Finding and Retaining Top Talent

You know who has a labour shortage issue in our industry? Bad companies. You know who has an even bigger labour shortage issue? Bad companies with bad leaders. 

We don't have enough well run, awesome companies with great leaders in our industry, yet, to have a labour shortage issue. If you build your company to be a place where people want to work, you will never have a problem hiring, and keeping top talent. Period.

Bold statement for an industry screaming of labour issues? Sure. 

Is it true? Absolutely.

If you're still reading, and didn't tune out after that statement, you're one of the few willing to acknowledge that maybe "they" are not the issue.

Last week, we talked about how to build a culture of accountability, so your business runs smoothly even when you’re not around. (Missed it? Read it here.)

This week, we're talking about something even more critical, hiring and retaining the right people.

Because if you’ve ever said (or thought):

• “No one wants to work anymore.” 

• “We hire them, train them, and they leave.” 

• “Nobody cares anymore.”

You're not alone.

And here’s the truth...

You don’t have a hiring problem. You have a positioning problem. You have not (yet) positioned your business as the top place to work in your industry.

Top performers don’t just want a job, they want a reason to care, a place to grow, and a leader worth following. They want to work for a leader that takes their business seriously and is willing to do the work to build a company deserving of top talent.

Why Most Construction Businesses Struggle to Attract A-Players

There are a couple of issues that exist here. One is that a lot of the older, talented tradespeople are retiring out and their skill set is not being passed down to the next generation, leaving fewer people with real skill. The other is that highly skilled people are in high demand, they don't have to settle for working for mediocre companies. 

Most construction companies struggle with finding good people because:

❌ They only recruit when they’re desperate. Good people are already employed. If you start looking when someone quits, you’re already behind. Always be in recruiting mode.

❌ They don’t sell the opportunity. Job posts that sound like: “We’re hiring! Must be punctual and reliable.” won’t stand out to top-tier talent. You need to sell your company to them as a great place to work. Know what are they looking for and write your job post around that.

❌ They don’t create a place people want to stay. A lack of training, growth opportunities, and leadership is why people leave, even if the pay is good. Build a vision and share it with your people so they see their future with your company.

How to Attract Top Talent, That Will Not Cost You More

Attracting good people and getting them to stay is not magic, it is not rocket science. In fact, it is quite simple. People are not looking for the world, they are looking for a company that cares. They are looking for a company that truly values their people and it shows through their actions. 

When you care more about the success of your people than you do your own, that's when the magic happens. The problem is, a lot of leaders in our industry are so preoccupied with their own survival, they don't know how to make the shift. And I get it. I remember what it was like operating in survival mode. Here are a few things you can do to start:

✅ Market your company like you market your services. People want to work for companies that stand for something. Share your values, your vision, and what makes your business different. Think of your ideal candidate, just like you would your ideal client.

✅ Create a clear career path. Show people they’re not just taking a job, they’re joining a company where they can grow, lead, and succeed because leadership cares about helping them realize their goals and dreams.

✅ Build a reputation internally and externally. Your brand as an employer matters. Treat your current team well, and word gets out. That’s your best recruiting tool.

3 Retention Strategies to Keep Your Best People Engaged

If you have managed to hire or develop great people, don't take them for granted. They have other options and don't be fooled, they are being approached to go elsewhere. Here are a few things you can do to position yourself as a company where people want to work:

1️⃣ Invest in leadership development. Training turns good workers into great leaders and shows you’re invested in their future.

2️⃣ Recognize and reward ownership. Celebrate people who take initiative, solve problems, and lead without being asked. Praise their successes in public.

3️⃣ Give them a voice. People stay where they feel heard, trusted, and part of something bigger. Ask for feedback and then do something with it.

You are already putting so much effort into your company, likely just trying to get through another day. What if you took that same amount of energy and instead of focusing on survival, you focused on your people? Have faith that when you focus on giving them what they need (want), they will give you what you need (want).

What’s Next? Turning Vision into Reality

We’ve now covered the foundational pillars of building a self-sustaining, scalable construction business:

✅ Delegation 

✅ Leadership hiring 

✅ Accountability 

✅ Profitability 

✅ Time management 

✅ Team building

Next week, we’ll shift gears a bit and talk about vision, how to craft a clear, compelling direction for your company that pulls your team forward and aligns all your efforts.

If you are ready for things to be different and could use some help implementing the ideas presented in the last several weeks, reach out to me, it's what I do. I'm here to help.