The Gentle Art of Employee Recruitment

Recruiting the right individuals to work in construction is both an art and a science. As technology plays an increasing role in today’s fast-paced world, the art of recruitment lies in understanding what truly motivates potential candidates.

Were they successful before? Are their personalities and job-culture synergies compatible? Do their capabilities lend themselves to growth and advancement?

As employers, we must harness talent in a way that allows both the individual and the organization to thrive. The following considerations help maximize the evaluation of prospective employees.

Selling Your Prestigious Corporate Brand

• Share your company history, notable projects completed, and the value of repeat business.

• Allow time for candidates to mingle with current employees and exchange stories about similar projects.

• Engage in conversations about what makes your firm unique, including your website, social media presence, and industry awards.

Create a Job Description You Would Apply For

• Clearly describe not only the position, but the impact the role will have on the future of the company.

• Design the job description to promote an open, engaging atmosphere.

• Highlight whether a successful path to increased responsibility and advancement exists.

Older Résumés May Lead to a Successful Hire

• Recruitment should be ongoing, not just when a position opens.

• Strong candidates may not be ready today, but maintaining contact—sometimes just a simple text—keeps relationships alive.

• Introductions can happen through industry events, trade associations, and alumni groups.

• Candidates not selected today may become tomorrow’s employees—never burn bridges.

The résumé discarded today may be tomorrow’s answer.

Listen to What Is Not Said in an Interview

• Listen for go-getters with positive attitudes who are willing to adapt.

• Ask questions that promote conversation and reveal the person behind the résumé.

• Look for problem-solving abilities and individuals who think outside the box.

• When asking difficult questions, evaluate the thought process—not just the answer.

Sell the Candidate Experience

• Strong applicants will interview you just as much as you interview them.

• Be transparent about job challenges and clearly define expectations.

• Look for team players—teams win championships.

Personalize the Journey

• From application to offer, consistently sell the company and the opportunity ahead.

• A simple thank-you text can go a long way in making a candidate feel valued.

• Step outside your comfort zone: be engaging, human, and efficient.

• A respected candidate becomes an ambassador who may recruit others.

• Remember that many outstanding candidates are field-trained.

Hire Diverse Cultures

• Move beyond a one-dimensional hiring mindset and embrace diversity to expand into new areas of business.

• Build teams that value harmony, differing perspectives, and varied field experience.

Closing Thought

Successful recruiting is an ongoing process with no end. Most people don’t simply accept a job—they want to feel wanted and part of something bigger. Sell yourself authentically and invite prospects into the company. Building relationships will often go further than offering extra dollars.

Robert Perricone