Real estate is a lucrative sector of the economy and it is supported by thousands of construction jobs. Houses, skyscrapers, office buildings, and blocks of apartments need people to design them, lay blocks and bricks, make roofs, put wooden structures together, create plumbing systems, and perform other vital construction works for them to exist. This creates jobs and gives people an opportunity to make a living. 

However, real estate contractors need to employ skilled people to ensure these buildings are constructed properly to please the owner, avoid building regulation violations, and prevent disasters.

This means that recruiters have to search the job market for construction workers with proven track records. Many of them post ads for construction jobs on websites like IncoLink Jobs that are dedicated to helping skilled construction workers find suitable places to ply their trade.

How to Find Reliable Construction Workers

Finding the right personnel for construction jobs can be tasking, and the process requires diligent recruiters who can assess the skills of applicants and select them for the appropriate job position. Here are some steps they can follow when recruiting:

Figure Out The Type of Construction Worker Need

There are many job roles in the construction industry, and most professionals cannot successfully function in two or more different positions. Recruiters should determine the type of workers needed and the role they will fill before posting a job ad.

They should also understand the skills required to succeed in the role, and the nature of the job. Some construction companies or contractors need workers on short-term contracts, part-time employment, full-time roles, or as independent contractors.

Create a job description and decide the salary

Recruiters should write a job description for the role and include the skills applicants need to perform it, the required experience level, and the daily tasks they will perform.

They should also include things that make the job stand out from others, like the training programs provided, safety equipment available, and opportunities for career growth. These will entice potential applicants and give them valid reasons to click the job ad.

Recruiters should also discuss the salary with the construction company owner or contractor to decide how much the worker will be paid. It is best that the salary is competitive and in line with industry standards because skilled workers shy away from underpaying jobs. Adding the proposed salary (or salary range) will encourage the right candidates to apply.

Post ads for the job and review applications

There are two major ways to find suitable job applicants; job ads and recommendations. Recruiters can post job ads on job boards and websites that construction workers regularly visit to look for employment opportunities.

IncoLink Jobs is one of those websites. Once people see your job posting, they will send their application. The less experience and skills required for a job, the more people are likely to apply.

Alternatively, recruiters can ask their colleagues to suggest people that they feel can do the job at hand. Some of them might have the résumés of applicants who applied for a similar role in the past, and a number of these applicants can be a perfect fit for the job.

Once there are enough applicants, the recruiter should review their skills and work experience to determine who most closely fits the job profile. It is difficult to find someone that perfectly matches all the requirements listed in a job description.

So they should compare the applications with the list of essential skills and screen out the least qualified candidates. This will create a shortlist of qualified people that recruiters can interview for the position.

Interview the shortlisted candidates 

It is best if recruiters limit the applicants on their shortlist to six people because it makes the hiring process easier. The interview questions should be centered around the success of their previous projects, safety protocols, and essential skills.

The goal is to make them discuss their track record, ensure they can keep themselves and other construction workers safe, and convince the recruiter that they can do the required task better than most. There are many interview questions to ask but here are a few examples:

1. What duties did you perform on a typical workday?
2. How do you keep yourself and others safe while you work?
3. If you and your coworkers have a conflict at the construction site, how will you resolve it?
4. Why do you want to work for us?
5. If you see your colleague breaking safety rules, what will you do?
6. What is the biggest construction project you have worked on?
7. What is your biggest work strength and weakness?

All applicants should answer roughly the same questions, so the recruiter will judge them on the same parameters and know how each of them will act in the same scenario. Two or three candidates will pass the screening and proceed to the next stage.

Contact references and conduct background checks

Construction workers need to be diligent and upstanding people, so it is best to verify the track record of the people you want to hire. Recruiters can get insight into their work ethic, character, skill level, and safety protocol adherence by contacting their references. Applicants usually list the contact information of their references on their résumé, so recruiters can call or send them an email.

Job references are usually supervisors and managers who have worked closely with the applicant in the past. They are uniquely positioned to give an accurate assessment of the applicant’s abilities. Some questions they can ask are:

1. How dependable is the applicant?
2. Were they ever involved in a conflict at work?
3. Did they cause any safety incident?
4. If you had the chance, would you work with them again?
5. Do they come to work late?
6. On a scale of 1 to 10, how will you rate their ability?

Offer the right candidate the job

After the recruiter has done their due diligence, they will table an offer to the applicant they determine to be the most suitable for the position. The applicant might choose to negotiate some fine details, but once there is an agreement, the construction company or contractor will send a formal offer letter. The applicant will review the offer letter and sign if they agree with the terms.

Endnote

It is challenging to recruit the right person for a job in the construction industry. However, the steps above can simplify the process and help construction companies and contractors find skilled workers who will work safely.

Job boards like IncoLink Jobs are great places to post job advertisements because they will attract applications from qualified construction workers that recruiters can review and hire from.

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HR Future Staff Writer