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One area contractors struggle is hiring qualified Superintendents and Managers. The problem lies in the mentality of the contractor who believes he should be able to pay a qualified manager $XX.xx per hour because of what the standard pay range for carpenters and foreman is. A qualified field superintendent will balk at most offers but that's not the worst part. That qualified super will go work for a competitor while the bad taste stays in his mouth over the low offer he received from your company. He will associate that company with being cheap and unprofessional from then on. When he sees your company on a bidding list for projects he is in charge of, when collogues ask his opinion, and so on. That relationship is hard to recover, and the reputation can be even harder to repair. When trying to determine what you hope to get from hiring upper management, identify what level of impact on your annual revenue you want them to have and base your pay rate on that. Your qualified applicants will base their pay expectations on cost of living in the area of work, not what you pay your persons in the field. Hope that helps!

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Join the journey

This is the biggest hiring mistake I see leaders making in skilled trades 👇 They use titles to assume it leads to an outcome. What I find is titles for a position such as laborer or finish carpenter can mean so many different things based on the type of client you're working with or the type of project you're on. What I always recommend is to instead lead with the outcome in mind. Tell them the top three things you need this person to accomplish on a daily basis. For us, internally, that's called the quality, pace, and production. Every position we talk about in the skilled trades boils down to what is your expectation on quality, what is your expectation on production, and what is your expectation on pace? Those 3 things together help to make sure that whoever we present in front of you is focused on executing exactly what you need from them on a daily basis, as opposed to having the right title but not necessarily ready to deliver exactly what you need. Nik #skilledtrades #hiring #construction

Reach

Guns, Asphalt, and Hiring Candidates with a Growth Mindset. Last week, I had the opportunity to share this story with Walter Kearns at BuildWitt's Work Shop and wanted to pass it along. Our team recently partnered with an asphalt contractor in the Midwest looking for their next Lead Superintendent. They needed a leader of people, not just the largest projects. We met with a candidate who had great experience. We wanted to know more about their leadership style and how they dealt with their crews and people. We asked: "How are you actively growing and developing yourself professionally? Tell me more about how this plays into your leadership style." Candidate: "I'm working on how to manage my anger better on job sites." I paused and appreciated the honesty. Tell me more. "I have incredibly high standards for job sites and keeping projects on schedule. I can't stand delays and poorly kept job sites." Love a guy who is passionate about QC. "...but, I did threaten to shoot someone the other day on a job site. I would've if I had my gun..." I laughed and thought he was kidding. He wasn't. Obviously, this guy was hired on the spot! (kidding) Pro-tip: Ask questions and be quiet. You'll be surprised by what you will hear.

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