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Finding and retaining good talent can be a challenge for contractors in today’s competitive world. The challenge is even bigger for contracting businesses. Though contracting business is not a new thing, the field has started gaining popularity these days. So, people prefer other options than working with contractors for job stability and safety. 

Now, the good news! Below are some proven tips for contractors that you can use to hire good talent as a reliable worker:

Plan Ahead

Most successful companies assess the skills of their employees continually and determine their needs for the future. Many employers consider contract employees a way to meet ad hoc business requirements. However, if you incorporate temporary and contract workers into the workforce planning, you will easily build a talent pipeline.

Establish a Hiring Process

Hiring is an investment strategy for the organization. So don’t take recruitments lightly. Make this process easy to replicate and repeatable. Document the process properly that you feel works best for the organization. You will observe that you have the proper hiring process after identifying the candidates quickly. Throughout interviews, you can uncover their behaviors, check references, and then offer the job.

Don’t be Shy to Ask Buyers

There is a revival of trades inter­est and huge oppor­tu­ni­ties for moti­vat­ed indi­vid­u­als. Let the customers know about your train­ing for young peo­ple who want to enter the work­force. Appre­ci­ate refer­rals from customers who know your com­pa­ny and its val­ues.

Make Quick Decisions

The biggest challenge for candidates is the lengthy hiring process. If any great employee becomes available, make sure you secure them quickly because there is high demand for the best candidates. It is true, especially for re-hiring a previous contractor or extending contracts. Remember that the fastest way to lose a great candidate is to delay decision-making.

Avoid a Complex Hierarchy

Avoid hierarchies as much as you can. However, it is not necessary for a company that is not a multinational corporation. Instead of using a tree-typed hierarchy, use a graph-based structure, where each component has to work with one other, and a single owner governs it.

Share the Culture and Vision

Nowadays, a lot of new hires do not stick­ around for a longer time. The best way to solve this issue is to ensure that these recruits real­ly know about the com­pa­ny. It is where you prefer sharing your vision, mis­sion, and com­pa­ny cul­ture with those recruits and focus on online marketing for this.

Tell each hire to talk to a hir­ing man­ag­er during the first few weeks of work­ing there. In oth­er words, communicate well and ensure that these recruits feel the man­age­ment approach­able and you are keen about their success. 

Celebrate Your People

Extra perks are necessary to boost employees’ morale, and they love to get recognized and appreciated for their hard work. In fact, those employees who get positive praise stay seven times more likely with the company and feel eleven times more likely committed to the company.

Bottom Line

Undoubtedly, finding good people in the construction business is tough. But business owners or contractors who take a proactive approach will have a chance of filling the open positions with good construction workers. 


Linda Rawson, who is the founder of DynaGrace Enterprises (dynagrace.com), an 8(a) graduate and EDWOSB, contributed to the content of this blog. She is the founder of GovCon-Biz. For further information, please connect with Linda on LinkedIn, or contact her at (800) 676-0058 ext 101.

Please reach out to us at GovCon-Biz should you have any questions.

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