Why your project is not attracting the best staff
We all know that the civil construction boom is here, with billions upon billion being spent on infrastructure here in Australia means we have some exciting times ahead.
However, with most major projects being built at the same time, this can leave us in a tricky situation to find the best talent for these projects. Once we have found them, we will still find ourselves asking:
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How do we attract them to our jobs and stop them going to our competitors?
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Once we have them, how do we keep them?
Yes I know, we can’t attract everyone and we will lose staff at some point, that’s just life. People move on to new things for different reasons, more money, better commute or promotion.
If you’re paying them their worth, if you have no projects closer to their home and if you can’t offer them that promotion, then the truth is you can only do so much.
In our role, we speak to on average over 100 construction professionals per week and this article is based on real-life feedback on how best to attract and retain top talent.
Here are a few tips that I can hopefully
help you within a candidate short market.
Two Tips for Attracting Talent
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In the interview, show potential candidates that you want them.
Don’t sound like an interrogator, don’t have 5 people interview them at once (Oh it happens.) Show them why they should work for you, tell them why you work there and where their career could go if they join.
First impressions count, and how we make candidates feel during their interview is what they remember most, believe me, it’s why I chose my current company.
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If you like them, offer immediately.
Companies miss out on candidates because they take too long to get back to them and their competitors snap them up.
Processes, if your companies process requires 5 people and their Uncle Bob to sign off on hiring someone then they need a new process because they’ll miss out in this candidate short market.
You’ve found them, they’ve joined your company, now how do you retain the Talent?
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Culture
For me, this is key, a place where people come to work and feel a part of a team is priceless.
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Salary
This doesn’t mean pay over the odds, it just means pay them what you can, don’t try and short change people or bring someone else in on more money that has the same experience. If you have a salary structure – great, just make sure it’s competitive.
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Recognition
We all like to know that we are doing a good job, so don’t take it for granted that your staff knows you appreciate them.
Sir Alex Ferguson the former Manchester Utd Manager said himself "for any human being, there is nothing better than hearing 'well done' ".
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Clear career progression
Do your staff know their career plan with your organisation? If a promotion isn’t on the cards for said candidate, then the next point is key
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Support / Training
Provide the best training and mentorship possible, Show them that they can and will reach their potential with you.
What’s really important to you and your career?