construction marketing recruiting

Can construction marketing recruiting help you find employees?

With the labor shortage, our construction clients often ask for our assistance when recruiting. First, let me say we are not HR people, and I explain that to clients. We are not educated in the legal requirements in listing job positions. However, we can help with construction marketing recruiting. Let me explain.

The construction marketing recruiting approach

While most marketing firms do not have HR staff to help clients, employing marketing tactics can help “sell” candidates to work for you. The construction marketing recruiting approach requires developing messages beyond the typical salary, benefits, and responsibilities. For instance, the messaging could expand to cover the company team atmosphere, mentorship programs, or work/family life balance. Another method to enhance recruitment messages is to use quotes from current employees explaining why they like working at your company.

These messages need to be in recruiting material. This material should that visitors download from an employment page on your website or receive it at a job fair. 

The channels for construction marketing recruiting

As with marketing and sales material, you need to determine the channels you will use to reach potential employees. In general, these strategies will be the awareness channels you use to build your brand in the community. Among these tactics would be social media posts, association website banners and publications, and signage at your facility or job sites. Additionally, be sure to have an employment page on your website. This page should incorporate all the construction marketing recruiting messages, the positions you need to fill, and a form to capture relevant information from the applicant.

Considerations in construction marketing recruiting

While I do feel we add to our construction clients’ efforts to find employees, we are not recruiters. If needed, reach out to a professional to assure you include all the statements regarding equal employment, safety, or specific physical requirements. Also, keep in mind that COVID-19 has changed many candidates’ attitudes toward the workplace, and you may need to adjust your policies to align with those changes.


About the Author

Paul Kowalski (or Pappy as he is called around the office) spent over two decades working at other agencies before opening Conach Marketing Group in 2008. The early part of his career was working with Fortune 500 clients at different agencies. However, working with smaller clients was his preference. This choice was because of the impact on a client’s business growth and forming closer, personal relationships.

About Conach

When he was creating Conach, his goal was to bring those Fortune 500 strategies along with years of B2B marketing experience to small business marketing clients. As a result of focusing on business to business marketing, Conach specializes in financial marketingfinancial marketing, and industrial marketing. Even though we are in Mid-Michigan, Conach provides marketing services to clients across the country.

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