Right now, attracting top talent in the Construction Industry is a challenge. The dynamics between companies and candidates has changed. Top talent know they can have the pick of jobs to get the salary and work perks they desire.

Because of this, there is a growing retention hurdle and top talent are being poached, and for businesses looking to fulfill contracts on time, at competitive costs and at the quality needed, this can be challenging. In this article, we will share the 6 actions required today to engage and retain top talent:-

1. Understand the market

Research and understand new and emerging market trends and the going expectations and rates for talent. Understand what perks they are looking for their age. It is estimated that by 2025, 75% of the total workforce in Australia will be Millennials - it would be helpful to review our previous articles on Millennial and Gen Z expectations for their relationships and expectations of employers. Talk with your Recruiter so that your brief and expectations can be filled as quickly as possible, and we will write a job description that works.

2. Identify your ideal candidate

Prepare your brief so you have clearly defined roles, responsibilities, skills list and can clearly define your company and culture. These days it isn’t just about your company performance and pipeline of work candidates are interested in, it is about the culture they are working in and their learning and development opportunities. For employers, they are wanting the ability, a personality that fits with their culture and the role, as well as a collaborative nature. Teamwork and alignment is essential to upholding the values an organisation has worked hard to establish.

3. Be Proactive

In this current market, top talent will have multiple job offers to consider at any one time. It is critical to respond quickly, be agile and proactive during the recruitment process to ensure a deal doesn’t fall through. It can be hours between success and a missed opportunity.

4. Don’t Delay In Making The Offer

When a candidate accepts a verbal offer of recruitment, their level of interest and engagement is at an all-time high. Make sure you send out the official engagement offer of recruitment as soon as possible to avoid any setbacks.

5. Utilise a Tried and Tested Onboarding Process

A well designed and effective onboarding process will make the difference between high employee retention and high turnover. The time and effort spent to create an effective onboarding process will reap the rewards. It establishes staff retention, speeds up their learning curve and forms an engaged workforce right from the start. Most onboarding programs are too generic with the same material circulated to every new hire, irrespective of their qualifications and career experiences. Ideally, incorporate an array of content which is on par with the skillset of new hires.

6. Communication and Feedback is Critical to Talent Retention

Regardless if employees have been there for one month or ten years, keeping communications open for feedback is critical to retaining top talent today. Opportunities come from conversations, and by remaining open, or better still having a programmed review process, you may be surprised to learn what the employees are hearing and seeing in the field that will benefit both them and the company.

CONNECT with us via our contact page or booking links on our website if you are looking to recruit for or land the ideal construction job in 2022.

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