2017-11-29 00:00:00 Managing People English Recruit the best seasonal employees for your construction business through careful strategic planning, and be prepared to onboard workers... https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2017/12/General-Contractor-And-Employee-Working-On-Project.jpg https://quickbooks.intuit.com/ca/resources/managing-people/hire-best-temporary-construction-employees/ Attract the Best Seasonal and Temporary Employees for Your Construction Business

Attract the Best Seasonal and Temporary Employees for Your Construction Business

2 min read

Construction is a seasonal industry in which an influx of hiring occurs just before the busy seasons of spring and summer. Occasionally a big job throughout the year warrants an additional hiring spurt, and your company should be prepared to know how to hire the best seasonal workers for the task at hand.

Understand Construction Trends

Once you’ve been in business for a while, it’s easy to identify trends in the construction industry. According to Monster.com, April, May and June are the months that construction companies most aggressively look for seasonal employees. Start earlier than that. Begin hiring several months in advance to make contact with the most qualified candidates before they find other jobs. The success of any business relies on having trained individuals on hand during the busiest time of the year. Understanding seasonal hiring trends may also mean hiring skilled people on a by-project basis.

Partner with a Recruiting Firm

A recruiter can take a lot of legwork out of the hiring process and free you up to pitch and schedule projects. Do research and talk to friends and others in the industry about top local recruiters, and consider a recruiter that specializes in construction workers.

Schedule a meeting and detail exactly what you’re looking for in a seasonal employee. Create a job description that details the important individual traits of a potential employee. A recruiter pre-screens potential applications and only sends workers that adhere to what you need, which saves you a lot of time.

Ask Current Employees

Hard-working employees who have been on-the-job for years often know like-minded individuals. Ask for friend referrals. Workers tend to bring on others they know will make them look good in the eyes of the company, or those they wouldn’t mind working alongside. You can even start an employee referral program with incentives for successful hires. This usually translates to a strong, cohesive workforce.

Maintain Past Relationships

Keep a list of previous employees who were especially valuable, along with their current contact information. Contact these individuals every few months to let them know they are on the forefront of your hiring efforts. These individuals make excellent recruits for single projects or serve as a point of contact for new recruits.

Be Competitive

One way to attract top workers is to be one of the top construction companies in the area. Often this means top-level salaries and benefits, but it also means having a solid reputation of taking on unique and challenging assignments. Take a look at top construction companies in the area and research what makes them the best. Create a company culture that demonstrates effective organization and efficiency. Make employees feel valued and give them a sense of security, which reflects positively on the company.

Never Stop Recruiting

Even during the busiest season when you have a list of qualified employees, keep looking for new recruits with which to build work relationships. This helps with the hiring process in the future. Alternatively, you can use them as a backup or temporary help during overwhelming projects.

Employees provide the face of your workforce, so it’s important to hire skilled construction workers to maintain your credibility as an industry competitor. By incorporating several different recruiting strategies throughout the year, you can keep a steady influx of excellent workers on hand.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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