In the Builders Association of Greater Indianapolis’ January 2023 State of the Industry Report, members of the home improvement industry found many things to be optimistic about. Low new and existing home inventory, increasing household formation and growing interest in new homes by the two largest population segments – millennials and empty nesters – create a positive landscape for business in 2023. BAGI sees current negative market conditions as a correction, not a recession, with continued opportunities for builders, remodelers, plumbers, and electricians alike to sustain a healthy business.
However, challenges remain, with attracting employees at the top of the list. As you are aware, labor shortages limit growth and strain the current workforce. Below we collected advice from a variety of hiring experts to help you put your best foot forward in the employee recruitment process.
1) Create a Stellar Job Description
According to Monster.com, the first step in attracting quality employees is crafting a detailed, engaging and search-friendly job description. Noting the specific duties, such as roofing or drywall, will provide the necessary keywords to get your job in front of the right people. Monster also suggests being clear about any certifications you desire and on-the-job training you provide. Finally, a best practice is to go beyond salary and benefits descriptions by also providing a glimpse into your company culture. People want to enjoy where they work, so demonstrating a positive workplace environment can help you rise to the top.
2) Communication Is Key in Attracting Employees
LinkedIn also offers a helpful resource for recruiting candidates in the construction industry. One best practice they highlight is formulating a communication strategy for your hiring team. Digital communication through email, social media and industry-specific groups are key to finding and attracting employees. Using an email template that uses short and impactful subject lines, cultivating a conversation tailored to the candidate rather than “look at the job description and let me know” content, and employing a conversational tone that evokes enthusiasm and genuine interest can help those initial emails deliver better results. The same ideas can be applied to social media connections and user groups dedicated to the construction industry.
3) Prepare a Competitive Offer
Understanding market conditions, your competition and feedback from current team members will help you develop a competitive offer to prospective employees. BuilderTrend points out that what you do now may not match up with what the workforce wants or can get elsewhere. Beyond a healthy salary, employees are looking for group health benefits, paid time off, and flexible hours. After all the effort that went into finding the perfect person to hire, be sure you can offer them a position they would not want to refuse.
The Wharton & Power Insurance Team has been helping home improvement businesses provide the health benefits employees want for over 30 years. There are many options that will serve your workforce and your bottom line. Reach out to us to set up an appointment. Send us an email or give us a call at 317.663.4138.