Let’s face it—interviewing has been around for as long as we can remember. One of the first documented instances of structured interviewing dates back to Thomas Edison when he “hired” an associate. Edison received hundreds of applications, which forced him to come up with a series of questions to find the right candidate. Fast forward to today—what does Edison’s interview process have to do with your construction business?
The scary truth is that not much has changed since Edison’s time when it comes to interviewing, but the demands on businesses have changed dramatically. I believe that getting businesses “Hire Ready” requires much more than simply posting a job and hoping for the right person to apply. The old way of a few meetings, a handshake, and hiring on the spot puts your business at significant risk.
Here’s the reality: posting a job and praying for qualified candidates is a dying approach. If you want to outpace your competition, it’s time to think about hiring as more than just a one-dimensional process.
Why Does Your Business Need to Hire?
This is a question I often pose to construction owners. While you’re building structures, we take a step back and examine whether your business truly needs to hire right now. We are not just builders of projects, but builders of people, and hiring the wrong person can put your entire business at risk.
To avoid mis-hiring, we assess your business with three key steps to determine whether you’re truly Hire Ready:
1. Skill Gap Analysis
Before rushing to interviews, we help you conduct a thorough skill gap analysis. We ask the tough questions:
- What is the purpose of this role, and does it still need to exist?
- Can the role be broken down into 3 or 4 core areas of responsibility?
- Can someone on your current team be promoted or trained to take on this position in the next 60-90 days?
2. Select the Right Type of Hire
Next, we help you choose the best hiring method based on cost, liability, and where your business stands today. Consider these options:
- Full-time permanent employment with benefits
- Part-time employment
- Short-term contract
- Independent contractor
- Outsourcing to remote employees
- Hiring external consultants or experts
3. Get Hire Ready
Are you prepared to start the interviewing process with clarity and confidence? We ensure you have:
- Job descriptions
- An interview scorecard and structured questions
- A candidate tracking system (ATS)
- Access to 50+ job boards
- Team collaboration and input on the role
- A clearly defined interview process
- A desk and resources ready for your new hire
The Importance of Compliance and Systems
Being Hire Ready also means ensuring your business is fully compliant and structured to grow. This includes:
- HR systems and processes
- ESA (Employment Standards Act) compliance
- Offer letters and employee handbooks
- Policies and procedures
- Health and safety manuals
We’re Here to Help
That’s where Adams Limitless comes in. Cue the entrance music! We’re here not only to help you hire, but to help you become a leading employer where A-players want to work. Our goal is to bulletproof your people strategy so that 2,000+ recruiters won’t be able to poach your top talent. Your calibrated team of A & B players will feel valued and secure.
If you’re ready to set a new standard for hiring in the construction industry and attract A-players to your business on demand, we should talk. Book your free 30-minute hiring audit today, and let’s explore how we can help you build a winning team.
Be Bold. Be Limitless.
