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How do I discern honesty in canidates to potentially manage or operate my business on my behalf?

The business has operated on a part time basis since 1998 and I wear all hats. Adminstrator, Warranty representative, technician, installer, etc. I would like for the business to grow but I do not have the time with responsibilities of a full time manager position in an alternate industry. The manager position provides security and benefits I could not provide on my own...at least not initially

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What manager hasn't asked that? While I'm not in HR, I've interviewed my share of candidates over the years. It's a fine line but let your interview be more of a conversation and trade stories to find common ground. Who do you know that they might know....school, gym, hobbies, etc. Ask for their job history as well as references and then call them all. Confirm their skills, ask how they'd handle various situations you've dealt with. Check their online presence....Facebook, Twitter etc can tell you a lot. It's your business and your reputation so you need to know that this person will represent you to your customers as you want to be seen and valued. Then trust your gut. I still think that's more reliable than asking someone what kind of tree or animal they'd be!

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Hi David, Great question! While nothing is a guarantee, there are a few things you can do to at least minimize the risk. (1) Check references--thoroughly, (2) Check with previous employers on character, work ethic, would they hire them again, etc. (3) Run a background check, if applicable, and (4) while this may seem like it doesn't apply and kind of a no-brainer, Drug test them. I believe, in some states you can point blank ask "Can you pass a drug test?" If they say yes, and fail it, they've obviously not been truthful and should not be hired. Lastly, (5), what does your gut say. Most of us, if we're paying attention, know when someone is being dishonest with us. Watch their body language during the interview--can they look you in the eye, are they being too fidgety, are they talking too much trying to justify or convince you of something or do they seem to be leaving information out in pertinent areas. Hope this helped. Wendy Jerome, MBA

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Whether you’re hiring construction workers or accountants, many of the same principles apply. For instance, you need to create a compelling job posting, offer competitive compensation, target the right candidates, conduct effective interviews, and make sure your recruiting efforts are ongoing. Still, construction is a unique industry with its own special challenges.

We’ll explore some important things to consider when hiring construction workers, including broader economic factors and best practices for recruiting.

The construction industry and hiring trends

One of the things that makes construction unique is its boom and bust cycle, which follows economic trends. For instance, new construction often spikes when interest rates are lowered, making it easier for homebuyers to borrow money. Of course, more construction workers are needed as the demand for new homes increases.

However, “easy” money can sometimes overwhelm new homeowners who aren’t able to keep up with payments, which is what led to the Great Recession of 2008. When an avalanche of mortgage loan defaults exposed the insolvency of many of the country’s most highly leveraged lending institutions, home values plummeted and new construction slowed significantly.

The highs and lows of the market, and the construction industry specifically, make it challenging for construction companies to maintain the proper staffing level and remain competitive. Hiring needs in construction also vary by region, typically responding to population trends. The upshot? The nature of the housing market forces you to be nimble and to spend time anticipating your future staffing needs.

Attracting top applicants to your construction firm

Assuming you’ve already identified the need for new staff, the process of hiring construction workers generally begins by crafting an engaging, search-friendly, and actionable job posting. An effective posting should resonate with the candidates you’re trying to reach. Important elements of the job description and posting should include the following: •Specific duties: Many construction companies are specialized. So if your company’s focus is roofing, you need to clearly indicate that toward the top. If you have multiple specialties, likewise, make sure you list the specific types of work your company does. •Desired skills and qualifications: Construction workers typically aren’t required to have a college degree, but that doesn’t mean you can’t inquire about certifications for certain positions, particularly those with management responsibilities. •Training opportunities: The most successful construction workers are always learning new skills to make themselves more marketable. If you offer on-the-job training, mention it in your posting (but be specific). •Company culture and benefits: In addition to the base salary, potential employees will want to get a sense of the company culture and what the day-to-day might consist of. The work can be quite physically taxing, so workers likely will seek out an employer with a decent health insurance plan.

Once you’ve crafted a winning job ad, you’ll want to post it where it will be seen by the right candidates. Career search companies, like Monster, also have resume databases where you can find qualified candidates according to your company’s specific needs.

Hiring construction workers through word of mouth

Clients, suppliers, subcontractors, and other construction workers typically have a shortlist of other workers whom they’d recommend in a heartbeat. Make sure you ask around if you’re looking to fill a particular position, since a vetted candidate is a valuable candidate. Also, you may be able to attract workers who have worked together in the past and have the right chemistry to work efficiently.

If you find your applicants through a job posting, make sure you ask for references. Even someone with a solid resume may not be the right fit for your company or for the jobs you need them to complete. Staying in touch with previous employees is another great way to help vet potential new hires and to ensure that your recruitment efforts are ongoing.

Use the right tools when hiring construction workers

The key to a company’s success (or failure) often comes down to their people and how they’re managed. But when companies have a recruiting need, the hiring process is often rushed, which makes it hard to be thorough. To find the best candidates, you need the right tools. Check out Monster Hiring Solutions, a subscription newsletter, where you’ll find valuable information on the latest hiring trends, managerial strategies, recruiting tips, and more.

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