When hiring for a position such as building construction executives, it is imperative to judge the candidates beyond their technical skills. Good construction executive headhunters in Texas (like us) are well aware of the fact that a bad hire can degrade the productivity and the culture of an organization. And that is why they go beyond mere technical skills and judge the candidate’s overall expertise in a wide range of areas. If you want to minimize the percentage of bad hiring, here are a few areas to explore in a candidate when hiring for building construction executives:

1. A clear future vision
Successful building construction executives have a clear vision regarding the future. They can envision the possibilities and can communicate that vision to their team members clearly. They help their team members in every possible way to achieve that vision. Moreover, a person with a clear vision has strategic clarity regarding their function but also think about how their functions can help the organization gain a competitive edge.

2. Excellent Communication Skills
Communication skills can impact the success of a construction project.  Inadequate or insufficient communication to the team members is one of the leading causes of failure. So, a great building construction executive must know how to communicate persuasively with his/her team members and other stakeholders. Be it negotiating with the stakeholders, explaining complex strategies and ideas to team members, communicating with the client through e-mails or face-to-face interaction or conflict resolution, and excellent communication skills are the ultimate savior.

3. The ability to collaborate
Construction is a team game. Building construction executives have to operate in a team, and that is why it’s important to hire a person who can collaborate with others and operate in a team. They need to collaborate with both subordinates and peers. This helps in building a mutually supportive environment.

4.They have functional expertise
The candidate you will be hiring must have functional expertise. This means he or she must be an expert in his or her field. They must be well aware of the challenges and opportunities they will face once they are hired.

5. Whether they are intellectually curious or not
There are two ways you can judge whether a candidate is intellectually curious or not. First, check the problem-solving ability of the candidate. Check whether the candidate has analytical strengths and can think individually and efficiently for addressing a problem or not. Second, see whether the candidate is a lifelong learner or not. Are they passionate enough to continue their professional development? If yes, then he or she is the right candidate.

6. Multi-Tasking abilities
When on the field, Construction executives have to undertake multiple tasks and initiatives. They need to juggle many tasks. So, multi-tasking is a highly valued skill.

Focusing on these areas other than technical abilities will help you find candidates who can be a meaningful part of your organization. If you are looking for building construction executive jobs, get in touch with us. We are the leading executive headhunters in Texas. Contact us today at https://www.constructionhunters.com/contact/

Great leaders from Steve Jobs to Bill Gates, have always emphasized on hiring the right talent. There’s a reason behind it, and Walt Disney nailed it.

“You can dream, create, design and build the most wonderful place in the world … but it requires people to make the dream a reality.” – Walt Disney

Hiring smart & talented people who understands the organization’s DNA needs isn’t easy & predictable. Here we discuss 5 ways to ensure you’re bringing the right people on board.

1. Look for Commitment

“Lots of people want to ride with you in the limo, but what you want is someone who will take the bus with you when the limo breaks down.” – Oprah Winfrey

It is easy to attract exceptionally talented people when your business is doing great; however, only those who’re committed to the organization’s vision & mission will walk that extra mile to get the things done. Also, you wouldn’t want to invest on someone who keeps on job hopping for a better salary. While interviewing check whether the candidate has switched job frequently or not.

2. Look for a fit

Search for people who will fit in your organization’s culture. As the old adage goes, “never judge a book by its cover”, it’s the same when hiring a candidate. Go beyond the resume. Analyze the core values and traits of the people in your organization. This will help you identify the right candidate.

3. Do they admit their mistakes?

“One thing is certain in business: you will make mistakes. When you are pushing the boundaries, mistakes are inevitable- how you react to them is important.”- Richard Branson, founder, Virgin Group

In business, one cannot get beyond without experimentation. Those who are willing to learn, make mistakes and learn lessons from them. When hiring a candidate, see if they can list out the mistakes they’ve made and what did they learn from those mistakes.

4. Are they curious?

“Without curiosity, there will never be any innovation.” -Steve Stoute

Great team members are curious. They seek new things, experiment and innovate. During the hiring process, let the candidate ask you few questions. Judge what they are seeking- job certainty or learning opportunities. A curious mind is a sign of creativity and productivity.

5. Check if they are team players

Building a successful business is a team game. While hiring, understand if the candidate believes in collaboration and team game or is a lone player. Ask them what kind of projects they have handled and how they collaborated with the team.

We hope that these insights will help you find the right talent. Want to hire the best talent? We can identify the “A-plus players” who’ll fit your company’s culture. Looking for building construction recruiting experts? If yes, then call us today at 214-935-3626.