The construction industry in Australia produces about $400 billion in revenue each year – and right now we are seeing huge demand for new construction.
However, the industry is facing a labour and skills shortage while trying to meet this increased demand – and the closure of international borders makes the “crisis” even more acute.
This makes it a tougher task for business owners to find the right talent when hiring. So here are my top 6 tips on recruitment in a tight labour market to help you to recruit the right employees for your team.
Post regularly on social media – always be on the lookout!
You’re likely already using social media to promote your business and find new clients.
However, social media can also be a great way to find and recruit new employees.
Facebook has thousands of potential candidates who are looking for a new role. Let them know you have a role that needs to be filled.
Create job postings on these sites, or create content indicating you’re looking for a new hire. Many new employees are found through social media.
You must be on the lookout 24 hours a day, 7 days a week, 365 days a year, whether you are actively looking to fill a vacancy or not.
If you want A-grade employees, you must be on the lookout for them all the time – scouting 365.
Reach out to unions and trade associations.
Reach out to unions, trade associations, schools and career event pages and ask them to share your job post on their social media pages.
These associations are often linked to skilled students and a huge alumni group with professionals in the same industry you are looking for.
Many of these associations, such as schools and unions, would be happy to collaborate with you as it would open an avenue to help their associates find their next role for their careers.
LinkedIn is a great platform to individually search for candidates with the specific skill set you are looking for.
If you are looking for an experienced tradesperson to fill a specific role, it can be easier to create a few advanced filters and search for candidates with the exact skill set you’re looking for.
This can be a great way to fill a niche role in your business.
Posting a job vacancy and manually reviewing hundreds of applicants can be a long process that may ultimately be fruitless.
Therefore, be proactive and go hunting for them on LinkedIn.
It is a common saying in the job-hunting world that it’s not about what you know but about who you know.
Employee referrals are one of the best ways to find skilled and valuable new employees for your business.
It is highly likely that your current employees know of several other people in the same industry, whether it be from previous companies, school or elsewhere, and asking them to recommend someone for the role can be a great way to find someone with the skills you’re looking for.
Employee referrals are a great way to connect to the institutions mentioned above, such as schools, unions and trade associations.
Encourage your employees to recommend someone for a role who has the skill set you need.
Incentivise your employees to recommend someone and share the word.
A great way to get your employees to provide good recommendations and referrals is to incentivize them.
Many companies offer benefits (a cash bonus, extra holidays) if an employee refers to someone and they are hired.
This will encourage your team to keep your business in mind when networking and encourage them to provide their recommendations.
Employees can also post job postings or advertisements on their social media as well to reach out to their network.
The added bonus of employee referrals is that they are a much cheaper alternative to spending money on agency fees or paying for advertisements for job postings.
It also encourages your employees to stay within your business and be able to have input on who they would like to work with. When looking for a company to work for, many employees have indicated employee referral is something they look for.
Recruit at a lower level and develop your new hires.
While there is increased demand for highly skilled tradespeople, you might be able to recruit someone with less experience than you expect, that you can help develop in the role.
Give your employees the opportunity, resources, and support to grow within the company. Develop a formal training program that develops their skills and measures their progress.
While this might not fill a gap in your business immediately, you could help develop your new hire into an A-grader. Help them to develop the new skill sets that your business needs and encourage more experienced employees to become mentors in the process.
The skills shortage in Australia has led to a recruitment problem in the construction industry as it can be difficult to find employees with the skills your business needs.
Leveraging your own, and your employee’s social networks will help you build a bigger net to catch ideal candidates.
Be sure to continue to develop your employees, as the other side of the coin of recruitment is retention – you should hold on to your existing A grade team.
Read next week’s articles for tips and how to hold onto your employees and develop your in-house skillset. ….
Power to you!