Construction Recruitment

When beginning your search for a new construction career or employee, there are generally three types of employment services available to consider using for your recruiting needs.  Depending on an employers’ current needs, many constructors, real estate developers, sub-contractors, architects, and other construction companies may utilize any or all methods of an employment agency. 

Candidates and employers who are looking for short-term employment should explore construction temporary agencies.  These organizations offer candidates with little or no experience in the construction industry to try multiple short-term positions, and this often helps candidates narrow their job search to a desired area of expertise.  Temp services are also excellent for students, parents, working adults seeking supplemental income, or employers experiencing unusual short-term increases in production. 

Construction staffing services, on the other hand, offer a slightly different approach.  These agencies offer only permanent positions, often mandating a 30-90 day probationary period in which employers may evaluate employees before hiring them on as full time staff.  If, for any reason, either party feels that the candidate will not fit within the company, there is no penalty for refusing either the position or the candidate.  The final option is a professional construction recruitment service, which are firms that work with highly qualified candidates. 

Construction recruiters attract skilled candidates for long term, immediate hire positions, which are the highest sought positions by candidates, due to their long-term employment.  A large amount of time is involved in the screening, interviewing, and testing that is generally required which ensures that candidates fully meet an employers’ prerequisites.  Testing is offered by a number of employment services and usually involves behavioral assessments but, on occasion, skill examinations are also desired. 

Interviews are conducted differently, depending upon the skill level of the open position or candidate.  The biggest challenge in interviewing is making it past the screeners, who weed out candidates not suited for open positions.  These associates will often follow a strict schedule and have detailed questions prepared.  Candidates should be ready to explain any gaps in employment or schooling, layoffs, and/or frequent job changes.  Typical interviews cover a candidate’s professional background, career goals, personal attitude and preferences, as well as the ability to fit into the organization’s customs. 

Typical questions may include the following:

Candidates must be calm and prepared during an interview.  Construction careers are generally fast-paced, so many employers are looking for candidates who can think quickly and remain calm under pressure.  For more information on construction recruitment, please visit the following sites:

• Interviewing
• Abika
• Similar Minds
• Pointers on Your Job Interview

For an alternative to recruitment services, please visit iHireConstruction, an online construction job board.