The Future of the Construction Industry Depends on High School Students
The Future of the Construction Industry Depends on High School Students

By Meredith Love
on March 5, 2019 in Employers

By partnering with high schools and reaching out to students, construction companies can capitalize on the next generation of “new-collar workers” who have both the technical aptitude and soft skills to lead the construction industry into the future.

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Why Company Leaders Should Be Connecting With ALL Their Employees
Why Company Leaders Should Be Connecting With ALL Their Employees

By Debbie Eckart
on February 20, 2019 in Employers

Company leaders should be connecting with ALL of their employees on a regular basis. Making the effort to improve communication from the top can save your company money and increase loyalty among your employees.

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Cancellations Kill Momentum - Here’s How to Prevent That
Cancellations Kill Momentum - Here’s How to Prevent That

By Jay Dubac
on February 11, 2019 in Employers

Last minute interview cancellations kill momentum. Fully commit to interview times, and make the effort to reach out to candidates personally when unexpected situations occur; strong candidates will stay interested in your company.

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2019 General Construction Compensation Review
2019 General Construction Compensation Review

By Charlie Kimmel
on January 25, 2019 in Employers

Kimmel & Associates has a long history of serving the construction industry by providing helpful data and insights into the market. To that end, we are pleased to offer you the 2019 Kimmel & Associates General Construction Compensation Review.

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Don’t Just Hire for Today’s Concrete Need - Hire for the Future
Don’t Just Hire for Today’s Concrete Need - Hire for the Future

By Patrick Narron
on January 22, 2019 in Employers

Candidates are steering the construction market today; concrete companies can benefit from investing now in the skilled workers who are open to a strategic career move.

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How to Attract Fresh Talent to the Curtain Wall Industry (And Why You Need To)
How to Attract Fresh Talent to the Curtain Wall Industry (And Why You Need To)

By Debra Holden
on January 10, 2019 in Employers

A prominent trend in the curtain wall industry is a critical need for engineers and entry-level talent. By focusing on improving outreach and attraction techniques, curtain wall companies can strengthen their benches.

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To Improve Retention, Give Your Roofing Employees a Reason to Stay
To Improve Retention, Give Your Roofing Employees a Reason to Stay

By Korre Humes
on December 21, 2018 in Employers

To improve retention, do the work on the front end to provide your roofing employees with all the tools they need to be successful, make them feel valued, and communicate to them that they have a long-term home with your company.

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5 Strategies to Help the Equipment Industry Put its Best Foot Forward
5 Strategies to Help the Equipment Industry Put its Best Foot Forward

By Bill Wolfe
on December 11, 2018 in Employers

These five strategies help equipment companies successfully attract, recruit, and retain strong employees.

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Invest in Panelization Training for Drywall Industry Growth
Invest in Panelization Training for Drywall Industry Growth

By Alan Howse
on November 29, 2018 in Employers

For the drywall industry, panelization and modular technology are great resources that can help companies contribute to the affordable housing movement. Drywall companies can capitalize on this industry-wide trend by prioritizing training and retention.

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The Importance of Branding in the Steel Industry
The Importance of Branding in the Steel Industry

By Michael Jones
on November 15, 2018 in Employers

Don’t make the mistake of underestimating the importance of branding in the steel industry. By improving branding efforts, steel companies can better attract, hire, and retain exception talent.

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The Dangers of “Ghosting” in Today’s Job Market
The Dangers of “Ghosting” in Today’s Job Market

By Kimmel & Associates
on October 5, 2018 in Employers

The dangers of “ghosting” in today’s job market have both short- and long-term consequences for both candidates and employers. Clear expectations from the start of the hiring process can help prevent “ghosting”.

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Don’t Be An Expert: Be a Translator
Don’t Be An Expert: Be a Translator

By Lynn Failing
on September 25, 2018 in Candidates

The best strategic move in today’s supply chain market is to “go wide not deep”; don’t be an expert, be a translator.

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