The splashy headlines about the bullish construction market in the upcoming year are not hard to find.
One, in particular, caught our eye, reading, Seventy Five Percent of Firms Plan to Expand Headcount in 2018.
The article is filled with opportunities for job seekers and companies looking to hire. At the same time, though, the piece tries to quell the industry optimism with the all-too-familiar talk about dealing with skilled labor shortages.
At Goliath, we see the construction labor market dynamics each and every day and, we’re confident, that we’ve helped both job seekers and hiring companies avoid pitfalls that can derail a hiring process in this tight market.
Recently, we’ve run into a couple situations that have taught us some valuable lessons:
Lesson #1: Hiring Companies Need to Stress (and Re-stress) their Value Proposition to Job Seekers.
Companies that we help successfully place qualified, skilled candidates are consistently doing one thing well – creating and emphasizing their value proposition to prospective employees and candidates.
A value proposition involves economics, no question – competitive compensation is important. But, pay is only a piece of the total value job seekers are after.
Candidates value more than a fair salary – they covet a cultural fit, training and development opportunities, location, benefits, hours and many other non-financial aspects of a job offer.
Human Resource and Operations teams should be able to tell applicants why they provide better employment opportunities – both in the short and long terms. Not only do hiring managers need to focus on the overall value their position creates, they should re-emphasize it at each step in the hiring process.
Companies that are hiring the best never assume the candidate understands their value proposition – hiring managers tell them at every chance they get.
Lesson #2: Job Seekers Shouldn’t Be Lulled to Sleep by Numerous Available Positions
We see job seekers too often using the perceived lack of qualified candidates as negotiating leverage during an interview process.
Goliath sees these behaviors in several, often subtle, ways:
- Job Seekers suddenly become non-responsive and delay the hiring process.
- Unrealistic demands – for compensation, relocation or inflated job titles.
- Candidates bring up new obstacles at the very end of the hiring process.
We’ve coached hiring companies and job seekers to recognize these behaviors as they signal a rocky hiring process.
For job seekers, hiring manager don’t want to be deceived – be honest, be clear and filter opportunities early, before too much time passes.
The industry is a small, close-knit circle. Nothing burns a bridge faster than wasting time – no matter how short on talent the market is.
When companies stand out to candidates and know what they are looking for, even a tight labor market works!
It works for hiring companies as they bring aboard applicants that see value in their position relative to another.
The market works for job seekers who find a company to work for that has a value proposition in line with their own, personal goals.
At Goliath, we’re hearing about plentiful opportunities in the construction industry. But, make no mistake, there will be winners and losers – companies and candidates that stand out, and those that don’t.
Which are you?
What makes you/your position/your company different?
Can you capitalize on the market opportunities the next year will bring?
For questions about how Goliath can help you stand out from the crowd, contact us today.