As a business, employees are your greatest asset. I set out to build a company that everyone wants to work for, and have personally taken ownership of ourÂ hiring process to make it happen.Â A focus on keeping employees happy is not veryÂ common in the blue-collar construction industry, as many employers rely on the idea that simplyÂ having a job is good enough. But if you want to be the best in yourÂ space, you must have the best people working for you.
Unfortunately forÂ my industry, with people increasingly drawn towardÂ desk jobs comes a decline in thoseÂ who are learning trades likeÂ carpentry. Therefore, we have a smaller and smaller talent pool and have to focus even harder on securingÂ top talent. But this is relevant for any industry: You want thoseÂ people whoâ€™reÂ going to defend and fight for your company on a day-to-day basis.
Pay is definitely anÂ important factor for attracting the best, but Iâ€™ve alsoÂ ended upÂ toe-to-toe with monster companies that had significantly more moneyÂ to spend on hiring. I had to be creative. No idea was too crazy, and the following strategies are whatÂ worked best.
Testing Different Mediums for Job Postings
When tackling this challenge, I first had to find the job posting channel that yielded the most qualified applicants and the best return on investment (ROI). I put myself in a prospective carpenterâ€™s shoes and went searching online for â€ścarpentry jobs,â€ť â€śconstruction jobs,â€ť etc. I noticed that one website, in particular, showed up in both organic and paid results significantly more than others.
Matt Doyle is the vice president and co-founder of Excel Builders, a revolutionary company in the construction industry that builds next-generation custom homes.
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