Michael DeSafey | Executive Recruiter and HR Professional
Use Your Gut to Find, Retain, and Let Go of Talent
Use Your Gut to Find, Retain, and Let Go of Talent
In recent years, the demand for skilled labor in the construction, engineering, and environmental industries has far outstripped supply. With an ever-growing skills shortage and the rapid changes in what workers need to know to be successful, it’s more important than ever to use your gut when hiring new employees. The most successful organizations can identify and attract top talent, even in a competitive market.
To find and retain the best employees, employers need to be aware of the changing needs of the workforce and be willing to invest in their development. With the right team in place, any organization can reach its full potential.
As any successful business owner knows, hiring the right employees is essential to the long-term success of any company. However, identifying the right talent is only half the battle: it’s also important to know when to let go of employees who are no longer a good fit for your company. There are several signs that an employee may no longer be a good fit, such as consistently poor performance, difficulty getting along with others, or a toxic attitude. If left unchecked, these problems can have a negative impact on morale and productivity. While it can be difficult to let go of an employee, it’s often necessary to do so in order to maintain a healthy and productive work environment.
War for Talent
The “War for Talent” refers to the ongoing battle to attract and retain the best construction, engineering, and environmental workers. In light of the ever-growing skills shortages in these fields, it’s more important than ever to use your gut when hiring new employees. This means looking beyond qualifications and experience alone, and focusing on finding people who’ll be a good fit with your company culture. With the right team in place, you’ll be able to weather any storm and come out on top in terms of talent retention. So don’t be afraid to take a chance on that new hire—they might just be the one you’ve been looking for.
As any successful business owner knows, having the right team in place is essential to success. That means not only being able to identify the right talent when you see it, but also knowing when to let go of employees who are no longer a good fit for your company. Of course, making such decisions is never easy, but it’s important to remember that letting go of an underperforming employee can be just as important as hiring a top performer. After all, every member of your team has an impact on your company’s culture and bottom line. So if you find yourself with an employee who is no longer meeting your expectations, don’t be afraid to make a change. It may be just what your business needs to reach the next level.
Hiring New Employees
One way to make sure you’re making the best hiring decision is to use your gut. That means being able to identify the right talent when you see it. Of course, you’ll want to review resumes and conduct interviews, but it’s also important to trust your instincts. If you feel a candidate has the right skills and personality for the job, chances are that they do. Using your gut is one of the best ways to ensure that you hire the right person for the job.
Top Skills Employers Look for in New Hires
When it comes to hiring new employees, employers are looking for workers with the following skills:
- Communication: Workers need to communicate effectively during construction projects, which often involve many people and moving parts.
- Problem-solving: The ability to identify and solve problems is valuable in any industry, but it’s especially important in construction, engineering, and environmental work.
- Collaboration: Again, while working well with others is a key skill in any industry, it’s particularly crucial in construction, engineering, and environmental work.
- Creativity: Construction, engineering, and environmental work often involve problem-solving, meaning that workers in these fields need to be creative.
- Leadership: The ability to lead is a valuable skill in any industry, but especially in construction, engineering, and environmental work.
- Why Use Your Gut when Hiring New Employees?
- There are several reasons why you should use your gut when hiring new employees:
- You can’t always rely on resumes. A resume can tell you a lot about a person, but it can’t always give you the whole picture.
- You need to be able to identify the right talent when you see it. With an ever-growing skills shortage, it’s more important than ever to identify the right talent when it crosses your path.
- You need to know when to let go of employees who are no longer a good fit. The things workers need to know to be successful will change over time, so it’s important to know when to let go of employees who are no longer a good fit for your company.
The War for Talent is an ongoing battle to attract and retain the best construction, engineering, and environmental workers. As skills shortages grow ever more dire, it’s becoming increasingly important to use your gut when hiring new employees. This will not only give you a good employment record, but will also increase your talent retention.
Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.
How Great Leaders Mentor and Motivate Their Staff in the Construction, Engineering Industries
How Great Leaders Mentor and Motivate Their Staff in the Construction, Engineering Industries
It’s not enoLeadershipugh to have a vision for your company. You, as a leader, must mentor and motivate your employees to see that vision. They have to believe in you and your mission if you want to rise to the top of the industry.
How do you do it? It’s no accident. There are a few things all great leaders do, some of which are especially important to the construction, engineering, and environmental industries.
They Act the Way They Want Their Employees to Act
Forbes refers to it as demonstrating integrity, not just preaching about it. At Arkansas State University, “taking initiative” is one of the focal points of the Engineering Management program. If you want your employees to be kind, respect each other, make decisions, and follow through, you need to demonstrate that in your role as manager.
They Communicate
Research by the Chartered Institute of Building found that construction professionals consider communication to be the most important skill for a leader in the industry. First, it’s important to be able to clearly communicate what needs to be done. Then, you want to make sure you’re maintaining an open, friendly line of communication, so your employees always feel they can speak with you about issues or concerns. They need to find you available and willing to listen with no fear of judgment or ridicule.
They Encourage Growth and Development Among Employees
In a lecture at Monash University entitled The Role of Leadership for Environment and Sustainability, both formal and emergent leaders are mentioned. Formal leaders are those assigned to roles, like project managers; emergent leaders are people who take on extra responsibility and demonstrate leadership qualities. Both are essential to sustainability.
Therefore, as a formal leader, you have a responsibility and an opportunity to nurture leadership in your employees. They will be the ones to help you take the company to the next level. By taking an interest in your employees’ personal and professional growth and development, you show you care about them as individuals, not just as employees.
Forty-three percent of construction industry professionals indicated they were significantly influenced in their careers by a superior manager. What kind of influence do you intend to have?
They Take Responsibility and Give Credit Where It’s Due
Despite your best efforts, sometimes things go wrong. When you stand up and take responsibility for your role in a mistake, it builds trust among your employees. They know you won’t unfairly blame them to save your own reputation.
At the same time, a good leader doesn’t take credit for something his or her employees accomplished. Honoring the work they’ve done inspires them to continue.
They’re Flexible
No matter what industry you’re in, throughout your career you’ll be working on a variety of projects with a variety of personalities. For example:
Furthermore, that flexibility will allow you to change direction in a given project to achieve the best results, perhaps based on ideas or feedback from one of your employees.
They Show Their Appreciation
A little gratitude goes a long way. Making your employees feel valued is an essential leadership quality. This post talks suggests getting to know your employees and giving rewards for stellar safety records and other achievements, noting that “…showing gratitude for your workers can help your construction company’s bottom line” because, quite simply, happy employees do a better job.
This all comes down to one overarching quality: honesty. When you act with integrity, communicate openly, show your gratitude, and listen to your employees, they learn to trust you. When they trust you, they can follow you, and then you can lead the company where it needs to go.
Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com