The construction industry faces a critical shortage of skilled workers. This talent gap leads to project delays, increased costs, and missed opportunities. To overcome this challenge, construction companies must implement effective construction hiring strategies. One of the most powerful tools available is the skills assessment.
It may seem like a waste of money, but investing in a pre-hire skills assessment can actually save you money in the long run by minimizing the costs associated with hiring and training the wrong candidate.
What is a Construction Skills Assessment?
A skills assessment evaluates a candidate's practical abilities and knowledge relevant to a specific construction role. It involves a series of tasks and challenges designed to simulate real-world job conditions. This allows you to observe candidates in action, assessing their:
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Technical Skills: Proficiency with tools, equipment, and industry-specific techniques.
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Problem-Solving Abilities: How they approach and overcome challenges.
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Adherence to Safety and Industry Standards: Their understanding and application of safety protocols.
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Collaboration and Teamwork: How they work effectively with others.
By conducting thorough skills assessments, you can identify candidates who possess the necessary skills to contribute effectively from day one. This level of upfront screening is a smart investment in any construction hiring process.
Watch this video for a summary on why skills assessment are one of the best ways to set your construction business up for success:
Different Types of Construction Skills Assessments
Different types of construction skills assessments are used depending on the role. For instance, a masonry foreman's assessment might involve constructing a complex structure, while a project manager's assessment could revolve around building a meticulous project plan.
Field Roles
The backbone of any construction project, field roles demand hands-on expertise and practical skills. Practical, on-site assessments should be required for these roles.
Practical assessments for field roles should mirror the actual work candidates will do, such as:
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erecting structures or components
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demonstrating proficiency with tools and machinery
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tackling typical on-site challenges
Office Roles
Office roles, such as project managers and administrative staff, require a different skillset. These positions revolve around budget management, scheduling, and documentation, making software proficiency and task-specific knowledge paramount.
Assessments for these roles should include:
- evaluating proficiency with relevant software
- assessing the ability to manage and organize project documentation
- understanding construction project workflows
Sales and Coordinator Roles
Sales team or project coordinators require a blend of practical and theoretical skills. These positions often involve client interactions, project bidding, and workflow planning, requiring both technical knowledge and strong communication abilities.
Assessments for hybrid roles should include:
- practical tasks evaluating technical knowledge
- theoretical questions gauging planning and problem-solving ability
- scenarios that require both technical and interpersonal skills
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Crafting Effective Skills Assessments
A great skills assessment includes both practical tasks that give insight into a candidate's hands-on capabilities and theoretical questions that evaluate their knowledge, problem-solving skills, and decision-making abilities. The best candidates possess both strong technical skills and the ability to make sound decisions.
To tailor assessments correctly:
- Clearly define the core tasks and responsibilities of each role
- Design assessment tasks that closely mirror real-world job requirements
- Make sure tasks are challenging enough to show the candidate's capabilities
Customizing assessments is crucial to getting a clear understanding of whether candidates are a good fit for the role - and it's a cornerstone of smarter construction hiring practices.
Executing the Skills Assessment
Communicate Clear Expectations
When executing the skills assessment, clear communication with candidates is important. They should be told ahead about the assessment process, the tasks involved, and the evaluation criteria. This transparency helps candidates understand what is expected of them and allows them to put their best foot forward.
Key points to communicate include:
- The objective and structure of the assessment
- The specific tasks and types of questions involved
- The time set aside for each segment of the assessment
Monitoring and Evaluation of Performance
During the assessment, carefully observing the candidate's performance is important. Observe their approach to tasks, their efficiency, and how they problem solve. For practical tasks, this might mean watching how a candidate handles tools and materials. For theoretical tasks, it could involve reviewing a written responses to a specific challenge.
Tips for effective monitoring:
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Take real-time notes on the candidate's performance
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Pay attention to both the process and the end result
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Try to uncover signs of skill, efficiency, and adaptability
Doing all of this well will give you a clear picture of a candidate's strengths and areas of improvement, which will help you make the right construction hiring choice.
Leveraging Skills Assessments for Better Hiring Decisions
Skills assessments help you hire right the first time and ensure you are getting the skilled labor you expect. By evaluating candidates through real-world challenges, you get a clear understanding of their capabilities.
By leveraging skills assessments, construction firms can build a workforce that is capable, reliable, and ready for success.
Key Takeaways:
- A skills assessment evaluates a candidate's practical abilities and knowledge relevant to a specific construction role.
- It should involve a series of tasks and challenges designed to simulated real-word conditions.
- Carefully craft the assessment based on each individual role's day-to-day responsibilities.
- Assessments test technical proficiency and hands-on skills; problem-solving abilities and critical thinking; and communication and teamwork skills
- Doing a skills assessment on all hires saves cost and time savings by reducing turnover and hiring costs; minimizing training and onboarding expenses; and avoiding costly project delays and rework
