It’s no secret that good craftsmen are in demand. A good paycheck matters, but not as much as your company culture. Studies show that people are more likely to leave a job because of a bad environment, than because of their paycheck. Here’s how to ensure that you’re attracting top talent to your company or project: READ ARTICLE “How To Create A Culture That Attracts The Best Candidates”
It’s getting more difficult to hire quality craftsmen because of the smaller pool of workers in our field. So, if you want to keep a high level of craftsmanship in your work product, you may have to start hiring promising younger candidates and train them yourself! Here are some things you can do to build a new training system: READ ARTICLE “How to Overcome the Labor Shortage with a Training Program”
Small companies that outsource are shown to grow faster, larger, and are more profitable than those that don’t, according to a Pricewaterhouse Cooper survey.
And, this just makes sense! Because when you outsource, you’ll have more time to dedicate to growing the business with less overhead as you expand. If you have a one-time project, you can get going much more quickly on it!.
Many applicants will fib a little on a resume, and not necessarily because they are dishonest candidates. They’ve been taught to treat resumes as more of a marketing tool, which can lead to exaggerating the truth. Some common resume offenses include showing incorrect hiring dates to cover up unemployment periods, giving incorrect job titles, inaccurate compensation amounts, and listing experience or skills they don’t really have.
In hiring craftsmen, we know that safety is always at the top of your mind. Sometimes it’s just the most basic habits that you can instill into your staff that can make the biggest impact on keeping them safe. Here are the best ways for you to make a big impact to protect your staff on the job:
All kinds of new technology are affecting the industry, giving all kinds of new efficiencies to your company that allow you to scale and grow at a faster rate. Here are some of the more exciting things happening right now:
There was probably a time when you got down to the final two or three candidates, and you had a hard time choosing between them. Each of them had admirable – but very different – qualities that they brought to the table, and you just couldn’t figure out how to weigh your options. Here are some guidelines that, as we’ve seen, will make a huge difference in the satisfaction of your decision, long after you’ve made the hire.
Due to cutbacks in the recession from 8-10 years ago, many craftsmen still haven’t returned to the job market. On top of that, a smaller pool of workers are entering field now. Some reports show that there are as many as 10 craftsmen retiring for every new one entering the field! And it’s having a big impact on the industry. A HomeAdvisor survey from last year showed that 93% of construction companies responded that they predict significantly slower growth in their business because of this shortage.
There’s a lot of stereotypes and misunderstandings when it comes to the skills and experience of a Military veteran. This may cause underlying fears from a hiring manager, even if they recognize the skills that a Military Veterans candidate can offer. Here are some common misconceptions that recruiters and hiring managers should reconsider:
The “spend money to make more money” business technique may be applicable in some industries, but the construction industry thrives on streamlining techniques. Managing the construction process and ensuring that each step runs efficiently is an incredibly important aspect of keeping costs down and maintaining timeliness.
Keep these things in mind when implementing lean construction methods: