I am a recruiter for a company in the construction industry. I haven't hired anyone for two months. What should I do? Is it so difficult to recruit people in this industry?

It has been difficult for construction enterprises to recruit talents. Even the head construction enterprises cannot attract talents through strong financial support and rich project background, and it is even more difficult for small and medium-sized construction enterprises to recruit talents.

In view of the difficulty in recruiting people in the construction industry, there are several suggestions:

1. Cooperate with headhunting companies to reduce recruitment costs. Many construction enterprises are still used to finding their own suitable construction talents through working conditions. Only posting the job list on the company's official website or online recruitment platform will be passive and the recruitment progress will be slow.

Headhunting recruitment is the most effective means to meet the rapid recruitment needs of enterprises and the shortage of middle and high-end talents. Compared with the way that major recruitment platforms spread their nets widely, cooperation with headhunters can accurately obtain the talents you want, especially the main materials. Com, a company that has been deeply involved in the construction headhunting industry for many years.

By cooperating with a suitable headhunting company, these problems can be avoided to a great extent, thus helping the construction enterprise HR to invest more energy in other modules. What kind of headhunting company to choose is also a key consideration for HR. When choosing a headhunting company, you must choose a headhunting company that focuses on the field of construction engineering.

2. Enhance the reputation of the industry. Making videos about the daily work experience of modern construction workers is a good way to overcome people's misunderstanding that the work in this industry is hard, dangerous or challenging. The company may even hope to enhance the popularity and humanization of its brand and industry by improving its influence on social media.

3. Preferential treatment for existing employees If a region or construction industry does not have enough new labor, enterprises need to reduce the turnover rate as much as possible to retain every skilled employee. There are many ways to reduce the turnover rate of construction enterprises, such as:

● Guaranteed paid vacation and vacation schedule to prevent fatigue work.

● Rich welfare benefits will increase with the increase of employees' time in the company.

Providing more promotion opportunities and lack of promotion are a major obstacle in the construction industry. A project engineer hopes to become a project manager in a few years after proving his value. On-site employees hope to have the opportunity to enter the office after honing their interpersonal relationship and technical ability. Internal and external progress keeps employees interested and motivated, while attracting new employees, who can see a fast-paced and demanding career.