Take a possible scenario where you have a construction agency and you need to fill in roles as part of the recruitment drive. But, you don’t know when to start, where to start, or how to start? Your head is filled with different regulations, industry practices, certifications, etc., and you have jumbled their sequence as part of the process. The current recruitment practices are out of fashion and need to follow regulations based on the industry’s needs. So, construction workforce planning requires recruitment tactics that are formal and follow a professional approach.
Why professional construction recruitment tactics are needed?
It is quite understandable that only hiring workers is no longer a feasible solution. There have to be some issues that need to be addressed, like:
- Skilled labour shortage
- High competition between tradespeople in the construction industry
- Demanding nature of construction projects
- Complying with changing laws
- Change in construction practices to technology
Take note of the following points, and you can see that it is important to filter out candidates during the hiring process using tactics that are structured and follow a methodology. The whole process has to be professional because the workforce is not only limited to ‘skilled labour’ rather a collection of different factors like government body rules, adopting new practices, and the current competition, which needs to be regulated.
Understanding workforce planning
- Workforce planning is understanding labour needs, assigning projects based on the necessary skills, and
- fulfilling timelines. Workforce planning is done based on these factors:
- Labour cost and market trends
- Training time and onboarding
- Project-specific skill requirements
- Future talent needs and retention
A workforce that is well-made is created with the help of clear goals and actionable steps that are dependent on the above-mentioned points. With the help of tactics, you can simplify it and create a whole strategy for long-term action that is professional.
Strategic Construction Recruitment Tactics
1. Access a centralised skilled worker database
A database that is organized with all the necessary information of construction labourers acts as a part of the recruitment process. It features :
- Name, contact details, and availability
- Verified qualifications and certifications
- Safety training details
- Project history and client feedback
- Specialisations
- Referrals
With all the necessary details in hand, recruitment agencies can now employ candidates and skilled labour based on a summary of their details. This is a more professional approach than directly hiring workers on a contractual basis without any knowledge of their past services with similar agencies.
2. Build A Strong Employer Branding
Showcasing that a construction recruitment agency is different makes you stand out from the competition. Highlighting job security, career growth, diversity, and work-life balance. This includes:
- Share success stories, employee testimonials, and positive reviews
- Take part in industrial trade fairs, expos, and local job fairs to enhance visibility among potential job seekers
- Be transparent about what your company’s ideals, benefits, and growth opportunities are
All these create a strong positive image, which is professional in the eyes of most skilled job seekers
3. Use platforms like Construction job boards and business-oriented social networks
Construction industry-specific job boards and business-oriented social networks are one way of connecting and hiring talent. They offer a methodical approach to the hiring process by asking candidates to fill out details and state their job role according to specialization and requirements:
- Use platforms like LinkedIn, Glassdoor, and Indeed to post industry-specific jobs to recruit professionals and higher-level roles
- Jobs boards like Facebook Business Page
- Construction industry job boards in the UK, like Trade Recruit
Workforce planning in the current times is dependent on these sites as part of the recruitment process.
4. Connect with Colleges and Trade Schools
Networking with colleges and trade schools is a tactic that ensures work quality done by apprentices is of a professional level, which sets long-term goals for recruitment:
- Attend practical classes and sessions which is related to the nature of the project
- Offer internships and apprenticeships to attract talent
- Take the help of teachers to act as the role of a mentor in construction industry-related practices
- Maintain contact with apprentices and recent passouts to turn them into potential hires
5. Grouping recruits based on certifications
It is important to differentiate different skill sets based on certifications alone. A professional way of recruiting in the construction industry so that the workforce doesn’t get mixed up:
- CSCS cards that is the primary certification to work on construction sites meant for labourers
- NVQ or National Vocational Qualifications for apprentices who work on-site or as part of projects
- City and Guilds for construction management roles
- CPCS (Construction Plant Competence Scheme) verifies the skills of plant workers who work on UK build sites
- CIOB Chartered Institute of Building for construction professionals
6. Promote Diversity and Inclusion
Variety is the spice of life, and so it should be in the case of hiring :
- Recruit underrepresented groups like women, differently abled people, and immigrants
Show an inclusive management that supports flexible work-life and worker worker-friendly environment
Benefits of integrating recruitment with workforce planning
- Forecasting and Capacity Planning: Analysis of project needs and worker requirements, so that projects don’t fall short of it
- Roster and Schedule Management: Maintains a detailed history of workforce for rehiring and assigning, just in case a worker with similar skillsets and projects is required
- Onboarding and Retention: The onboarding process, which involves effective integration of recruits, facilitates the retention process and hence reduces employee turnover
- Transparency and Communication: Clear expectations are set between the employer and the employee
Conclusion
The workforce is not to be seen as an outcome of direct hiring, but as a result of dividing different sectors based on their skill sets. So, what happens as a result is a professional approach to getting the best out of different sources, like construction job boards, job boards, trade schools, and a centralised construction employee database.
You can access professional hiring by adopting the same methods and by relying on us. We at Trade Recruit provide employer-based solutions to make recruitment look easy!
