With the ongoing skills shortage, those in the construction sector are continuously looking for fresh ways to acquire new workers. Increasing inclusivity is one of the most effective methods to recruit new talent.
In this blog we examine the importance of workplace inclusivity and what construction recruiters can do to promote it.
Inclusion Expands Your Pool of Potential Employees
You'll find yourself with a more diversified and distinct pool of prospects if you hire a more inclusive workforce. Because there are fewer restrictions in place, the pool of candidates organically widens.
Simply demonstrating to applicants that your organisation supports employees of different genders, races, religions, cultures, and other characteristics boosts the number of people who apply.
It's also worth mentioning that 67 percent of candidates regard diversity to be a major factor in deciding whether or not to apply for a job.
Use a Variety of Sourcing Methods
If you always acquire candidates from the same places, you'll end up with a lot of similar people. This is especially true if your construction firm has relied on referrals in the past, since most people have networks that are very like their own.
Using a variety of third-party websites is a good way to vary your sourcing. Make it as simple as possible for potential employees to discover more about your organisation. Ideally, you should dedicate a page on your website to career opportunities. Promote your website and job opportunities regularly through social media channels to spread the word.
How to Attract Diverse Talent to Your Team
One of the most difficult aspects of inclusion is attracting candidates from various backgrounds. According to one report, only 57 percent of recruiters employ distinct methods to attract different types of candidates.
Here are some strategies that can ensure your business becomes part of that figure.
Carefully draught the job description.
Try to avoid using terminology in the job description that will unintentionally discourage specific candidates. When discussing construction roles, for example, "masculine-type" language like "leader" and "ambitious" may be off putting to some female applicants.
Offer Policies that Encourage Diverse Candidates to Apply
one of the best strategies to help attract diverse candidates is offering flexibility within the roll. While not all construction jobs will allow you to work from home entirely, you can compensate for this, with flexible working hours for example.
Reach Out to Talent Directly
Another crucial step is to contact potential candidates directly, even if they haven't applied. An internal report by Hewlett Packard, that has been quoted in dozens of articles suggests that women would only apply if they met 100% of the job specification requirements, whereas men would apply if they met just 60%.
In other words, especially in the construction business, women are less inclined to apply for jobs if they do not meet all of the qualifications. This means that, even if your requirements for portfolios or projects are flexible, you will likely receive more male candidates. You can overcome this by being proactive and personally approaching applicants.
How can we help?
Searching for an opportunity in the construction industry, or are you a hiring authority in need of construction talent? Get in touch to discuss your requirements getus@jamesgrayengineering.com
