Top Construction Recruiters | Top 5 Construction Recruiters | Top 10 Construction Recruiters | Best Construction Recruiters
Who are the best construction recruiters? Who is in the top 5? The top 10? Who are the Top 5 Construction Executive Search Firms? After having been in the industry for the past 15 years I’ve finally taken the time to sit down and list out the top 5 Construction Recruiting companies in the United States. Construction recruiters focus on hiring a Superintendent, hiring a Project Manager, or even hiring an Estimator for their clients. Being a top 5 construction recruiter, or even a top 10 construction recruiter isn’t easy. It takes determination and an uncanny ability to network through the construction industry. It also takes experience and construction knowledge. Without further ado, here are the Top 5 Recruiting companies in the Construction Industry.
Pros: Talent Vault product which allows you to search for your candidates online for free, exclusive to the construction industry, same leadership since founding, excellent processes, fast growing, amazing corporate offices, placement retention rates over 90%.
Cons: None to speak of.
4 Corner Resources
Pros: 14 years in business, excellent leadership, versatile offering, responsive.
Cons: None to speak of.
Kimmel & Associates
Pros: 40 years in business, focused on Construction, well organized.
Cons: Still using fax machine technology, located in a small market, focus on other industries aside from construction, i.e automotive.
Pros: International Company, large team, Construction focused.
Cons: Sometimes more focused on European operations, other disciplines besides construction, i.e. healthcare and oil & gas.
Pros: International company, construction focused.
Cons: Jack of all trades, master of none. High turnover. Many clients and employees have departed in recent years to work with Hire10.
Can we just start this article out and all agree the title of this article is true? Anyone who has a decade or more of career experience just comes to know this statement as a universal business truth. Accepting a counter offer is a terrible idea. Let me say that again. Accepting a counter offer is a terrible idea.
Okay, let's start at the beginning. It all started a few months ago. You felt neglected. Mistreated. Or at the very least overlooked or under-appreciated. You didn't get the promised review or the boss forgot to give you a raise. You set out to make things right. You ask your boss to resolve the matter. Crickets. At some point you determined your situation was unresolvable and you decided to venture out and begin interviewing. You interviewed. And you did it. You got the job! More money. A better company. A new position. Better clients. Now the dreaded moment. You have to tell your boss of many years that you're leaving. It's stressful and not fun. At all. But it's over quick.
Sometimes the boss wishes you well. These are the smart bosses. They only want the people who want them. It's a healthy point of view, trust me. As Simon Sinek so famously said, clients will never love a company until its people do. If people quit and then are pressured into staying for money and/or title, I can assure you the employee doesn't love the employer and thus neither do the customers. The unloved company is doomed for mediocracy at best and at worst, complete failure.
Sometimes bosses offer you more cash, a better job title, or both to stay. These are the elephants. I'll explain later. They are trying to save face to their boss. Save a project. Maybe even save their job. Maybe a few others recently left and they know it will reflect badly if multiple people leave. Sometimes they are just trying to create a band-aid situation until they can find a more permanent solution like fire you and bring in a cheaper guy. Wink, wink. Don't believe me? I've seen it happen. Heck, they could have been planning to fire you in a few weeks. Now they feel good about it and will literally keep you for their needs for the next 4 weeks and make you miss your new job. I've seen it happen. It's terrible what some employers will do to employees. Whatever the motivation, bosses have their best interests in mind when making a counter offer, not yours.
The funny thing about "counter offer bosses" is that they never forget. That's why I call them elephants. They never forget and that doesn't bode well for you. The second you resign the trust is broken. It can never be restored. Broken trust makes people act crazy. The fallout of the decision to stay after trust is broken can play out in many ways. Does the company and the manager have a bruised ego? Of course they do. They most likely say things to themselves like after all I have done for them they are going to leave me for a couple more bucks? The more maniacal bosses will even think to themselves I'll show this guy, I will have the last laugh. Managers often times take a resignation very personally to their leadership abilities. It's akin to being dumped. To then turn around and expect the boss not to have a bruised ego is very naive. To expect the boss to love you and promote you and that everything will be perfect in the future is downright stupid. I hate to be so brash but it's true. It's dumb to think a couple more bucks and a word on a business card is going to make it alright.
Let's go through a couple scenarios and I'll try to demonstrate some of the pitfalls of counteroffers.
First scenario. Let's say a few months later the economy turns for the worse or the company loses a major client. Who do they let go? The person who tried to leave already, because it's a clear choice, right? Of course it is.
Different scenario. Let's say a few months later the economy turns for the better or the company gains a major client? Who do they promote? They promote the most loyal person in the room. The person they trust. They don't promote the person who tried to quit last year. Why? They might try to quit again. Leave us in the lurch. Once trust is broken it can never be put back into place. You will be passed over time and again.
What about the simpler day-to-day mechanics of work? Let's say it is six months later. Your work conditions have not improved. Maybe it's the holidays. You eat a bad piece of chicken for dinner the night before. You wake up. You're dying, throwing up, and turning green. You need to rest and drink lots of fluids right? You call work last minute and miss work for an entire day. Guess what your company assumes? That you've been interviewing and you are on your way out the door again. That missed day alone might be enough of a catalyst for them to start searching for your replacement. Don't believe me? I've seen it happen. The manager fears they will be left in the lurch. Why? Because trust is broken.
My question to those of you who do accept counteroffers is simply this: Why did you have to quit (the most drastic action there is...) just to get a review and/or a raise? Why didn't they do it prior when you were working long hours or holidays or hit the desired milestones? It seems pretty terrible that you have to literally go and find another job just to get your employer to pay attention to you. Don't you deserve to be treated better than that? Of course you do. We all do.
It has been said that 80% of people who accept a counter offer are unemployed within six months. Not employed somewhere else. They are literally jobless. It seems to make sense right? Here's the 30,000 foot summary. A person and a company don't get along well. Issues remain unresolved. The person tries to leave. The employer begs the person to stay. The person stays but now things are worse not better because the employer likes the employee even less, doesn't trust the employee and is upset they are paying more for the same person. Issues stay unresolved and the employee finally leaves once and for all as it is the only way to improve their situation. Employee realizes their initial decision to leave was the right one. Employee agrees with the article title. :)
Let's sum it all up. Don't get suckered into a counter offer. It's the worst decision you'll ever make. Take the offer. Get the raise from the new employer. Nothing will change at your current employer. And you'll hate yourself everyday after you accept it because let's face it, nobody likes getting pressured out of something they really wanted.
I've been recruiting for 15 years. I've seen this happen to more people than I can count. It's terrible and I feel bad for them. The company goes on fine. But sometimes it takes years, or decades to make up for the lost progress that could have been made at a new, better firm.
Best of luck to you! If you accept a counteroffer you're gonna need it!
I have so many candidates who cling to giant brand name companies. They are so fearful of the smaller company or even a start-up. Why? Does the risk in a smaller company outweigh the massive upside? I bet Facebook's earliest employees would answer a resounding "no". So what I want to know is at what point in human society did we turn a corner so severe, so safety seeking, so fearful, that we sell out at the first sign of disaster? What happened to the men who sailed from Europe thinking they may sail over the edge of the earth? Talk about risk. What happened to men, barely a hundred years ago, who climbed the skeleton of the Empire State Building, without safety equipment, to build one of the world's tallest structures at the time? At what point did we lose the saying nothing ventured, nothing gained.
We take absolutely nothing with us when we die. Nothing. The short time between our birth and death is an adventure, nothing more. It's a time to make our mark. We spend decades learning the basics, then honing our craft, only to spend a few short moments in the sun. Human beings who do not boldly seek their dreams, in my opinion, fail to be fully human. They cheat themselves. They allow the world's design for their lives to replace their dreams. They trade the adventure of a couple men huddled together during adversity, seeking the mountain top, for the soulless safety and often inescapable systems designed to build other men's dreams.
My advice to young people is simply this: take risk, albeit calculated, but still...take a risk! Scare yourself. Get your blood pumping. Design your dream. Write it on paper. Say it aloud. Broadcast it on social media. If people don't laugh at your dreams, they aren't big enough. Live a life you are proud of and do not listen to anyone else's plans for your life. My largest and most vocal opponents at twenty five years of age are the exact same people in the front seat of my cheering section at thirty three when I sold my first company. I wrote their names on little sheets of paper and taped them up in my office so I had to see them everyday. I let their doubt fuel my dreams.
Everyone's definition of success is different. My definition is simply this: success is obtaining, or fully pursuing, one's dreams with everything you have. Not holding back. Leaving it all on the field. If you're lucky enough you can spend those days building a company with people you truly enjoy where the lines of personal and business seem to fade away, a true partnership.
Now that I have told you what I think success is, let me you tell what it is not. Success is not money in the bank. Side note: If you become good at your craft, the money always follows. It's not a company brand on your resume. It's not "safety" or "security". Success is when you strip away the peanut gallery and the social media influencers and what your mom and your dad and your girlfriend or boyfriend think is good for you. You scrap everything and you say I want to do "this" and you actually do it, or at the very least attempt to.
Let me conclude by saying this: most Fortune 500 companies are started by men in their forties and fifties. That means from twenty three to forty three years of age you need to learn. Learn everything you can. Get a mentor. Stay late at the office. Burn the midnight oil. Network. Talk big. Dream big. Take chances. Don't sell out. You don't have to sell out. When you're young you don't have kids to support or a mortgage. Live lean and find your true north. Chase your dream. Live the life you've always dreamed of or die trying to get it. You might not end up in Forbes, but in the last moments of your life, when you're alone and reflecting on the decisions you have made, you will softly smile and think to yourself, I did it. I did exactly what I wanted to do. What a good ride. I wouldn't have done it any other way.
Written by Ken Brown
If you are seeking an exciting work enviorment with fast growth, great leadership and a huge potential for upside then we need to talk.
Hire10 is growing rapidly. What an exciting time in our company's history. I'm writing this article today as a guidepost for my team. I want them to very clearly understand what they can expect from me as a leader and hopefully, over time, what I can expect for them as they grow into leadership roles. As we know all too well a good leader can make a company and a bad one can break it. Problems are solved by leadership. Stormy seas are navigated by leaders. We depend on leadership in every critical situation. Many business leaders believe they are just there to check numbers on reports and manage the comings and goings of their team. Nothing could be further from the truth! Again, I’m writing this blog post with the sincere hopes that as we develop leadership skills across Hire10, that my team, manager or not, embodies the principles set forth in this article.
DISCLAIMER: Please don't think I'm some arrogant 'know-it-all' business person, I am simply someone who has been doing this for about 20 years and learned most of this through hard work and quite honestly, failure. Only when I failed (and I often failed hard) did I really learn a valuable lesson.
I like lists, so here it is...Ken Brown’s 20 Laws of Leadership. I hope you enjoy and pick up something that helps you in your day to day!
(1) Leaders create an environment where what is valued and expected is clearly known. I had a very early mentor that used to simply say "expect and inspect". Another good saying is "trust but verify".
(2) Leaders are consistent in what they expect from their team and how they manage results. Don't be all over the place. People need consistency from their leaders. Consistency in mood, behaviors, attitudes, language, and expectations matter. If you are a wildly inconsistent person maybe you should focus on developing yourself first prior to taking responsibility for the well being of others.
(3) Leaders show up and they give 100% effort on a consistent basis. Do not confuse this with zealous overwork. Good leaders also “sharpen the saw” time to time. A good leader will make sure that if they cross that threshold to the office that they perform. Again, an early mentor taught me an important lesson on compartmentalizing. He said when I walked into work I was on "on stage" and I should act as such. He said it did not matter if something was going wrong personally. While I was at work I was to be 100% focused, to the point where I would not let anything happening outside of work affect me. This rule has really served me well over the years.
(4) Leaders set the pace. Leaders lead from the front. They do not hesitate to lend a hand for any role in their company at any time. Nothing is “beneath them”. If you want to be a leader get ready to work hard. As a leader you do a lot more than your "job". You are often doing work well outside of your job description for the betterment of your team. Approach these tasks with joy and try to view them as an honor. It truly is an honor to get to lead a great team.
(5) Leaders listen. Leaders let their actions speak. Leaders have two ears and one mouth. Put the cellphone down, pick your head up and listen to others. Don't craft a response while they are speaking. Focus on what they are saying and really listen. This will non-verbally communicate how much you care for and respect your team.
(6) Leaders have a clear vision and their team does not hesitate to respond when they are asked why they do what they do and where they are going as a team. Without a vision you can't lead. You must have a vision, it must be big and bold, and if people don't occasionally laugh, snicker, or roll their eyes when you verbalize your vision it most likely is not big enough. Bold visions give people bold purpose.
(7) Leaders do not make ‘knee jerk’ reactions. They are careful when charting the course. At the same time be decisive whenever possible. Regarding large matters, or matters that affect people's lives, or on matters that affect large dollar amounts, seek counsel. Once you have a plan - prepare how and when you will roll out the solution. Being a solid decision maker will make your people trust you.
(8) Leaders seek mentorship as they know they do not know everything. Be humble. Always be learning.
(9) Leaders maintain a strong group of peer advisors. Again, be humble enough to know you don't know everything.
(10) Leaders focus on strengthening their weaknesses. Be self aware and intentional about self improvement.
(11) Leaders admit when they are wrong. Just do it.
(12) Leaders are decisive and confident. Always.
(13) Leaders have uncompromising integrity. Do the right thing even when no one is watching. Your integrity is directly tied to your legacy.
(14) Leaders know they have a position of power and thus they maintain a sense of humility.
(15) Leaders take responsibility when their team fails and gives their team credit when they win.
(16) Leaders do not seek personal accolades aside from those that may advance their businesses (team’s) interests as a whole.
(17) Leaders make it happen, no matter what.
(18) Leaders trust their team. Great teams trust their leader!
(19) Leaders are present. Both physically and mentally. (Put down the phone!)
(20) Leaders are there to SERVE their team, not the other way around! Last but certainly not least. A great leader exists to ensure that everyone on their team is a success. Great leaders work feverishously to help their people. They are not above them. They are out front. The tip of the spear. Paving the way, charting the course, and delivering large quantities of confidence to their team.
Located in Altamonte Springs, FL, we have plans to hire 40 people over the next 18 months. If you would be interested in joining our team, please reach out to firstname.lastname@example.org
Today I plan to talk about something constructive for the general betterment of the recruiting industry. Today's topic is about how to set yourself apart from other job seekers before your job search even begins. While none of these things are ground breaking, combined they should yield excellent results.
Why a new job? The most important question you need to answer throughout the interview process is... 'why'. Why do you want a new job? If you can't answer this you have some serious work to do. Ask yourself: Do you want to make more money? Why? Do you want to buy a house with that money? Or do you want to live in the city, or outside the city, or in another city? Are you craving a higher-level challenge? Are you bored to death at work? Are you overwhelmed? Does your current company lack stability? Are layoffs looming? There are a million reasons why you may want to make a move but the rule of thumb is to be transparent when speaking with a recruiter or a potentially new employer. Avoid generalizations or trying so hard 'not to speak badly' of your current employer that you come across evasive or untruthful. You can be brutally honest and professional at the same time. If the details surrounding your departure are murky, seek help from a professional career advisor. A clear reason 'why' will set the foundation for a successful job search.
What, what? Now that you've defined 'why' you need to define 'what'. Although you may feel like a renaissance man who can do it all, more than likely the company you interview with is going to hire you for one position with two, maybe three core functions. Keep it on point. You need to be able to answer exactly what you want to do for the company, why you would be good for the position and specifically how your resume and background correlate directly to the job description. If your answers are not concise or well thought out you are going to ramble and flounder. This can kill an interview in the first thirty seconds.
Where in the world is Carmen San Diego? Now it's time to define your geography. Will you relocate for work? To where? Will you pay for it or do you expect relocation assistance? There are a lot of questions you will need to answer to properly set your search parameters. Although important, this topic isn't too tough and most people know how far they are willing to go to for work. Again, be concise and demonstrate that you've put thought to the topic and aren't merely 'winging it'.
Resumes are boring, just add spice. This is an article in and of itself. Maybe even a series of articles. Adding a bit of flavor to a resume is something I always encourage and enlisting the aid of a professional writer and designer will make this task painless and exciting at the same time. While banking or retail may be your specialty, resume writing most likely is not. In addition to the written content I would enlist a graphic designer or digital marketing company to create graphical version of your resume that 'pops'. When your resume looks good, you will know it. People will rave and rant about it, about how good it looks and how creative of a design it is, and most importantly employers will be more apt to reach out to you to request an interview. They will assume if your resume is 'good' then you are 'good'. Don't be afraid to incorporate new or edgy things into the resume. This will show that you are confident, creative and willing to put in the extra effort to make anything you do shine. For good measure keep a ".DOC" version handy for the technologically impaired or for the recruiter who needs to OCR your resume into his database.
Do you even Social? I could literally write an entire book on social media and it's importance in your job search so without going into too much detail I'm going to keep it short and sweet. First off, clean it up. Delete anything that could be controversial, political or downright inappropriate. Make sure your photos do not show you doing anything illegal or illicit and in general try to lock down your profile. That's the defensive side of social media. On the opportunistic side of things you should you actively use your social media presence as a tool, showcasing the best side of yourself. Use the same professional headshot as the profile picture for all of your social media. This will help employers to quickly identify you and not mistake someone else's (with the same name) content for yours. You should try to post things relevant to your job search, i.e. an award you received, an industry article showing your enthusiasm for the position or wholesome photos of you with family and friends engaged in meaningful activities. Invest time into this activity as it will most likely be the first thing an employer searches.
All in all, there is never too much work you can do to prep for a job search. The website "www.about.me" is a free tool you can utilize outside of LinkedIn, Facebook, Instagram and Twitter where you can have a personal webpage to show the more human side of yourself while still remaining professional. When you think you've finished ask a few close friends to run an 'audit' of your social media to see what they can dig up on you, how they honestly view your posts and likes and what feedback they may have if they were the potential employer. If you're still not sure, seek out local recruiters in your market for their professional opinion. Always remember, whatever you do online, while you believe it may be private, there is usually a way to access that information so always use discretion and professionalism when posting. The hiring manager at your dream job may just be a friend of a friend, you never know.
Written by Ken Brown