How to Attract the Next Generation in Construction with a Seamless Onboarding Program

How to Attract the Next Generation in Construction with a Seamless Onboarding Program

Journeyman connects with construction companies around the world daily and has placed hundreds of Millennials in construction companies over the past two years. From our experience, we have compiled a list of best practices to help you attract the top tradespeople in today’s competitive market. Below we explore Tip #2, “Have a great onboarding program”, in more depth. 

What part of the onboarding process do you find most important? Comment below! 

Don’t underestimate the importance of onboarding

According to a survey carried out by Gallup, only 12% of American workers said that their new employer did a great job onboarding them to their firm. Having a well-structured onboarding process is crucial – there is no second chance for a first impressionFollow the steps below to ensure that your new hires feel like part of the team from day one! #noblacksheep 🙅‍♂️🐑 

Step 1: Start before day one 🗓️ 

It is important that you prepare prior to the new employee’s first working day. Keep in constant communication leading up to the day and inform the individuals in advance about working hours, clothing, and what they are expected to bring with them for day one. Have an “Onboarding Checklist” that lists all the items you may need to provide or go over with the employee. This may include administrative items, training, a tour of the facility, and handouts for things like gear, tools and keys. This preliminary information is particularly important for those just entering the workforce, as they may not have been through this before. 

Step 2: Show them your company culture 🎉 

You want to make sure that the new employee feels comfortable right away and understands your company values. With the help of a good online presence, new employees can have a good idea of what they’re signing up for before their first day. Once that first day arrives, be sure to introduce employees to the team and get them directly involved in team projectsSpend time explaining the organizational matrix of your company, their career development path, and who their mentor is. Are there any upcoming social events planned? If so, invite them! 

Step 3: Have them hit the ground running 🏃  

Prepare small tasks which new employees can start working on independently or with their team for their first day. This keeps the individual busy and motivated and allows you to continue with your own tasks. Have them involved in your main projects as quickly as possible so you can see where their strengths and weaknesses lie. This will also ensure they feel part of the team from the very start 

Check out this stellar example 

Our friends over at ARC Roofing in Australia have done a stand-out job of onboarding our Journeymen in the past. So we asked them a few questions about their process and here’s what they had to say: 

  • How do you ensure your new hires are set up for success from day one?

    “We conduct employee induction at our office on day one and they meet employees across all business departments including HR, payroll, our CEO, factory staff, etc. As the roofing team tends to spend most days out on site, they don’t often have the opportunity to spend time in the office. For this reason, it is important that they complete the onboarding process at our offices so that they can meet everyone and get familiar with their surroundings. We use this time offsite to ensure they are signed up for (or have already completed) all the relevant training. Regular contact between HR and the new employee prior to their start and in the weeks following is key to the overall success of the onboarding program.” 

  • What sets your onboarding process apart from others?

    We provide our overseas employees with oneweek accommodation when they first arrive. We arrange everything for them so there is one less worry when they first arrive in Australia. For our European talent, we introduce them to other European nationals and where possible, have them work with these staff memberto help them feel more at home. During our induction process we ensure each candidate understands the work practices in Australia, building codes, employment laws, etc. We have a dedicated HR Manager who works closely with all employeesespecially those coming from overseas, to ensure they have as much support as needed before they arrive in Australia and thereafter.   

  • How do you make sure the new employee feels like part of the team?

    “The new employee will be provided ARC work gear, complete with our company logo, so that they look and feel like part of the team. Once they look the part, we introduce them to all parts of our business. During this time, they are informed about our business’ structure and where their role fits into this. We also let them know about company activities, such as our annual Christmas party, where all employees are invited to attend.” 

It’s not rocket science, but having a reliable onboarding program in place will ensure your new employee is on a fast track to reach their full potential, while strengthening their loyalty to the company. In turn, this can save you the headaches and costs of having to rehire and retrain a new candidate down the road. 

The next time you are onboarding, be sure to reference our checklist below:
  • Prepare in advance 📅 

  • Keep an onboarding checklist handy 📝 
  • Introduce them to the team & assign a mentor 👬 
  • Define your company’s hierarchy & their career development path 📈 
  • Prepare small tasks & projects for them to start right away 📚 
What is Journeyman all about?

Journeyman is a German based start-up with a mission to build a global online-platform for the trades. Starting out, we’re helping construction companies from around the world find highly skilled and qualified tradespeople from Germany, Austria and Switzerland through our global trade-exchange program. Furthermore, we love sharing our insights with the industry and helping construction companies develop better and more sustainable Human Resource strategies.

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