For small to mid-size businesses the hiring process is often ongoing throughout the year. Marketers need to step in and help companies realize the value of social networking platforms to help with their constant state of recruiting. Social media can provide construction businesses with an authentic and meaningful way to reach job seekers.
Today, it’s simply not enough to post job openings on Indeed, Monster, and Construction Jobs. While they might provide your business with loads of resumes, the candidates may often be unqualified for a lack of truly understanding the position and its requirements. Online job boards may be helpful, but there are also other valuable ways to recruit through social media.
LinkedIn is a great place to start. To begin the process, try these three tips from recruiters:
For many builder and remodeling firms a visual presentation often sells the clients. This can be true in recruiting as well. If your company is utilizing Instagram and YouTube, consider creating video content to attract interested job seekers to your openings. You can even invite current employees to co-create videos, photos and other content to show what projects your company works on and what it’s like to work at your company.
Social media offers companies a way to recruit people where they spend the majority of their time and it increases a company’s brand awareness too. Sharing photos and videos of your employees living your company values can be highly effective in today’s labor market.
Now, given the time, commitment, and resources you’ve put into finding the right employees, it makes sense to put that same kind of energy into your company’s onboarding efforts. In many respects, the first 90 days of their employment can make all the difference in their careers at your company.
Accepting an offer for employment is a big deal for the candidate and you. So when new hires begin work, it’s important – right from the start. They want to fit in, understand their responsibilities, learn the ropes and identify with the company’s values and goals.
So getting the onboarding process right is critical. This is especially true because 20% of employee turnover happens within the first 90 days of employment. And finding a replacement is at least 30% of first-year earnings for each position-holder, according to recent U.S. Department of Labor statistics.
Construction companies need to believe in the value of transitioning to a strategic onboarding process and move away from the checklist approach about paperwork, computers, and workspaces. If you’re willing to change your approach, you’ll be helping new hires connect to the company and their coworkers, understand their purpose and value and build engagement from day one.
How do you implement a strategic approach? Training experts offer five essentials tactics to get your onbaording process beyond just an administrative checklist: