A guide for construction companies: Best interview practices to attract skilled construction workers

In the last year, construction companies throughout the US have had to grapple with numerous challenges. Among the top? A significant labor shortage. In our recent Talent Trends survey, 35% of construction companies found it difficult to hire, with 24% citing not enough candidates with the right skills were available. To mitigate this, construction employers can benefit from refining their hiring strategies to attract and engage top talent.  

While it may seem that you’ve attracted a candidate once they book an interview, the work to keep them engaged doesn’t stop there. When starting the hiring process, it’s important to remember that the interview is the first exposure a candidate has to your company, so making a strong first impression is paramount when engaging potential employees.

Read on for key interview tips for employers and learn how to keep candidates engaged and excited to potentially work for your construction company.

Remain transparent at each stage of the interview process

Few things turn off job candidates more than poor communication from potential employers. In fact, 72% of applicants say the smoothness of an interview process affects their decision on whether to accept a job.

Start off on a good note with an accurate job description that details your must-have and nice-to-have qualifications. Once you’ve selected candidates to interview, create a clear picture of your hiring timeline and strive to keep candidates warm throughout the process by maintaining consistent contact.  

Additionally, don’t shy from voicing your non-negotiable specifications—doing so will weed out those who aren’t a good fit for your organization.

Discuss compensation, benefits, and other perks upfront

In our recent survey, 58% of construction respondents revealed salary to be an essential factor when considering moving jobs, so discussing compensation in the first stage will prove more efficient for everyone. Additionally, be transparent regarding your benefits, bonus models, and flexible working arrangements, if applicable.

On a similar note, Michael Page’s Senior Director of Design, Construction, & Real Estate, Niall Kelleher, recommends reviewing your base salary compensation every six to twelve months to remain competitive and ensure it reflects your target talent’s desires.

Share your project pipeline

Transparency should extend beyond the basics (e.g., salary, contract type, job location) to include your firm’s project pipeline. Prospective employees, including those in the field, want to understand how your company plans to secure future business.  

Whether you’re a contractor or developer, providing a clear roadmap of upcoming projects can reassure candidates about the stability and growth of your organization. Additionally, this conversation can lead to a more productive discussion about their on-site experience and how it aligns with your project needs.  

Clearly define your company’s culture and mission

While it’s ideal to fill a role as soon as possible, don’t sacrifice your company’s character to do so. Of the 35% of construction companies that found it difficult to hire in the last twelve months, many revealed that a lack of candidates who matched the company culture was a top reason. The right culture fit can maximize productivity, maintain peace, and contribute to a positive work culture.

Considering how critical it is to find the right culture fit, ask pointed questions about their goals, communication style, and collaboration experience to gauge a candidate’s personality and whether they complement your existing workforce.  

Similarly, communicating your company mission with candidates at the earliest chance will help you better identify committed employees.  

Articulate a career path

Career advancement is important to employees, and those in construction are no exception. When speaking with candidates, be sure to communicate any opportunities for growth, such as a clear career path or training programs. Also, sharing existing employees’ promotion experiences within your organization can go a long way in showing you invest in your workforce.  

Partner with recruitment experts

Hiring a skilled candidate in construction takes time and effort. Common challenges include coordinating interview schedules, streamlining communication and managing expectations through the offer process.

If your team has limited capacity, partnering with experts like Michael Page Construction can streamline the hiring process and ensure you stay on schedule. Learn more about our construction expertise or request a call back to start a conversation about what you need.