There are many construction employment firms who recruit for companies looking for an outside resource to add to their internal efforts. There are a large number of recruiters that can be classified into various categories. Each of these categories of construction recruiters offer different kinds of services and for different terms.

1. There are the internal corporate recruiters, who are a part of a larger construction company or are a subsidiary of a parent firm. These human resources employees are usually tasked with carrying out interviews at the employer’s location and do not have any vested interest in hiring for the company. They are concerned with meeting the “time to hire” so that the best possible candidate is hired in the shortest amount of time.

2. There are the external third party recruiters in construction, who are paid a fraction or a percentage of each hire from the company. These independent recruiters have a vested interest in you accepting a job from their client, as most of them get a percentage from the first year’s salary for the candidate which many times equals 33 per cent of the first year’s annual compensation. These kinds of recruiters are motivated to help you get a handsome salary and land the job!

3. There are the temporary staffing agencies, which are often paid by the company to fill temporary, low skilled roles that arise in business. The temporary recruiter will help you get a job for a specified time and are paid by the employer. As a candidate, these recruiters can help you get an hourly rate that is high and help you learn a lot of different types of skills on the job.

4. Retained headhunters are the final kind of recruiters in the construction industry. These recruiters are relatively rare and are paid regardless of a hiring. These recruiters often get the best suitable candidates for senior level management positions.

The demand for a place to stay and a place to work, would never decrease and hence the construction industry would never be out of work. This flourishing industry is growing at a fast rate and along with it, the demand for skilled, professional and efficient construction workers is growing too. The construction industry like any other industry needs several different kinds of workforce to manage the different areas of work. There is the need for supervisors, architects, engineers, executives and others. This creates a huge number of construction job openings in the market. But unfortunately, it is not easy to find skilled, professional and efficient construction workers. There lies a huge gap between the connection of a job hunter and the job seeker. The construction executive search firms help to fill this void.

But the question remains, how do you find good construction executive search firms?

Below are the ways by which you can find good construction employment agencies to assist you in finding the right candidates for your construction company.

1. Ask your colleagues – this is the best way to find a good construction executive search firm since there is no better way to find a trustworthy company than asking the people you trust. Ask your industry acquaintances and colleagues for recommendations.
2. Search the Internet – this is the second best method and one of the most efficient ways to find good construction employment agencies. Your research on the internet will provide you a number of names. Look through their profiles and reviews and shortlist a few that you think are suitable for your needs. Just make sure you use proper keywords for the search such that you get the best possible results.
3. Use directories for recruiters and consultants – there are many websites where you can post your construction executive job advertisements. The candidates interested in construction jobs can search and find the advertisements and apply to your company directly. Find such online website directories that are popular amongst candidates and specializes in construction jobs.

By opting for these techniques you would not only be able to find good construction executive search companies but you would also be able to find the right candidates interested in construction company jobs. You would be able to find qualified as well as experienced construction candidates easily who are good matches for your jobs.

In the construction industry the #1 rule for recruiting construction employees is finding the right match. There are three kinds of companies, namely P, Q and R and three types of candidates, namely P, Q, and R. As a company offering construction staffing solutions it is understandable that the best match for P Company to P candidate and so on. But what becomes difficult to understand is exactly which tier the company or the candidate belongs to and then match them accordingly.

It is more like connecting the right dots to complete a picture perfectly.

The P Companies are of the highest rank. Few in numbers, with visionaries leading the team, having a talent pool of employees and clear on their client expectations. These are the type of companies that all candidates strive to join. However, only the best candidates, experienced and qualified, (P candidates) are suitable for such companies.

The R Companies, on the other hand, are plenty in number, with high employee turnover rates and transactional work. They have hardly any repeated clients and very often no real assets in their name.

The Q Companies are in the middle and are usually the P companies going down the rank or R companies going up the ladder. There can be no company that stays in this transition mode for ever.

As for the tiers of the candidates- no candidate would like to call themselves, B or C graded. But not all are best suited in terms of qualification, experience and learning capability, for the best or the P companies.

Fresh candidates can be called R candidates, eager and knowledgeable, yet lacking the on-hand experience of working. The enthusiastic few among them will soon upgrade themselves to the Q tier and be suited for a company that is growing, here, the Q companies. With years of experience, ambition and constant self-improvement in terms of education the R candidates reach to the height of a P candidate.

If you own a construction staffing Solutions Company providing construction employment services, you would find that almost all companies and candidates like to consider themselves in the P category, which is not possible and practical. If you own a construction business, it is very important to understand your own position clearly first to get the right candidates for your company who fit perfectly and are affordable for you.

A precise self-analysis is the first step for a company to be able to reach to the right audience. As a company providing construction employment services you must analyze candidates very thoroughly to ensure that you provide a good fit.

According to a recent study reported by TINY Pulse which studied the best industry to work in, the construction industry is the favourite one among employees. They are the happiest for a reason. The survey was conducted on more than 30,000 employees working at 500 companies and belonging to 12 different regions. The construction industry was followed by employees of the consumer product industry, software and the technology sector. Fourth place was occupied by the telecom, utilities and energy industries together. Health care was in fifth place. The manufacturing industry ranked poorly and ended up being last.

It is therefore no wonder that construction employment services are going through a boom in recent years! This is because of the fact that the construction industry is getting back on its feet after the recession. It has grown from a 4.9% GDP to a 5.8% from 2010 to 2013. This has led construction recruitment services to demand higher wages job seekers.

What are the 3 main reasons employees are unhappy?

• Unsupportive managers
• Not enough technical support to succeed
• Lack of opportunity for growth

Almost half of the employees surveyed said that they were dissatisfied with the way their employers or bosses treated them. This is one major reason behind them disliking their job. Regular meetings and discussions promote a strong bond within the team. It sends a subtle message that the employer is concerned about his or her employees. A highly ranked professional in the construction industry recently said that his secret to success with employees is to ask for their opinion on ways to solve a problem. This gives them both scope to develop and shows that their bosses care about what they think. A positive working relationship with colleagues is also another job happiness booster.

The construction industry is full of opportunities for a wide variety of experienced candidates. In fact, there are many training and mentoring organizations which can help job seekers in this regard. Recent graduates can also begin their careers as apprentices and prove their worth before being hired as full time employees. In fact, this is the background of many successful workers of the construction industry.

The real estate industry is inclusive of a lot of different sectors, each of which needs a wide variety of talents. On one hand there is need for those with aesthetic sense and calculative skills such as an architect and on the other there is need for someone with informative and management powers such as a construction company manager. Construction employment services find management and executive-level candidates for different companies in the construction, engineering, architecture and other sectors of the real estate industry. Here are some of the areas they cover:

• Construction placement services have a well-developed network of contacts in the above mentioned industries. This is how they are able to quickly connect with various candidates and employers and create a link between two appropriate parties. They work in close contact with the company looking to fill positions and understand their needs and then set out to find the right personnel. Using these services in looking for right talent for higher level positions helps in cutting costs and quickly assessing the right talent for urgent and critical openings.
• The goals of one organization will obviously differ from that of another. This should be reflected in your search for new employees and construction employment services help you put together your goals so that the right person is chosen for your organization regardless of location. Not only do they help in find the right person but also making an attractive offer and helping the candidate have a smooth onboarding process.
• Construction employment services search for candidates and are compensated by one of three broad categories – retained, non-exclusive contingency and exclusive contingency. While a retained search service involves exclusive contract with the agency being chosen as recruiters, a non-exclusive contingency agreement means that the company can work with other agencies of similar nature or look for candidates themselves. The exclusive contingency search is similar to the retained service in so far as exclusivity is concerned, but here the company has to pay the employment services only if they hire one of their chosen candidates.

Construction employment services provide employment for posts such as Chief Operating Officer, Chief Executive Officer, President, Vice President of Operations, Project Executive, General Manager, Construction Manager, Chief Financial Officer, Manager of Business Development, Filed Operations Manager, General Superintendent, Superintendent, Preconstruction Manager, Controller, Engineer, Project Engineer, Chief Engineer and many more.

With the growth in construction industry, the employment rate has also increased. More and more companies have job openings that require talented people who can work in this competitive environment. The increasing number of job openings makes finding jobs easier, but getting construction job is very tough.

Even relevant experience and advanced education might not help you to land on a job. This might become very frustrating at times and you may find yourself in depression. Don’t be heart-broken; there still can be a way out. Today there are a number of online job portals that will help you in finding the right job for you.

• Use relevant keywords when searching for construction jobs
• If you don’t have enough experience, try searching for construction labour jobs, or general labour jobs. Such jobs will help you gain experience, needed for better jobs along with allowing you to do what you like.
• If you are experienced, narrow your search with specific keywords according to your expertise.
• For executive level jobs, search for keywords like construction management jobs, business management in construction, etc

Why is it so tough to get a construction job?

While there are so many construction job listings, why is it so tough to land on a job? There can be many reasons for this:

• The interviewing skills may not be satisfactory
• Your resume might not be well-written or does not attract employers or recruiters
• You may not have the skills to be in the construction industry

Writing the perfect resume may sound easy, but someone else’s resume might be more compelling. Even a little difference matters when hiring for executive levels. Always highlight your work experiences; if you do not have experience, put stress on the volunteer work that you did. You can consider consulting a professional resume writer. Be confident while answering interview questions. Many construction companies hire construction staffing services, which look for positive and professional candidates who can take up challenges. You’ll have only one chance, so make the most of it to make the perfect “first impression”.

Stay Determined

Even with the most relevant experience and education, it might take you very long to find an appropriate job. Don’t be disheartened; employers need to find how dedicated and desperate you are to be in a construction job. To get a highly-paid construction job, you should have enough determination and put forth all the effort to grab it. The most determined and experienced workers get the top jobs, so the competition is very high. To make it easier, you can get in touch with construction employment services, which work on behalf of construction companies, and would be the best people to tell you about the job openings.

It has always been very challenging to identify and recruit the right executives for open positions. The Internet has ushered in several ways of job posting, job searching and professional social networking but with proper guidance from a professional recruiter you will get much better results in a shorter period of time. In this regard some staffing firms do a better job than others. Whether it is construction executive search firms or general search firms, mentioned below is a list of top 10 staffing service firms in the United States:

1.Boyden: Founded in 1946, they serve a multicultural client base which includes mature markets, emerging economies and developing markets around the world.

2.Korn Ferry International: They are known to design, build, attract and ignite talent. Their solutions include executive recruitment, leadership development, succession planning, enterprise learning and recruitment outsourcing.

3.Spencer Stuart: Founded in 1956, this is a privately owned company, which works with clients across a range of industries, from large to medium-sized and small businesses and non-profit organizations.

4.Heidrick & Struggles: This Company has been helping their clients with hiring for over 60 years and represents well known companies including Kmart, Coca-Cola, and MasterCard.

5.Egon Zehnder International: Founded in 1964, it is a trusted advisor to many of the world’s most respected organizations. It consists of more than 420 consultants and 69 offices in 41 countries spanning Europe, the Americas, Asia Pacific, the Middle East and Africa. Their clients range from the largest corporations to start-up companies, government and regulatory bodies, and major educational and cultural institutions.

6.Russell Reynolds: This is an executive leadership and search firm with global clients over the past 45 years. Russell Reynolds’s 350 experienced consultants are supported by a global research network.

7.Ray & Berndston: One of the leading staffing service providers representing over 3,400 clients.

8.IIC Partners: IIC stands for Independent International Consultants and is one of the top 10 executive search firms offering services for more than 25 years.

9.DHR International: Established in 1989, DHR is one of the renowned retained executive search firms in the world. It represents companies including The Gap, Disney, and Motorola.

10.TRANSEARCH: Founded in 1982, it is dedicated to assisting clients in acquiring leadership talents.

All of the above mentioned executive recruiting firms have helped start-up companies as well as industry leaders to fill the top positions in their respective industries. So if you are still looking for a key member of your executive team you should consider partnering with a search firm that specializes in your industry.

The Internet has revolutionized the way people do job postings, job searches and employer research. While most companies and job seekers look online for new opportunities and ways to connect with each other, the World Wide Web has also introduced a dark side to this approach. With the introduction of online reviews for every possible thing in all social media, blogs and other sites; people have started having a love/hate relationship with reviews. While most people read reviews to make decisions; business owners look at these as fabricated reviews by competitors to defame them or raise serious concerns against them which can affect their reputations.

The new internet age is all about talking and discussing on social media, blogs, posting reviews and sharing tweets. With this ongoing trend, it is most predictable there will be some negative reviews or comments from people but these should be taken on a positive note. For example, if a company decides to hire construction staffing services, it would first look for personal and online reviews from other employers and then decide whether or not to partner with them.

Negative comments only make your presence feel more real. Something that is all good looks “fake”. Consider negative reviews as feedback from real people and then learn and respond accordingly. It may be there’s some area that has been overlooked which needs improvement, such comments prove to be an eye opener. Never make the mistake of reacting negatively or rudely to something that has already gone viral. You cannot suppress or hide it. It’s better to have a positive attitude and embrace it gracefully and let people know you have improved to make your service better. Once done correctly, connect with those people who posted negative reviews and ask them to try the improved service and comment on their new findings. This will only increase trust and improve your branding.

You can’t please all the people all the time. Even the best known brands in the world have negative comments. The way you handle a negative remark or review makes all the difference; especially when you’re trying to change the way others think about your services. While there may be people with truly bad experiences there may be others who post reviews just for the sake of it. Always be prepared with a proper plan-of-action when handling online reviews because it can make or break your reputation and how you are perceived.

No doubt recruitment is becoming more difficult everyday. Even if there are a lot of applications coming in everyday, finding quality candidates is the real challenge. The natural question that pops up is – what are other organizations doing we are not? Construction employment services along with other recruitment agencies use tools like social media, websites, job posting sites, to find suitable candidates. Unfortunately many still are not able to find talented people for their urgent and critical openings. So what should one do to attract skilled candidates?

Many staffing agencies and recruiting firms would claim they attract a lot of candidates on a regular basis, but are these highly qualified, and top candidates? The simple answer is NO! So why does this happen? This is mainly due to the fact that passive candidates are already happy with their present jobs and and aren’t looking for new opportunities. These candidates are not easy to identify or recruit but it is possible.

This is where an experienced executive search firm can add value to the hiring process. Such firms proactively reach out to such passive candidates and engage them in conversation through career advice, growth opportunities, etc. They constantly converse with them, over the phone and in person, and present new and challenging opportunities. At times this cannot be achieved through social media or job posting websites therefore you should partner with a professional recruitment service provider.

Many company’s are not the employer of choice to candidates because of bad reputations or misinformation in the market. Many times the career page of the company website is not updated regularly. So when a prospective candidate visits the webpage they don’t get the correct information. Many companies fail to take advantage of mobile and social media integrations that are largely available these days. Even if they are doing so, many companies fail to express their company culture clearly.

Professional recruiting firms help such companies to get their message across to prospective and passive candidates. Such search firms fill in the gaps which in-house recruiters are not able to. To attract top candidates that in-house recruiters can’t, you must have a precise plan-of-action that covers all the aspects of getting touch with and engaging the right candidates and this is best done by an experienced professional.