The construction industry is coming around to the fact that age is not an indicator of job performance. It is no longer an aberration to see construction employers hire candidates who are in their late 60s, 70s and even 80s.
Tips for Using Personality Assessments in the Hiring Process Construction Contractors Can Use Assessments to Find Top Employees
Hiring is a tricky thing. It is a mix of both art and science. Companies are looking to attract employees who have the requisite experience to fill a role and can propel an organization toward a specific vision. Identifying the right credentials on paper is easy, but critical factors such as culture fit, team fit and personality fit are often much more difficult to ascertain—and can make the difference between adequate and exemplary achievement by an employee.
With activity in the multifamily housing market picking up steam across the nation, concern about how the construction sector will meet increasing demand for qualified labor is mounting.
Turn Your Website Into a Recruiting Machine Construction Contractors Can Recruit Better Employees by Focusing on Their Websites
The construction industry is staring down the barrel of a decades-old talent shortage. There is no clear answer to the problem. The only thing certain is that firms will continue to compete fiercely to attract and recruit talent.
As we move from one phase of life to the next, our priorities naturally shift. It stands to reason then that our careers are shaped by the transitions we make in our lives. For example, the lifestyle and career goals of a 25-year-old are going to be very different from those of a 55-year-old.
If business owners have found themselves in the position of needing to hire a new project manager for their team, congratulations! Not only does this mean they are doing well enough to afford to bring on a new employee, but also that they have a new opportunity to re-energize the project team with fresh, savvy and competent leadership.
Act Quickly to Avoid Losing Top-Tier Candidates to Competitors Construction Employers Must Act Quickly to Recruit Top Employees
Construction industry employers are competing against each other to hire the most qualified people. Very few top-tier candidates are actively searching for new positions on the market. A majority of the most valuable candidates are passive. Passive candidates only become open to the idea of changing jobs when an extraordinary career opportunity comes to them.
For businesses in the construction industry, the success of any project depends on the skill of the team working on it. To improve business outcomes, employers must build strong, talented workforces by recruiting and retaining the right candidates, developing the potential of current employees and taking numerous other steps to achieve workforce excellence.
Create a Long-Term Career Strategy The Hot Construction Market Provides a Great Time for Employees to Reconsider Their Career Plan, and Employers Should Be Prepared
The construction industry is in a hot cycle right now. The economy is growing and a steady stream of new projects are keeping construction professionals busy across the United States.
Filling the Construction Skilled Trades Gap Educating High School Students and Parents Is Key to Attracting New Talent
In today’s world, technology is everywhere. Children are mastering digital devices at ever-earlier ages. While technology is critical to many jobs, certain robust industries also require a skilled trade. Unfortunately, these industries are struggling to find the skilled workforce to fill these well-paying positions. The construction industry faces a projected job shortage of more than 90 percent, according to a recent report published by the Conference Board, a 501 non-profit research organization.
Recruiting and Retaining Top Construction Industry Talent Leverage a Strong Portfolio, Company Culture and Advancement Opportunities to Build Your Best Team
There is no question that it is more difficult for construction and related industry firms to attract the number of candidates needed to fill today’s positions and to build managers for the future. For companies in remote or less developed regions, such as much of Northern New England, this challenge can be compounded by the lure of higher earning potential in bigger cities.
Between 240,000 and 360,000 military members transition to civilian life each year. The shift isn’t always easy, leaving many veterans unemployed. To help put them to work, more than 100 construction industry organizations—including Associated Builders and Contractors (ABC) and many of its members—pledged in 2014 to employ 100,000 veterans by 2019. Continue »