Hiring top masonry talent: three steps are involved in this process: finding the right person, selling the individual on your company's opportunities, and closing the deal

Masonry Construction, Feb, 2004 by Jim Midelis

If looking for a project manager or superintendent, ask questions about specific jobs the candidate was involved in and what his/her duties were on each. Ask for examples of jobs that were turned from losers into winners. Ask about jobs that made profits substantially above that expected, and ask how the increase was accomplished. Let him/her brag a little, and then ask the individual to speak candidly about a problem job or a loser. An experienced and competent project manager or superintendent should be able to answer those questions with great detail.

A thorough interview process lets a potential prospect know you are serious about putting together a competent and successful team, and that you intend to make it a long-term career opportunity for the right person. Don't expect to accomplish all of these goals in one session.

Typically, two or three interviews are appropriate for a senior level estimator, project manager, or superintendent. You will probably miss out on great candidates if more than that number are conducted. It is also critical to keep the momentum flowing during the interview process and not leave strong candidates sitting in limbo.

Closing the deal

Closing the deal is the final component of making a good hire. Handled properly, this step ensures that the newest staff addition starts off with a satisfied feeling and a genuine excitement about beginning a new career. Handled improperly, you help someone get a big raise at his/her current company or have the person start working with you feeling unsatisfied.

If there is an indication that a candidate is motivated only by money, then tendering an official offer is probably a waste of time unless the individual is currently significantly under compensated. Most career moves are based on growth opportunities within the company, as well as the culture and environment within the office.

If you believe that the candidate has the expertise and personality needed, then your company should expect to pay a 10%-20% increase over the current income. There are some exceptions to the above increase in compensation, but most candidates expect a significant raise to make a career move.

Successful hiring has become more difficult and will get worse before it gets better. This scenario is probably due to demographics as much as it is to the tact that today's fresh graduates have many options that appear to be more glamorous than masonry contracting.

As long as you are willing to put forth the effort to find quality candidates, sell the candidates your opportunity, and make a competitive offer in a reasonable time frame, you can still hire top talent in today's market.

Jim Midelis is a senior executive recruiter at Peterson Consulting Group, Vero Beach, Fla. He specializes in locating and attracting talent for masonry contracting companies. Midelis can be contacted at jim@onlinepcg.com, 800-269-7319 ext. 1004, or at Booth 109 at the World of Masonry.