you don’t miss out on top talent:
Make sure you have all the resources in play to make the hiring easy. From working with a great recruiter, giving feedback quickly on CV’s & interviews, producing an offer letter and contract quickly and keeping the recruitment process as concise as possible to demonstrate agility.
Be clear on your policy towards hybrid working. Get feedback from your employees and industry to know what is attractive.
Look at your onboarding process. Does it provide the opportunity to meet people in an organised and useful way? Remote working means you can meet more colleagues but these only need to be 15-minute coffee meetings, mixed with virtual tours, social, and training. Could you also create a buddy system for experienced team members to come alongside new hires?
These three things are incredibly important to an employer’s ability to retain talent as well as hire it. Post-pandemic I think attraction & retention is going to be one of the biggest challenges employers will face in the construction sector.