Economy | Industry Blog | Viewpoint Construction Software

Economy

Retaining Great Employees: 5 Strategies for Success, By Michelle Stedman, Director of Professional Services, BirdDog

Industry Poised for Growth & Change
In the latest FMI U.S. Construction Industry Talent Development Report, 53% of companies said that they are facing shortages in terms of skilled workers. Of those companies, 93% felt the actual number of skilled workers available was the reason for the shortage.

As the economy recovers and the construction industry works its way through 2015, businesses are faced with new challenges. Many organizations haven’t been proactively recruiting or retaining employees in an organized manner. Understanding 5 strategies to retain top employees will help you preserve the investments that you made in recruiting in the first place.

Retention Strategy #1: Retention Starts with Onboarding
Retaining your best employees starts on their first day. The Society of Human Resource Management (SHRM) reports that about half of hourly workers resign within the first four months in a position while half of senior outside hires resign within 18 months so you can see why a focus on onboarding is imperative.

BirdDog

Successful onboarding improves job satisfaction, lowers turnover, increases performance levels, reduces stress, and leads to better career effectiveness. Understanding and building an onboarding program around the answers to following questions are a great first step in developing your onboarding strategy:
• What is it that makes a person succeed in your organization?
• What are the norms that can blindside a new hire and isolate them from their colleagues?
• What processes are necessary for them to know?
• What information do they need in order to be successful?

What else do your new employees need to be successful? Start with this list and add to it. To get the rest of the strategies, download 5 TECHNIQUES TO RETAIN EMPLOYEES.

 

{ 0 comments }

BirdDog

Video interviewing is here to stay and is quickly becoming a staple in a modern construction recruitment strategy.

A recent OfficeTeam (a leading staffing service) survey conducted by an independent research firm, interviewed more than 500 HR managers at U.S. companies on whether video interviews are a part of their recruitment strategy. The survey found the percentage of HR managers using video interviews went from 14 percent to 63 percent in just one year. In addition, 13 percent of respondents believe their organization will use video more frequently to meet with applicants in the next three years.

Video interviews are happening today.

Whether you consider yourself low tech or high tech, there’s no reason to be intimidated by video interviewing. When you understand the ins and outs, you’ll quickly be on your way to putting video to work for you and your company’s recruitment strategy. Attend this webinar by Viewpoint Development Partner, BirdDog, to learn these 5 things:

• Embrace the “awesome” factor of video
• Save time with video interviewing
• Increase efficiencies
• Make better hires
• Stay EEOC (Equal Employment Opportunity Commission) compliant and use video at the same time

Interested? Join Michelle Stedman, Talent Acquisition Strategiest, for this compliementary one hour webinar and learn how to improve your construction recruitment strategy, save time and make better hires with video interviewing. Register today for this FREE webinar.

{ 0 comments }

{ 0 comments }

At the Las Vegas Convention Center next week is the World of Concrete where since 1975 they’ve been the only annual international showcase of the latest and greatest in concrete and masonry. If you’ve never been, it’s the perfect opportunity to see just how vast the industry really is.

[click to continue…]

{ 0 comments }

Profitable construction projects are the result of smart planning and process management. But even the best-laid plans can go south, taking your profits with them. Here are some pitfalls to avoid and steps you can take now.

Vision versus reality. Many projects start out with grand visions. Either in the time required to complete (optimistic) or the grandeur of the finished project. Make sure your vision – or your clients’ vision – matches reality from the beginning. And that everyone involved clearly understands both the vision and how you’re going to get there. Nothing destroys morale and relationships faster than failure to deliver the goods on time or live up to unrealistic standards.

[click to continue…]

{ 0 comments }