Six strategies to attract skilled builders

With demand for skilled labour increasing, it’s important to think outside the box when trying to bring some on board

Demand is increasing and my building business is growing. But when I advertise for builders no one applies!

Sound familiar? The Christchurch rebuild, earthquake strengthening and leaky homes have created a construction boom. However, it’s not easy to find qualified builders! In this article, we look at six simple things you can do to get more skilled builders.

Imagine you’re throwing a party and you want lots of people to come – do you just post it on your town’s events page? Of course not, you also contact everyone you know. Yet, when looking for skilled staff, most people doing the hiring feel it’s sufficient to post an advert on an online job board. The responses aren’t always what you’re hoping for.

While job boards can work, they only reach those people who are actively looking at a particular moment in time. Global surveys tell us that only 25% of people are actively looking for a new job at any one time. However, an astonishing 60% are passively looking and open to talking about job opportunities! This suggests that more than one in every two builders is open to looking for a new job.

So, how do you target these builders? Here are six things you can do:

1. Look at your own network

It’s common knowledge that talented people know talented people, so look inside your own network. What skilled builders do you know? Chances are they’d be happy to hear what you have to offer and, even if they don’t take you up on it right away, they’ll likely keep you in mind.

Even if you don’t have a job offer right now, it’s great to keep in contact with talented people and keep the door open for opportunities when they come up.

2. Talk to your employees

Ask them to tap into their own networks. They might have friends who would jump at the chance to work alongside them. Most importantly, it will speak volumes if you can get your employees recommending your company as a great place to work. People tend to place far greater emphasis on word-of-mouth than on glossy advertising. You may also find out how your employees feel about working for you.

3. Build your ‘Pipeline of Talent’

This is a list of skilled builders you’ve come across and would like to employ one day. Contacting them whenever you have a need can save you countless hours – and it costs you almost nothing!

For your list to be of use, you need to keep it warm by keeping in touch with them. Let them know that you’ve identified them as a talented builder and you’d like to keep in contact for any future job opportunities you may have. Then, touch base every six months or so to see how their career is going and if their goals are changing. It’s a similar strategy to service providers who call the same company bi-annually, knowing they have another service provider, just to see if things have changed. With your ‘Pipeline of Talent’ list, take a more colloquial approach and also use the opportunity to talk about the successes you’ve having as a company – but keep it brief!

“Think about what makes you a unique employer and make a list of what you can offer that other companies don’t

For example: “Hi Bob, we met at last year’s conference and I was impressed by your skills and your attitude. Although we don’t have any openings in Best Builders at the moment, I’d like to keep you on my record of talented builders. This way we can keep you aware of any future job opportunities we may have here…”

4. Be competitive

It’s a competitive market and there is a war for talent, so your strategy must be competitive. Think about what makes you a unique employer and make a list of what you can offer that other companies don’t. Remember, it doesn’t necessarily need to be more money – weekends off can be a luxury in times of skill shortages, when employers are stretched for staff.

5. Promote development

People are often looking for opportunities to progress and develop, so it’s important to consider how your job can contribute to their skill set. Studies tell us that 90% of real learning comes from experience and working alongside others, so highlight some of the interesting jobs you have done recently – or describe some of the people they will be working alongside.

6. Enrol apprentices

Apprentices may seem like hard work but, given the right training, they can become loyal and skilled team members. Remember – hire for attitude: train for skills. An apprentice with the right attitude will fit into your team and be willing to go the extra mile to achieve success.

Don’t believe the media

Just because the industry could do with more builders does not mean you need go without – and don’t panic just because your adverts may not be getting great responses. Instead, focus on making your company attractive to highly skilled builders, then adopt strategies that put you in touch with the ones not actively looking for work.

About The Successful Builder

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. Get his free ebook: 3 Reasons Builders Lose Money and How to Fix Them for High Profits at http://TheSuccessfulBuilder.com