Recruiting processes for the construction industry have changed drastically, from storing applicant leads on diskettes to filling out Excel spreadsheets by hand. Each tool required hours, and sometimes even days, of manual input and updating to keep track of individual candidates. Even though these processes are hard, they need to be done to move candidates from the pipeline to the frontline. Yet, hiring managers’ time is already spread thin, so how can they optimize their recruiting process? It all begins with candidate sourcing.
The ins and outs of candidate sourcing
With the constant change and evolution of the construction industry, it is no secret that being proactive is the make or break of a successful company. One way companies can achieve this is by taking the initiative to pursue talent before they necessarily need it. Before posting positions on jobsites or online, reach out to the ideal employees who may not be job searching right now but would be the perfect fit. The key is to start conversations with potential candidates, getting to know them while also giving insight into the company in a casual setting. Beginning with this approach keeps conversations open so when there is a position, they are at the front of the list and the company is fresh on their mind.
This may seem easier said than done, but it can be pretty straightforward. Don’t do a deep dive into every mutual connection; instead, use already available resources: current employees. Ask employees to send referrals of who they think would be a great fit at the company. By using referrals, hiring managers already have the basic information as well as the initial connection with each individual. These opportunities help keep the pipeline full of quality potential candidates without losing precious time and sanity to get them.
Candidate sourcing is great when it comes to the recruiting process, but it is only half the battle. Tracking and updating information is the next part. So, how can hiring managers keep track of everyone in the pipeline’s information, from when they were last contacted to where they are in the process? Proper applicant tracking systems can take these critical factors and optimize the information for easier and quicker recruiting processes moving forward.
Optimize recruiting process efforts
Picture the recruiting process like a game of Jenga, with all of the crucial factors in place, there is a strong and steady pipeline. By missing just one of the necessary building blocks, the hiring structure can no longer support itself and ultimately falls to the ground. With the right tools, processes can support themselves time after time, recruit after recruit. Applicant tracking systems are one of these tools that help ensure the proper information is readily updated and available. But, some additional factors to consider include the following.
Internal communication
The companies with the best processes have open, internal communication channels to keep everyone on the same page, especially when it comes to each individual candidate. Optimizing communication methods internally can be done with tools such as virtual scorecards to collect all the information in one place. Collaborating outside of the worksite can keep conversations open while also minimizing confusion along the recruiting process.
External communication
Candidates like to and need to know where they are along the process and what they can expect moving forward. Open lines of external communication with each candidate in their preferred method to show companies value their conversation and experience. For example, rather than email, try texting updates, as those are likely to be checked more often.
Streamlined processes
Using software to streamline processes can help make sure necessary information is the most accurate and up to date without lifting a finger. For example, if the next step in the hiring process is a follow-up text thanking the candidate for his or her time, automation can streamline this effort with a pre-written message. This gives back that precious time to managers and allows them to focus on other important issues, yet keeps the candidate pipeline moving.
Visual aspects
As the candidate pipeline fills and potential employees move throughout the process, it can be difficult to differentiate where each person is in the entire process. Especially when it comes to collaborating with the team, visuals can help show who is continuing along the pipeline and why.
Job postings
With the proactive candidate sourcing methods, it may seem as though a formal job post isn’t necessary; however, in the construction industry, you never know who will surprise you with their resume and qualifications. Follow through with a job post to reach those potential candidates hiring teams wouldn’t find through mutual connections. With the right tools, streamlining even the process of managing these posts is possible through one simple click.
A candidate pipeline is important, but can only go as far as a company’s recruiting methods. Efficiency and productivity are the make or break for recruiting processes and optimizing efforts are essential for saving on time and resources. With the right tools, construction companies can build their candidate pipeline while also staying on top of the jobsite.
