Asheville, NC (PRWEB) May 12, 2008
Even as economists believe the economy might be softening, the process of hiring high-performance construction executives and managers becomes even more critical.
Commercial construction, compared to its troubled cousin residential, continues to move along at a respectable pace throughout most parts of the United States. But according to construction executive recruiter Scott Love, founder of Scott Love Associates in Asheville, NC, the perception among prospective candidates seems to be that the sky is falling and that they shouldn't even consider making a move. "In some ways, this is the best time for a high performer to move," Love says. "It's a time like this, of some uncertainty, that companies need strong leaders and managers who can produce. My search practice is busier than ever because the clients who hire me to recruit for them don't want to waste their time on the ones that can't produce, and most of them can be found on the internet."
Love believes that the best candidates aren't found on job boards. "Why hire someone who isn't next in line to be promoted?" Love believes that although internet candidates are easily accessible, he cautions companies to know the risks involved in putting them in your hiring process. "Even beyond performance issues with job board candidates, you open yourself up to risk when you hire someone from the internet. Once you hire them and they take their resume off of Monster and Careerbuilder, they're still getting calls from other companies about opportunities. And the position you just filled is now open again. Welcome to 'frustration-land' because now you have to repeat this process all over again using a process which yields marginal results to begin with."
Love has also created a training company that trains executive search firms on how to succeed in a competitive marketplace. Over 2,500 executive search firms have invested in his training products and seminars. "Within my executive search practice, I'm able to use my communication skills as a way to build a quick rapport with a desirable prospective candidate. I've been able to help out many clients by securing the interest of a candidate that no one else can get to. It's because of how I approach them on the phone and get them to consider making a move. That's the real value of a good recruiter: bringing high-performing achievers to the table who aren't looking."
Love's website, http://www.constructionleadership.com has video clips and articles that can help employers hire better candidates, even if they don't use a recruiter. "Most employers don't know how to sell their opportunity. I have a video clip on my website that can help them with that. Even if they go on their own to try to find talent, this three minute video will help them look at hiring from an entirely new perspective. It really will help them."
Construction organizations can contact Scott Love at 828 225 7700 or on his website at http://www.constructionleadership.com