Bad hiring decisions are always expensive. According to Society for Human Resource Management, 95% of the people who participated in the survey agreed that bad hiring affects the morale of the team.

Source: https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/morale-productivity-bad-hires.aspx

The main problem is it’s not always possible to identify which candidate is a bad fit. Even in construction headhunters firms, hiring managers scrutinize thousands of CVs. And on paper, every candidate looks good. Moreover, some people do very well in the interview but just because their past experiences fit makes them appear fit for the job, choosing them can be a bad hiring decision. Here are a few signs indicating that the person is just not right for the job:

1. They do not ask questions
The interview is a two-way process. Information is exchanged from both the sides. However, if by the end of the process, the candidate hasn’t asked a single question, then that’s a matter of concern. Do not nurture the false impression that you have provided them all information that they need to know. If they are really serious about joining your organization, then they will have plenty of questions. They will always try to ensure that it’s the right job for them and that; they will thrive in the organization. Candidates who are seriously interested in your company will show up after having thoroughly researched about your company.

2. Conflicting work cultures or styles
Even the strongest candidate might be a bad choice for your organization if their style of working doesn’t match with yours. For instance, your organization promotes teamwork while the person you thought was fit for the role is comfortable in working alone; or your organization prefers text-based apps to communicate with the team members but the candidate values structure and prefers face-to-face interaction. These are subtle signs that the candidate, irrespective of his/her qualification and skills, is not just fit for the position.

3. They negotiate too much
When offered a job, candidates often negotiate prospects with their employer. However, a little negotiation is fine, but too much of it is dangerous. For instance, the moment you offer the candidate a job, they began to inquire and negotiate whether you can alter their working hours or not; they demand a decent parking space and likewise. Whatever you are offering to them is never enough for them. This shows that whatever you do, you can never make that employee happy.

4. They talk negatively about their company
Showing disrespect to the previous employer from day one is very unprofessional. A candidate might have a bad experience with their employers, but that doesn’t mean they will go on badmouthing the company and its people. Beware of such candidates. It’s because once they leave you, they might say these things about you, hampering the reputation of your business in this process.

In the end, you always want a team member who respects your business and the opportunity you have given him/her.

Looking for a job in the construction industry? Get in touch with the biggest construction headhunters in FL. Contact us today at https://www.constructionhunters.com/contact/

All successful construction projects are collective efforts of many skilled executives, workers, and civil engineers. The construction industry is a highly technical industry. This demands not only a greater degree of specialized knowledge but also specific skillset to handle the tasks effectively. When judging a candidate, both the organizations and construction executive headhunters look for specific skills to determine whether the candidate is right for the position or not. Take a look:

1. Great Communication skills
Great communication skills are the heart of almost every activity under the sun. Needless to say that construction executives and managers must have excellent and effective communications skills to accomplish a construction project successfully. Without a proper flow of communication, there would be a lack of coordination on the project site. The workers won’t be unable to perform to the best of their abilities if there is a gap in communication. Moreover, the progress of the project may get derailed due to poor communication skills. A great construction executive and manager must be able to understand and communicate intricate details of the project into smaller, easy-to-complete tasks. Good communication skills also help in a successful delegation of tasks.

2. Task Delegation
No construction project is a single-person event. It requires a lot of effort by a number of skilled workers. When interviewing a candidate, the construction headhunters usually check whether the construction executive can delegate tasks to skilled workers or not. This ensures project timeliness. The executive headhunters would ask them to describe situations where the candidate has demonstrated a proper understanding of work delegation that helped in the accomplishment of the project.

3. Reassessing situation and Prioritizing Activities
Throughout a construction project, the construction executive and manager have to deal with discrepancies in available and needed resources. This includes physical resources, and workforce. For this, the executives must reassess the current status of the project and prioritize tasks and activities accordingly. For instance, a sudden change in the weather may halt the roofing activities. In such case, the workers might be reassigned to other tasks. Every good construction executive and manager must have this is an essential skill to maintain the progress of the project and accomplish the tasks accordingly.

4. Problem-solving skills
Construction project comes with many challenges and problems. Although it’s imperative to expect that nothing will go wrong, it’s best to be always prepared for the unknown scenario. It’s difficult to identify every possible worst-case scenario in advance, and for that, construction executives and project managers must have advanced problem-solving skills. This helps them adapt to the unexpected changes and help the project grow by overcoming them. Moreover, starting from weather to labor or environmental issues, many additional problems can threaten to hinder the progress of the project. Problem-solving skills become extremely crucial during such times.

5. Team Work
Great construction executives are great team players. They understand that the success of a construction project depends on the cooperation of all workers and team members involved in the project. And that’s why they facilitate an environment of trust and appreciation by welcoming feedback through communication.
We hope you have got an overview of the skills that will determine your success in the construction industry. If you are interested to join this industry, we can help. We are the leading executive headhunters in Texas. Contact us at http://www.constructionhunters.com/contact/

As the business scenario continues to evolve across industries (including construction industry), the traits of the managers are also evolving. Technology has not only dramatically changed the way businesses operate, but also the way the management works. Great managers are among the key drivers of success for an organization. Let’s take a look at the traits that define great construction managers:

1. They Follow From Front
Great construction managers help their team members succeed by removing obstacles from their path to help them make things happen. They do not believe in managing and delegating team members but engaging and empower them to solve problems. They do not follow the traditional command and control model of management but working with them in tandem to help them succeed. Looking for great construction headhunters in Texas? We can help. Call us today at 214-935-3626.

2. They are Flexible
Great managers think beyond themselves. They understand that it’s not about them but about the team members. They understand that no two team members are alike. They try to learn what motivates and challenges their team members. Great construction managers listen to their team members in order to establish a smooth work relationship that addresses specific needs of each team member.

3. They Lead by Example
Nothing can motivate the team members than watching their leaders get their hands dirty. Being a great construction manager is not about giving feedback to the team members; rather, it’s about helping them in implementing solutions. They put in extra effort to show them the way to success and the best practices for ensuring success. Team members can only evolve when they watch their managers get to the ground level with them.

4. They Share Information
Be it the construction industry or any other industry, the success of an organization depends on collective intelligence. Great managers do not believe in hoarding information and dispensing orders. They believe in sharing information with their team members so that they can remain connected and use that information in accomplishing their tasks. Today’s management does not isolate employees from the decision-making process; rather rely on them to help make decisions.

5. They are Transparent
Excellent managers promote a culture that upholds honesty and candor. They do not sugarcoat things but are straightforward and factual, even if delivering bad news. This makes it easier for others to provide meaningful feedback.

Excellent management is all about inspiring the entire team, boost engagements in order to steer the organization to greater heights. We hope that these pointers have helped you identify the essential traits of an excellent construction manager.

If you are looking for jobs in the construction industry or for good construction headhunters in FL, get in touch with us at http://www.constructionhunters.com/contact/

When it comes to hiring, meeting only the requirements of the job advertisement won’t get you through the interview. When assessing candidates the employers or the construction headhunters firm look for the ones who have the required technical skills and the right personality or attitude. They look for people are not only self-directed but are also responsible. Let’s take a look at the essential traits that every construction executive headhunter looks for:

1. Self-Directed Team members
The recruiting agencies and the hiring managers are always looking for people who are self-directed. They are always looking for candidates with goals in their life. It’s because such candidates are clear about what they want to achieve and are willing to work hard for it. They have a better reason to pay close attention to the work they are doing than the person who took the job only for the paycheck. Are you looking for executive head hunters in Texas? Get in touch with us today at www.constructionhunters.com.

2. A Strategic Thinker
Hiring managers are always searching for candidates who are able to identify long-term goals. They look for candidates who not only have a vision for the future but also have a plan to achieve that. This trait is particularly essential for construction executives. Strategic thinking has become a prerequisite for people employed in the construction industry. Such persons are process-oriented, have clear objectives, and are data-driven, thus ensuring long-term success in any project.

3. A continuous learner
Employers want to hire people who love to learn new things. The construction industry is constantly evolving with technological developments. The modern workplace is also influenced as people need to learn and adapt to the changes around them. A good team member is the one who isn’t afraid of learning new trades and evolving with the changing times.

4. An effective team member
Accomplishing a construction project is all about teamwork. So, this is the most crucial thing that a construction executive head hunter is looking for in a customer. Don’t be surprised if you are asked about the way you function in a team. You have to explain how you handled a situation that required teamwork and how your team came through.

5. A Proactive Approach
Proactive team members do not wait for instructions; rather, they take initiatives whenever they find an opportunity to help. One way to demonstrate this is by asking the hiring manager about the work you will be performing.
We hope that these points have helped you gain insights into the traits that construction executive head hunters look for in candidates. For any further queries, call us at 214-935-3626.

Attracting and hiring the best talents is one of the important aspects of any successful construction organization. And trusting an outside agency with such an immense responsibility is much difficult. In such case, hiring the best construction head hunters is the only way to put your mind at ease. But, how can you tell whether you are hiring the right construction staffing agency or not? Here are a few tips:

1. Prioritize Due Diligence
Before zeroing in on a construction head hunter, evaluate them. Check their LinkedIn profile. Do they have the required expertise in the area you want them to work in? Do they have the relevant experience as they claimed to you during your first meeting? Get the facts together before taking any decision.

2. Check for Experience
When you are hiring recruiting headhunters, especially in the construction industry, you want them to find the best skill-set for you. Find out for how long they have been operating in the industry. Experienced head hunters have spent years tracking and building a network of candidates who are best in the industry. With experienced construction head hunters, it will take less time to fill any vacant position in your organization with quality candidates.

3. Get references
Before you hire construction head hunters, check with your peers in the industry. Ask them for reference. Check the quality of their recruitments and also check their track record of delivering results. Apart from that, ask the agency for references and call them. Find out whether they are satisfied with the services of the agency or not. This will help you get an overall idea of how the agency operates in the industry.

4. Check the Contract Terms
Evaluation of the contract is yet another important task before hiring any construction head hunter. You do not want to get stuck with inflexible terms and conditions. So, ensure that all your demands are addressed in the contract.

5. Be clear with your Demands
Be clear with what you want and what exactly you are looking for. A good recruiting agency will listen to your needs and requirements and try to find someone who is apt for the job. And for that, it is essential to communicate this to the recruiting agency.

6. Interview them thoroughly
Interview the recruiting agency just as you would interview a candidate. Check whether they have the candidates in their network for the positions or not. Ask them about their screening processes. Ask how they are going to maintain a chain of communication with you. Also, ask them how long they usually take to fill a position.

These tips will help you thoroughly evaluate the recruiting agencies and find the best for you. If you are looking for experienced construction head hunters in the USA, get in touch with us at 214-935-3626.

To maximize the value of their team, construction companies must ensure that they have the right set of skills and experience. And this is where construction headhunters can help you. Working with engineering executive recruiters is a smart decision by executives who do not want to waste time and energy of their internal staff. However, to select the right staffing agency, consider the following factors:

1.    Check for Specialization
Before you hire staffing agencies, check whether they are specialized firms or not. If the company is looking for skilled jobs such as engineering executives, it is best to select specialized engineering executive recruiters.  Candidates with specialized expertise are high on demand and thus, are difficult to find. Specialized staffing agencies offer targeted and high-skilled candidates than generalist agencies. Moreover, they also understand and have in-depth knowledge of the requirements of the company.

2.    Look for Experience
Check for how long the staffing agency has been in the market. Any business that has been in the market for several years, have undoubtedly had great professional connections. Construction headhunters that have years of experience are working with a number of valuable clients for long and have excellent reach. They always have specialized candidates who are willing to work. This saves a lot of time.

3.    The verification Process
Find out how the staffing agency verifies its candidates. Majority of the staffing agencies test the candidates to determine what kind of expertise, technical skills and knowledge they have. Review their tests and find out whether they are specific enough for the available positions in your company. Ask them whether they can accommodate any changes recommended by you or not.

4.    Understand the costs
Get a detailed information regarding the costs.  Different type and levels of services come with different prices. Many hiring agencies charge a flat placement fee and many others charge a specific percentage from the wage of the employee (depending on whether he/she has been hired on permanent or temporary basis). Before you take any decision regarding hiring an agency, clarify the costs.

5.    Understand the Recruitment process of the agency
Find out what are the recruitment process and to what extent these processes are active or passive. Do they maintain any database? If yes, then check that. What are the compensation and benefits packages they offer to attract the best candidates? Is it in alignment with your company policies?  Also, review the screening process used by the staffing agency to shortlist candidates. Check whether it is enough to get you high-quality candidates or whether you need to make any changes or not.

Whether you are in the construction business or in any other type of industry, success is only ensured when you hire the right people in the right positions. Hopefully, these pointers will help you hire the best recruiting agency. For any further assistance, contact us at Constructionhunters.com.

Building a successful business is a collective effort- it’s a team game. The right set of people with the right skill set is vital for the growth of your company. However, finding just the right person can be tricky. How do you decide whether the candidate is right for you or not? What should the hiring managers look for in the candidate before handing them the offer letter? Here’re the answers:

1. Look for Integrity

“In looking for people to hire, look for three qualities: integrity, intelligence and energy. And if they don’t have the first, the other two  will kill you.”- Warren Buffett

Trustworthiness is an essential virtue. In the construction industry, it is absolutely necessary to have team members who can keep their words.  Understand the background of the potential candidate. Run a background check and review the references presented by him or her.

2. Is he/she Ambitious?

Ambition is what keeps one moving. Ambitious people are driven by motivation and always look for ways to make the organization stronger. A construction project can face challenges at any point in time. Only an ambitious person will look for ways to overcome such challenges.

3. Is the Candidate a Lifelong Learner?

“All of the top achievers I know are life-long learners…looking for new skills, insights, and ideas. If they’re not learning, they’re not growing..not moving toward excellence.”- Denis Waitley

Life-long learners are an asset for any organization. They’re always eager to learn new things and acquire new skills. Such people are great problem solvers and have good time-management qualities.

4. Look for a Team Player

“Coming together is a beginning. Keeping together is progress. Working together is success.” -Henry Ford

Be it construction projects or any other project, team work is essential for accomplishing organizational goals. Working as a part of a team ensures quality and boosts the morale of team members. Moreover, it maximizes the strength and brings the best of each team member. Before hiring a person, see how they interact with others. Find out what kind of environment they used to work in before.

5. Are they Creative Thinkers?

Everyone values a person who can help them think of new and better ways of doing things. Creative thinking abilities are particularly helpful in solving conflicts. A creative thinker will always embrace problems and find a solution to it. Test the creative thinking ability of the candidate by giving them situations a construction executive regularly faces and see how they solve it.

Go beyond the resume and take time to judge and hire people. This not only saves time but also saves cost in the long run. If you are looking for construction executive recruiters, then get in touch with us today. Our experts will help you hire the best talent and strengthen your team. Call us at 214-935-3626.

As a successful construction executive, you know that it takes a great team to build a successful business. A team of dedicated, committed and qualified employees helps your business achieve great success. When it comes to hiring the right people, there are a number of things to consider. Let’s dig deeper into the secrets of hiring the right candidate:

1. Look for Commitment
“Most people fail not because of lack of desire, but, because of lack of commitment.”- Vince Lombardi
Success comes with commitment; and it takes great dedication and commitment to successfully accomplish a construction project. Before you hire a candidate, see whether he/she is really committed or not. Are they always hopping jobs to find better opportunities? Check their previous job history to get a clear idea.

2. Hire people with Great Analytical Skills
A person might have an excellent educational background. They might even seem confident. But looks can be deceptive. Look beyond the resume. Construction executives need to have an analytical mind to judge different perspectives and take a decision. Test for analytical skills.

3. Competency and Cultural Fit
Go beyond the credentials of the candidates and gauge whether they are really capable of performing the duties required for the position. The job of a construction executive is multi-dimensional. A good construction executive is competent enough to independently perform a task to its desired standard and show organizational and managerial capability at the project site. Moreover, the candidate needs to fit in the existing company culture.

4. Learning Attitude
“The most important attitude that can be found is the desire to go on learning.”- John Dewey
Apart from having a strong resume and technical background, the attitude of the candidate is very important. The construction landscape is constantly evolving. If the candidate displays flexibility in his/her attitude and is willing to learn new skills, then that person is invaluable for your organization; because skills can be acquired or taught but attitude cannot.

Hiring new team members is a thoughtful process. Hopefully, you’ll find these points helpful. If you are looking for construction executive recruiters, give us a call. We are one of the best construction executive hunters and specialize in handling tough hiring situations for all kind of positions in construction, engineering, architectural and real estate sectors. Contact us at http://www.constructionhunters.com/contact/

The construction industry contributes to a major portion of the US economy. And the construction staffing agencies are one of the key drivers of growth within the industry. According to an article published in Fortune in 2015, the construction industry in the USA accounts for 20% of the jobs created in the month of April in 2015. The report mentioned that during that particular month, 223,000 new jobs were added. The construction staffing agencies operate within the industry. They have a well-developed network within the industry and have years of expertise in finding the best staffing solution of various organizations within the industry. The Bureau of Labor Statistics (BLS) has projected a very positive job outlook for the construction industry between 2010 and 2020. They have projected that the construction industry is likely to witness job growth at a rate of 21% compared to the overall employment growth rates of 14%.

Here are a few more facts about the construction industry:
1. A report by the Center for Construction Research and Training (CPWR) found that in the year 2010, the construction industry contributed about 3.5% to the total Gross Domestic Product (GDP) of the nation. This was lower than the rates in 2005 (4.9%). Compared to 2006, in 2010, the value of private residential construction dropped by 61%.

2. During the great recession between 2007 and 2009, about 1.1 million long-tenured workers in the construction industry lost employment. However, by 2010, 44% of them were re-employed. Although, 21% of that proportion found jobs in some other sector.

3. According to the Bureau of Labor Statistics (BLS), the unemployment rate in the construction industry has increased to 5.1% (as of August 2016). On an average, the hourly income of a construction worker is $28.22 (as of August 2016).

4. According to a data published by CPWR in 2010, a total number of construction establishments in the USA was about 3.39 million. Out of them, almost 2.66 million construction establishments did not have any payrolls.

5. The report also emphasized that the rate of construction employment has decreased by 2.7 million in 2010. In 2007, the number was 11.8 million while in 2010, it dropped to 9.1 million. During the same period, the number of Hispanic construction workers also diminished by 755,000.

6. Do you know that 12% construction establishments employ day laborers and about 22% of the construction firms do not have full-time employees on their payroll? About 8% of the firms hired temporary employees through staffing agencies.

7. Employment in the construction industry is projected to grow by 2020. It is estimated that it will grow by 1.84 million (about 33%) by 2020. This is more than double of the projected growth rate of the overall economy of the USA.

If you are looking for building construction staffing solutions in Texas, get in touch with us. We are the top construction staffing agency in Texas and can help you gain access to the best talents in the industry. Call us today at 214-935-3626.

Source:
http://www.cpwr.com/sites/default/files/publications/5th%20Edition%20Chart%20Book%20Final.pdf
http://www.bls.gov/iag/tgs/iag23.htm#iag23emp1.f.P
http://fortune.com/2015/05/08/construction-jobs/

As a successful entrepreneur, you know that it needs great team members to build a thriving business. In today’s economic scenario, you cannot afford the waste of time and money resulting from a bad hiring decision. That’s why hiring great team members have become crucial. Be it the construction or any other industry, here are 6 ways to hire and build a great team:

1. Determine your Pre-requisite

Before the hiring process begins, it’s essential to determine what you are looking for in your ideal team member. Determine the skills, education level and competencies you want in your team member. The construction industry is a highly specialized field and it requires specialized knowledge to build a competent team.

2. Have a Well-defined Job Description

Once you have identified the pre-requisites, chalk out a well-defined job description. Clearly mention the desired skills (based on practical experience and competencies), and educational background. Also mention your expectation from the desired candidate. This will help you determine whether the goals of the candidate align with the goals of the company or not.
3. Determine the Right Fit

Before you move forward in the hiring process, determine whether the potential team member is a cultural fit or not. Find out whether their personal aspirations and conduct gels with the purpose and values of the company or not? Do they have the required abilities to characterize the vision and strategy of the company? In this regard, construction recruitment services can help you find the right fit. They are experienced in judging people using various personal, personality, and behavioral instruments to find the best suited candidate for your company. Good construction employment services (like us) help you get an overall insight of the candidate to help you take the right decision. If you are planning to take assistance of the construction recruitment services, call us at 214- 935-3626.
4. Look for Commitment

Construction projects demand 100% commitment from construction workers. Determine, whether the desired candidate is committed to his/her work or not. Can they work for long hours if the project demands? Are they always looking for “something better”? Have a close look on their past employment history. Ask them about the projects they have worked and what role they played in accomplishing those projects. This will provide a clear insight into the mind of the candidate.

5. Look for a Learning Streak

A strong resume and plenty of experienced don’t make a person desirable for a job position in the construction industry. This particular industry is always evolving. And to keep up with the pace, one must have a passion for learning. Is the potential candidate open to learning or undergo training to gain (or update) valuable skills? A team member who is flexible in his/her approach and is willing to acquire new skills is a valuable asset for your team.

Hiring is a continuous process and we hope that these tips will help you get the right team member on board.