How to Hire the Right Candidate for Your Roofing Company in Australia

No1 is presenting you with our new EDM series where we talk about suggestions of how to prepare for forecasted changes in the construction market, and discuss solutions that can help you and your business to survive, improve and grow.

In this Chapter: How to Hire the Right Candidate for your Roofing Company

Finding the best roofers for your construction business in Australia is vital for your success.

You need to be prepared for the risks of instability in the industry, as many large builders are facing insolvency.

You need to keep the right team on board so your business can survive the tough times and emerge stronger and better.

You need skilled and reliable workers who share your commitment to quality work and excellent customer service.

However, finding the right candidate can be challenging, especially in a competitive and dynamic industry like construction.

Here are some steps to help you hire the right candidate for your roofing company in Australia:

1. Write a Clear Job Description

A job description is a document that outlines the qualifications, duties, responsibilities, and expectations for a specific role.

A clear job description can help you attract the right candidates, guide their training, protect your business from legal issues, and measure their performance.

According to the Australian Bureau of Statistics 2023, there were 1,227,000 people employed in the construction industry in Australia as of February 2023.

This means that there is a large pool of potential candidates for your roofing company, but you need to be clear about what you are looking for and what you are offering.

A clear job description can help you do that by:

Attracting the right candidates: A clear job description can help you specify the skills, experience, education, certifications, and other requirements that are essential for the role.

This way, you can filter out candidates who do not meet these criteria and avoid wasting time and resources on unqualified applicants.

A clear job description can also help you highlight the benefits and opportunities that your roofing company offers, such as competitive pay, flexible hours, career advancement, or training programs.

This can help you appeal to candidates who are interested in working for your company and match your culture and values.

Guiding their training: A clear job description can help you identify the gaps and needs of your new hires and provide them with customised training.

A clear job description can list the specific tasks and duties that the role entails, such as installing roofs, repairing leaks, inspecting structures, or estimating costs.

This can help you assess the current skills and knowledge of your new hires and determine what additional training they need to perform their job effectively and safely.

A customised training plan can help your new hires learn faster and better and improve their productivity and quality of work.

Protecting your business from legal issues: A clear job description can help you avoid legal disputes or claims that may arise from hiring or firing employees.

A clear job description can document the minimum qualifications and expectations that are required for the role, such as licences, insurance, or safety standards.

This can help you screen out candidates who do not possess these qualifications and avoid potential lawsuits or fines. A clear job description can also document the performance standards and evaluation criteria that are used to measure the employee’s work.

This can help you provide feedback, recognition, or improvement plans to your employees and justify any disciplinary actions or terminations if they do not meet these standards.

Measuring their performance: A clear job description can help you evaluate how well your employees are doing their job and provide them with constructive feedback.

A clear job description can set the goals and objectives that are expected from the role, such as customer satisfaction, quality standards, or deadlines.

This can help you monitor and track the progress and results of your employees and compare them with the baseline that was established in the job description.

This can help you provide feedback on their strengths and weaknesses, recognize their achievements, or suggest areas for improvement.

2. Look for People in the Right Places

Have you ever asked yourself why you are not getting the right candidates showing up for interviews? Are you looking for people in the right avenues? What options are there for advertising for labour hire?

Online Platforms: There are many online platforms where you can advertise your job openings for your roofing company in Australia, depending on your budget, target audience, and hiring needs.

Some of the best options are: Careen in Construction, CareerOne, CareerJet, Gumtree, Indeed Australia and JobActive.

Other options like LinkedIn also allow for reaching out to professionals, but tend to appeal to a higher tier bracket - still worth trying, if this is what your company needs.

Word of Mouth: and personal recommendations are very effective ways to find the best candidates for your company.

You can leverage your existing network of employees, customers, suppliers, or contacts in the industry to spread the word about your job openings. You can ask them to refer or recommend people who are interested and qualified for working in your company.

You can also reward them with incentives for successful referrals. This can help you reach candidates who may not be looking for a job online, but who are trustworthy and suitable for your team.

Word of mouth and personal recommendations can also help you ensure that the candidates understand and embrace your company culture, as your network already knows what it is like to work with you.

Social Media: This is a relatively low-cost and accessible way to promote your job openings to a large and diverse audience.

You can use platforms like Facebook, Twitter, Instagram, or LinkedIn to post your job ads, share your company culture and values, showcase your projects and achievements, and engage with potential candidates.

You can also use hashtags, groups, or pages related to the construction industry or your specific niche to target relevant users.

Social media can help you increase your brand awareness, attract passive candidates, and build relationships with your followers.

Newspapers or Magazines: This is a traditional and reliable way to advertise your job openings to a local or regional audience.

You can use newspapers or magazines that are popular or relevant to the construction industry or your specific niche to post your job ads.

You can also use different formats, such as classifieds, display ads, or inserts, to suit your budget and needs.

Newspapers or magazines can help you reach candidates who may not have access to the internet or prefer print media.

Flyers or Posters: This is a creative and inexpensive way to advertise your job openings to a specific area or community.

You can use flyers or posters that are eye-catching and informative to post your job ads on public places, such as bulletin boards, bus stops, cafes, libraries, or community centres.

You can also distribute them to potential candidates directly, such as at trade shows, events, or workshops related to the construction industry.

Flyers or posters can help you generate interest and curiosity among candidates who may be nearby or passing by.

3. Screen and Interview the Candidates

Once you have posted your job ads and received applications, you need to screen and interview the candidates to find the best fit for your roofing company.

Here are some tips to help you screen and interview the candidates:

Screen the Candidates: This is going to be your first impression on the candidate. You can use various methods to screen the candidates, such as online tests, phone calls, video interviews, or background checks.

The purpose of screening the candidates is to verify their qualifications, skills, experience, and suitability for the role.

You can use screening tools or software to automate or simplify this process and save time and resources.

It is important at this stage to mention all expected skills for the position they are applying for, to ensure you have the right person..

Meet the Candidates: After screening the candidates based on their qualifications, it is recommended you meet them in person to assess their personality and suitability for the role.

You can use different kinds of interviews, such as structured, unstructured, behavioural, situational, or panel interviews.

The goal of meeting the candidates is to learn more about them, ask them relevant questions, observe their body language, and evaluate their potential.

You want to hire someone who can represent you and your company well to your clients.

If you need someone who can communicate with clients and manage projects for you, you need to check their interpersonal communication skills, which can only be done through a face-to-face or online interview.

4. Reference Check your Candidate

Doing a reference check before hiring someone is an important step to verify the information and assess the suitability of the candidate.

Here are some reasons why it is important to do a reference check prior to hiring someone:

It can confirm the accuracy and validity of the candidate’s resume, such as their education, work history, skills, and achievements. This can help you avoid hiring someone who has lied or exaggerated about their qualifications.

It can provide insights into the candidate’s performance, behaviour, attitude, and work ethic from their previous employers, managers, or colleagues. This can help you evaluate how well the candidate can perform the tasks and responsibilities of the role.

It can reveal any potential red flags or issues that the candidate may have, such as poor work quality, frequent absenteeism, conflicts with others, or disciplinary actions. This can help you avoid hiring someone who may cause problems or risks for your company.

It can help you assess the fit and compatibility of the candidate with your company culture, values, and goals. You can ask for references about how the candidate interacted with others, how they handled challenges or changes, and what motivated them. This can help you hire someone who can work well with your team and contribute to your company’s success.

It can help you make a more informed and confident hiring decision based on objective and reliable information. You can compare the feedback from different references and see if they are consistent and aligned with your expectations. This can help you hire someone who meets your criteria and needs.

5. Hire and Onboard the Candidate

Hiring and onboarding the candidate is the final step to bring them into your roofing company.

However, many employers do not have enough time or resources to train or orient their new employees properly, which can lead to high turnover, frustration, and distrust in the hiring process.

Here are some steps to help you hire and onboard the candidate effectively:

Hire the Candidate: Hiring the candidate is the process of finalising the employment contract and completing the administrative tasks related to hiring a new employee.

You can use various steps to hire the candidate, such as:

Sending a job offer letter or email
Negotiating salary and benefits
Conducting pre-employment checks (such as medical exams or police checks)
Signing an employment agreement
Collecting personal information (such as tax file number or bank details)
Issuing an employee handbook or policy manual
Setting up payroll and superannuation accounts
Providing uniforms or equipment.

Doing the right thing to your employee from the start will induce a reciprocal response, which will be positive to your company in the long run.

Onboard the Candidate: Onboarding the candidate is the process of integrating them into your roofing company and helping them become productive and engaged employees.

You can use various activities to onboard the candidate, such as:

Introducing them to their co-workers and managers
Assigning them a mentor or buddy
Giving them a tour of your facilities and work sites
Explaining your mission, vision, values, goals, and expectations
Providing them with training and development opportunities
Setting up regular feedback sessions
Organising social events or team-building activities.

Hiring the right candidate for your roofing company in Australia is not an easy task, but it is essential for your business success.

By following these steps, you can find skilled and reliable workers who share your commitment to quality work and excellent customer service.

6. Follow Up with New Employees

Running performance checks and having catch-ups with new employees are essential steps to retain them and help them grow in your roofing company.

Here are some reasons why they are important:

They can help you monitor and evaluate the progress and results of the new employees and provide them with constructive feedback. You can use the performance standards and criteria that were established in the job description to measure how well the new employees are doing their job and compare them with your expectations.

They can help you identify and address any issues or challenges that the new employees may face, such as skill gaps, training needs, work overload, or conflicts with others. You can provide them with support, guidance, or solutions to overcome these difficulties and improve their work quality and satisfaction.

They can help you recognize and reward the achievements and contributions of the new employees and motivate them to continue their good work. You can use incentives, recognition, or praise to acknowledge the efforts and results of the new employees and encourage them to keep up their performance and productivity.

They can help you build trust and rapport with the new employees and make them feel valued and appreciated. You can use regular communication, listening, or empathy to show interest and care for the new employees and their well-being. You can also use this opportunity to learn more about their personality, goals, preferences, or feedback.

They can help you align the new employees with your company culture, values, and goals and make them feel part of your team. You can use clear communication, collaboration, or involvement to share your vision and expectations with the new employees and invite them to contribute their ideas and opinions. You can also use social events or team-building activities to foster a sense of belonging and camaraderie among the new employees and their co-workers.