The Importance of Using a Professional Recruiter to Find and Hire Exceptional Talent in Construction, Engineering, and Environmental Industries

In the highly competitive industries of construction, engineering, and environmental sectors, finding and hiring exceptional talent is crucial for success. However, the process of identifying and attracting top-notch candidates can be time-consuming and challenging for organizations. This is where the role of a professional recruiter becomes invaluable.

In this article, we will explore the importance of using a professional recruiter to find and hire exceptional talent in these industries. From their expertise in candidate sourcing and screening to their ability to streamline the hiring process, professional recruiters bring immense value to organizations seeking to build high-performing teams.

Access to a Vast Network and Industry Knowledge: Professional recruiters have extensive networks and industry knowledge, allowing them to tap into a pool of qualified candidates that might not be readily available through traditional job postings. Their connections and relationships within the industry enable them to identify and reach out to top talent who may not be actively seeking new opportunities. By leveraging their network, recruiters can significantly expand the candidate search and attract highly skilled professionals who are a perfect fit for the specific requirements of the construction, engineering, and environmental industries.
Expertise in Candidate Screening and Evaluation: Recruiters possess the skills and experience necessary to effectively screen and evaluate candidates. They thoroughly review resumes, assess qualifications, and conduct preliminary interviews to identify the most suitable candidates for the role. Recruiters are adept at identifying not only technical skills but also essential soft skills such as communication, problem-solving, and teamwork, which are crucial in these industries. Their expertise ensures that only the most qualified and competent candidates move forward in the hiring process, saving valuable time and resources for the organization.
Streamlining the Hiring Process: Hiring exceptional talent requires a well-structured and efficient hiring process. Professional recruiters have the knowledge and tools to streamline the entire process, from creating compelling job descriptions to managing interview schedules and reference checks. They act as a liaison between the organization and the candidates, coordinating interviews, providing timely feedback, and ensuring a smooth candidate experience. By managing the logistics and administrative tasks, recruiters enable the hiring team to focus on evaluating candidates and making informed decisions.
Confidentiality and Discretion: In certain situations, organizations may need to maintain confidentiality during the hiring process, such as when replacing a key position or expanding into new markets. Professional recruiters understand the importance of discretion and can navigate the hiring process while preserving confidentiality. They can handle sensitive information with utmost care and only disclose information to candidates on a need-to-know basis, ensuring the organization’s reputation and privacy are maintained.
Negotiating and Securing Top Talent: Recruiters are skilled negotiators who can facilitate the offer process and secure top talent for the organization. They have a deep understanding of industry standards, compensation packages, and market trends. Recruiters can effectively communicate with candidates, address any concerns or questions, and negotiate competitive offers that align with both the candidate’s expectations and the organization’s budget. Their expertise in negotiation ensures a smooth transition from the candidate’s acceptance of the offer to their successful integration into the team.
Time and Cost Savings: Partnering with a professional recruiter can save organizations significant time and cost in the hiring process. Recruiting professionals have the resources and tools to efficiently attract, screen, and evaluate candidates. By outsourcing the hiring process, organizations can focus on their core business activities while the recruiters handle the time-consuming tasks associated with finding exceptional talent. Additionally, the cost of a bad hire can be detrimental to an organization. Recruiters help mitigate this risk by thoroughly assessing candidates and ensuring they possess the necessary skills and cultural fit,

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.

Boss vs. Leader: Unveiling the Distinction in Construction and Engineering Businesses

In the construction and engineering industries, effective leadership is paramount to success. However, being a boss and being a leader are not interchangeable terms. This blog post aims to explore the fundamental differences between being a boss and being a leader within the context of construction and engineering businesses. We will delve into the qualities, approaches, and impacts of both roles to understand how they shape organizational culture, employee engagement, and overall project outcomes.

Authority vs. Influence: A boss typically relies on their position of authority to exercise control and demand compliance. They use their formal power to make decisions, assign tasks, and enforce regulations. In contrast, a leader focuses on influence rather than authority. They earn the respect and trust of their team through their expertise, communication skills, and ability to inspire. Leaders lead by example and motivate their team members to achieve their best.
Transactional vs. Transformational: A boss tends to employ a transactional leadership style, which centers around rewarding or punishing employees based on performance. They focus on meeting specific targets and enforcing rules to maintain discipline. On the other hand, a leader adopts a transformational leadership style, inspiring and empowering their team members to grow, innovate, and excel. They foster a collaborative environment that encourages personal and professional development.
Task-Oriented vs. People-Oriented: Bosses are typically task-oriented, prioritizing productivity and efficiency. They may overlook the individual needs, motivations, and well-being of their team members. Leaders, on the other hand, are people-oriented. They invest time and effort in understanding their employees, providing guidance, mentorship, and support. Leaders value the unique strengths of their team members and align their roles with individual capabilities for optimal performance.
Short-Term vs. Long-Term Focus: A boss often focuses on short-term goals and immediate results. Their decision-making revolves around meeting deadlines and achieving immediate objectives, sometimes overlooking the long-term consequences. In contrast, leaders take a more strategic approach, considering the long-term impact of their decisions. They envision the future, set clear goals, and inspire their team to work towards a shared vision of success.
Control vs. Empowerment: Bosses typically maintain tight control over their team members, dictating the how, when, and what of tasks. They have a top-down approach, stifling creativity and autonomy. Conversely, leaders believe in empowering their team members. They delegate responsibilities, encourage innovation, and trust their employees to make informed decisions. Leaders create an environment that fosters ownership, collaboration, and continuous improvement.
Impact on Organizational Culture: The leadership style employed within construction and engineering businesses significantly impacts the organizational culture. A boss-driven culture may breed fear, resentment, and disengagement among employees. It can result in high turnover rates and limited employee loyalty. In contrast, a leader-driven culture fosters trust, open communication, and a sense of belonging. It encourages employee growth, job satisfaction, and loyalty, ultimately leading to increased productivity and innovation.

In conclusion: the construction and engineering industries, being a boss is not synonymous with being a leader. While a boss relies on authority and transactional relationships, a leader inspires through influence and transformation. The distinction between the two lies in their approaches to authority, communication, employee empowerment, and long-term vision. By embracing leadership qualities and adopting a transformational style, construction and engineering professionals can create an environment that fosters growth, collaboration, and exceptional project outcomes.

The State of The Construction Industry: Employment Outlook 2024

The State of the Construction Industry and Employment Outlook for 2024

The construction industry is a vital economic sector that plays a significant role in economic growth and development. As we look ahead to 2024, it is crucial to assess the current state of the construction industry and explore the employment outlook for the coming year. This blog post will delve into the key trends, challenges, and opportunities shaping the construction industry, as well as the factors that will influence employment prospects in 2024

1. Growth and Economic Impact: The construction industry has experienced steady growth in recent years, contributing to economic prosperity and job creation. In 2024, the industry is expected to continue its upward trajectory, driven by several factors. One significant driver is increased infrastructure spending by governments worldwide to address aging infrastructure and support economic recovery post-pandemic. Additionally, population growth, urbanization, and the demand for sustainable and energy-efficient buildings will fuel construction activities.

2. Technological Advancements: The construction industry is undergoing a digital transformation, embracing advanced technologies that enhance efficiency, safety, and productivity. Building Information Modeling (BIM), robotics, drones, and augmented reality are revolutionizing construction processes, enabling faster and more accurate project delivery. The integration of Internet of Things (IoT) devices in construction sites improves data collection and analysis, enabling proactive decision-making and reducing costs. As technology continues to evolve, construction companies that adapt and leverage these advancements will have a competitive advantage in attracting skilled professionals.

3. Workforce Challenges: The construction industry faces a significant challenge related to the aging workforce. Many experienced professionals are approaching retirement age, creating a skills gap that needs to be filled by new talent. The industry must focus on attracting younger generations and promoting careers in construction through apprenticeships, vocational training programs, and educational partnerships. Moreover, diversity and inclusion efforts should be prioritized to ensure a more inclusive and representative workforce.

4. Green Construction and Sustainability: Sustainability has become a critical consideration in the construction industry. The demand for environmentally friendly and energy-efficient buildings continues to grow. With increasing emphasis on reducing carbon emissions and promoting sustainable practices, construction companies must adapt to meet these expectations. This shift towards green construction offers opportunities for skilled professionals specializing in sustainable design, renewable energy integration, and green building certifications.

5. Employment Outlook for 2024: Looking ahead to 2024, the employment outlook in the construction industry appears promising. The demand for construction workers, including architects, engineers, project managers, skilled tradespeople, and construction laborers, is expected to remain strong. The ongoing infrastructure projects, urban development initiatives, and sustainable construction practices will drive job opportunities across various sectors.

However, the availability of a skilled workforce will be a critical factor in meeting industry demands. Companies that invest in training and development programs, mentorship, and apprenticeship initiatives will have a competitive advantage in attracting and retaining top talent.

Additionally, the integration of technology will reshape job roles in the construction industry. Professionals with expertise in digital construction tools, data analysis, and automation will be in high demand. Collaborative and interdisciplinary skills, along with adaptability to technological advancements, will be essential for future construction professionals.

In conclusion, the construction industry is poised for growth and transformation in 2024. With increased infrastructure spending, technological advancements, sustainable construction practices, and a strong demand for skilled professionals, the employment outlook remains positive. However, addressing workforce challenges, promoting diversity and inclusion, and adapting to changing technologies will be crucial for construction companies to thrive in the evolving landscape. By staying abreast of industry trends and investing in talent development, the construction sector can continue to drive economic growth while providing rewarding career opportunities for professionals in the coming year.

Tips for Hiring New Graduates who will Succeed in Your Organization

The construction, engineering, and environmental industry is a great place for new graduates to start their careers. It’s a challenging and rewarding field that offers growth opportunities. However, it can also be challenging for new graduates to break into this industry. That’s why we’ve put together some tips to help you find and hire the best new graduates for your organization.

1) Use Social Media to Your Advantage

Social media is a great way to connect with potential graduate candidates. Use it to post job openings and reach out to new graduates who might be interested in working for your organization.

LinkedIn is a great platform to use when hiring college graduates. Many construction, engineering and environmental professionals are active on LinkedIn, so it’s a great way to connect with potential candidates.

When creating your job posting, include information about your company culture and what makes your organization a great place to work. This will help attract top talent to your company. Include a link to your company website in your job postings so that candidates can learn more about your organization.

Ensure that you’re clear about the qualifications and skills you are looking for in a candidate. This will help you weed out candidates who are not a good fit for your organization.

Be prepared to answer any questions candidates may have about the job or your company. Candidates will want to know what they can expect if hired, so be sure to have this information ready.

Be flexible with your start dates. Many new graduates will already have other commitments to juggle, such as school or other jobs. If you can be flexible with their start date, candidates will find it easier to accept your offer of employment.

2) Network with New Graduates

Attend job fairs and career fairs at local colleges and universities. This is a great way to meet potential candidates and learn about their skills and qualifications. Make sure you have business cards available, or some other way for candidates to contact you after the event.

Follow up with any promising candidates that you meet at these events—send them an email or give them a call to gauge their level of interest in working for your organization. If you know any new graduates looking for a job, reach out to them and see if they might be interested in working for your company.

3) Give Candidates a Chance to Shine

When interviewing college candidates, allow them to show off their skills and qualifications. Ask them questions about their experience and education. If you have any projects that new employees could work on, consider assigning them to these projects during the interview process. This will allow candidates to show you what they’re capable of and how they could be an asset to your organization.

After the interview, follow up with candidates to let them know you appreciate their time and their interest in working for your company.

4) Be Clear About Your Expectations

When hiring new graduates, set realistic expectations for their first few months on the job. Let them know what you expect from them regarding work hours and workload. Make sure they understand your company’s policies and procedures. Give them a chance to ask questions about their job, and answer any questions they might have about your expectations regarding their performance.

5) Offer a Competitive Salary and Benefits Package

When offering a job to a new graduate, be sure to offer a competitive salary and benefits package. Many new college graduates are looking for jobs that offer good pay and benefits. A competitive salary and benefits package will help you attract the best candidates to your company.

Be prepared to negotiate on salary and benefits if necessary. Many new graduates are willing to negotiate on these items to get the job they want.

6) Be Patient

Many new graduates need some time to adjust to the workforce. They may make mistakes at first, or have difficulty with some of their job responsibilities. Be patient with new employees—give them a chance to learn, grow into their positions and to improve their skills / knowledge over time.

Hiring new graduates can be a great way to bring fresh talent into your business. By following these tips, you’ll give your new hires the best chance to succeed in their new roles. If you offer them a bit of time and support, they’ll soon reward you with significant contributions to your company.

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.

Red Flags for Bad Hires! Nine Key Signs You’ve Hired the Wrong Person

Red Flags for Bad Hires! Nine Key Signs You've Hired the Wrong Person.

If you’re regularly interviewing job candidates, there’s no way around it: from time to time, you’ll make a bad hiring decision. Sometimes, it’s not until after they’ve been on the job for a while that you realize they’re not a good fit for the position. If you observe the following red flags, it may be time to start reflecting on whether they deserve another chance, or whether it’s time to let them go.

Bad Attitude

A bad attitude is one of the most significant red flags when it comes to evaluating your employees. No matter how seasoned, skilled, or stable the candidate might seem, someone with a bad attitude will not be able to hold their own in the workplace.

Poor Organization

A poorly organized employee will not be able to keep up with the work required. If they don’t maintain a current list of their files, for example, they might not even know if they have the correct files on hand. This will affect their work performance (as well as reflect poorly on your hiring skills). File organizing is even more important in engineering and IT because these fields rely on an up-to-date and functional file system. Bad organization on the part of an employee can lead to countless problems, so it’s vital to hire someone who can stay organized.

Punctuality

One of the essential attributes of any potential employee is their availability during working hours. Consider a candidate who looked good on paper, but can’t meet one of the most basic expectations laid out in their employment contract, namely showing up on time in the morning. Employees like these are clearly showing you that they don’t understand the requirements of the job or ignoring them; if you keep them on, you have nobody but yourself to blame.

Dismissed Feedback

Any employee who’s interested in improving their job performance will value good feedback. If a candidate refuses to accept feedback, that’s another sign that they may not be the best hire for you. This is particularly relevant when the feedback you provide is backed up by observations of their workplace behavior.

Inconsistent Communication

If a job candidate is constantly missing deadlines for submitting reports or making contact with you, this may leave you wondering whether they’re up to the task of being your employee. A number of factors can cause these inconsistencies, but it’s important to note that someone who’s easily distracted (and will therefore be likely to miss deadlines) may not be the best person for the role. Construction work, graphic design, and many other jobs require ultra-dedicated workers, so consistency is a must.

Numerous Mistakes

One critical aspect of any job is ensuring that your employees are doing what they’re supposed to do. If an employee has mistakenly performed tasks outside their job description, this can be a huge indicator that you’re about to have a bad time in the workplace. An employee who’s consistently underinformed or confused will cause problems that take valuable time and resources to fix—it’s always better to hire someone who is willing and able to do their job correctly.

Compromising Quality

If an employee lacks the ability to work to the standards your business requires, you will again be forced to put in more valuable time and effort to fix their mistakes. If you’re lucky enough to realize this early on, firing them before they do too much damage is the best option.

Lack of Commitment

This is another huge red flag. If an applicant doesn’t seem fully committed to the job you’re offering them, they may be a bad hire. Someone who struggles to stay interested in your company or position is unlikely to be a good employee. Working in an environmental field requires commitment, so if someone cannot commit to the job, be aware that they may not be a good fit.

Signs of Losing Interest

If a job candidate starts showing signs that they’re losing interest in the role, this may be a serious indication that they’ve already decided that your company is not for them. A bored employee can cause significant problems in the workplace. If an employee is struggling to get excited about their job, there may be negative consequences for your business.

Top 10 US Universities Known For Their Construction Management Programs

If you are looking to obtain a degree in a growing field, majoring in construction management would be a great decision. Construction management careers are expected to grow by 11.1% between 2016 and 2026, with a projected 448,600 jobs made available during this time frame. At $62,200 on average, the starting salary for a construction management career in the United States is attractive as well.

Ultimately, obtaining a degree in construction management can open many doors. Graduates can venture into many sectors, from drafter to electrician, to architect, to property or construction manager. The opportunities are nearly endless, and the job growth looks promising within the industry.

In 2019, approximately 3,375 construction management degrees were awarded to students around the United States, in many concentration areas that apply to a wide variety of positions. If you think that a construction management degree might be the right move for your career, see below the top 10 construction management programs offered in the United States.

California State University in Sacramento is a public university that offers a 132-hour cooperative construction management program, meaning you will gain real work experience before graduating. Tuition: $9,127.

Arizona State University in Tempe is a public research institution that offers construction management programs with four emphasis options: commercial building, specialty construction, concrete industry, and residential construction. Tuition: $13,007.

Purdue University is a public research institution in West Lafayette, Indiana. Its construction management program places a heavy emphasis on the importance of work experience and the degree’s business side. Tuition: $11,693.

Central Connecticut State University is a public university is based in New Britain, Connecticut. Its construction management program is a blend of field operations and advanced mathematics. Tuition: $14,852.

New York University is a research university located in the heart of New York City. With this program, you will have the opportunity to gain field experience at actual construction plots in the city. Tuition: $35,147.

Minnesota State University in Mankato offers both online and on-campus course options. Its construction management program provides every student with the opportunity to partake in a construction field internship before graduation. Tuition: $13,812.

Brigham Young University in Provo provides a construction management program that blends field experience with construction-related coursework. Tuition: $12,864.

Wentworth Institute of Technology is a trade school that offers 17 different bachelor’s degrees, all rooted in the STEM fields. This construction management program provides hands-on construction experience from day one. Tuition: $36,579.

Louisiana State University and Agricultural & Mechanical College is based in Baton Rouge, Louisiana. Its construction management program is heavily focused on the business side of the degree, offering core classes based on analytics, geometry, and finance. Tuition: $15,095.

California State University in East Bay offers an excellent construction management program that focuses heavily on the engineering aspect of construction management. Tuition: $10,758.

All these schools present a great construction management program with its own set of pros and cons. Visit each school’s website to learn more about their offer and to discover which school would best suit your career goals.

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 to Strengthen Your Organization By Hiring Talent

If you are looking to hire talent that performs well in the construction or engineering industry, you want to make sure you are not limiting yourself in the way you think about recruitment. Improving your recruitment strategy can help upgrade the level of talent that you are attracting and hiring. WeBuild Staffing is considered one of the nation’s leading staffing agencies and is dedicated to scouting high quality, industry-specific technical professionals. We are committed to finding exceptional employees, and you should be too. Do you think your recruitment strategy might be flawed? Here are some Dos and Don’ts that might help you identify issues.

Don’t…

Rely Too Much On The Interview

Interviews are essential to landing a job, but they not everything. The person you are interviewing could be having a bad day or display uncharacteristic anxious. Some people will also say anything to secure a job, and great social skills and interview performance do not guarantee they are the most qualified for the job. This is especially important in the construction and engineering industries, where the new hire will be performing specific and specialized tasks.

Do…

Make sure you consider the application as a whole, taking into account the candidate’s experience and any projects they have done, without letting yourself be blinded by the way —good or bad— in which they present themselves.

Don’t…

Feel Threatened by Someone More Qualified Than You

In fear that they might jeopardize their position, managers are often hesitant to take on someone with better skills or who seem more talented. However, this person could become a vital asset and improve your company.

Do…

Look at special certifications or skills that a candidate will bring that are not already available at your company. There is no such thing as being overqualified for the job!

Don’t…

Let the Job Description Misrepresent the Job

The term itself could be misleading; a good job description is in fact more than just a description. You cannot simply offer an overview of the job, and even a long explanation might be too broad, leaving your new employees to be caught off guard by some of the duties they are asked to perform.

Do…

Include a list of duties as part of the job specifications. Make sure you indicate exactly what skills and requirements are needed to attract the right talent and discourage unqualified individuals from applying. Put yourself in the shoes of someone looking for a job: wouldn’t you want to know exactly what will be expected of you?

Don’t…

Wait For The Perfect Candidate

Most employers want to find people who check every box. However, it is time-consuming and nearly impossible to find the perfect fit for every position. The longer you wait for a candidate who is exactly what you pictured, the more you are jeopardizing your team.

Do…

Keep an open mind about what you are looking for, and consider giving a chance to someone who shows potential and is eager to grow and learn. They can end up being a valuable team member.

Don’t…

Overthink References

While references are a key part of the hiring process and give an insight into whether a candidate is a good fit for the job, they are not everything. Job seekers are very likely to have gathered their references from people they knew would give them a positive review —often close friends as well as employers— and a good experience at one company doesn’t mean it will be the same for yours.

Do…

Use references as one element for consideration in the comprehensive process of forming your own judgement about the value a candidate can bring to your company.

Teamwork in Recruiting Build a Hiring Dream Team

Teamwork in Recruiting — Build a Hiring Dream Team

Recruiting is expensive and time-consuming. Whether you’re looking for entry-level laborers or top talent, employers can expect to spend thousands of dollars — and several weeks — searching for that one special recruit. One study published by the Society for Human Resource Management (SHRM), suggests it costs nearly $4,200 to hire one employee, and takes an average of 42 days of advertising and interviewing time to settle on one recruit.

It’s only natural that those numbers get bigger for mass hiring’s. While bulk advertising rates might lower the resources spent reaching out, every potential recruit will need to be interviewed and vetted. Depending on your organization’s pre-hire requirements (like drug testing), mass hiring can get costly.

In the construction and environmental industries in particular, organizations looking to hire entire crews at once will invest even more resources into recruiting and vetting.

That’s why the most efficient organizations put considerable thought into building an effective hiring team. Whether your business is large or small, your hiring team will be responsible for selecting the best candidates, and ensuring your recruiting dollars are well spent. This hiring dream team needs to know about the job at hand, have a solid understanding of HR topics, and be a terrific judge of character.

But it’s practically impossible to find a single person with all those qualities, so start your hiring dream team with the right hiring manager.

The Right Hiring Manager is the Foundation of Your Hiring Team

Whether you need one or ten, hiring managers need to work well with your HR department. It will be their job to:

Identify open positions or create new posts within your organization.
Craft accurate job descriptions that attract the best candidates.
Define roles and responsibilities for the rest of your hiring team.
Serve as the point person and primary interviewer throughout the interview process.
Give the final hiring approval (in some cases pending executive approval).
And sometimes negotiate the terms of employment, like wages, overtime and vacation

With all these tasks in mind, many firms prefer to select a hiring manager who has a background in human resources. If you’re hiring from within, look to your HR department first for the perfect candidate. Dependability is a must!

However, a background in sales and contract management could also be fruitful for the organization. Outstanding salespeople will have a knack for persuasion. This could be tremendously helpful in competitive hiring markets — if you can spare them from the sales department.

Once you’ve selected a solid hiring manager, flesh out the rest of the recruiting team.

The Rest of Your Hiring Dream Team

Depending on the company’s goals, your hiring team might need anywhere from one to ten support personnel. It helps to have at least one person who is extremely internet savvy in the modern employment marketplace. This person would be tasked with monitoring job boards, posting positions and earmarking the best potential recruits as resumes come in.

An administrative assistant could be a great addition too. This person should be able to schedule appointments, maintain a calendar for the hiring manager, and track down licensing and compliance issues as they arise. This way, your hiring manager can focus on legitimate candidates first.

Ultimately, your hiring team will be as unique as your organization. But it will undoubtedly need a chief, an internet performer and an administrator to get started.

Environmental Construction: 3 Functions of a Seawal

Environmental Construction: 3 Functions of a Seawall

If you’ve ever been to a coastal town, chances are good you’ve noticed they have a seawall. Sometimes they’re big and impressive, sometimes they’re smaller and more subtle, but they’re a common sight wherever the land meets the water. Those who don’t live near the coast, and who don’t have to deal with the moods of the ocean, may wonder why these seawalls are necessary, and why humans have been building them for literally thousands of years, now.

Well, a seawall serves multiple functions, and they’re one of the best methods we’ve found for getting the results we want. For example…

#1: Storm Protection

When severe weather begins ramping up, the coast is where the beating falls first. From gale force winds to full-on hurricanes, the normal, gentle waves can quickly be whipped into a hammer that can destroy buildings, wreck roads, and cause all sorts of damage. This kind of weather can also lead to flooding, both mild and severe. A seawall acts as a shield, preventing at least some of this force from making landfall, and diluting the blows of severe weather to help protect the community living on land.

This is also why different communities have different seawall designs. Seawalls may be curved, they may be in a stepped design, or they may have other, unique features. Sometimes they’re placed up on the land itself, sometimes they’re at the water’s edge, and sometimes they’re actually placed further out in the water, providing a break that protects both the land and a section of the water (often a bay, beach, or some other place where there tends to be a lot of traffic). These are often made with the weather patterns in mind, ensuring the seawall can do its job and weather the storms, according to Wise Geek.

#2: Erosion Control

Even when waves haven’t been whipped into a frenzy by inclement weather, they can still damage the coastline. Erosion is a real problem, and the more powerful the waves get, the bigger a problem it becomes. A seawall helps take some of the sting out of waves, ensuring that beaches, hills, and other coastal areas are preserved against this kind of damage as long as possible. In many coastal areas where conservation and reinvigorating the local wilderness are top priorities, seawalls are one of the best tools available.

Erosion is not just a beach concern, either. Docks and piers can also expect to see long-term damage from exposure to waves that individually were seen as harmless. A seawall prevents this damage, as well, allowing these other constructions to last longer than they would if they were simply left on their own to weather their contact with the ebb and flow of the water.

#3: Safer Waterways

In addition to protecting harbors, beaches, and land, seawalls also provide cover and safety for smaller waterways. This can be particularly important during periods of stormy weather, when everyone is trying to get safely away from open water. Even if the boats in question don’t have a regular berth in a particular waterway, protecting the access points provides safe havens, and helps avoid clogging caused by too many boats coming in too quickly.

As long as a sea wall provides a buffer between a waterway and the churning waves of the open water, it’s performing a vital function. Giving vessels breathing room to maneuver, find safety, and avoid damaging themselves, each other, and any land they might otherwise run afoul of is a particularly helpful use of these walls in communities where there are a number of personal (or even commercial) vessels.

Strong Walls Need Dedicated Professionals

Coastal real estate is always going to be in-demand, and as long as people live near the water there’s going to be a need for strong seawalls to help keep them and their homes safe. Civil engineers, construction professionals, structural engineers, and others are all requires to build these walls, install them, and maintain them against the ravages of time, and the pounding surf.

Even the strongest shield needs to be replaced from time to time, meaning that as long as there are people living within sight of the coast, there’s going to be a seawall somewhere that needs the attention of professionals to ensure it’s capable of serving its purpose.

How to Streamline the Labor Hiring Process in the Construction Industry

The U.S boasts one of the largest construction industries in the world. According to The Associated General Contractors of America (AGC), the industry creates approximately 1.3 trillion worth of structures every year. With over 7 million employees, it is one of the primary contributors of the economy. However, these figures have not stopped it from being plagued with a labor shortage.

According to a news article published by U.S News & World Report , there’s been a severe shortage of skilled labor to complete construction work. Managers were looking to fill over 225,000 construction jobs each month prior to the corona virus. What does this mean for you as a manager tasked with hiring new employees for your firm?

Labor shortages can significantly stall your projects and cost you much in losses. That’s why there’s a need to streamline the hiring process to ensure quality workers are available when needed. With this in mind, here are insights into how to improve the hiring process and counter labor shortages in construction projects..

Invest in Construction Apprenticeships

While there’s been a shortage of high-quality labor for construction work, there isn’t a shortage of young construction enthusiasts who are willing to learn. However, many companies don’t want to take this path and conduct on-the-job training. Unfortunately, if you want a constant supply of skilled, high-quality workers, you may have to invest in training.

Apprenticeships allow you to tap into the workforce pool and engage workers who either don’t have technical certificates or have less than two years experience. During training, the workers get hands-on skills while growing their expertise and knowledge in specific areas. Some of the things you offer training on include the following:

The various codes in the construction industry
How to use various tools and equipment
Safety rules, regulations, and procedures
How to work in a team
Communication skills

Workers who successfully complete the apprenticeships and perform exceptionally can be absorbed into the team as full-time or part-time employees.

Consider Hiring Subcontractors

The labor shortage can make it hard for you to find full-time or even part-time workers for your projects. In this case, it is a good idea to engage more subcontractors instead of opting for full-time employees. As a construction manager, the subcontractors report to you and not to your company. Also, they are responsible for their work.

One benefit of using subcontractors is that they come with their own skilled and semi-skilled workers. Thus, if the subcontractor is another company, they have workers to handle the work you’ve assigned to them. Besides saving you from a labor shortage, they also cater to their own benefits and insurance needs. The only downside is it may cost you more to hire a subcontractor than it would an employee.

Embrace Construction Technology

In today’s world where the young workforce is made up of millennials, you cannot ignore the power of this generation over the construction industry. Millennials are tech-savvy individuals who are looking for opportunities that incorporate what they know best — the use of technology. Thus, by embracing construction tech in your company, you can appeal to this generation and find quality labor for your projects.

It could be simple techs such as productivity tools for workers to sophisticated ones like drone technology, artificial intelligence, virtual reality, and 3D printing. Highlight the use of these technologies in your company profile and job offers to attract millennial talent. Besides getting the young workforce interested in your company, construction technology can go a long way in improving efficiency, cutting costs, and boosting the overall profitability of the company.

Streamline Your Hiring Process for Improved Productivity

Finding the right talent to join your construction team can be an uphill task amidst the current labor shortages. However, as a smart construction manager, you can leverage these insights and snatch the best talent from the already-strained pool of workers.

Are you unable to locate the best workers for your projects? At Webuild Staffing, we pride ourselves in offering the best recruitment services for your construction company. Contact us today for more details!

10 Unique Ways of Building Your Social Media Presence While Advancing Your Recruiting for Construction, Engineering or Environmental Professionals

Thanks to the advent of technology; social media platform is now significant in recruiting staff for the construction and engineering industry. Its importance is growing consistently, and other sectors also have embraced social media in finding its workers. According to a survey, 92% of recruiters worldwide use social media to find their best candidates for various positions. Statistics also indicate that companies which hire through social media increased from 82% in 2010 to 92% in 2015.

But finding the best talent in the construction or engineering industry is not easy. Often, the kind of workers you require in your firm may not be what the labor market has to offer. But building your company’s reputation on social media can attract the kind of candidates your construction or engineering company needs. It is, therefore, essential to develop your social media presence. If you are wondering how, then continue reading for insight. You will also get to know how to advance your career as you develop your social presence. Here are the methods;

#1. CREATE AN ONLINE REPUTATION FOR YOUR COMPANY

Always consider the relationship with your customers when creating your social media presence. Try to establish yourself as an authority in the construction or engineering industry and become active online. As a result, you will enjoy not only effective recruitment but also the right candidates. Potential employees prefer specific social media platforms; ensure you get active on such channels.

#2. CHOOSE THE RIGHT PEOPLE TO CONNECT WITH

Connect with the right persons such as the experts and leaders in the construction and engineering industry. Relate with people having a niche specialization. Communicate authentically and appeal to their tastes and preferences. As a result, you will attract not only the right candidates for your job but also business partners.

#3. STREAM LIVE VIDEOS

Social media such as Periscope offers businesses and individuals an opportunity to engage with professionals and candidates in their industry. You get to stream and converse live with your audience.

#4. USE THE RIGHT HASHTAGS

Hashtags increase your message scope in social media like Facebook, Twitter, or Instagram. Identify those hashtags that most job seekers prefer following, and especially those in the construction or engineering industry.

#5. HAVE A PROFESSIONAL LINKEDIN PROFILE

Many candidates use the LinkedIn Profile to look for jobs. It is, therefore, logical to have your business LinkedIn profile updated.

#6. HAVE AN INSTAGRAM ACCOUNT

You don’t have to get strict and very serious on your hiring, add some fun on the table! Display pictures of your workplace and what you do. Potential candidates might get attracted.

#7. SEEK HELP FROM YOUR EMPLOYEES

Ask your workers to help in your recruitment process. For example, they may recommend great candidates or post adverts on their social media platforms.

#8. ADVERTISE ON SOCIAL MEDIA

Both paid and free social media adverts work out great in generating the kind of candidates you require for your company.

#9. BECOME INNOVATIVE IN ENGAGING POTENTIAL CANDIDATES

Use social media to engage your potential candidates continually. For example, through video calls or sharing of useful content.

#10. USE OF SOCIAL MEDIA TO CHECK ON CANDIDATES

Some candidates may not reveal all about themselves and previous experience, but you can get a lot of useful information on their social media platform.

In Summary

The above-mentioned methods will not only build your social media presence but also help in advancing your career. If you have no time for recruiting, seek professional help.

Artificial Intelligence Advancements In Professional Staffing

Artificial Intelligence (AI) has permeated everyday modern society. Professional recruiting and staffing firms are embracing the benefits that AI can lend to their organizations.

Advancements in Artificial Intelligence

Springer Publishing’s book Intelligent Techniques in Engineering Management cites AI strides of particular benefit to recruiting have been focused in the areas of:

Candidate searches utilizing knowledge-based search engines.
Resume Data Acquisition.

The Society for Human Resources Management article entitled, Recruiting Gets Smart Thanks to Artificial Intelligence recognizes the integration of artificial assistants and video interviewing. These AI Assistants communicate using natural language protocols. They not only ask questions but also provide answers to candidate inquiries. Less visible is the AI ability to locate and qualify passive candidates. Simply put, passive candidates are people being considered for a position but are not actively seeking a job. Artificial Intelligence can filter out the candidates who are most likely to engage in the recruitment process.

AI Utilization in the Recruiting Industry

Artificial Intelligence is most commonly associated with interactive avatars and virtual assistants, important tools to be sure. However, the strength of AI lies in its ability to gather and quickly analyze massive amounts of data. Imagine sifting through thousands of applications with precise scrutiny in a matter of minutes. AI has the capability to trend and perform pattern analysis. Recruiters use this data extrapolation power to the best advantage of job seekers and employers.

The top professionals in the construction, engineering and environmental industries are in high demand and short supply. Companies looking to hire them understand this all too well. Recruiters know that delivering the best candidates makes them highly sought after. That’s why they see the passive recruitment aspect of Artificial Intelligence as extremely useful.

AI Effects on Recruiting Construction, Engineering and Environmental Professionals

Artificial Intelligence is overwhelmingly beneficial to recruiters. Staffing agencies that incorporate AI technology are seeing immediate benefits. The number and types of software platforms are impressive and increasing rapidly. These are some of the most common types of software and their uses:

Virtual Assistants – Talks to clients, answers questions and provides status updates. Some of these programs can autonomously schedule appointments and interviews.
Video Interviewing – Aside from the obvious, this software often comes with voice analytics covering word choice, cadence and tone.
Passive Candidate Identification – Identifies candidates who are not actively job hunting but have been selected as solid recruiting prospects. Opening a recruiter’s candidate selection pool immensely.
Data Collection and Interpretation – Acquires and rapidly sifts, sorts, trends, selects and gives recommendations.

Staffing agencies that employ the use of AI software are equipped with several advantages:

Increased candidate search capability.
Increased access for clients and candidates, 24-hour access in some cases.
Research, Acquisition, Interview and Hiring process streamlining.
Cost and time saving.
Enhanced data collection, assimilation and interpretation.

As artificial intelligence is increasingly woven into the fabric of modern staffing, the beneficial effects come to light immediately. Artificial Intelligence in recruiting engineering, environmental, and construction professionals is introducing new paradigms. Tasks that now consume a recruiter’s time will be eliminated or taken care of by AI. This will enable the staffing firm to prioritize its goals and sharpen its focus in ways that augment these new paradigms. Artificial Intelligence will make the process of recruiting construction, engineering and environmental professionals better, faster and smarter. For the candidate AI assists the staffing agency match them with opportunities that are closely aligned with their talents and goals. For employers AI helps the agency expeditiously find and deliver the best talent to match the needs of the employer.

Reaching Qualified Applicants in the Construction

Reaching Qualified Applicants in the Construction and Engineering Industry

Finding the right individual to fill a role in any industry can seem overwhelming, to say the least. It can take months of receiving and reviewing applications, interviewing potential employees, and posting advertisements online to find the candidates that best fit the role your company needs to be filled. When working in an industry such as construction or engineering, which require specific skill sets and methodologies, it can be more difficult. However, one of the most important aspects of attracting the most qualified applicants is in the way you create your job postings and advertisement

There are a variety of ways to approach advertising jobs within your company – and finding someone who will fit the expectations of your career path is one of the most important things you can to do ensure your company’s success. Below, we review a variety of important methods to successfully drawing in the most qualified applicants for all positions within your company.

Rethink Where You Post Job Opportunities

Culturally, we have moved to the age of the internet. In fact, there are entire websites dedicated to finding positions in specific industries, based on individual interest. Gone are the days in which individuals applied in person for positions. Instead, many individuals will look online for job postings. The medium through which an individual sees the job posting is going to be one of the most important factors, at the end of the day, to find your ideal applicants.

Furthermore, attending job fairs is another way to find applicants. Career-specific job fairs, like those that are often hosted at colleges, are a great way to find applicants who are new to the field and looking for opportunities. Additionally, job fairs provide both you, as the employer, with an idea of the employee pool, and provide applicants with the ability to develop an initial impression – and therefore, potential interest – of your company.

Do Away with Deal Breakers

Often, one of the things that will drive potential employees away from jobs are the deal breaker requirements. We all understand, there are certain positions that require certain skill sets. However, demanding that an employee have at least 5 years of experience as a high-level engineer with a masters degree in mechanical engineering may drive away potential employees who are highly skilled. Therefore, it is important to consider what your absolute necessities are – provide that in the description of your job posting.

Limiting your requirements will bring in more applicants who are genuinely skilled in the field. Often, individuals will not apply for a position whose job description makes them feel unqualified to do the work. Therefore, listing what is a requirement, and what may be “preferred” will encourage potentially excellent employees to apply for positions that they may not have otherwise applied for.

Think of the Posting from an Applicant’s Vantage Point

Putting yourself in some else’s shoes can be difficult, to say the least. However, it can be one of the most beneficial things you can do for your company to ensure qualified, skilled applicants are applying to your positions. When reading a job description, many individuals will look first at the requirements of the job, and then read the description. If they feel that they meet the requirements, they will review the expectations and duties of the role.

This is where you should consider the audience, you’re attempting to attract with your job postings. For instance, jobs whose description dictate that employees may receive little to no time off initially are less likely to attract potential employees, especially in the day and age in which individuals are looking for more personal freedom from work. Furthermore, having bleak job descriptions that make the work sound tedious will reduce the overall number of applicants you receive for the role.

Be Welcoming!

This is, in many cases, one of the most important aspects of creating successful job postings. With the new job force graduating college and developing career paths, in many cases, these new employees are looking for a job environment in which they feel appreciated. Presenting your company as one that wants to include and welcome employees will encourage individuals to apply, and often bring in talented employees.

Ultimately, the best way to find qualified individuals to fill roles in fields as demanding as engineer and construction career paths is to consider the expectations of the roles you are posting. Provide warm, welcoming introductions to these roles, and consider the development of the workforce presently. Combining these factors together, you will have far more success in recruiting individuals who are talented and prepared to take on the task at hand, ultimately improving your workplace.

An Overview of the Water Resources Industry – Professionals are in Demand

Manpower shortages have been forecast for the water resources industry conservatively since 2005. The American Water Works Association 2018 Status of the Water Industry report gives a grade of 4.7 out of 7 to the industry overall. The workforce was assigned a 4.1 rating. As these forecast are being realized, the workforce picture continues its downward spiral. The Florida Rural Water Association Workforce Needs Assessment cites a declining number of science and technical degrees and retirement as some of the reasons for the shortfall of engineering professionals. That assessment also references a growing trend for college students to choose non-technical degree fields.

Other reasons for low staffing levels are due to a lack of awareness. Many people in the water resource industry did not enter it purposefully. Often they become aware through friends or experts in career guidance. The industry however, has a large number of entry paths and is ripe with advancement opportunities.

The Employers

The Water Resource Industry is widespread and covers a broad swath of engineering disciplines; Civil, Construction, Environmental, Electrical, Mechanical, and Design Engineers to name a few. This diversity results in the industry being made up of many different types of companies:

Engineering firms, especially those specializing in design, construction, hydraulic modeling, environmental consulting, chemical and process engineering.
Public Utilities and Public Works departments employ numerous engineers who have specialties in water production, wastewater treatment, construction or maintenance. Project management experience is a plus. Many municipalities have paid internships. These internships are usually not well publicized.
Large Water Treatment Facilities (both private and municipal) employ civil engineers, treatment plant managers, water quality managers, as well as a multitude of consultants and contractors.
Membrane Filtration companies, electric cooperatives, and chemical plants are also seeking professionals to fill vacancies.

The concern for sustainability initiatives and the implementation of green processes continues to grow. In response, many municipalities and private sector entities are creating entire departments to help address these environmental issues.

Career Opportunities

The industry offers many opportunities for engineers and other technical professionals. Hydraulic modelers, Design, Civil, Chemical, Environmental and Project Engineers are in demand. Utility Directors, Assistant Directors, Junior Engineers, Chemists and Plant Managers are being sought nationwide. Companies need Water Resource Engineers, Water Resources Technical Managers and Engineers skilled in biological processes.

Industry Trends

Forecast trends do not show the gap decreasing. In fact the opposite is true. Trending points to an increase in manpower shortfalls.

Staffing Firm Advantages

The Water Resources community strives to strengthen its recruiting efforts through various committees, outreach programs and staffing agencies. Using the services of a top notch staffing firm will afford you many advantages. These firms have the resources and professional network connections that open doors to opportunities you can’t find through a Web search.

The best firms are intimately aware of the career progressions and paths that lead to hiring. They know the qualifications employers are seeking. Often an employer will bring a candidate on board knowing they will be able to achieve a particular qualification. A tier one firm will be able to accurately represent your accomplishments, goals and worth to prospective employers.

A few of the most valuable advantages that a premier Staffing Firm offers is that they are invested in you and view your career as unique. They also recognize that a best fit scenario is a win for both you and the employer.

5 Steps to Successful Employment Offer Negotiations

Many job candidates in the construction industry fail to negotiate when they receive an employment offer. Failure to engage in employment offer negotiations typically stems from an applicant’s lack of negotiation skills, fear of rejection, or worry that attempts to negotiate will anger a hiring manager. Construction and engineering professionals should arrive at the negotiating table armed with current salary data and a summary of their special skills. Below are five tips designed to help professionals in the construction and engineering industries successfully engage in employment offer negotiations.

1) Do your research. Arrive at the negotiating table armed with the latest statistics and salary trends in the construction or engineering industries. Make sure that the data you reference possesses the following attributes:

Citing data from the past twelve months will help your case.
Statistics and salary data that you cite should correspond to the position you seek and your qualifications.
Cite data from credible sources such as the U.S. Bureau of Labor Statistics

2) Have your brag book on hand. Do not be afraid to remind employers of your accomplishments, awards, and notable projects you managed. You should also reference any contributions you have made to your local community. Summarize your professional achievements and activities in an organized format that will delight employers and enhance your odds of securing your dream offer.

3) Highlight your special skills and certifications. When you negotiate for additional compensation or job-related perks, you need to be ready to justify your value as an employee. Examples of relevant certifications or special skills that would help your negotiation efforts include the following:

Certified Construction Manager (CCM)
Certified Professional Construction Certification (CPCC)
Construction Engineering Certification

Be prepared to compromise. Ideally, you will succeed with your negotiations. However, there is a chance that an employer will reject your request or present a counteroffer. Remember to respond gracefully regardless of the news that you receive.

5) Follow up. It is unlikely that you will receive a confirmed offer immediately after you finish negotiating with a potential employer. In most cases, hiring managers will require time to finalize a decision and prepare an updated offer. In the interim, follow up with the employer to express your appreciation for considering your request.

Do not enter approach employment offer negotiations without a strategic plan. By following the tips above, you can increase your odds of success at the negotiating table and receiving the employment offer that you deserve.

Superintendents are In Demand: Is It the Position for You?

In the current employment landscape, construction professionals are in sort supply. If you’re interested in becoming a project superintendent, now is the time to put together your resume, build your skill set, and put yourself out there. There are project superintendent jobs waiting on you!

What Are the Skills a Project Superintendent Really Needs?

As a future project superintendent, you want to make sure you have the skills you need to be successful in your industry. These include:

The ability to schedule and coordinate a variety of subcontractors and other vendors who may need to work on the job site.

Management skills, including supervising both members of your team and subcontractors.
A basic understanding of most common construction methods and practices so that you’ll be able to help your crew finish up and determine whether or not subcontractors are performing their jobs correctly.
Checking the quality of the work that’s been done on the job site in order to ensure that the client is getting the high quality they expect from the company.
Paying attention to the costs associated with the project in order to ensure that it remains under budget while still providing high client satisfaction.

Are You a Good Project Superintendent?

If you’re thinking about becoming a project superintendent, it’s important that you know whether or not the position is a good fit for you. The last thing you want is to end up in a job that you’re unable to do properly, especially with an entire job site resting on your shoulders! Ask yourself these key questions if you’re considering pursuing a job as a project superintendent.

Am I a people person? As a project superintendent, you’ll need to work with a variety of people on a regular basis. You’ll interact with clients, subcontractors, and contractors. Instead of spending your entire day working with your hands, you’ll spend a large percentage of it interacting with people. Are your people skills up to the task?

Am I able to think quickly and solve common problems found on construction job sites? From knowing how to respond to an unplanned visit from OSHA to problem that has the potential to put your entire project behind schedule, you need to have substantial problem-solving skills when you’re working as a project superintendent. You become the go-to problem solver for every member of the team, and you need to be able to provide them with answers. Even when you don’t have those answers, you need to know who does!

Am I a good leader? People skills are one thing. It’s another thing entirely to be the person responsible for motivating and inspiring your team. Do you possess the necessary leadership qualities that will enable you to evaluate your team’s strengths, put people in the right positions to make the greatest benefit for the team as a whole, and improve your team’s morale when things aren’t going well?

Am I organized and able to juggle multiple tasks on a job site? As a project superintendent, you’ll be responsible for coordinating the efforts of everyone on the job site and ensuring that everything is done–and done correctly. If you don’t have the organizational skills to make that happen, you’re going to struggle with your job sites.

Do I know how to evaluate the quality of the job that’s been done? If you haven’t been in construction long or have never worked outside a very specific skill set, you might not know how to evaluate the quality of the work your subcontractors have produced. Make sure, before embarking on your journey as a project superintendent, that you have a basic understanding of how to tell the difference between quality work and subquality work in every subcontractor you have the potential to deal with.

Working as a project superintendent is a highly rewarding career that allows you to take your construction skills to the next level. If you have the necessary skill set, it’s time to start putting the pieces together and apply for a new job. You could be the one in charge of the job site before you know it!

Tough Job Interview Questions You Should Be Asking

As a hiring manager, there several things you want to know about potential candidates. You want to know that they’ll be hard workers, that they have the skills required for the position, and that they’re bringing a great attitude to your workplace. There are some questions that are hard to ask when you’re sitting in an interview–and hard to answer when you’re sitting on the other side of the table–but these tough questions are critical to getting to know your candidates.

1. What salary range do you expect from this position? Whether you’re working for an environmental firm or a construction company, you want to set this question on the table early. Your goal is to get the candidate to name a number–hopefully a lower number than the amount you’ve got budgeted.

2. Why are you leaving your current position?
This question puts the candidate on the spot, but it will also tell you a lot about their personality. There are several key things to look for in the answer:

• Does the candidate list things that are equally common in the position they’re applying?
• How does the candidate talk about their former employer?
• Does the candidate have a laundry list of complaints from their previous jobs?
• Is the candidate positive about new career opportunities with your company?

3. Have you ever been fired or laid off from a previous position? Why? Ouch! The best candidates may have stories about past failures that led to them being laid off–and those stories are things you need to know about them before you hire them. If you’re going to ask this question, however, be sure you give the candidate an opportunity to prove the changes they’ve made as a result of being fired in the past. For example, a construction worker who was guilty of slacking off on job sites in the past might have become an exemplary worker since then. An engineer who was always late might have developed new habits so that they’re always the first one at a meeting. Give candidates room to grow, but understand their past failures, too.

4. Why should I hire you? Some candidates will go blank when they hear this question. Asking it, however, will give you a look at how the candidate views themselves and how they’ll perform in the position. How you ask this question, from your tone of voice to your body language, will help set the stage for the candidate’s answer.

5. What do you need, other than money, in order to ensure your job satisfaction? This is the candidate’s opportunity to tell you what they’re really looking for in their dream job–and your chance to learn whether or not your company can provide it. If the candidate’s expectations are far too high for your firm to reach, they might not be the right one for your open position.

6. Imagine giving your last boss a performance review. What do they need to improve? The candidate’s answer will give you a good look at their personality. It’s not information about the boss you’re looking for; instead, you’re looking to see what the candidate expects in a boss and how they handle things that they don’t like in a person.

7. What is your greatest weakness? Every candidate has a weakness. Most of them will try to give you an answer that they don’t see as being a true weakness. The best candidates, however, will give you a look at how they’re learning to overcome those weaknesses or how they have turned them into strengths.

Asking the right questions in a job interview is just as important as knowing what answers you’re looking for. Ideally, you want to ask questions that will help you learn more about the candidate’s deeper personally. The best questions will catch them slightly off-guard, without a prepared answer at hand. As you delve into those questions, you’ll get a solid look at what’s really behind a candidate’s interview persona–and that will go a long way toward helping you make hiring decisions.

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

7 Ways to Be a Great Construction, Engineering, or Environmental Industry Mentor

Young professionals in the construction, engineering, and environmental industries who are serious about rising to the top of the profession will seek a mentor to guide them through their education and early career. A good mentor can provide insight into the industry and help these young professionals find the opportunities that will develop their skills and expertise.

This article speaks specifically about the importance of mentoring in the construction industry, and why it’s critical “…to invest more heavily in the success of the youngest ones among us—personal, one-on-one mentoring…to identify potential and encourage professional development.”

The author shares how the one-on-one attention he received throughout his career brought him to where he is today. In this interview, a construction project manager says that mentoring was key to keeping her in the industry, and she suggests it as a method of retaining top talent.

Becoming a mentor is a privilege, but it’s also an opportunity. You might find yourself connecting with some promising talent that you can bring to your firm, or if your mentee is already at your firm, you have the opportunity to guide him to a position that will benefit the entire company. It’s a job that should be taken seriously. Here are seven tips to help you be a great mentor.

Be Honest

Do you really want to be a mentor? Is it inspiring, or do you feel like it’s a hassle? To be a great mentor, you have to want to be a mentor. If you don’t feel you can offer your mentee what she is looking for, don’t agree to the position.

Be Clear About Expectations

Each mentor-mentee relationship is unique. Some mentees might want to pick your brain once over dinner. Others will meet with you regularly for years. The Environmental Leadership Mentoring program at Yale University requires that you “…outline the structure and expectations of the relationship” and “work with your mentee to set professional goals for the year.”

This Journal of Extension article confirms that having clear roles and responsibilities and clear long- and short-term goals are important to a healthy mentoring relationship. If you’re not both happy with the arrangement, you’re both better off finding a new partner.

Know Your Focus

A young anthropologist is best matched with an experienced anthropologist, not an oceanographer. Make sure your mentee has goals that line up with the career path you’ve taken so you can best mentor him along that path.

Ask and Listen

Even if you’re in the same field, your mentee might not have the vision of his or her role in the industry that you do. Listen to what your mentee has to say not only about her career, but about her family, hobbies, and other priorities. Getting to know your mentee as a person and as a professional will help you guide him toward the education and opportunities that best suit him.

The Center for Construction Research and Training shared the results of this study, which listed “Is a good listener” as the most important quality in a mentor in the construction trades.

Find Unique Opportunities for Your Mentee

Use your knowledge and connections to help your mentee find classes, seminars, and other opportunities she might not be able to find on her own. You don’t need to call in any favors; simply keep an eye out for ways to help your mentee advance her career. EPICS in IEEE mentions how mentoring can help young engineers expand their networks.

Share the Ups and Downs

This goes for your own career as well as his. Don’t hide your mistakes or regrets, past or present. Tell your mentee about the times in your career when you wish you had done something differently. “Willing to share negative information” was the second most important quality in a construction mentor as shared by CPWR.

Take a look at the major issues in your industry. In construction, help your mentee consider what can be done about the lack of qualified workers. In the environmental industry, examine the challenges of building a successful business while protecting the environment. All three industries need professionals who are ready to tackle the added complexities of new technology and environmental sustainability.

At the same time, remember to share your own career highlights, and celebrate with your mentee when he passes a class, gets a promotion, or lands his first major client.

Set the Bar High

Conduct yourself, personally and professionally, in the way you’d hope to see your mentee emulate. This goes for your own projects and continuing education as well as how you run a meeting, talk about clients when they’re not there, and relate to your co-workers. Your mentee is definitely watching.

Being a great mentor can be as rewarding for you as it is for your mentee. Seek opportunities to serve as a mentor within your own firm or through a local university. For example, many universities, including the University of Arkansas, Iowa State, and Penn State, have specific mentoring programs for their engineering students. Be open to those who approach you for mentoring. You might even consider starting a mentoring program within your organization to build a strong team of motivated professionals for your company.

The Environmental Industry in 2017: Recent and Forecasted Growth

As we approach the end of the decade, the once-fledgling environmental industry has grown into an indispensable source of jobs worldwide. By looking at recent trends in the industry, we can project what job opportunities will emerge in 2017.

Sustainable Energy

The renewable energy industry provided almost 10 million jobs worldwide in 2016 and is expected to surpass 10 million this year. A closer look at the breakdown of the renewable energy sector shows that we can expect most of the growth to manifest in wind and photovoltaic (solar) power production.

Although recent political developments in the United States may stall the growth of the renewable energy sector in the United States, the United States of America represent less than ten percent of the global renewable energy industry. This likely means that political hangups will have little effect on the global trends in renewable energy jobs creation.

Land and Resource Management

Protection of US land and natural resources continues to be a priority. The trump administration has proposed almost $1 billion in funding for the United States Geological Survey in 2018 (USGS) with emphases on core science systems and research methods, ecosystems research and restoration, water resource management, and land resource management.

If congress follows the guidelines laid out in this budget proposal, the USGS alone could provide thousands of jobs in the resource management in the end of 2017 and in early 2018.

Urban Planning

As the world population surpasses 7.5 billion, urban centers are growing rapidly. Top universities are offering state-of-the-art programs in the field of modern urban planning to address the rapidly increasing need for urban planners. Conferences on the topic of urban planning continue to shed light on the diverse set of skills needed to address the needs of urban populations in the coming years, including big data and advanced computer technology and applications to optimize the functionality of cities as they approach critical population levels.

As the field continues to diversify, it is difficult to quantify exactly the current number of jobs and the expected rate of growth for urban planners and developers. However, the need for innovative thinkers and experts in a wide variety of fields is growing evident as urban centers grow at unprecedented rates.

The Growing Need for Efficiency and the Role of Technology

As the global economy continues to grow in most sectors, the need to optimize the use of resources is growing more important by the quarter. Many big players in the technology industry are now getting involved in the rapidly growing environmental industry. This means that tech opportunities for software developers are emerging in unexpected places in the sustainability trade.

If you are a developer with a passion for the environment, now is an exciting time in the world of green tech. Opportunities will continue to appear as 2017 marches on.

The Environmental Industry in 2017

The world is busy at work optimizing our planet’s limited resources for the rapidly growing population. This plain fact is the closest thing to a guarantee that the environmental industry will grow significantly in 2017, into 2018, and indefinitely into the future. There’s never been a better time to look for a job in this essential industry!

7 Steps To Create A Marketing Plan For Your Career In the Construction Industry

7 Steps To Create A Marketing Plan For Your Contracting Business the construction industry is vital to surviving in this competitive marketplace. A marketing plan is your own customized “roadmap” to advance your career and/or business throughout the year. It is an internal planning mechanism to keep you focused and to help you reach your goals as a contractor / business owner. There are seven important steps to devise a well-developed marketing plan.

Step 1: Develop an overview. You need to answer questions such as why you are in the construction business, and your marketing goals and priorities either to find a job and/or to gain new clientele. What kind of services do you provide such as commercial, residential, new construction only, or do you accept tenant improvement jobs on existing buildings?

Step 2: Create your brand. What type of image do you want to create for your customers? How do you convey this image to the public? Think about how your past employers and/or customers would describe your abilities. Do you provide a specialty service, or are you known for intangibles such as having integrity and transparency?

Step 3: Define your differential advantage. What sets you apart from your others? Why do your customers come to you over other companies? Do you go that extra mile and do things above and beyond what is expected? Maybe you only use the highest grade of materials. For example, why would a person building their own home choose you to build it over another company? This is your differential advantage.

Step 4: Determine your target markets. Who are your clients? Write in detail a profile of who does business with you. Their ages, location, position, and so forth, and of who you want to do business with, and whether you do residential or commercial work.

Step 5: Determine your online presence. Do you have a website? Should you? Think about the potential benefits from online marketing and the amount of potential clients you could reach.

Step 6: Decide your strategic action plans. Design a marketing campaign and specific techniques to put your plan in motion. Is it realistic and does it fit into your budget? Do you stand to profit from your ideas? Do your ideas represent your company well?

Step 7: Put your plan in motion. Implement your marketing plan and campaigns. Remember, your plans are not written in stone. You can throw out ideas that aren’t working and implement new strategies where necessary. Don’t be afraid to try new ideas and keep tabs on your competition and learn what works for them.

Developing a successful marketing plan is overwhelming to some business owners, and understandably. It is an involved process, but absolutely vital to your company’s success. You will need to take advantage of everything your company can benefit from in today’s competitive market. It will be your key to achieving your goals and becoming successful contractor in the construction industry.

How To Know When To Leave A Job In The Construction Industry

As a professional, it’s difficult to know when its time to walk away from a job, especially in the construction industry. The reasons must be compelling enough to give up the income and security of your current position. If you are struggling to know definitively whether or not to look for a new position, there are some signs that the consequences may be too high not to.

The main problem to consider is workplace stress. If you are having trouble going to sleep and getting up in the morning due to work stress, and you dread going to your job every day, this is something to pay attention to. Stress is very individual, therefore what is stressful for one person may not be so for another. According to the CDC, “Stress sets off an alarm in the brain, which responds by preparing the body for defensive action. The nervous system is aroused and hormones are released to sharpen the senses, quicken the pulse, deepen respiration, and tense the muscles.”

Infrequent episodes of stress aren’t harmful to the body, because it is designed to come back to a place of relative calm. However, if the stress is constant or never resolved, the body is continually kept in a state of fight or flight, which can lead to poor sleep, intestinal issues, illness and mental health conditions like depression and nervous breakdowns. This is a cause for more frequent sick days. Employers not having the staff you need on site costs time, money, and expertise, and if you are the worker who is suffering, you are paying heavy consequences for the work you are doing.

Two areas of workplace stress include workload and working conditions. According to the CDC, “Heavy workload, infrequent rest breaks, long work hours and shift work” can all cause workplace stress. Unsafe site conditions and supervisors who expect work to be done regardless of the safety of their workers also take a heavy toll on employees in the construction industry. These conditions also affect employees’ home lives, which in turn will affect how they are able to execute their tasks.

Interpersonal relationships between supervisors and employees or employee to employee can also greatly affect your decision to leave a construction job. Unreasonable expectations, conflicting or confusing work roles, unethical behavior, negativity and working with difficult people can be very stressful.

Career Advancement and Compensation is another workplace stressor that must be considered, since you may not be getting paid sufficiently for the work you are doing or your advancement opportunities are limited. This is tricky, since you must consider whether you want to find another job with better pay, while working for your current employer.

Relaxed and clear-minded construction professionals are incredibly important, since some field personnel are using power tools like nail guns, saws, and often operating large machinery. The risk of injury for people who are stressed is very high, and it not only affects that individual but also co-workers and supervisors on the job.

The chance of error is also a big factor among stressed individuals, which can be costly when doing construction. One faucet hole drilled in the wrong place in a slab of granite counter-top could cost thousands in materials and time, for example. Errors on the job can also cause problems later on, such as when poor electrical wiring causes a fire for future homeowners or businesses, as well as affecting subsequent processes such as installing flooring over a surface that is not level.

Although other factors may come into play, workplace stress due to the factors described above is the biggest area to look at, especially for the construction industry. If you decide looking for a different job is in your best interests a good resource would be Webuild Staffing, who specializes in staffing construction organizations worldwide.

Top Professional Organizations For Environmental Professionals: Environmental Planners

Because networking is so important, it helps to know about Top Professional organizations for environmental professionals and ways to get involved with them. Use this post as an introduction to the major organizations and what they offer to various environmental professionals.

American Planning Association – Not just for city planners, the APA offers networking opportunities, educational resources and conferences for all professionals working in city or regional planning. They also offer career services, like job listings and career development resources. www.planning.org

National Association of Environmental Professionals – Anyone from student to seasoned professional in environmental planning, research or management who is not a member should seriously consider joining this organization. Member benefits include committee reports, and discounted classes, seminars and meetings. www.naep.org

Planners Network – A progressive association concerned with urban and rural planning, the Planners Network serves academics, activists, planning professionals and students. They host conferences and have at least 16 local chapters in Canada and the United States. www.plannersnetwork.org

Society of Women Environmental Professionals – A national organization with numerous city chapters serving women in environmental law, planning, business and engineering. www.swep.org

Many U.S. states have state organizations for environmental planners and allied professionals. Do a Google search for ‘(state name) association of environmental professionals’ Some national groups, including the SWEP, have city or state chapters that can prove helpful for networking. Some regional associations serve environmental planners.

Join a couple of relevant professional associations and participate however you can. If there is a forum, use it. Attend the meetings if time and finances permit. Definitely do attend local networking events. Consider volunteering, as this increases your visibility within the organization and allows you to meet a few potential employers.

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Trying to hire the best person for a job in the construction, engineering, or environmental industry can be a difficult maze to navigate. Many applicants may look good on paper, but how do you know which one to choose? Here are five characteristics to look for in a candidate during your hiring process:

Communication – The applicant has to be able to properly and clearly communicate with co-workers, site managers, and customers, among others. Having instructions get misstated, or be unclear, can negatively impact your business. A candidate must be able to concisely communicate instructions, safety information, deadlines, and budget restrictions when necessary. Confusion on the job site, or in the office, can lead to possible added expenses and/or injuries.

Time Management – Sometimes at a construction site, or on a line in a factory, an employee may be left unsupervised for extended periods of time. When this happens, you have to know that they are making the most of their time on the clock. If they are not very good at prioritizing their tasks and managing their time, they could end up wasting most of their time rather than utilizing it. This can run into budget issues, deadline problems, and production issues. It can throw your schedule off for completing a job on the building site.

Problem Solving – Problems will always pop up when you least expect them. From running out of nails, to a machine breaking down, to another employee not showing up for work — there will be days where if something can go wrong, it will. Knowing that you have an individual in place who can take care of those problems can give you peace of mind and open you up to applying your time and attention to other important issues. Hiring someone who can cover another employee’s shift, who can find additional nails to finish up a particular project, or who can get your project fixed in an expedited manner will be someone you will be glad to have working for your company.

Passion for the Job – If you have an employee on a construction site, or in the design office, who is not passionate about their line of work, you could be missing out on a valuable input source. Someone who knows the details of their career can offer opinions on helpful updates, innovative ways to do things, and safety suggestions. They can also help train other employees as needed, and they can turn out to be a valuable part of your team. Passion for the job can lead to a happy employer, and an even happier employee.

Business Aware – Not only does the ideal candidate have passion for their field of expertise, they are also aware of the business aspects of the field. Understanding that there is more to the job than just getting it done — it has to be done right, on time, and on budget is an important quality to look for in a candidate. They understand that there may be a schedule to watch out for, quality control to contend with, and materials that will have ordered — and they are aware that there are other businesses out there that their company is competing with.

Electrical Engineers Are In Demand – Building A Successful Career As An Electrical Engineer

Electrical engineers are in demand now more than ever, given the explosions in the areas of energy, information, health, and flight. In order to build a career as an exceptional electrical engineer, a person needs the proper education, skills, and character traits to succeed.

Education – Electrical engineering degrees one can pursue are a Bachelor of Science in Electrical Engineering, a Master of Engineering or Master of Science in Electrical Engineering, or a Doctorate of Philosophy in Electrical Engineering.

Obtaining an accredited Bachelor of Science in Electrical Engineering Degree requires a person to be accepted into a separate school of engineering. Undergraduate degrees are designed to take four years to complete with a full load of classes each semester.

Classes will be heavy in mathematics, physics, computer science, chemistry, statistics and basic engineering. According to Princeton University,

“If you enjoy these subjects, then you will find electrical engineering a fascinating and rewarding field of study with many opportunities to solve key engineering problems. Subareas within the discipline range from the exploration of information and its communication, through the physics of new materials and devices and the circuits made from them, to the algorithms that run on next generation computing platforms.”

Skills – An electrical engineer will need most or all of the following skills:

Ability to use MathCAD, AutoCAD, Microsoft Office, and other computer engineering programs and write code using C or C++
Proficiency with numerical analysis software: matlab, maple, mathmatica, etc.
Excellent written and oral communication skills and the ability to work in a team environment
Strong skills in mixed signal (analog and digital) circuit design, board layout, noise, grounding, and signal integrity issues
Ability to use circuit simulation tools
Ability to contribute to design reviews and design verification testing and related documentation

Specific skills in each industry where electrical engineers are employed will be necessary as well, and can vary greatly from one field to the next.

Character Traits – To be an exceptional engineer, a person needs certain character traits that lend well to the field. Employers seek electrical engineers with a desire to explore and solve problems with tenacity and determination. Knowing they have someone on the job who doesn’t give up is an asset to a company.

An engineer will also need a willingness to think outside the box and welcome the input of colleagues to the project at hand. A person who is able to work well with others and put their heads together to solve problems will be well respected within their field.

Having the ability to see the big picture and how their portion fits into the whole is very important, since an electrical engineer usually focuses on one part of a larger device or project. Finally, a person needs to be methodical and meticulous in recording test results, analysis, and design elements or much time can be lost redoing tests and procedures as well as searching for information.

WeBuild Staffing one of the leading staffing firms focuses on pairing highly skilled electrical engineers with companies looking to hire them. We are a full service construction, engineering and environmental staffing agency that offers our clients the most advanced, results oriented recruitment expertise available in the industry today.

Environmental Employment Trends

When Environmental Entrepreneurs, a national nonpartisan group of business owners and investors who advocate for good environmental policies, released their Clean Energy Jobs Report for the Second Quarter 2015. The organization believed that clean energy and clean transportation projects can be a major factor in American job creation and, ultimately, economic growth.

And the news is great for all those looking for positions in the field. Employment is strong due to projects created in 2015 and 2016 for 22 states, producing almost 10,500 jobs.

With 8,826 positions, the Renewable Energy sector showed the highest number, broken down to 6,450 for solar generation, 2,183 for wind generation, and 193 for biofuels. Much of the growth came from the favorable government policies and the lowered cost of materials. Manufacturing of advanced vehicle as well as solar and wind technology yielded 1,075 openings with 570 jobs in other industries, such as recycling and smart grids.

With 2,164 jobs, Texas led the list of states offering the most jobs. Nevada came in second with 1,900 positions, and California was third with 1,200. Other states in the top ten employment list include Utah, North Carolina, Kansas, Arkansas, Colorado and Virginia (tied), and Nebraska.

Interestingly, Michigan, which used to appear consistently on this list, including a fifth place ranking in the first quarter of 2015, disappeared. This was primarily due to state lawmakers threatening to roll back clean energy standards.

Major projects in Texas include two new wind farms producing nearly 402 megawatts of power and 300 positions in a new manufacturing plant for wind turbines in Amarillo.

In Nevada, three solar farms, producing 134 MW, 150 MW, and 200 MW are adding 1,900 construction jobs. They will produce enough clean energy for 132,000 residences. The projects are notable because they are being built on public lands in what is know as the Dry Lake Solar Energy Zone. These lands form part of 19 solar energy zones designated in 2013 across six Western states. They boast “high energy development potential but minimal harmful impacts.” Companies interested in developing projects in these lands get faster permitting through specific types of plans. Instead of the typical 18 months, approvals only took 10 months

Companies not normally associated with energy production are also providing environmental job opportunities through such initiatives as deriving most or all of their infrastructure power, such as for data servers, from renewable energy. They include Apple, Facebook, and Amazon. For example, Amazon announced that it plans to power its Northern Virginia data centers using energy coming from a new 80 MW solar facility in Virginia, which will be the state’s largest solar project. Construction of the facility is expected to create 300 to 400 position and to add five full-time jobs when completed.

If you’re interested in more information about how you can find these and/or any other employment opportunities in other locations, please feel free to give us a call to discuss evolving trends in the environmental industries.

The San Francisco Construction Marketplace Is Growing!! Project Managers Are In Demand…

It’s a good time to be in the construction industry in San Francisco. The industry in the city is hot, and demand for construction skills is steadily growing. Whether you are a senior construction professional or less-experienced project engineer, you can find opportunities with both large and small construction companies, general contractors, and development firms throughout the bay area.

There are a large variety of construction-related skill sets in demand right now; from commercial, residential to public works and industrial. Companies are looking to fill Project Engineering, Project Management, Superintendent, Estimator, and Operations Managers positions in San Francisco, San Jose, Oakland and East Bay.

Right now, career opportunities are blooming with several great companies. Here are just a few examples:

A General Contractor in SF has an opening for an Assistant Project Manager. The company is well run with lots of talent and has a history of developing people organically from within; allowing them to advance within the firm as their skills and responsibilities grow.
A South Bay Engineering Contractor is building one of the most advanced, corporate campus in the region and is seeking a sharp Project Manager to lead construction activities.
A few residential builders have opportunities for Senior Project Managers and Civil Estimators with an intimate understanding of costing, complex project management, scheduling, and effective construction techniques.
A Multi-Family Builder on the peninsula is looking for a driven Assistant Project Manager and Superintendent to join their team, leading the development of midrise, high end multi-family developments on the peninsula.

These are just a sampling of the many construction management opportunities in the San Francisco bay area right now; the demand is growing daily for professional staff; So if you have construction experience, a good work ethic, and a desire to advance within a firm now is the right time to reach out and advance your career.

How To Be An Authentic And Effective Leader In The Construction, Engineering And Environmental Industries.

Business leadership is a complex subject, even though most of those who offer advice about it try to simplify things. It is one of those subjects that can be described with straightforward universal truth, but also relies on a myriad of details, many of which drive people who prefer the concrete and the predictable.

The construction and engineering industries are professions that are full of exactness. Materials do this, wires do that, this many bolts of such and such a size will hold up this much weight, and so forth. While that kind of data isn’t quite as plentiful in leadership, there are principles there to guide construction managers, engineers, environmental specialists and other professionals working within the construction, engineering and environmental industries.

Honesty

More than anything else, people who follow a leader want honesty. The reasons are fairly clear, given the relative absence of this virtue in modern business. A straight answer goes a long way towards building confidence. One thing you will always hear from people who admire a certain leader is that “you always know where you stand with him/her.”

Be that leader and you will inspire the kind of confidence that will make your job a lot easier. This is especially true in a role where many of the people you lead are experts in their fields. It is far easier to engineer a building than it is to engineer a consensus. However, if your leadership is built on honesty, that difficulty doesn’t have to be insurmountable.

Action

General Patton was famous for his quote (paraphrasing) “an imperfect plan executed today is better than a perfect plan executed tomorrow.” Action in the face of indecision is the mark of all great leaders, whatever the consequences of their decisions. Making mistakes is something common to all people. Presuming you are immune to error just because you’re in charge now is not realistic and will lead to one of two undesirable outcomes.

First, you’ll be more likely to make a wrong decision because you think you can do no wrong. Two, you’ll be less likely to make a decision at all, which leads to a bottleneck problem. Taking action while accepting the possibility of failure is absolutely crucial. Without this, nothing gets accomplished.

Construction and engineering are two disciplines that professionals can find themselves stuck between planning and building. Making sure the organization has forward momentum is just as important as the plans and the work.

Delegate

By their nature, leaders have an unlimited capacity to encourage, promote and help build a powerful team. Kings have always understood, for example, the utility of promoting someone with a new rank and new responsibilities. Giving someone the authority to lead, it can be argued, is the ultimate test of a true leader.

Delegating responsibility also happens to be one of the things that will make it possible for you to lead. Many executives make the mistake of trying to do everything themselves. This leads to the dreaded “three star general gassing up jeeps” situation that prevents the leader from doing what only they can do. Any corporal can gas up a jeep. Only a three-star general can draft a large-scale battle plan. Delegation is what keeps the generals and the corporals doing the right jobs.

Engineers and environmental professionals will find delegation a vital tool, especially if they are in a position to lead even a small-scale project. The ability to call on the help of many qualified people is crucial in a technical environment.

Leadership doesn’t have to be difficult. As long as it is approached with the right level of sober reflection and understanding, it can be one of the most rewarding roles in business and lead to long term organizational success.

Have You Hired A Veteran Yet? Employment Trending Up For Veteran Hiring

Recently, the Bureau of Labor Statistics found that unemployment rates of certain segments of veterans continue to trend above national averages. Today employers are actively committed to recruiting and hiring veterans throughout the Country.

A new survey forecasted that 38% will actively recruit a veteran over the next year; up 33% from the previous year. While 47% have hired a veteran into a new position within the last year.

As hiring is up for Veterans it is important to remember the skills and qualifications that Veterans bring to an organization. Many hiring managers today still do not understand the vast qualifications a transitioning active service member can bring to an organization.

While most service members are not fully prepared when transitioning to communicate their experiences in the civilian marketplace, hiring managers need to take the time to understand an applicant’s qualifications, experiences and translate those into how a firm may benefit from hiring a veteran.

A hiring manager needs to keep an open mind as to direct experience and look at the broader qualification mix that makes a veteran an ideal employee.

Veterans have an exceptional disciplined work ethic, focus on working as a team and respect fellow team members. They present the integrity to excel in difficult situations while working under pressure. Most veterans today have the abilities to lead and solve complex problems, while adapting quickly in a variety of situations. They have great communication skills and persevere to achieve the set goals.

Today employers are hiring Veterans across the spectrum of industries from customer service, information technology, sales, production, to distribution/logistics, accounting, business development, marketing and research/development.

Veterans can provide a valuable contribution to any organization in the civilian marketplace; so take the time and truly understand the experiences and qualifications they bring when interviewing and let’s bring that hiring percentage up from 47% to 100%.

Have You Noticed: Civil Engineering Professionals Are In Demand

As a professional recruiter that has been working in the construction, engineering and environmental industries now for 20 years. I have had the opportunity to recruit 100’s of civil engineering professionals around the world.

Corporations have always had a need for good quality civil engineers, AutoCAD Drafters, Project Managers, and other engineering professionals. With the economic downturn the last few years that demand really slowed; until recently we have noticed in our recruiting practice that the demand has increased rather rapidly since the beginning of 2013.

WANTED analytics has confirmed that trend in their most recent May 2014 report looking at hiring trends; it seems that Civil Engineering is one of the most commonly search occupations and that the demand for civil engineering professionals is strong and growing consistently month over month. Currently there are approximately 24,000 civil engineering jobs open across the country, up from 10,000 in April 2011. That is up 100+% in the last 3 years.

The most in demand skills that employers in civil engineering professionals are:

– AutoCAD Drafting (Civil 3D, Revit, Microstation)
– Structural Engineering
– Civil Design
– Quality Assurance
– Bridge Design
– Inspection

AutoCAD and/or Computer Aided Design skills are the most commonly required skill for Civil Engineering Professionals, with over 10% of all positions requiring these skills to be employed.

Since there are about 260,000 or so civil engineering professionals working in the United States and about 16,000 graduating each year, the civil engineering profession is again experiencing the constraints of the lack of specialized, high quality engineers.

The average position we now have available in the industry has required 7 to 10+ years of specialized discipline experience and depending on the region of the country the position is in, the pool of candidates to selected from is rather slim, which is good news for the industry.

We do not expect it to slow down anytime soon; we see our Civil Engineering Recruiting Practice growing monthly to meet the demands of our clients.

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 Follow his Blog please visit www.michaeldesafey.com

Mistakes Hiring Managers Make!! How To Avoid Them…

As a professional recruiter who has been working and recruiting professionals in the environmental, engineering and construction industries for over 18 years now at Webuild STaffing, I have noticed that candidates feel Job interviews can be an intimidating experience, even for the most experienced candidates; But hiring managers are under the same amount of pressure..

A candidates nerves may get the best of them. But you need to remember that, you as the interviewer are under the same amount of pressure. Employers need experienced candidates and the managers that are doing the interviewing suffer the same insecurities.

The hiring manager is under a great amount of pressure to hire the right candidate. His or her decision directly reflects their abilities to run an organization and a bad hire will greatly impact their reputation within the organization. Candidates on the other hand can simply, continue interviewing and find the right opportunity for your specific skills and situation. If a hiring manager makes a mistake and hires the wrong person the effect could be career ending.

If you are hiring your first or 1000th employee there are a number of basic steps every manager should follow to avoid making a mistake and hiring the wrong employee.

1. The Resume
The resume introduces a candidate’s experience and career history to you. It is a necessary document that allows a candidate to introduce themselves to you as an employer. Do not rely simply on the resume to understand a candidate’s skills, experience and accomplishments.

Use the resume as a guide to learn about the candidate. Talking with them on the phone or an in person interview allows you as an employer to gain a full understanding of the individual. Ask questions; learn about a candidate’s strengths, weaknesses, accomplishments in detail. Have them explain what they did, how they accomplished tasks, worked with others, etc. You can challenge candidates and see how they respond to questions under pressure, as well.

2. Always Check A Candidates References..
One of the most critical mistakes a hiring manager can make is to fail to check candidate’s references. This is of prime importance before hiring any candidate; gaining a outside view point from another as to a candidates experience, skills and reliability will give you as a hiring manager a rounded picture of the candidate; from someone who has worked with them in the past.

References should always be from past employers, candidate’s superiors or business associates that has direct experience working with the individual. On average you should check a minimum of 3 references for each candidate. Additionally, many industries are well connected and a hiring manager may want to check with colleagues or friends from other organizations that they may have in common with the candidate for an additional perspective.

3. Do you Know What Position You Are Hiring For??
A hiring manager needs to know specifically what position they are interviewing for and have a clear understanding of the skills they are seeking. Many times hiring manager’s interview candidates before they even know what skills they are seeking. This leaves a candidate confused as to the position advertised and the interview process within the organization. A candidate may be exceptionally skilled for the position that was advertised, but then finds out in the interview the employer is not sure what they are seeking for the position. This leaves a candidate with an ill faded view of the company and wastes precious time for both the interviewer and candidate.

You, as a hiring manager must fully understand your needs, the position responsibilities, skills required and be able to fully explain the position to a candidate during the interview process. Providing a candidate with as much information as possible will go a long way in making sure you hire the correct individual for the opportunity and assure their expectations are in line with the company goals.

4. Skills Testing?? What’s That…
What’s a skills test? Many employers are asking that same question, but human resource professionals have been using them for years in assessing a candidates skills and the potential fit within a corporate culture.

Utilizing testing for skills assessment can be as simple as a typing test to as complex as an engineering design; that will allow you assess candidates abilities in specific areas that they will be required to accomplish in their daily routines. Employers can additionally expand on the skills testing and incorporate in corporate culture testing to see how a candidate may fit into the overall corporate culture, based on their personally traits, matched against all the other employees of the firm.

With advances of internet technology and cloud based software; these testing processes are now much more affordable and easily accessible by any employer seeking to utilize them as a tool within the scope of overall hiring.

If a hiring manager practices the above tips and assure they check the details when they hire an new employee, your next hire will be a great success.

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 Follow his Blog please visit www.michaeldesafey.com

Welcome….

Welcome to Michael DeSafey’s Construction, Engineering And Environmental Blog…

The Importance of Using a Professional Recruiter to Find and Hire Exceptional Talent in Construction, Engineering, and Environmental Industries

The Importance of Using a Professional Recruiter to Find and Hire Exceptional Talent in Construction, Engineering, and Environmental Industries

Boss vs. Leader: Unveiling the Distinction in Construction and Engineering Businesses

Boss vs. Leader: Unveiling the Distinction in Construction and Engineering Businesses

The State of The Construction Industry: Employment Outlook 2024

The State of the Construction Industry and Employment Outlook for 2024

Tips for Hiring New Graduates who will Succeed in Your Organization

Tips for Hiring New Graduates who will Succeed in Your Organization

Use Your Gut to Find, Retain, and Let Go of Talent

Use Your Gut to Find, Retain, and Let Go of Talent

Red Flags for Bad Hires! Nine Key Signs You’ve Hired the Wrong Person

Red Flags for Bad Hires! Nine Key Signs You've Hired the Wrong Person.

Top 10 US Universities Known For Their Construction Management Programs

Top 10 US Universities Known For Their Construction Management Programs

How to Strengthen Your Organization By Hiring Talent

How to Strengthen Your Organization By Hiring Talent

Teamwork in Recruiting Build a Hiring Dream Team

Teamwork in Recruiting — Build a Hiring Dream Team

Environmental Construction: 3 Functions of a Seawal

Environmental Construction: 3 Functions of a Seawall

How to Streamline the Labor Hiring Process in the Construction Industry

How to Streamline the Labor Hiring Process in the Construction Industry

10 Unique Ways of Building Your Social Media Presence While Advancing Your Recruiting for Construction, Engineering or Environmental Professionals

10 Unique Ways of Building Your Social Media Presence While Advancing Your Recruiting for Construction, Engineering or Environmental Professionals

Artificial Intelligence Advancements In Professional Staffing

Artificial Intelligence Advancements In Professional Staffing

Reaching Qualified Applicants in the Construction

Reaching Qualified Applicants in the Construction and Engineering Industry

An Overview of the Water Resources Industry – Professionals are in Demand

An Overview of the Water Resources Industry – Professionals are in Demand

5 Steps to Successful Employment Offer Negotiations

5 Steps to Successful Employment Offer Negotiations

Superintendents are In Demand: Is It the Position for You?

Superintendents are In Demand: Is It the Position for You?

Tough Job Interview Questions You Should Be Asking

Tough Job Interview Questions You Should Be Asking

7 Ways to Be a Great Construction, Engineering, or Environmental Industry Mentor

7 Ways to Be a Great Construction, Engineering, or Environmental Industry Mentor

The Environmental Industry in 2017: Recent and Forecasted Growth

The Environmental Industry in 2017: Recent and Forecasted Growth

7 Steps To Create A Marketing Plan For Your Career In the Construction Industry

7 Steps To Create A Marketing Plan For Your Career In the Construction Industry

How To Know When To Leave A Job In The Construction Industry

How To Know When To Leave A Job In The Construction Industry

Top Professional Organizations For Environmental Professionals: Environmental Planners

Top Professional Organizations For Environmental Professionals: Environmental Planners

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Hiring The Best For The Job: The Top 5 Character Traits To Look For In A Job Candidate

Electrical Engineers Are In Demand – Building A Successful Career As An Electrical Engineer

Electrical Engineers Are In Demand – Building A Successful Career As An Electrical Engineer

Environmental Employment Trends

Environmental Employment Trends

The San Francisco Construction Marketplace Is Growing!! Project Managers Are In Demand…

The San Francisco Construction Marketplace Is Growing!! Project Managers Are In Demand…

How To Be An Authentic And Effective Leader In The Construction, Engineering And Environmental Industries.

How To Be An Authentic And Effective Leader In The Construction, Engineering And Environmental Industries.

Have You Hired A Veteran Yet? Employment Trending Up For Veteran Hiring

Have You Hired A Veteran Yet? Employment Trending Up For Veteran Hiring

Have You Noticed: Civil Engineering Professionals Are In Demand

Have You Noticed: Civil Engineering Professionals Are In Demand

Mistakes Hiring Managers Make!! How To Avoid Them…

Mistakes Hiring Managers Make!! How To Avoid Them…

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