Once a project is completed, workers are relieved of their contracts. So, how do Top Construction Recruitment Agencies strategize for a long-term employment solution despite the work being over? The answer is manifold, as it involves a lot of key areas to focus on. Before we dive into the topic, let us consider how these Top Construction Recruitment Agencies are an indispensable source of construction employment solutions to businessmen by offering stability to the workforce constantly.
Why is a strategy required?
We all know that hiring for a construction company is an endless task. It involves incorporating multiple sectors, instead of individually deploying from each sector.
Construction recruitment agencies have outsourced the employment process for a long time.
These agencies are experts in retaining clients that require a constant flow of workforce that can range from temporary to contractual to permanent.
To retain is to strategize by adapting to changes by streamlining the hiring process.
The strategies applied are unique yet simple.
A list of these points summarizes perfectly what it takes to offer long-term employment solutions.
1. Strategic planning and forecasting
The first step is to ensure that clients’ requirements are met.
This is done by analyzing markets and scanning for labour shortages to compensate for workforce gaps.
This is done through:
- Annual bi-annual recruitment plans: This plan creates a steady flow of candidates by assigning one-year, two-year contracts as per project requirements, with project cycles kept in mind
- Collabs with HR managers and recruitment departments: They outline job roles and make sure that the hiring process is smooth.
- Preparing for a budget: Budgets help in settling interview, hiring, and branding costs. As a result, long-term hiring expenses are reduced.
- Creating a hiring system: A hiring system helps relieve workforce management. It directly engages the candidate through specific protocols that meet the company’s standards
2. By building and maintaining a strong employer brand
How do you think employees are attracted to specific businesses? It is simply by maintaining a positive employer brand.
Construction Recruitment Agencies achieve this by :
- By showcasing positive company reviews: Showing employee reviews that display a positive work culture
- By committing to safety: highlighting well-being and safety
- By promoting the company on different platforms: A good image on Glassdoor, LinkedIn, and Indeed persuades candidates to apply for the job
3. Well-defined client needs with expectations, values, and career paths
Construction recruitment agencies have in-depth conversations with the employers to learn about the needs of a role.
A nuanced understanding of the company’s values and technical requirements is a must. This is achieved through:
- Providing detailed job summaries: Outlines what the job requires
- Communicating different opportunities: Discussing the outlines for different upcoming projects and potential promotions
- Ensuring that candidates understand the client’s work culture: Agencies invest a lot of time in promoting the client’s work culture, leadership approaches, and team dynamics
4. Offer competitive salaries and exclusive benefits
Long-term employment means offering an attractive salary package paired with benefits. Agencies ask clients to :
- Provide salary packages that are better than the industry standard and local markets: A salary package that is better than the standard market rate is attractive
- Offer employee benefits like health insurance and retirement plans: This ensures sustained longevity on the part of the employed
- Provide long-term benefits and incentives: As the work progresses, offer flexible schedules, growth incentives, and wellness programs
5. Utilizing Specialized Construction Job Boards
Even though conventional job platforms like Indeed, Glassdoor, and LinkedIn can be useful. It is much better to adopt the following.
- Use of niche construction job boards (e.g., ConstructionJobs.com, iHireConstruction) that target professionals in the construction industry
- Leveraging the use of social media: Posting on regulated groups that only allow job bulletins
- Tailored job postings that highlight unique aspects of the company and projects.
This targeted approach ensures a steady pipeline of qualified candidates for future needs.
6. Creating a strong network with referral programs
A strong workforce needs a strong network. Construction Recruitment Agencies deal with different businesses and companies.
They have access to their database, including portfolios and work history.
- Usage of applicant tracking systems and worker databases: An applicant tracking system and a worker database keep track of workers’ information and updates based on the project they are working on
- Using a recruitment dashboard with data analytics: analyzing labour market trends, resource allotment, and labour shortages
- Transferring candidates to partnership companies: Whenever there is a need for labour requirements, a recruitment agency might deploy candidates to similar businesses that involve construction.
- Using word of mouth referral: Word of mouth referral is done between managers and surveyors to share eligible candidates for the required role
7. Placing importance on safety and apprenticeships
The first and foremost thing a candidate prefers is workplace safety, which is achieved through training. Recruitment agencies offer pre-approved training to their clients to make sure that regulations are met. This is done by:
- Offering safety programs and certifications: Safety programs and regulations show that the workplace they are about to join is secure
- Apprenticeships: Apprenticeships ensure that training standards are met and certifications are given. This improves the chances of retaining an employee much more.
- Offering leadership programs: As the candidate progresses through the ranks, they have a good idea based on their job. This will prepare them for future supervisory roles.
8. Talent relationship management using feedback
Creating long-term employment requires a good relationship between the client and candidates.
This is achieved through :
- Regular check-in with clients: By constantly engaging in feedback loops that showcase worker performance and satisfaction from both the client’s and the worker’s pov
- Follow-up after contract end: checking for a candidates current employment status, even after the contract term ends,s makes sure that they don’t disappear after the work ends
- Market analysis and advice: Current market trends and forecasts are shown to clients for predicting the re-employment of past candidates. This acts in retaining employees in the long run.
Conclusion: Construction Recruitment Agencies Creating a Sustainable Employment Solution
A construction recruitment agency is one of the solutions towards creating long-term employment solutions. They are constantly on the lookout for new ways to retain employees.
By maintaining a streamlined hiring process, they help businesses compensate for labour shortages.
A strong network is necessary, as well as using feedback loops to track the whereabouts of labourers and their work history. Pairing up with similarly related businesses helps in employee transfer for similar projects.
This constant cycle of strategizing, hiring, branding, training, and feedback helps in creating a strong workforce that remains consistent over time.
You can also create one if you know the correct agency! For that, Trade Recruit is here! Create and scale your workforce with a single click by taking the help of experienced recruiters. They will find the ideal candidate for you in no time with long-term employment solutions.
