High Demand & High Retention
It’s no secret that it is becoming harder to find workers in the construction industry, especially when it comes to superintendents and estimators. With 78% of construction firms saying that they are struggling to fill a variety of positions (
). Employers know this and they make sure to take extra care of their employees to ensure that they don’t leave.
The Ideal Candidate Problem
Most construction companies are being held back by their idea of an “ideal candidate.” This can make them dismiss potential candidates that don’t fit into that model. The reality is that the “ideal candidate” tends to be on the younger side and have past experience in specific, highly reputable companies. But, there are less and less young people taking hands-on jobs, gravitating instead towards tech. So companies only looking at younger candidates are not only limiting their candidate pool, they’re also going to have to work a lot harder to convince the younger candidates to choose them over the competition. Many companies also lack flexibility when hiring older candidates. They focus on hiring the ideal and discount the wealth of potential right in front of them.
Broaden Your Horizons
Attracting the right candidates for superintendent and estimator jobs in this day and age is a challenge. To be more successful, companies should become more active on social media and also open their doors to a larger pool of candidates.
A robust social media presence, full of podcasts and video content, that focuses on showing a family-oriented company culture based in teamwork tends to attract younger candidates. Focus on the perks and positives of your company. Younger generations know they have employment options and are going to be looking to see what a company can do for them.
Don’t discount more seasoned candidates. Having a seasoned candidate in a superintendent or estimator role brings experience, situational wisdom, and a sense of confidence when talking to owners. They’re comfortable in what they are doing and while somethings may change, a lot stays the same.
Hire for fit and potential. Teach any missing skills.