After a slowdown due to the health crisis, the construction sector remains dynamic, with a huge need for manpower. But companies are struggling to find candidates, and the problem is becoming more acute as the years go by. To effectively recruit new talent, it's essential to adopt the right strategy. Here are the steps to follow.
Before embarking on the actual recruitment process, you need to understand your company's specific needs. The building and civil engineering sector brings together a wide range of professions requiring very specific skills, so you need to define them very precisely.
What positions do you need to fill? Do they require versatility or expertise? What skills are required? What level of experience is required? What budget do you have available? Is this a full-time or one-off profile? Do you need a candidate in a hurry, or might you have time to train him or her?
Answering these questions will enable you to target the right candidates and carefully define selection criteria.
You're not the only one looking for new employees. To make the difference, you have to make them want to join you.. But developing a positive employer brand doesn't happen overnight, especially as the construction industry doesn't necessarily have a very good image (arduous work, regular travel, etc.).
It takes ongoing communication on your website, social networks, etc. Highlight the advantages of working for your company, such as career prospects, training in complementary professions, attractive remuneration, exciting and varied projects, strong values (ecology, inclusion, etc.), and publish testimonials from your employees. Your job offers should also reflect your values.
Your teams know best who they need, but they may also have the rare pearl in their midst. To motivate them to use their network, you could set up a sponsorship system.
Specialist construction job boards (Job-BTP, Action-BTPetc.), social networks such as Facebook or more professional ones such as LinkedIn, job fairs, partnerships with technical schools, etc. There are many recruitment channels for the construction industry. It's up to you to choose the one that best enables you to reach the candidates you're looking for. It's worth noting that digital offers the possibility of reaching younger profiles.
Your ad is clear and transparent. The job description is detailed. Skills required, techniques used, qualifications, career development opportunities, working conditions, salary, bonuses, etc. It's all there. Candidates easily understand your expectations and can assess whether they fit the profile you're looking for.. Don't hesitate to offer ads that stand out from the crowd, using a tone that's perhaps a little offbeat, or at the very least impactful.
After reading the CVs and cover letters, a first selection of candidates is made. Make sure you keep those who most closely match the job requirements. Technical skills are essential, but you also need to take into account the candidate's soft skillsor behavioral skills. These can include teamwork skills, adaptability, stress management, etc.
Prepare your interview so that it's effective and candidates have a positive experience. You have to sell yourself as well as he does! Allow 1 h, 1 h 30 for this meeting. Don't hesitate to ask technical questions? What would he do in a given situation? How would he react if he discovered a mistake on the site? etc.
You can involve existing team members to support you. They have in-depth knowledge of the needs in the field and will enable you to better evaluate candidates.
The construction industry requires specific technical skills. For this reason, it is highly recommended that candidates take a technical test in the field. The team leader can accompany him/her.
The majority of construction workers are men. In order to create a harmonious and dynamic working environmentit is important to promote diversity and inclusion. People from all kinds of backgrounds need to be able to access these positions.
In a tight job market, the recruitment process in the construction industry requires thought and strategy. What's more, recruiters are faced with the growing need for new skills linked to the development of digital tools. BIM software, site management softwareaugmented reality and virtual reality, the Internet of Things (IoT), drone intervention, robotics and automation, and more. All these new technologies for improving efficiency, productivity and project quality are transforming the sector.
