Hiring Strategies to Implement in a Tight Labor Market


When the labor market it tight, finding qualified candidates is often difficult, regardless of the industry. Competition for skilled architects, engineers and construction professionals can be especially fierce. During times such as these, businesses need to stand out from their competitors and adjust their hiring strategies in order to source effectively.

Three Recommendations When Recruiting in a Tight Labor Market

If your company is struggling to source ideal candidates, update your approach to recruiting. Often, small shifts can produce noticeable results. Consider implementing the following three tactics in order to see a considerable improvement in your company’s recruiting process.

1. Target Your Ideal Candidate

Companies often use canned messages to fill out vacancy announcements, relying on generalities that can apply to nearly any role. While this may save time, and can ensure a more consistent message, it can also detract from the uniqueness of the position. If you want to entice a specific kind of professional, get a little more creative with your wording. Keep information about the company consistent, but rewrite majority of the content to describe the particular job. Speak directly to the ideal candidate, focusing on the points that would intrigue them the most.

Ideally, this approach needs to go beyond your vacancy announcements. For example, creating helpful content that can be shared on social media allows you to engage with active and passive job seekers. By providing them with valuable information beyond job announcements, you can create a connection between your business and industry professionals. This connection will increase the odds that they share the job announcement with other professionals and apply when a position that they are interested in becomes available.

2. Utilize New Sourcing Methods

Many companies focus on specific portions of the job market when looking for strong candidates, opting for the tried-and-true platforms of yesterday in lieu of branching out into new territories. However, when the labor market is tight, this approach can be limiting. A vast number of professionals are not actively searching for a job. While they are open to new opportunities, they are passive candidates that you might not reach, simply because they do not interact with your chosen platform.

Instead of relying solely on traditional platforms, embrace change. Seek out smaller job boards that focus on the architecture, engineering, and construction fields, and embrace social media as a means of connecting with job seekers who favor the technology. You may even want to produce videos that highlight what your company has to offer, a method that can increase engagement while showcasing your company’s personality.

3. Partner with Recruitment Specialists

Architecture, engineering, and construction businesses understand the value of specialists. After all, not every professional in the field can manage every task. When you partner with a recruitment firm such as RealStreet, you expand your reach, knowledge and processes. Our tools, expert analysis and industry experience empowers us to generate insights based on current market conditions and empowers us to source effectively. Additionally, our proven screening processes ensures that you are only presented with job seekers within the top 10 percent of available candidates. This process save time and money, without sacrificing quality.

Are You Ready to Implement a New Hiring Strategy?

Partnering with RealStreet is the right choice. The professionals at RealStreet pride themselves on being experts on the unique needs of the architecture, engineering, and construction industries. If you are ready to implement a new hiring strategy to find qualified candidates in today’s tight labor market, the professionals at RealStreet can help. Contact us to learn more about how our recruiting expertise can benefit your company.


A career in construction administration and management can be (and for me has been) one of constant transition. It’s rather common that employment with a given company starts and finishes with each successive project; you’re a new hire as it’s just getting “out of the ground,” then finished and looking for a new project (and Read More…

Greg Wangler, Pentagon Construction Management Division

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