Construction firms are among the primary sources of job opportunities. The more businesses emerge, the more resources are given to develop infrastructures.
Recruitment agencies responsible for assessing job applicants in the construction field know fairly well the risks and expectations that come with building different structures and edifices. According to Sydney-based agency Recruiter Group, sourcing personnel who are most suitable for highly technical companies and industries is the secret behind enhanced productivity and efficiency in these organisations.
That said, what are the basis for choosing the best people for the job?
Knowledge and experience
The problem with applicants whose job-hunting attitude is to “just wing it” is that their lack of familiarity holds back the level of commitment they can give. What if they get hired but change their minds the minute they realise the demands of working for a construction firm? On the other hand, if an applicant has a substantial background in the industry (plus points if they did their fair share of research about the company), it implies professionalism and a clearer set of objectives for sending their applications. These applicants may have had previous work experience relevant to the industry and are comfortable with unique work dynamics.
Professional records and work history
If an applicant has had previous work experience in a different firm, check the reason behind their transfer. Are they looking into career advancement? Or are they the type to jump around from one firm to another?
What do their previous employers say about their work ethic and performance? Did they exhibit reliability and efficiency? Was the applicant wonderful to work with, or did they cause several problems among their co-workers and supervisors?
Aside from on-site jobs, there are also positions in construction firms that require more complex knowledge and skills. Depending on the job requirements, it is best to compare and assess the range of skills that an aspiring recruit has and determine whether it fits the firm’s work demands. Do not hire personnel with entry-level skills for an executive-level position. If the job position focuses on bookkeeping and accounting, look for someone with a degree related to the field or an applicant with significant years of experience that fits the job description.
Not all referrals are worth pursuing or entertaining. Some applicants may have ties with a firm’s supervisor, HR staff, or executives, but they do not necessarily have the skills and experience that the position entails. Always double-check endorsed candidates and scrutinise their professional history. Are their testimonials well-deserved? Are they still lacking in certain areas? It is also important to verify the source of the referral. Did a credible and trusted personnel send it from the company? Have they referred other applicants in the past, and if so, did the applicants exhibit a specific level of professionalism and expertise?
Companies like Recruiter Group are known for conducting thorough background checks on all applicants, and they have helped discover the finest talents for countless firms in Australia.
When recruiters fail to give much thought and consideration in finding new staff for construction companies, it can lead to poor performance. Poor performance in construction could potentially risk the lives of those working on-site and even violate safety standards.