Who is a good construction recruiter?

Many construction recruiters position themselves by identifying 3 qualifiers for consistent results, their network, their years of experience, and their association to the construction industry. The reality is that this unfortunately doesn’t lead to placements unless they’ve developed a system and process to get there.

At Forge Construction recruiting, we realized that recruiting can be a partnership that gets consistent results or it can lead to huge failures and disaster of wasted time or mishires.

However, getting consistent results doesn't depend on past years of experience, a network of candidates, or industry experience.

Actually, everything hinges on the ability identify the needed skills, experience and culture to define what a "good candidate" is and to be able accurately define the opportunity to candidates.

Instead of hoping to get lucky that we find the right candidate, we've systematized our process of defining objectives from day one to get consistent results.

Before we kick off a search, we define 5 objectives to avoid failed searches or misfires:

1. Understand the role, responsibilities, & business context that clarifies what a "good candidate" is.
2. Develop a profile map based on needed skills & experience, potential challenges, culture, and growth potential.
4. Define EVP based on differentiated benefits, culture, and vision to present the role to candidates accurately.
3. Ensure hiring managers are aligned.
5. Define hiring timeline, process and responsibilities between parties.

Without clarity, results will never be consistent.