How to find skilled staff

The demand for housing is growing, and not just in Auckland. However, growth presents a challenge when it comes to finding skilled staff – so how do you attract the best people?

The Hays Quarterly Report (2016 Q1) predicts that skilled foremen will continue to be in short supply throughout this year. Skilled foremen are critical to a building company’s ability to manage more projects.

The law of supply and demand suggests you should offer the highest salary to ensure you get the people you need on your team, but it’s not that simple: you want people who are worthy of the additional cost. The following guide will help you attract the best people to your business.

Create big opportunities

When Steve Hansen became head coach of the All Blacks in 2012, his vision was to win the rugby world cup again in 2015 – something that had never been achieved before, making it a history-making opportunity. I suspect his vision attracted great players to join him in the quest.

If you want to attract the best people, you need to offer them opportunities – not just big salaries. Put yourself in an applicant’s boots by asking the following questions:

• What is the career progression?
• Where are the opportunities for advancement?
• What training is on offer?
• What challenging jobs are coming up?

The best people – who will add the most value to your company – are more likely to apply for jobs that offer them the best opportunities.

Tell your company’s story

The Hays report noted that candidates are not just interested in higher salaries or career pathways, but also in the company itself. Although they may not say so in as many words, they want to know who you are, what you’ve done and how you’ve managed your business. Just as people buy from people they like, employees want to join a company with a respected history.

Tell candidates your business story. Are you a young company focused on renovations or are you an established company with 20 years of experience – let your prospective employees know.

Highlight your company’s culture

Experienced tradesmen are in high demand, so they don’t need to stay with a company that doesn’t suit them. That’s why showcasing the culture of the company is important – few people stay in a situation that’s a poor fit.

One builder I know highlights the fact that everyone in his team is mad about outdoor pursuits. They don’t work weekends because that’s when they’re going hard out cycling, running, skiing, etc. A candidate wanting weekend work would be out of luck with this crew.

Tell prospective employees about your workplace culture; let them know what it’s like to work in your company. If you’re not sure, ask your current staff. What do you stand for? What are your non-negotiables? What’s common about your team?

Showcase your uniqueness

Isolate your areas of specialty. Trying to be all things to all people often results in you being nothing specific to anybody. So promote your strengths:

• What is your company really good at?
• What do you do really well that sets you apart from others?
• What is it about your company that makes you proud?

Great employees want their efforts to achieve more than just a pay packet – they want to make an impact. Different companies do that in different ways.

For example, one company I work with challenges its staff to volunteer for community projects overseas and contributes to costs.

Look further afield

Some of your prospective candidates will be down the road at Bob’s Building Business, but in a tight market attempting to poach from your building colleagues might not suffice. You may have to cast your net in unfamiliar waters.

The Hays survey found that there was much interest from candidates in Germany, France, the UK and Canada. Be open to candidates from abroad, because most of New Zealand’s best local talent may already be employed. Recruiting overseas does take longer and has some challenges, but they aren’t insurmountable.

Get beyond titles

Finally, avoid merely focusing on job titles. Instead, detail the tasks that need doing and look for the people who have the talent to do what needs to be done. You might be surprised at where your next leader comes from; some of your best talent could be right there in a young apprentice, just waiting for the opportunity to prove his ability.

Graeme Owen, based in Auckland, is a builders’ business coach. Since 2006, he has helped builders get off the tools, make decent money, and free up time for family, fishing, and enjoying sports. www.thesuccessfulbuilder.com