Construction recruitment is the procedure of attracting, screening, choosing, and employing a competent individual for a position. Recruitment at the strategic level might include the improvement of an employer brand; this is known as employee offering. Phases of the recruitment procedure consist of analysing the job, creating a candidate specification; sourcing of candidates through various means such as networking and searching databases, and vetting the candidates utilising testing, interviewing and reference checks. This serves two purposes; to make sure the job is right for the candidate, and to make sure the candidate is right for the organisation. The Final part of the construction recruitment process is to make and finalise job offers.
Dependent on the organisation recruitment could be carried out in house by employees. Alternatively the process can be outsourced to a construction recruitment agency.
Construction Recruitment process
Circumstances where a new job position needs to be created and recruited for, a job analysis will be carried out to document the proposed demands of the job. This will reveal to the recruiter the relevant job specifications which will allow recruitment of an appropriate candidate. Sometimes the company will have job specifications from historic data of previous employees tasks. When job details have already been created the specifications may need to be reviewed and subsequently updated to suit any changes.
The techniques used to attract and find appropriate candidates for vacancies is referred to as media. It involves external and or internal marketing, making use of relevant media, for instance newspapers, recruitment media, job boards and social media. Employers also have the option of outsourcing the process to a construction recruitment consultancy / construction agency to source candidates that are scarce and not actively looking as they are relatively happy in their current position.
Screening and selection
Candidate suitability for a job is usually assessed by looking at skills, expertise, capabilities, experience and qualifications. These are established through: screening assessments, CVs, references, an job applications interviews.
Construction recruitment agencies and construction consultancies use applicant monitoring systems to execute the filtering procedure, alongside software programmes for psychometric screening and performance evaluations. n a lot of nations around the world, businesses are lawfully mandated to ensure vetting and selection procedures satisfy equal opportunity and ethical expectations. In addition to the earlier mentioned selection process employers are normally recognise the benefit of candidates who also have soft skill e.g. social and leadership qualities that may represent their company philosophy well.
“Lateral hiring” refers to a type of recruiting; The term ‘lateral hiring’ can refer to two different things. In one particular meaning, the employing organisation targets personnel of similar and comparable organisations. luring tactics include offerings of increased salary and improved career prospects. lateral hiring also can refer to the recruitment of an employee who has no prior expertise of the vacancy.
Construction Recruitment Approaches
Outsourcing the recruitment process to a construction recruitment consultancy is the preferred method of many companies (both large and small) for temporary and permanent needs. Construction Recruitment agencies use various approaches to satisfy their personnel needs. Frequent methods used are:
Social Media sites such as Twitter, Facebook, Google+ and Linkedin are now utilised to head hunt specific candidates and use very targeted adverts to resource candidates.
Internet services such as recruitment sites and job search-engines are employed to collect many candidates by promoting the position to a broad or narrow geographic area.