You're Hired: How to Recruit and Interview Employees


youre_hired.gifGetting from the application process to "You're hired!" can be a daunting process. Simply put, there are two main components to recruiting and hiring:

  1. Knowing the traits and abilities of the hiring pool.
  2. Knowing the right questions to ask those candidates.
By having the requisite knowledge of who you are recruiting and what you should ask, you can hire the right people for the right job. this sounds simple, but many employers don’t bother to do the necessary research before embarking on the hiring process. Good recruiters know that they should come into every interview equipped with a good sense of who they are dealing with and how to best approach them. 

Recruitment is often centered around the next generation entering the workforce today. if one of your goals is to attract young people to the construction industry, you need to know exactly who you’re dealing with from a generational perspective. When breaking down an entire generation, it’s easy to “paint with a broad brush.” so, keep in mind that there are always exceptions to the rule. but it’s useful to look at general trends in the personalities and actions of the generation-at-large. With that caveat in mind, what follows is a broad overview of personality traits and behavioral styles that will help you get to the all-important phrase, “you’re hired!” 

The “Me First” Generation

The millennial generation is also known as the “Me first” generation in some circles. They look at a company or job and ask themselves, “What’s in it for me?” This can be a positive in a lot of ways, but can also come off as self-absorbed. This generation believes in being unique and special. They have a strong self-identity that allows them to think about salary, benefits, and upward mobility above other factors. This strong sense of self can be a major positive for a company if nurtured in the correct manner. 

Above and beyond identity issues, Millennials are team-oriented people who want to be valued, respected, and see where they fit into the larger hierarchy of the company. They value interdependence and want to be involved in the decision-making process. Collaboartion is seen as the best way to solve problems while fostering the growth of the employee.

As for communication, the Millennials grew up in an age of technology, where computers are ubiquitous and communication primarily done through texting instead of talking. This outlook can often clash with the style of older employers, but it’s important to bridge the gap in ways that suit both sides. At the end of the day, it is best to have open, honest, two-way interaction with a focus on constructive feedback. They want the ability to bring problems to the forefront without negative repercussions. Furthermore, Millennials are looking for a workforce with a focus and understanding of five major traits:

1. Mistakes.

Errors are great  feedback mechanisms and learning opportunities. Let them know when something is not working and collaborate with them on how to find a more effective solution. 

2. Fear.

They are generally not afraid of anything new or different as long as the change leads to doing their jobs more effectively. The key question is: What can we do to remove the obstacles and achieve positive results? Action is everything.

3. Anger.

It’s okay to be angry about  negative results yet resolve issues with emotional control and effective listening.

4. Stubbornness.

Stand firm for the right cause and don't compromise your standards. Get people to own their responsibilities. Creating ownership means the standards are understood and that there will be accountability when those standards are not met.