Rebuilding efforts after the wildfire and hurricane damage last year are still underway. Unfortunately, with hurricane season starting up, there’s a chance more destruction could follow. There’s a lot of work to be done, and more might be around the corner.
If your precast organization is feeling the pressure to fill orders, you’re not alone. Manpower is getting harder to find. The USG and U.S.Chamber of Commerce Commercial Construction Index recently reported that 95 percent of contractors said they had a moderate to difficult time finding capable workers in the second quarter of 2017.
If you’re struggling, here are four ways to grow your workforce.
1. Create an apprenticeship program by partnering with local high schools and colleges
This requires more work than throwing an ad in the local newspaper, but it can be one of the most beneficial programs you implement in your organization. Students come in on a schedule, earning credits and completing course work that gives them real experience in the field. If students show promise, you can transition them into an official role once they graduate. This gives you the option of building loyalty early and avoiding onboarding costs later by training possible future employees to work exactly as you need them. Check your state’s laws for requirements and reach out to local schools for more information.
2. Encourage your current employees to reach out to old contacts.
Your employees have likely met a few others in the industry. Have them reach out to old pals either through social media or with a quick email or text. Some organizations offer bonuses to team members who find candidates who turn into valuable employees. if you decide to go this route, be clear with your staff about exactly the type of candidate you’re looking for.
3. Recruit veterans
Veterans are known for their grit, willingness to learn and intense work ethic. Post your job openings on your state’s job bank and reach out to local military career organizations. There are also several websites online where you can post your jobs to reach veterans. If you’re in need of people who known how to solve problems and work on a team, deeply consider looking into hiring veterans.
4. Go nontraditional with your promotion
Depending o who you’re trying tor each, there are a range of fairly new attention-getting methods.
Before, you might have posted a job as a regular post, but Facebook now allows actual job postings. you can list salary, qualifications and have users take a quick mini quiz to test their knowledge. Applications are sent to your organization’s Facebook page as a Messenger message.
You might not be visiting LinkedIn often, but people thinking of leaving their current position are. If you don’t reach them while they’re warm, another organization might attract their attention. Don’t miss out on great candidates by ignoring this platform.
Billboards
It might seem like a pricy investment, but to get your name out there, sometimes you have to go big. Just remember to keep it simple. Billboards work best with seven words of fewer. It’s best to have a snappy URL that’s easy to remember and takes the candidate directly to a job description to.
Trade shows
Sure, you’re trying to make a sale when you visit trade shows, but why not advertise a job opening while you’re there? One, it shows your organization is growing, and two, you have a prime audience of many qualified applicants.
Final thoughts
Finding quality applicants in our industry is always going to be tough, especially with how great the economy is doing, in spite of recent setbacks. If your organization wants to attract quality candidates, you have to sell your culture as well as your benefits. The younger generation doesn’t just want a job; they want a place to have fun and learn. Business Insider reported Millennials want good work-life balance, opportunities to grow, work flexibility, a sense of meaning from work and professional development. So push those aspects of working within your organization.
Subscribe to our blog for more industry news and information.
