Skilled Labor Recruiter

As a Skilled Labor Recruiter at Western Specialty Contractors, your main responsibilities would include proactively sourcing and recruiting qualified field workers for various roles, collaborating with branch managers to understand project needs, maintaining a strong pipeline of candidates, coordinating interviews, and ensuring all recruitment efforts align with safety and quality standards.

To be considered for the Skilled Labor Recruiter role at Western Specialty Contractors, candidates should have at least 2 years of recruiting experience, preferably within the construction or skilled trades sectors. Familiarity with concrete restoration and masonry work is highly desirable, along with strong communication and relationship-building skills.

The Skilled Labor Recruiter position at Western Specialty Contractors is not remote. However, post-training, the company offers hybrid work options, providing a degree of autonomy to balance work and home life.

The Skilled Labor Recruiter at Western Specialty Contractors seeks experienced tradespeople specializing in roles such as tuckpointers, concrete finishers, bricklayers, roofers, and general laborers. Candidates should demonstrate relevant experience and trade certifications, along with a strong work ethic and cultural fit for the company.

The Skilled Labor Recruiter role at Western Specialty Contractors offers a competitive compensation package that includes health care plans, retirement options, paid time off, life insurance, and opportunities for training and professional development.

In answering this question, be specific about the roles you've recruited for, your sourcing strategies, and how you engage with candidates in the skilled trades field to find the right fit for their abilities.

Highlight your time management skills and any tools you use to prioritize tasks. Discuss specific examples where you balanced multiple roles or deadlines while maintaining quality interactions with candidates.

Explain the various channels you utilize, such as trade schools, community outreach, and job boards, to continuously engage potential candidates. Emphasize relationship-building as a key component of your strategy.

Detail your approach to screening candidates, focusing on how you evaluate skills, experience, work ethic, and cultural fit. You can mention the importance of behavioral questions in this assessment.

Share the resources you use to stay informed—such as industry publications, networking events, and professional associations—and discuss how this knowledge benefits your recruitment strategies.

Provide a specific situation detailing the challenges you faced and the steps you took to fill the position. Emphasize your problem-solving skills and perseverance.

Discuss your approach to delivering feedback to candidates, focusing on the importance of maintaining a positive experience, even in rejection, and providing constructive insights.

Talk about your communication strategies, such as regular meetings and feedback sessions, that help you align your recruiting efforts with the specific needs and expectations of hiring managers.

Emphasize how important safety is in the construction industry and how you assess candidates for their understanding and commitment to safety practices during the recruiting process.

Reflect on your passion for connecting people with the right opportunities and your commitment to building a skilled workforce, highlighting how these motivations align with Western Specialty Contractors' values.