Construction technology allows companies to build fast, smarter, reduce waste and increase productivity. As technology evolves, so does your workforce. The quality of your work is only as good as the team behind it. When you are hiring for con-tech roles, what are the dos and don’ts in recruiting the best candidates?
Plan: Like the construction planning process, you’ll need to interview people, evaluate resources, and prepare a budget for the role.
Interview Your Internal Team. Which employees currently use construction technology? Ask them to identify the skills needed for the role, and necessary certifications or training. Determine if the role should be full-time, part-time, or outsourced.
Evaluate Your Current Resources. Make a list of current construction technology in-house. Software’s, cloud-based systems, wearables, augmented reality, virtual reality, robotics, collaboration tools, predictive analytics, etc. Consider bringing in a technology consultant to help you evaluate which technologies you can integrate and which you can eliminate.
Identify Technologies You Will Use in the Future: Conduct a small-scale, short-term experiment that will help your organization learn how large-scale technology might work in practice. Hire an individual or small team that will test the effectiveness of a specific software, device, or program.
Hire a Recruiter with Industry Experience: The best way to drill down the perfect candidate or team for a con-tech role is to work with a recruiting company who has a pool of candidates already in the industry. Con-tech roles often attract candidates from an atypical professional background, so they are best filled when working with a human recruiter.
Forget to Sell the Role. Digital natives are intuitive learners. They value inspiration, imagination, ideas, and concepts. Give them a problem to solve and explain why the work is worth doing in the job description.
Forget Tech Jobs across Various Industries Were Already Remote-Friendly. Today, the tech labor market is saying it overwhelmingly prefers to work remotely, so plan accordingly.
Do It Alone. Skilled trades positions are some of the hardest to fill, but con tech is a specialty position, which requires extensive research, the right attitude, and special skills.
Ready to find your next con-tech talent?
Hiring the right individual to help you assess your current applications or incorporate new technology is critical to staying competitive in the construction industry. Pivot Workforce can help customize a recruitment plan specific to building a workforce that supports innovation through tech adoption. Hire smart from the start. Contact a Pivot Workforce recruiter today!