The current employment market is candidate-driven, especially within the construction industry – where the talent is simultaneously dense and scarce dependant on location.
For this reason, the above question should be asked by everyone involved in the recruitment process, as standing out and providing the best environment is vital to successful connections.
For your company to stand out and bring in new, talented candidates - as well as retain your existing workforce - there are a few basic needs that must be met.
The first, and most obvious, is the salary you provide. At the end of the day, the salary needs to reflect the contribution of the employee and allow them to survive through the increasing cost of living. This can be make or break - the reason someone leaves or a major contributor as to why someone stays. Actions such as regular and fair performance / salary reviews can make a huge difference in long-term satisfaction, and project a positive aura to those outside your organisation.
Another basic requirement would be the opportunity for progression within your organisation. Not everyone is at a stage where they can – or wish - to progress, but being able to facilitate growth professionally and personally eliminates a major contributing reason for people quitting. Supporting employees in their journey and assisting them in achieving their goals makes you a more attractive option over your competitors who don’t.
Of course, you cannot guarantee a department won’t stagnate when positions are limited. As seniority increases, there will naturally be fewer opportunities for further development, however, any effort that can be made to promote internally would reassure everyone involved about your commitment to growth.
The last basic requirement to help you entice candidates is appreciation. While much more nebulous and intangible than a salary or progression opportunity, it has perhaps the largest impact of the three. No one wants to work somewhere where they are not appreciated for the work they do and the effect they have. Even worse than not being acknowledged is an employee being actively put down - this can have a huge effect on their desire to remain, and can colour your reputation through word of mouth and reviews, tainting future hiring opportunities. This can easily be reflected in performance reviews and meetings where excellence is highlighted and rated fairly. Another easy approach is employing a culture that allows for constant and consistent appreciation of work. Small gestures can go a long way to keeping employees satisfied and building a reputation for caring.
Direction is also hugely important as a reason for people choosing to join and stay at your company. You don’t need to have grand plans for world domination, but having both short and long-term goals - a plan to achieve them - is crucial. Moving forward aimlessly doesn’t inspire confidence, and can be perceived as unstable. A common goal can bring a team together and create a culture in which everyone can be involved and feel like they aren’t just a cog in the machine; but a true contributor.
To expand on the above point, a feeling of trust associated with the work you do and the conditions you work in can make a huge difference. The opportunity to feel challenged and yet trusted to perform to a high degree makes people feel like an integral part of the team - like a capable and proficient person. This adds to the direction of your company, and all the benefits that come with it.
However, like all things, this needs to be balanced. Too much challenge and an unhealthy level of trust can leave people feeling like they’re drowning in work and responsibility. A good employee doesn’t want to disappoint if they can help it, so be mindful of piling on the pressure and the resulting psychological effects. It’s paramount to have obvious support measures in place to avoid burnout and frustration.
Strike this balance effectively, and this can be a huge positive - and reflect amazingly on your organisation in comparison to your competitors.
Mentorship is also a factor that deserves mentioning as a reason for someone wanting to work for you. While this is something usually reserved for those just beginning their career, a mentor can be available at almost every level of an organisation. There are always things to learn and skills to be acquired, especially as an individual progresses. A mentor can simply be someone who has more experience in a particular discipline or someone with a different way of approaching a task. If those individuals are present to learn from, even in an unofficial capacity, it can make a huge difference in both performance and more importantly building and maintaining a team.
Of course, there are many reasons that contribute to why someone may or may not want to work somewhere, but these are some of the most important. Nailing these areas can have a huge impact on not only the people who work for your company, but the external perception of your brand and its position within the industry.