Why Most Contractors Hire Wrong and How to Fix It

Hiring isn’t just a task... it’s a system.

And most contractors don’t have one.

They hire when they’re desperate, rush the process, and hope it works out. The result? High turnover, poor performance, and constant frustration.

In this episode of the Hammer & Grind podcast, Brad sits down with Paul Santiman to break down what actually works when it comes to hiring in the construction industry, and what needs to change.

Key Insights from Paul Santiman

1. The Importance of a Robust Hiring Process

Paul emphasized the need for a comprehensive and well-structured hiring process. He outlined a 10-step approach that includes writing a compelling job ad, posting on multiple job boards, responding to applicants in real-time, conducting detailed behavioral assessments, and ensuring a successful onboarding experience. This meticulous process is designed to filter out unqualified candidates and identify top talent.

2. Leveraging Technology and AI

Technology has significantly impacted the hiring landscape. Paul highlighted how AI can assist in writing job ads, identifying suitable job boards, and even conducting initial assessments. However, he also warned about the potential pitfalls, such as fake resumes and AI-generated interview responses. Despite these challenges, technology remains a powerful tool when used correctly.

3. The Value of Continuous Recruitment

One of the biggest mistakes contractors make is only recruiting when they need someone. Paul stressed the importance of having a continuous recruitment strategy, similar to a marketing budget. By always being on the lookout for talent, contractors can seize opportunities when top candidates become available.

4. The Myth of Industry-Specific Hiring

Paul debunked the myth that contractors should only hire within the construction industry. He provided examples of successful hires from other fields, such as wedding planners and hotel managers, who possess transferable skills and excel in construction roles. The key is to focus on the candidate's personality and work ethic rather than their industry-specific experience.

5. The Critical Role of Assessments

Detailed behavioral assessments are crucial in identifying candidates with the right personality, integrity, and intelligence for specific roles. Paul’s company uses DISC profiles and other assessments to match candidates to the right jobs, ensuring a higher success rate.

Action Steps for Contractors

1. Implement a Comprehensive Hiring Process

Adopt a structured hiring process that includes writing compelling job ads, posting on multiple job boards, and conducting thorough assessments. Utilize technology and AI to streamline these steps, but remain vigilant about potential pitfalls.

2. Establish a Continuous Recruitment Strategy

Don’t wait until you’re in urgent need of staff to start recruiting. Allocate a budget for continuous recruitment and always be on the lookout for top talent. This proactive approach will ensure you have a pipeline of qualified candidates ready when you need them.

3. Broaden Your Hiring Horizons

Consider candidates from outside the construction industry who possess transferable skills and a strong work ethic. Use detailed assessments to evaluate their suitability for the role, focusing on their personality and integrity rather than their industry-specific experience.

Hiring the right people is crucial for the success of any construction business. By implementing a comprehensive hiring process, leveraging technology, maintaining a continuous recruitment strategy, and broadening your hiring horizons, you can build a team of A players who will drive your business forward.

Resources

Youtube: https://www.youtube.com/@BusinessSuccessTipsPodcast

Instagram: https://www.instagram.com/contractorstaffingsource/

Facebook: https://www.facebook.com/contractorstaffingsource

LinkedIn: https://www.linkedin.com/company/contractorstaffingsource

Want to go deeper?

Check out the Contractor Profit Blueprint: https://www.thecontractorprofitblueprint.com/

Book a strategy call with Brad: https://hammerandgrind.com/qualification-website