Find great workers with these five tactics
By Susan Smith
I’ve talked with many of the trades and I hear over and over that they can’t find great workers. Their complaints go something like this:
“Never mind that I can’t find great workers, I can’t even find good workers. Or when I do, I can’t keep them.”
Others complain of training new employees only to have them quit shortly after. They lose what they’ve put into training and are back to square one looking for a replacement.
I have 3 sons all in the trades (carpenter, electrician, and a plumber). They’ve told me several times just in this past year how the company they work for has hired a new worker only to have that new hire last just a day, a week, or only as long as a month.
And then one day they just don’t show up. No phone call. No explanation.
Hiring people isn’t the problem. The problem is hiring people who will show up to work on a consistent basis. You’ve spent a lot of time, a lot of energy and a lot of money to find, hire and train that new worker.
When they don’t show up and quit within that first month that’s frustrating and pisses you off! By leveraging a few strategies you can attract the people you need and and find great workers who will stick with your company.
Here are 5 key strategies my clients now use to find great workers and keep them.
Upgrade your website
One of the first places a potential hire will look is a company website.
Make your website applicant friendly. One of the first places people look when considering an opportunity is a company website. What message is yours sending? Do you have a page that is dedicated to the job searcher? What does your website say about your business?
Most good construction company websites include a careers page. Include your phone number along with the application form you want them to fill out.
You want to make it as easy as possible for them to reach you. It’s not just about the job opportunity, it is also about selling your company…why they want to work with you!
Optimize your website for search engines
Job-searchers need to easily find your business and its open jobs online, and they’ll likely use Google or another search engine.
This is where the careers page is essential. You need to design your careers page with the applicant in mind. Because people tend to search for a specific job, you should include certain information.
Your page needs to have the relevant keywords throughout the job posting as well as in the title tags. Use clear headings, bullet-point lists, maybe even a video.
Make it easy to read, make it brief and make your company stand out from the rest.
Promote your jobs on digital job boards
The younger generation are more likely to search for a job opening on their mobile phone or maybe their laptop. They don’t look to the classifieds ads section from a newspaper. Therefore you must use online job boards.
Job postings are often the first touchpoint a person will have with your company, so be memorable.
There are plenty to choose from. Here’s a quick list of some of the most popular:
Indeed, Monster, Workopolis, Glassdoor, ZipRecruiter, Craigslist, Kijiji.
Blog about the value of trades-based jobs in your industry and local market
Write about how great it is to work in the trades and about construction’s labor picture. Kids are being pushed for university degrees and graduating with no job available to them. The trades are always looking for help.
There is job security. Providing information and articles that can help people is one of the best ways to attract more of the right people. Tell people about the good and bad of working in construction.
Don’t try to attract people to a false image of what’s in store for them… or they won’t stay. The good news is that there are a lot of people who will aspire to deal with the rough and tumble problems of working in the trades. Talk about it all!
Share content about company culture and its impact on the community
Company culture is the personality of a company, it’s how everyone interacts and works with each other. Post the fun you have at work, the people or communities you help. This is very impactful for those looking for not just a job but a place that gives them a sense of purpose and a job they don’t dread going to every day. Have your staff post to their social media…just make sure there are guidelines and policies in place for this.
You can also post job opportunities on social media. Get your staff to share on their social media platforms that you are looking for workers. Since they tend to hang out with like-minded people, ask them if any of their friends are looking for jobs.
Finding and keeping great workers means standing out from the rest. Right now unemployment is low, competition is ferocious, and turnover is expensive. Having a unique, optimized website that showcases your company culture helps the right candidates find you. That makes it easier and less stressful on you to find great workers and keep them.
Susan is the founder of Just for Contractors, where they are exclusively focused on helping the building trades generate quality leads using their proven lead generation accelerator.