Recruiters play a crucial role in the construction industry, serving as the essential link between employers seeking skilled workers and candidates searching for the right job opportunities. Their work is integral to the smooth functioning of construction projects and overall industry success.

However, the journey to becoming a recruiter in this sector is often less straightforward than one might anticipate. Many recruiters enter the field through unexpected pathways, and their diverse backgrounds can significantly impact their approach and effectiveness. Understanding how recruiters come to be in the construction industry, the specific skills required for success, and the challenges they face provides valuable insight into their pivotal role, and you will also clearly see why SiteForce Recruitment is the preferred recruiter of choice by many employers.

We will explore the various facets of construction recruitment, including the typical backgrounds of recruiters, the differences between labour hire and permanent placement recruiters, the impact of technology and a refined instinct on recruitment decisions, and the qualities that define a top-notch recruiter if you are entering the industry or thinking of engaging a recruiter in construction (yes – if that is the case, call me).

How Most Recruiters Enter the Industry

Many recruiters in the construction industry find themselves in the field by chance rather than through deliberate career planning. Often, they come from diverse backgrounds, ranging from sales and customer service to administrative roles. The transition into recruitment can be a result of personal connections or opportunities arising within their professional networks.

However, the construction industry requires a specific set of skills and a deep understanding of the sector, which means that those who fall into recruitment often need to quickly adapt and learn.

The Need for a Thick Skin

The construction industry is notoriously tough, and successful recruiters must develop a thick skin. This resilience is essential due to the high-pressure environment, diverse range of communication styles and the frequent negotiations required. In all honesty, in one day you could be talking with a GM of a tier 1 company, sitting on or presenting to a Board with high level businesses, or talking with a labourer that hasn’t quite learnt to dampen the use of bad language yet that needs some guidance. And you need a high level of EQ, respect and negotiation skills that enables you to easily shine in all situations.

A recruiter’s ability to handle these pressures while maintaining professionalism is crucial. When assessing a recruiter’s capability, it’s advisable to enquire about their length in the industry and whether that has been in permanent recruitment or labour hire as you’ll read about more below, as success each of these areas in construction recruitment needs more skill than most industries.

Longevity in construction recruitment often correlates a deeper understanding of industry nuances and a thorough understanding of safety and site conditions and requirements, which are crucial for navigating its complexities effectively and matching the right person to the right job.

Labour Hire vs. Permanent Placements: A Different Approach

Recruiters who specialise in labour hire and those focused on permanent placements approach their roles differently. Each role requires distinct strategies, expertise and different onboarding techniques

Successful labour hire recruiters have a wide network of available candidates. They deal with short-term staffing needs, requiring them to quickly match workers with immediate project requirements. This role demands a high level of EQ and Refined Instinct to be able to read people quickly as to their personality, capability ad suitability to be able to respond rapidly. With technology their pipeline of incoming candidates needs to be full and ready to go.

In contrast, successful permanent placement recruiters are tasked with finding candidates for long-term positions, which involves an in-depth understanding of both the candidate’s personality, career aspirations and the company’s culture and long-term needs. Their management of advanced algorithms of the IT they are using to attract the right candidate applications is crucial. Further, an extensive network of trusted people that are waiting for the right opportunity to present themselves brings high quality candidates to the table.

Note I say ‘successful’ recruiters here, as a lot of recruiters send people to jobs. But that does not mean the placement has been successful. It often means when engaging a recruiter that does not have high EQ and a Refined Instinct with the required experience and connections in the industry, it can actually be a waste of valuable time.

The Disadvantage of Mismatching

I know, I mention this at every opportunity – simply because the use of technology and AI is touted as being fantastic and I need to be the voice of reason in the industry. I hear boasts about using AI, but I am also seeing a lot of mismatching that does not do the industry any favours – the recruitment industry and the construction industry. A hit and miss approach is not the answer. A highly skilled and refined process that blends both technology and talent is.

The reliance on technology and the lack of skill in using instinct-based decision-making in recruitment can disadvantage both employees and employers. When recruiters do not effectively match the right person to the right job, it can lead to high turnover rates, decreased job satisfaction, and inefficiencies in project execution. This mismatch not only affects employee morale but also impacts the overall productivity and success of construction projects.

The Perfect Marriage of Technology and Instinct in Recruitment

Despite advancements in technology, the construction industry’s recruitment process often relies on sophisticated algorithms and AI. This reliance on a ‘systematic’ approach can sometimes lead to mismatches between employees and employers, as the nuanced understanding of candidate fit and organisational culture may be overlooked.

At SiteForce Recruitment we marry the perfect blend of technology and traditional methods of recruitment, such as advanced technology, AI, networking, word-of-mouth referrals and education. You actually get the best of both worlds, but what that means in real terms is:-

1.     Higher rates of success in matching the right person to the right job;

2.     Faster deployment of suitable labour hire;

3.     Counselling and guidance to both candidates and employers for success;

4.     A highly developed and trusted network;

5.     Business opportunities are discovered and shared within my referral network;

6.     A commitment to personal development and education that is passionately shared to my network, so we are creating a better future together.

The Value of a Sales Background

I have noticed a lot of the really successful recruiters in construction have an industry background in construction or a successful sales background like in real estate or building industry. They have direct experience in both sales and industry knowledge, and usually come with a commitment to doing things better than they experienced themselves in dealing with a recruiter.

A very successful background in sales like I have can be particularly beneficial for recruiters in the construction industry.

Recruiters often need to “sell” a company to potential candidates and vice versa. They must articulate the benefits of the company and the role to candidates, while also convincing employers of the candidate’s suitability. Recruiters with a sales background are typically adept at negotiation and persuasion, skills that are crucial in having value based conversations and convincing both parties and closing deals effectively.

The Role of Professional Recruiters vs. Business Owners

Business owners in the construction industry often focus on managing operations, budgets, and project timelines, and may not have extensive training in sales or recruitment. While they might excel in understanding their projects and methods, this doesn’t necessarily translate to expertise in finding and managing talent. This is where professional recruiters become invaluable. By entrusting the recruitment process to skilled experts, business owners can ensure that hiring is handled with precision and expertise, allowing them to focus on their core responsibilities and strategic goals.

Key Qualities of The Best Recruiter

A successful recruiter in the construction industry embodies several key qualities. They should have their finger on the pulse of industry trends and a comprehensive understanding of the sector’s specific needs. High emotional intelligence (EQ) and refined instinct are crucial, enabling them to navigate interpersonal dynamics and assess candidate fit accurately. Additionally, a good recruiter should be well-versed in relevant laws and safety regulations, ensuring compliance and reducing risks for both employers and employees.

Recruiters in the construction industry play a pivotal role in shaping successful projects and building effective teams. While many enter the field by chance, those who excel possess a blend of resilience, industry knowledge, and interpersonal skills. Understanding the differences between labour hire and permanent placement recruitment, the impact of technology, and the value of a sales background highlights the multifaceted nature of this profession.

Ultimately, the construction industry is driven and thrives on precision and expertise. SiteForce Recruitment has this, plus all of the required criteria that can successfully bridge the gap between employers and candidates.

Our Superpower

Our leading 'superpower' is attracting and retaining quality team members who share our values of honesty, integrity, diligence, and service, allowing us to deploy quality team members on client sites quickly.

Our team member's superpower is being motivated, prepared and ready to enthusiastically contribute to the projects at hand, more than just a pair of hands.

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Read other informative articles for both employers and workers at: https://www.siteforcerecruitment.com.au/blogs

Chantal Penny is the Director with Superpowers of SiteForce Recruitment. A thought leader in the industry, Chantal, based on her expertise and industry perspective, offers unique guidance, inspiration, and influence in the industry. Chantal Penny is also a thought leader in the industry with her Podcast, Talent Instinct, which is available at:
  https://talentinstinctpodcast.libsyn.com/site

At SiteForce Recruitment, we specialise in labour-hire and permanent recruitment in the construction industry. We are committed to valuing people, safety and wellbeing, collaboration, trust and, of course – results!

CONNECT with us via our contact page or bookings links on our website if you are looking to recruit for, get your dream job, or join our amazing labour force team.