Attraction is Key in a Candidate-Short Market

By Guy Ross on September 11, 2018

Picture this: your company is growing! Business is booming, and you find yourself in need of a new Estimator. You know how competitive the construction market is, and you want to ensure that you can reel in an exceptional new team member. You’ve identified a promising candidate - but how can you make sure that both parties are excited and confident moving forward?

The Best Candidates Need to Be Attracted

In this candidate-short market, attraction is still a critical component of recruiting new employees - and it will be for the foreseeable future. That starts with the basics: a solid company, a strong backlog, and competitive compensation packages. While career growth and stability are the most common reasons that strong candidates decide to make a move, they also expect a bump in compensation when they start with a new company. Of course, putting together an offer is about more than just dollars and cents -- you want that person to feel “wooed” and appreciated. They need to feel like the company really values them and wants them to come on board. A new employee should start with a high level of enthusiasm for their new company, and they should be excited to start contributing. You know that your company is a great place to work, but it’s still important to prove that to your candidate during the recruiting process by putting in the effort to attract them and start off on the right foot.

Trust is Needed on Both Sides

While it’s true that a new employee is an unknown quantity in some ways to a company, it’s important to remember that the company is equally unknown to the new employee. You can tell a candidate that the owner takes care of his or her people and that the company is a great place to work, but the candidate doesn’t know that first-hand; they have to make a decision to trust the hiring team. And that trust should be reciprocated - if a candidate and their references both say the candidate is an excellent employee and a good investment, the hiring team should take the same leap of faith they’re asking of the candidate. In addition, if you’re working with a recruiter with whom you have a positive relationship and work history, you should extend that same trust to his or her experience and expertise in the market.

The Clock is Ticking

From the moment a candidate takes a call, whether it’s from a recruiter or directly from your company, word begins to travel. Given the enormity of the construction industry’s labor shortage, and no indication of improvement any time soon, competing firms are going to reach out immediately to A-players who are open to career changes. Even if your company is the first one on a candidate’s list, you’re still competing against the market. Therefore, you need to clearly communicate your desire to bring that candidate on board, and you need to do it before a competitor comes in with a stronger offer. By the time other firms start calling your top prospect, you want that person to feel so appreciated and valued that they give a resounding “no” to the idea of a competing offer.

It’s easy to think that because you know how special your company is, prospective employees should know it too. But the reality is that in such a competitive market, you still have to woo the best candidates. By making the effort to attract strong candidates, establishing mutual trust, and making your hiring process as time-efficient as possible, you can set your company and your new employee up for a long-term, successful partnership.

The Author

Straight from the desk of

Guy Ross

Guy Ross

Executive Vice President

Guy began his career at Kimmel in 1998 after working in the EAP industry. There he worked with company leaders to resolve job performance issues of employees.

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