I was seeking a project manager with one to five years of experience, and a senior designer with eight to 10 years. After spending four months posting job openings on Indeed, LinkedIn, and ZipRecruiter, I received one qualified candidate for the PM and none for the designer.
Eventually, I realized that the process was just too time-consuming and difficult to continue.
Through a cost-benefit analysis, I decided to hire a recruiter to handle it all.
RELATED: Help Hiring Help
Prepping the Recruiter
I found the recruiter through recommendations from other remodelers, and it was helpful to have someone with experience recruiting for the construction industry. The next phase was communicating what I needed to the recruiter. I sent job descriptions over and we had several kick-off calls for each position. In those calls, we talked through what I was seeking.
When the recruiter sent resumes or LinkedIn profiles, I would look, feel them out, and begin interviews. Afterward, I’d tell the recruiter what I did and did not like about each candidate. This allowed us to hone in on what I was looking for. It was a team approach.
One important thing to me in this process was not poaching from companies I know and respect, such as fellow members of the National Association of Remodeling Industry (NARI). I provided the recruiter with a list of local NARI members as well as other remodelers that I knew and said they could not go after these companies. If someone on that list approached them, we’d have a conversation about it (but the answer would probably be no).
Home builders and commercial construction companies were fair game, but commercial pays substantially higher than residential, so it would be unlikely a candidate would be interested.
RELATED: When to Hire a Recruiter
Finding Our Candidates
The recruiter pre-screened candidates, ran background checks, called references, and passed along the notes to me to determine if I’d like to set up an interview. They would even run the candidates through a personality survey that would generate interview questions to ask. There was a lot of support. From there, we went to the offer stage and worked with the recruiter to develop and present that offer.
We only made two offers, one to each of our eventual hires. Our project manager came to us locally from a roofing company. Our senior designer is moving to Dallas from Louisiana. We had interviewed her once virtually and then flew her in to meet the team.
RELATED: The Best Formation: Hiring Best Practices
If you’re a larger company with an office manager or human resources, you could have either of those team members work on finding candidates for you. But in my position, that was not possible.
Hiring a recruiter was definitely worth it, although not every candidate was great. For a while, it felt as though they were sending candidates just to send candidates, but that vetting process helped me define what we needed.
Recruiters are not specialists in construction, so if they see a portfolio and think it’s impressive, I can tell them why it did not impress me. It’s a collaborative effort.
Add new comment
Inspiration for Disney Movie Invincible to Headline Premier Remodeling Industry Event
Former Philadelphia Eagles team captain Vince Papale will share his made-for-Hollywood underdog story with remodeling and home improvement professionals at Pro Remodeler's The Pinnacle Experience 2023
3 Things to Add to Your Construction Contract—From a Lawyer
Did you know you can add these three elements to your contracts?
4 Qualifying Questions For When Clients Come Calling
Asking the correct questions impacts your ability to plan well—Are you covering these bases on the first call?
Cracking the Remodeling Sales Code
What's the secret to great remodeling sales in today's market? Mark Richardson offers 10 suggestions
A Tale of Two Cultures
Solid company culture can be easily spotted by clients—and they'll pay top dollar for it
Leading with HEART: A Remodeler's Book on Leadership, Company Values
F.H. Perry Builder Owner Allison Iantosca shares the experience of writing a book based on her company's values
10 Sales Success Habits
"It's not the market that's making you more or less successful, it's what you're doing with the cards you're dealt with," says industry advisor and Remodeling Mastery host Mark Richardson
3 Remodelers Share Tips for Successful Meetings
Quick insights for right-timing meetings, keeping everyone on track, staying on time, and more
Positive Feedback Loop: 4 Ways to Create a Company Around Collective Success
Adams + Beasley Associates has been named a Top Places to Work in Massachusetts for three consecutive years. The co-founder of the 70-employee design-build company shares his insights into what it takes to create an award-winning company culture.