Relocation is a major life change that may seem daunting. But in many cases, it can be the key to unlocking life-changing career opportunities.

Dismissing a candidate because they are unemployed is an easy way for construction companies to lose out on top talent. Hiring managers should meet with the candidate, and then trust their own experience and intuition to determine if that person is the right fit.

For roofing companies to compete at a high level for top talent, they need to have a clear strategy for how to recruit, hire, and retain those candidates.

In the drywall sector, savvy companies are leaning into two main strategies to get ahead of the curve and set themselves up for success no matter what state the market is in: diversifying their scope of services, and building a deep roster of talent.

Everyone has a part to play in creating “a new normal” during and after a crisis, including recruiters. Recruiters can ensure that they continue to provide value long after the storm has passed by focusing on relationships, taking things one step at a time, and staying positive.

Firstly, I would like to be clear: this is not a business development letter. It is simply an effort to check on all of our valued friends, offer support where appropriate, educate if possible, and come together during these unprecedented times.

Concrete companies need to build and develop strong in-house training programs to help high-potential, hungry new employees meet their company’s specific needs.

At Kimmel & Associates, it is our goal to serve the construction industry. One of the ways we feel we can serve is to provide helpful market data. To that end, we are pleased to offer our 2020 Kimmel & Associates General Construction Compensation Review.

Construction companies can improve its skilled trade recruitment by making sure both its current tradesmen and all of its employees understand how valuable the skilled trades are to their overall success.