Construction Company Owners Share Their Best Hiring Experiences

Zaid's picture
Zaid Rahman
February 26, 2022

Data by LaborIQ by ThinkWhy indicates the potential for a 3.9% increase in job gains in construction and extraction occupations.

However, this growth may be hindered by a labor shortage. The Construction Labor Report Market shows that the construction industry needs over 2.2 million more workers to meet demands.

Now more than ever, having effective practices for sourcing construction workers is vital for construction companies. We’ve interviewed three construction companies to find out their best methods for hiring construction workers.

The Power of Platforms Like Facebook Cannot Be Underestimated”

Kyle Richards, the co-founder of Best Overland Park Painters, shared that some of their best hiring experiences occurred through social media job postings. Sourcing potential workers from social media platforms has risen in popularity over the years. One study from SHRM shows that over 84% of organizations use social media for recruiting purposes.

“The power of platforms like Facebook cannot be underestimated. When you go to groups like Overland Park Jobs and Kansas City Job Seekers, you won't fail to find great resumes being posted every day,” Richards shares.

With a large pool of applicants, narrowing down the best fit for your company can seem overwhelming. Still, Richards has developed an effective process for selecting potential workers on social media. 

“You'd be surprised at how many people actually respond,” Richards says, “Because there are a lot of applicants, my way to find the best fit is to chat with them one by one first. From there, I can usually narrow the selection down to two or three people that I would then meet personally.”

“Always Stay Open to the Option of Rehiring”

The construction industry was not spared by The Great Resignation in 2021, which has only added fuel to the fire when it comes to sourcing workers. However, the key to filling labor shortage gaps may be to consider rehires. 

“Always stay open to the option of rehiring your previous employee who already had experience in your organization,” advises Richard Fung, a co-founder of Forever Homes.

Limeade’s research on The Great Resignation’s impact on the construction industry shows 28% of construction workers quit their jobs without a new job lined up and 40% of construction workers simply left their jobs because of burnout.

There is research to back up the potential for considering rehires. One survey reported that 41% of workers are open to being a “boomerang employer” while 29% of respondents reported returning back to a previous employer.

“This is the best alternative method of recruiting the rest of the employees for your organization,” shares Fung, “But consider taking the employees who were great at work and had a good attitude.”

“We Have Had Great Success on Our Trips to Home Improvement Stores”

Based on hiring experiences shared by Thomas Borcherding, owner of Homestar Design Remodel, there may be some stock in hitting the pavement when it comes to hiring construction workers. 

“We have had great success on our trips to home improvement stores,” shares Borcherding, “Many quality installers simply do not look on job boards, but could always use higher pay or simply more work. While we are purchasing materials, we may notice installers also purchasing materials, or who have work trucks, and thus we engage in conversation.”

While this approach may seem less conventional than other hiring practices such as utilizing social media, studies show that 52% of the current construction force was born between 1960-1979. A more traditional approach to talent acquisition may help access some of this demographic that is less inclined to use social media.

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