If the candidate is unemployed, then they must not be any good. This mindset is unfortunately common among hiring authorities throughout the construction industry. Many managers believe candidates who were released from their previous employers must be underperformers, or else their employers never would have let them go. But the truth is that there are many reasons for an employee to leave a company, and a lot of them have nothing to do with performance issues. Here’s a look at some of the reasons a high performer might end up on the market, and how companies can evaluate whether an unemployed candidate might be the A-player they’ve been looking for.
Why Would Great Candidates Be on the Market?
Whether a candidate was let go or left an employer on their own, there is no guarantee that poor performance was a factor in their departure. Struggling companies might lay off entire divisions to cut overhead or in response to dwindling backlog. In other cases, the “last one in” might get released during times of economic hardship—even if those employees are excellent performers.
Even if a company has plenty of work, they might release a highly skilled candidate who is not a great cultural fit for their organization—but might be a better fit for a different company. For example, a candidate who is highly motivated and organized might thrive in a self-directed environment and feel stifled or frustrated by a leader who micromanages. Another candidate might prefer a direct, no-nonsense approach to problem-solving and project management, which might not mesh well with teammates who prefer a gentler management style.
Candidates who leave on their own should also not be dismissed as disloyal or flighty. Some candidates might have had to relocate to be closer to aging parents or young kids, and there may have been no opportunities with their most recent employer in their desired market. Others might be seeking growth opportunities that weren’t available with their previous employer, so they needed to step away to sharpen their skills and grow their careers. These are just a few of the reasons that a highly skilled, loyal and passionate candidate might be unemployed when their resume crosses a hiring authority’s desk—and none of them would prevent those employees from making money, saving money and solving problems for a new employer.
How Can Construction Companies Tell if an Unemployed Candidate is a Perfect Fit?
Sometimes, of course, performance does factor into a candidate being let go or leaving a company. The good news is that hiring managers don’t have to guess about whether a candidate is a strong performer or whether they would improve the manager’s team. Thoroughly evaluating a candidate means putting aside preconceived notions about why someone is unemployed and tapping into the resources at a manager’s disposal. They can call unsolicited industry references to get a full picture of the candidate’s reputation and history in the market. They should also carefully review project lists and, most importantly, have detailed conversations with the candidate about their experience.
Hiring managers should be direct and ask about anything that strikes them as a red flag, including questionable references or notorious projects, and candidates should be prepared to discuss why they left their most recent employer. Managers should rely on their instincts when thoroughly reviewing a candidate’s credentials and deciding whether the person will add value to the team, rather than letting one aspect of someone’s candidacy cloud their judgment. Unemployment on its own should not be a deterrent to meeting with a candidate.
Dismissing a candidate simply because they are unemployed is an easy way for construction companies to lose out on top talent. Rather than eliminating a promising candidate based solely on their current employment status, hiring managers should meet with the candidate, discuss the candidate’s status, background, and motivations, and then trust their own experience and intuition to determine if that person is the right fit for their company.
