Engineering staffing agencies play a crucial role in helping organizations locate and hire best talents. This is because they have a focused approach to hiring and keep their eye and ears open to the latest trends and changes in the marketplace. Regardless of the type of employees you want to hire (temporary or permanent), here are the 5 best reasons to hire an engineering recruitment agency:

1. They have deep Knowledge of the Market
Engineering is a highly specialized industry that requires specialized knowledge and expertise. An engineering recruitment agency knows the pulse of the market and can give you an insight into its latest trends. They know how to locate the right talent, reach them, and judge their skill-set. Moreover, if you are struggling to find the right hiring solution, they can provide you alternative solutions.

2. They can help Raise the level of Hiring
The engineering staffing agencies have an extended reach to a vast talent pool. They have access to both active and passive candidates (candidates who are employed and not looking for a job). A good recruiter has an extensive network to reach the suitable candidates, skills, and experience. Many of these talents are actually out of the radar of your HR team.

3. They have time to Hone their Skills
Since the engineering recruitment agency focuses on a particular task (of finding suitable talent) they are constantly developing new ways to locate candidates. They have the necessary time to hone their searching skills. Though your hiring manager or your HR team has a similar role but since they have to take care of other aspects of managing HR of the company, they don’t have the time to invest in honing their searching skills and reach out to passive candidates.

4. They Understand the real needs of the job
Engineering staffing agencies are usually headed by industry experts who understand the real job needs as well as the needs of your company and hiring manager. Majority of the in-house hiring managers usually rely on the skills, experience and compensation package to filter candidates, thus eliminating the diverse variety of potential candidates from their consideration.

5. Hiring Staffing Agencies saves time and money
Majority of the companies do not have the time to conduct thorough research to find right candidates. Moreover, the entire hiring process, starting from job posting to filling the vacant post, is very time-consuming. With a hiring agency, the organization knows that they have already performed thorough research, thus cutting down the time required for hiring a candidate. This also saves money as the organization is only paying the agency fee, thus saving the additional cost of the hiring process.
These pointers will give you a better insight of the benefits of hiring an engineering staffing agency. For more details, give us a call at 214-935-3626.

A motivated workforce is one of the most valuable assets of an organization. Here, we discuss 5 ways to motivate your employees in order to bring out the best in them :

1. Give them Learning Opportunities
Nothing can be more stifling than a stagnant job. When your team members feel that they have nothing to learn from their current position and nothing new to offer to the organization,they will feel demotivated. Offer your employees opportunities to expand their skills. Provide them the tools to learn more. Conduct training programs & motivate them to attend the sessions. This boosts their self-confidence and improves their outlook towards the organization. Your team members will feel enthusiastic to work with you if you help them grow.

2. Encourage Creativity
Encouraging creativity is the best way to motivate your team members.
Let the “out-of-the box” ideas become the norm of the company. Let the construction engineers use their ideas to find answer to a challenging situation. Motivate them to exchange creative ideas with other employees and departments. This is the best way to properly utilize their talent. Moreover, fostering creativity not only bolsters employee motivation but also creates a flexible work environment.

3. Empower them
Nothing can motivate construction engineers than placing your trust in them. For particular projects, give them the decision-making powers. This is a simple strategy to kill frustration among your team members.

4. Give Financial Incentives
According to a survey named Financial Wellness in the Workplace, conducted in 2014 by SHRM, good compensation is one of the key aspects of employee satisfaction. If a construction engineer has done an exceptional work, do not stop with just a pat on his back. Offer financial rewards.
Source: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/2014-financial-wellness.aspx

5. Maintain a Flow of communication
According to a study called Global Workforce Study conducted in 2012, communicating openly and following an “open door policy” encourages the team members to express their concerns and ideas freely. It also found that the team members feel valued when their senior managers take an interest in their personal lives. However, in this case, it is important to maintain the fine line. This policy helps the managers connect with their employees and makes them feel important.

Source: https://www.towerswatson.com/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study

Hiring and retaining good people is one of the significant business challenges that’s faced by construction industry. If you are looking for engineering staffing agencies in Texas, then call us today at 214-935-3626.

Clearing an interview for construction engineering is no more difficult than doing the same for any other industry sector. Overall, the basic approach remains the same – answer the questions as correctly as you can, don’t ask questions that can make the interviewer uncomfortable (unless it is closely related to the job), and so on.

That said, there are a handful of specific questions, which you need to answer correctly, in order to have a shot at the job. Here they are:

Tell us about yourself

Ah, yes, the quintessential icebreaker question that is also one of the most important ones you will face during an interview. In fact, there are employers who don’t even care what you say to other questions once you correctly answer this one. Focus on your academic qualifications and job experience, mentioning dates of important job opportunities that you took up.

What would you do if…

What-if scenarios are among interviewers’ favorites, since these help them judge the depth of knowledge that a candidate possesses. Watch out for these questions, since interviewers will likely ask about scenarios from their respective fields of expertise. While nobody expects you to be an expert on everything, you cannot answer with rubbish, either.

What do you know about our firm?

This is a tricky one, and requires prior preparation. You need to at least know what the firm does, their core mission and values, names of some of their competitors, and the firm’s present topics of discussion on social networks like LinkedIn and Twitter.

Why do you think we should hire you?

Do not just answer by reciting your academic qualifications once more. They are all in the CV you have already presented. Instead, talk about other skills that you have, which might come in handy to a company. Examples include teamwork, communication, any special soft skill you might possess, as well as specific academic qualifications that you feel might help the firm.

Ask questions yourself too

This is something a lot of interviewees neglect to do. However, the quality of questions asked during this time often make a lasting impression on the interviewers’ minds about the candidate. Ask the how they deal with issues like sustainability, as well as any landmark project they have completed. Follow up by directly asking the interviewer what he (or she) enjoys the most about his (or her) job.

So, go ahead, prepare in the right way and get ready to ace that job interview. Also, stay tuned to our blog for updates on jobs, as well as new facts about construction engineering recruiters New York.

There are many construction engineering recruiters in California that face specific challenges while seeking to add staff to building projects. We can identify these challenges and determine the best ways to recruit experienced candidates.

Here are four tips that can help resolve these challenges as a recruiter:

1. Try and connect with candidates: recruiting the best talent often involves a commitment to networking and relationship building. If you are seriously concerned about building a long term professional relationship, you should forge personal bonds when you access top industry talent. It is very crucial that you provide the best user-friendly experience for a candidate. Your straight forward approach and clear cut dialogue will appeal more to candidates. You have to strike a balance between high profile clients and candidates who are skilled.

2. Understand that the construction industry has a serious skill shortage: there are many roles in the construction industry and the number of skilled professionals is very low as multiple employers try to recruit the best talent. With the residential home industry seeing a recovery, the number of skilled workers is quite low in comparison with demand. You have to talk to a lot of candidates to determine the best talent and recruit the ones that show true potential and the ability to leverage their roles.

3. Try and balance all clients equally: if you are a recruiter in the construction industry in California, you need to identify top talents and recruit them to the opportunities you are working on. You should know that different clients have different sets of expectations. The construction market is driven by skills and experience. The urgency that some employers have is equal to the projects they are working on. You must balance the needs of each client and candidate.

4. There is strong demand amongst employers: sustained growth in home building and the construction industry has led to increased competition for recruiting the best talent. As a recruiter, you should be prepared for the roles you hire and carefully place yourself in the middle of this competitive landscape. Most employers are competing for top. If you are a recruiter be prepared to wage war daily and present your client’s opportunities with passion.

Overcoming challenges becomes easier if you follow these tips as a construction agency recruiter.

There are many construction engineer recruiters in Texas that face specific problems and issues in the hiring of employees in the construction industry. The Texas construction sector is undergoing a massive shift and there are certain challenges facing recruitment consultants there. If you are a recruitment consultant that hires construction workers for temporary and permanent positions there are certain key areas that need to be understood to excel at recruiting the best talent for those roles.

Here are a few:

1. How do you connect with your candidates? If that is a question you are asking yourself then this is it! Hiring is all about knowing the candidate. If you are an employer, the fact is that exaggerations do not work in the long run. If you want to sell the brand for which you are hiring, be factual and be precise. Your straightforward approach will eventually earn you the best match for the best role. This is must to ensure that good candidate are not deterred and his or her potential is unleashed from the start of their new role.

2. As construction recruiters in Texas, you must have heard how skills are in short supply. Especially after the downturn in recent years, the construction industry is slowly seeing an uptick. You should know how and when to send the most suitable candidates for the right position.

3. In the construction sector, employer competition is at a maximum. You need to look at prospective employers before you consider someone for a position. Just as you balance candidates and select accurately for the right vacancy, you also have to engage with employers and submit the best ones at the right time. This is a tall challenge and many recruiters often fail at this. You need to work on culture, cooperative ethos and opportunities for growth. The construction companies in Texas who are growing fast face a lot of attrition and in recent times a housing boom drained a lot of talent. In short, understand the historic situation and then hire the best and work with the best construction recruiters. Tackling the right talent and serving your clients both need to be balanced in the long run.

A new quarterly report by Randstad Engineering has found that the Randstad Engineering Employee Confidence Index decreased compared to last quarter, the second consecutive decline. The company surveyed 146 engineers to measure their overall confidence in the engineering industry and discovered that more than half are worried about the economy and the availability of jobs.

Of the engineers surveyed, half believe there are fewer jobs available and therefore do not plan to look for a new job within the next 12 months. Their skepticism of the economy, domestic and abroad, appears to have shaken their confidence. However, this quarter showed an increase in a feeling of job security compared to the previous one.

Despite the decrease in confidence, the president of Randstad Engineering states that the engineering industry is projected to grow and hire faster than any other sector. Engineers are in high demand as less than 20 percent of college graduates with a B.S. in engineering actually going on to become licensed professionals.

With the hiring of engineers expected to grow, it is important to contact a trusted recruiting firm to find an engineering executive that can confidently and competently operate your business. Contact Construction Hunters at 214-989-6846 to learn more about how we can help you.