In today’s competitive construction industry, attracting and retaining the best talent requires more than just offering a job – it means understanding what top professionals truly value. Through extensive experience interviewing over 900 residential and commercial construction experts in the Greater Toronto Area (GTA), we’ve identified the core factors that drive their career decisions. These key insights, which we’ve captured in our “4 C’s to Career Consideration” framework, can be invaluable to any construction business aiming to attract and retain top talent. The four priorities are Commute, Culture, Career Growth, and Compensation. The Power of the 4 C’s Each of the 4 C’s represents a critical aspect of what makes a position attractive to skilled professionals in construction. While all are important, one element consistently stands out – Compensation. But before diving into why competitive pay is essential, let’s explore each C in detail. Are Your Salaries Competitive? Now, let’s talk about compensation in concrete terms. How do you know if your salaries are competitive? If your competitors offer better packages, you risk losing valuable employees and struggling to backfill those roles, often at a premium. This is where data-driven salary benchmarks become invaluable. With our 2023 Residential Construction Salary Benchmark, you can see where you stand in the market and adjust your pay structures to ensure they align with industry standards. By staying informed, you can preemptively address any compensation gaps that could impact retention. Stay tuned for our 2024 salary benchmark, coming in early Q1, to stay ahead of the curve! Attracting and Retaining Talent: We’re Here to Help Our experience as growth consultants has shown that hiring challenges in construction are not just about attracting talent – they’re about creating an environment where people want to stay and grow. If your company is facing difficulties with hiring, retention, or developing effective career paths, our team is here to help. We’re offering a free 45-minute hiring audit call to provide you with actionable insights tailored to your unique hiring needs. During this session, we’ll dive deep into your hiring and retention strategies and offer expert advice on how to strengthen your talent acquisition approach. Understanding and addressing these core elements is the first step toward building a resilient, talented team ready to drive your business forward. Contact us today to learn more about the 4 C’s to Career Consideration and secure the future success of your construction company.

In today’s competitive job market, companies are constantly on the hunt for top talent, often resulting in a barrage of recruiter calls and unsolicited applications. This reality recently hit home for one of our clients, who found himself overwhelmed after posting three open positions on LinkedIn. Almost immediately, the floodgates opened, and the calls from recruiters started pouring in. As he put it, “I’d be on the phone all day long just talking to recruiters if I had to answer all of those calls.” It’s a predicament faced by many hiring managers and HR professionals, especially those in leadership positions. With over 2,000 recruiters in Ontario alone, hiring managers receive an average of 9 to 11 recruiting calls per week. The constant phone interruptions can make it difficult to focus on strategic priorities, adding frustration to an already demanding job. This is precisely why posting your own jobs online can backfire, particularly if you’re a senior leader trying to manage time effectively. The decision to post job openings may seem straightforward, but it can come with unintended consequences that complicate the hiring process. Why It’s Better to Let Professionals Post Jobs for You There are several reasons why companies should consider outsourcing job postings to experienced recruitment partners rather than doing it themselves. When a job is posted online, it acts as a signal to recruiters that there’s an open opportunity, often leading to aggressive outreach. While some recruiters can be a valuable resource, many will contact you simply to add your open positions to their pipeline, resulting in numerous unqualified resumes and unwanted phone calls. By allowing a recruiting agency to handle the job posting, you gain a layer of protection from these interruptions. The agency can act as a buffer, screening applications, and only forwarding the most suitable candidates for consideration. This approach streamlines the hiring process, saves valuable time, and ensures that you’re only reviewing resumes that meet your criteria. Our Solution: 10 Free Job Slots for the Week To help alleviate the onslaught of unqualified resumes and recruiter calls, we’re offering a special promotion for the first 10 companies to respond. For the next week, we’re providing 10 free job slots on our website, with one slot available per company. These job postings will also be shared with our network of over 10,000 LinkedIn connections, providing extra exposure and increasing the likelihood of finding the right candidate. There’s no catch—simply send us your most challenging role to fill, and we’ll take care of the rest. We’ll post the job, promote it within our network, and provide you with access to a secret portal where you can view all the candidates who applied. This way, you get to review a curated list of applicants without being inundated by recruiter calls. A Collaborative Approach to Hiring We believe that hiring doesn’t have to be complicated. Our goal is to create an environment where everyone wins—businesses can find the talent they need, and candidates have a fair opportunity to showcase their skills. This free promotion is just the first step in fostering a more collaborative approach to recruitment. If you’re tired of dealing with constant recruiter calls and sifting through unqualified resumes, let us take some of the burden off your shoulders. Partner with us to simplify your hiring process and find the right fit for your team, without the hassle. Respond today with your job posting to claim one of the 10 free slots, and experience the benefits of professional recruitment management. Hiring can be straightforward, efficient, and, most importantly, stress-free when you have the right partner.

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: 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: 3. Get Hire Ready Are you prepared to start the interviewing process with clarity and confidence? We ensure you have: The Importance of Compliance and Systems Being Hire Ready also means ensuring your business is fully compliant and structured to grow. This includes: 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.

As business owners, we’ve all faced that heart-wrenching moment when we have to let someone go. Whether they were great employees who simply weren’t the right fit or hires that didn’t pan out, it never gets easier. Every time, it feels like a personal failure—like you made the wrong decision in hiring. But here’s the truth: No one taught us how to hire correctly. When you first started your business, there wasn’t a manual on how to manage people or make perfect hires. Most of us learned through trial and error, often relying on gut instinct to choose candidates who seemed like the right fit. And that approach? It’s not always reliable. Wouldn’t it be easier if hiring wasn’t a coin toss? You’re not alone in this struggle. In these times, new home sales have stalled, and we’re all doing our best just to keep things moving. Many of our clients are facing the same challenges—trying to keep staff engaged, balancing the lack of sales with the rising cost of doing business, and even dealing with halted construction projects due to sky-high interest rates and development charges. Are you finding yourself creating busy work to keep your team occupied? It’s a tough spot to be in. That’s why we need to rely on partnerships and resources to help each other through these challenging times. We’re here to support you in one of the hardest parts of this journey: letting go of an employee. Introducing our Outplacement Services. We understand that sitting across from someone and delivering the “unfortunately” speech is one of the toughest tasks a leader can face. But we can help make it a little easier. Our outplacement service allows you to provide your employees with a lifeline—access to a candidate portal where they can register for upcoming construction jobs and connect with opportunities. Once they’re registered, we’ll take it from there. We provide them with: It’s a win-win-win for everyone involved. We’re here to support you in making these tough decisions while ensuring your employees are well taken care of in their next steps. Feel free to reach out with any questions, or simply register with us today and let us help you navigate these challenging times.