The construction sector is one of the most technical mainly because of the kind of projects involved and the degree of concentration and complexity. If you are hiring for this sector, getting the best employees means so much to the successful execution of your projects.

 However, getting the top talent in Wales has never been a simple task. There is a lot of time investment as well as money required for a successful recruitment process. Therefore, there is need to hire people who fit well into your organization and work towards retaining them as you attract stronger talent.

Employee retention is a goal in itself which requires strategies to be developed both at the human resource level and at the organization wide level. To start you off, below are six construction recruitment Wales strategies that can help in attracting and retaining the best talent.

Finding the right candidates for your construction opening involves more than just floating a job advert. You need to be proactive even if it means going after candidates who are already working in other companies. There is risk in recruitment and the last thing you would want is to end up with a team that lacks the skills you need or cannot align themselves with your company values.

To get through this, you can bank on referrals and introductions from professionals and colleagues you trust. Cast your net wide and go beyond the traditional recruitment channels to embrace social media platforms such as LinkedIn.

One of the mistakes recruitment professionals and firms make not just in Wales, but all over the globe is focusing so much on the job description and the interview questions on paper that they miss out on a key component of worker productivity which is cultural fit. Many people in Wales have the right skillset and work experience which means basing your selection solely on these attributes may not get you the employee you have always been looking for.

Remember that skills can always be enhanced through training, but the industry has not developed a program as yet that changes personalities. Ask the questions that reveal your candidates attitude and personality.

Coincidentally, millennials in Wales are the largest job seekers and for this reason, they are always plugged in. However, they don’t just apply for any job, they check you out first. If you have a website, ensure that your corporate culture is defined well on the website. Your social media pages should be updated with information about the company, the employees, and what the company is up to. Once you polish up your online corporate image, then you will get authenticate applicants who are ready to work for you under the agreed terms and conditions.

One off recruitments do not usually capture everything that matters to employee performance in the construction sector. The process should start with review of the applicant paperwork. Remember people hire professionals to write their resumes and organise their paperwork which means basing your judgement on this won’t guarantee you any much success. If you are doing phone interviews, extend to include face to face interviews or even dinner and lunch dates. These situations reveal so much more from your candidate list and can help you get a real deal.

It is important that the candidate hears from you with absolute honesty on your vision, expectations, as well as the organisation climate. If you are a project-based organisation, be open about it and if you value more hours on the job, it is critical that the candidate also knows.

Remember, your leadership style, your value system, and shared goals will go a long way into shaping your team and retaining talent. If you can’t do this at the organisation level, contact a recruitment specialist with a proven track record.