Multiple Recruitment for Construction Workers in Canada.
The land of Canada, stretching from the Atlantic to the Pacific and from the Arctic Circle to the U.S. border, is the second largest country in the world.
Its enormous area includes many different geographical features and climates. The St. Lawrence Seaway and Great Lakes link eastern and central Canada and makeup one of the world’s major inland waterways.
Toronto is Canada’s largest city. Ottawa, the capital, is next in size. Other large metropolitan areas are Montreal, Vancouver, and Calgary.
The country has a set down principles which strictly forbid discrimination through employment in the country. Discrimination in regards to gender, nationality, disability, religion, race, and all others.
Presently, we have multiple job openings for hardworking, talented, competent, and suitably qualified personnel by reputable employees in the country to serve as Construction Workers.
It’s however vital that successful candidates must be able to demonstrate a high level of proficiency, capable of thriving under pressure, and exceptional multi-tasking skills.
Job Duties and Responsibilities
- You’ll follow established instructions in demolishing of buildings as may be required
- You’ll be responsible for the assembling and application of construction materials
- You’ll be responsible for the movement of materials to the construction site
- You’ll be responsible for the preparation of the worksite by removing dangerous materials
- You’ll be responsible for the smoothing and leveling of new concrete
- You’ll adhere strictly to safety and health regulations
- You’ll execute all other assigned duties
Job Skills and Requirements
- High school diploma
- Good organization skills
- Previous experience is required
- Exceptional time management skills
- Good communication skills
- Pay strong attention to details
- Effective interpersonal skills
- Good problem solving skills
- Friendly an positive attitude
Interview Questions for Construction Workers
1. Tell us about the construction projects you have worked on in the last year.
Reveals more about the candidate’s recent experience and his physical ability.
2. What do you think are the key responsibilities of a construction worker?
Tests the candidate’s knowledge of what the job entails.
3. Tell us about a time when you disagreed with a team member about how to perform a certain task. How did you handle the situation?
Demonstrates the candidate’s communication skills and his ability to work in a team.
4. Have you ever been in a situation where the supervisor was unhappy with your work? What did you learn from the situation?
Reveals more about the candidate’s work ethic, attitude, performance, and skills.
5. What steps have you taken in terms of further developing your skillset?
Reveals more about the candidate’s motivation, skills, and training.
How to Find Construction Workers
Create a job post
To attract and hire dependable construction workers, write a job post that focuses on the benefits and perks you offer, company culture, and your incentive program. Be sure to highlight whatever you offer that you know is currently a major drawcard.
This may include:
- Competitive salaries.
- Health benefits.
- Safe work environments.
- Positive company culture.
- Enough working hours.
- Career advancement opportunities.
- Skills development.
- Job security.
Post a job ad to the right places.
Post your job ad to Craigslist and Indeed. These are general job boards, but they offer a very wide reach and they are often the first stop for construction workers on the lookout for jobs.
Leverage social media.
Social media is an excellent tool for promoting your business. Instagram and Pinterest are exceptional for driving traffic to your website through great images of your projects. However, to recruit a construction worker, you need to focus on Facebook and LinkedIn, and you need to alter your approach a bit.
Social recruiting is about promoting your company culture, the benefits you offer, career advancement opportunities, etc. The main aim of using social media for talent acquisition is to show people all the reasons that make working for your company great.
And in so doing, the chances are good that you will start receiving more and more applications for vacancies, and that finding a good construction worker will become easier.
Here are a few ways you can use social media to attract your next skilled construction worker:
- Set up social media profiles specifically for recruiting.
- Post a mix of original and curated content, regularly.
- Engage as often as possible with your audience by liking and sharing posts, answering questions, and helping where you can.
- Use images and videos to highlight your company culture, quality of construction projects, big clients, etc.
- Post Facebook job ads.
- Ask your current employees to like and share your posts.
For a more active approach, Facebook and LinkedIn are particularly good tools if you want to find construction workers to hire. Both can be used to research and actively recruit experienced workers from competitors, identify potential employees working in related fields, target recent graduates and military veterans, or create relationships with trade schools and vocational colleges.
Create relationships with schools and colleges.
A major challenge in the construction industry today is getting young people interested in a career in the industry. There are many misconceptions among young people about a career in construction. Many mistakenly think that construction is all hard labor, dirty, and technophobic.
They also view construction as nothing more than a job and are unaware of the above-average earning potentials, career advancement opportunities, skills development, etc. It is important to address these misconceptions at the source.
Many contractors are looking at high schools, vocational colleges, and trade schools for recruiting. Recruiters are spending time developing good relationships with these institutions, hosting job fairs, offering apprenticeships, etc. You can identify potential employees early on by gathering referrals from guidance counselors and teachers
Set up an employee referral program.
Hiring should never be done only when you need new employees. It should be done all year round. If you only hire when you’re desperate for workers, you’ll end up employing one or two great workers and a dozen unskilled laborers with bad attitudes.
Once you’ve looked through resumes, invite applicants to a short phone interview. This will help you to gauge which of those are best suited for the position.
Example of questions to ask:
- What do you expect for a salary?
- Why did you leave your previous employer?
- What do you think are your main responsibilities as a construction worker?
- Why do you want this job?
- Do you work better in a team or alone?
Conduct in-person interviews.
Invite the best of the applicants to an interview either on-site or at the office. This final interview will give you the opportunity to learn a bit more about the applicants and to make up your mind about whether they are right for the position.
Apart from their answers to the questions you ask, pay attention to whether or not they were on time for the interview, how they conduct themselves, their physical strength and fitness, etc.
Hire a new construction worker.
Once you’ve found a skilled, dependable, qualified construction worker, call them and tell them the job is theirs. After the phone call, send them a job offer letter that explains everything you’re offering and what they can expect to happen next.
Onboarding is a key final step in the hiring process that is not to be overlooked. Make a good first impression and get new hires up and running fast by having a detailed and organized onboarding process.