Posted on Friday, October 21st, 2016 at 2:29 am
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.
Posted on Thursday, April 16th, 2015 at 12:35 am
Construction employment agencies work on behalf of construction companies to fill job positions with the best candidates from the industry. They work on behalf of companies rather than job seekers. So it is very important for job seekers to present themselves well in front of staffing agencies, so that they consider you to be fit enough for the job position.
Since most of the construction companies and business houses rely on construction employment agencies for hiring, you should have a great resume to attract the recruiter’s attention. Recruiters have to go through stacks of resume and they have less than a minute to scan through a resume initially. So you have about 6-10secs to catch the recruiter’s eyes.
You know how to make a great resume, but do you know what can make your resume land in trash? Here are things that construction job recruiters don’t want to see in your resume:
- Irrelevant Work History: Job seekers want include all the past job experiences whether relevant or irrelevant to the current job opening. Recruiters looking to fill a specific position would look for relevant experiences, so make your resume likewise.
- Untidy and Messy Resume: Recruiters want to find information quickly since they are busy professionals. Make your resume as precise as possible. Mention relevant experience with organizations you have worked for, include start and end date and mention your responsibilities and achievements in a bulleted format.
- Photos and Physical Descriptions: Recruiters are interested about your experience and capabilities and not about your beauty. So including physical descriptions and photos only make your resume superfluous.
- Vague Objective Statements: Having a positive attitude is good but mentioning vague objective statements only make your resume look unprofessional. Make sure you’ve understood the job responsibilities of the current job opening, and place yourself likewise.
- Mentioning Ordinary Skills: Most people applying for IT jobs would be affluent with Microsoft word and excel. Include the special skills that highlight your capabilities and make you stand out from others.
- Poorly Managed Social Profiles: Executive recruiters scan your social profiles to dig out more information about you. So be careful about what you post, share and comment on your profile.
- Resumes with No References: Rather than waiting for the recruiter to ask for references, it is a good idea to include a few references. Reference checking is an important part of hiring, so why not make their task easier.
In order to make your resume stand out, keep it simple and to-the-point. Leave out fancy fonts, dramatic headers and include information that the recruiters want to see. That is the only way to get through the first phase of selection to a desired job.
Posted on Tuesday, February 17th, 2015 at 1:44 am
The success of a project depends on a number of variables like team size and structure, work plan, strategies and execution flow. However, more to anything else, it is the people; it is the team involved who is the fulcrum behind the success of a project. This is strongly felt in case of constructions firms where smooth execution is crucial for the success and reputation of the firm.
The management and business leaders understand this and hence spend a lot of time in selecting the right personnel fit for a particular project. This is however not easy. In such a case the most effective solution is to outsource the entire staffing process to construction staffing firms who can help you pinpoint the right candidate for your project.
So what are the benefits of outsourcing staffing process?
- Lower cost per candidate: One of the most important benefits of outsourcing is that it helps you to get the rightly skilled candidate at reasonably lesser costs. In many cases to hire a skilled personnel requires you to pay hefty salaries. However, the staffing agencies can help you access the talents without having to pay on a permanent basis. You pay only when you have a requirement…hence helping you save unnecessary recurring costs.
- Less Labor cost: While you opt for the outsourcing option, it helps you save money on health insurance, unemployment insurance which otherwise you would have to bear had you opted for a complete hiring procedure.
- Simpler hiring process: Partnering with a construction staffing firm makes your overall hiring process a lot simplier. When it comes to managing a particular project, locating the rightly skilled labors and personnel becomes a huge challenge. A small mistake during the execution flow can actually cost you’re a fortune. While you delegate the staffing process to an outside energy, you can really get to focus on more important management aspects like saving on operation process, overhead costs, sales and promotion activities for the business and the like.
- Tools and Equipments: Construction equipments generally come with a heavy price tag. But when you go for outsourcing option, a number of skilled workforces use their own construction equipment without you having to bear that expenditure.
- Inflow of knowledge: To train up you’re an already hired workforce requires you to train them for the project rightly and this may involve hiring a senior personnel who can actually help in on job training process. However, as you work with an outsourcing partner you get to acquire that talent pool which would not just help the project run smoothly but also contribute more knowledge and expertise to your organization which in itself is an asset you can bank on for your future endeavors.