Casting A Wider Net: Search For Building Materials Sales Talent Beyond Traditional Channels

Building Materials Sales Talent

You know what’s fascinating about the building materials industry? It’s all about the people, especially those in sales. They’re the folks who connect our products with the customers, they’re our front-liners, they’re the ones who bring the revenue home. But truth be told, finding the right sales talent for the industry isn’t just a Sunday stroll.

Traditionally, the search for new talent often takes us down the same old roads – job postings, LinkedIn searches, recruitment agencies – they’re all good approaches. But these channels mainly attract those actively looking for a job, leaving out a significant group – the passive candidates. According to LinkedIn about 70% of the global workforce is made up of these potential hires who aren’t actively job searching.

LinkedIn’s top recruiter, Brendan Browne, nailed it when he said, “The most effective way to recruit is to constantly and proactively reach out to candidates long before you need to fill a role.” This approach could be a game-changer in the sales recruitment process for the building materials sector.

But how do we tap into this vast pool of talent? And what strategies could we use to reach these potential hires? In this blog post, we’re going to explore some exciting and creative ways to expand our sales talent recruitment scope beyond the traditional channels. After all, in this field, having the right people on our teams can make all the difference.

Traditional Recruitment Channels and Their Limitations

When it comes to finding new talent for the building materials industry, we’ve got a portfolio of methods that, over time, have turned out to be quite reliable. These tried-and-true channels, like job ads and recruitment agencies, offer a straightforward approach to recruitment.

However, with a changing workforce and market dynamics, sticking only to these traditional routes might not be enough. As the industry deals with a talent shortage and increased competition, it’s clear we need to adapt our approach. We need to broaden our horizons and tap into the talent pools we may not be reaching through our standard practices.

Let’s examine these traditional recruitment channels we commonly use:

  • Job Ads: Our go-to method is posting job ads on our websites or job boards, a straightforward means of reaching active job seekers.
  • Recruitment Agencies: Many companies collaborate with agencies to help them source and shortlist potential candidates.
  • LinkedIn: This professional networking platform is widely used to scout for talent. Many recruiters use it to find and connect with potential candidates.
  • Career Fairs: A conventional method where companies can meet prospective candidates, display their brand, and discuss potential job roles.

 

While these strategies have had their wins, they also come with their constraints:

  • Targeted Reach: Job ads mainly target active job seekers who are exploring job boards. This approach overlooks passive candidates.
  • Limited Control: When using recruitment agencies, companies often have to rely on an external party’s understanding of the company culture and job requirements.
  • High Competition: With numerous job postings on LinkedIn, getting your job ad noticed can be challenging.
  • Generic Interaction: Career fairs usually involve quick, generic interactions, making it difficult to assess a candidate’s potential in-depth.

 

Despite the effectiveness of these traditional methods to some extent, we can’t help but ask, “Are we reaching the full spectrum of potential sales talent in the building materials industry?” Perhaps, it’s time for us to step outside these conventional bounds and consider lesser-known techniques. After all, finding the perfect match often involves looking in places we haven’t considered before.

Why Passive Candidates Matter

Passive candidates: a term that refers to those professionals who, while not actively searching for a job, might be open to new, enticing opportunities. They are currently employed, competent, and typically quite content in their positions. Their interest is often piqued not by the prospect of ‘different’ but by the opportunity for ‘better’.

Passive candidates present potential value in the recruitment process:

  • Quality: These individuals tend to be high achievers in their current roles, demonstrated by their proven capabilities and record of success.
  • Alignment: Since passive candidates aren’t actively looking to leave their current positions, they are less likely to accept an offer solely out of need for change. They are seeking alignment; a company’s culture, mission, and offered role must resonate with their career aspirations.
  • Retention: Because of their perceptive approach to job changes, passive candidates often experience higher job satisfaction when they do choose to transition, contributing to longer employment tenure.

 

So, how do we reach these passive candidates? And how does this relate to our broader topic of expanding our search for sales talent in the building materials industry? The traditional recruitment techniques – posting job ads, employing recruitment agencies, among others – are not as effective when it comes to attracting passive candidates. Because they’re not actively job seeking, they aren’t routinely checking job boards or eagerly waiting for recruiters’ calls.

Therefore, when we talk about casting a wider net in recruitment, we’re referring to extending our search methods beyond the usual channels and considering potential candidates beyond the usual categories. This includes recognizing the value of passive candidates in our recruitment strategy.

5 Alternative Methods of Recruitment in the Building Materials Field

When you’re looking to attract top-tier sales talent in the building materials industry, it becomes necessary to reassess your recruitment strategies. Traditional methods may have worked in the past, but in today’s competitive market, they may not be enough. To reach a wider range of potential employees, including passive candidates, it’s essential to explore innovative recruitment methods. Here are the 5 strategies for expanding the scope:

  1. Networking Events and Trade Shows

Networking events and trade shows can be great sources for potential candidates. They enable companies to meet industry professionals, discuss career opportunities, and make a memorable impression. By being in the same space with professionals from the industry, your company can directly interact with potential candidates, understand their capabilities, and see how they align with your company’s needs. This direct interaction also offers a platform to highlight your company’s unique selling points, giving potential candidates a compelling reason to consider joining your team.

For example, companies like CertainTeed often participate in industry trade shows. They utilize these events to not only showcase their products but also network with potential candidates. This approach allows them to meet and engage with professionals who may not be actively looking for a job but might be interested if the right opportunity comes along. It’s a way of initiating meaningful conversations that can later turn into productive recruitment conversations.

Tips for Optimizing:

  • Engage actively with attendees.
  • Prepare and rehearse your value proposition.
  • Have business cards or fliers ready.
  • Follow up with potential candidates post-event.
  • Consider hosting webinars or virtual events for wider reach.
  1. Social Media Recruitment

 

According to the SHRM, 82% of companies use social media for recruitment. Platforms like Facebook, Twitter, and even Instagram, can be used for recruitment. These platforms allow you to showcase your company culture, engage with potential candidates, and advertise job opportunities. Beyond that, these social media sites can also promote your brand in a broader sense, sharing stories, achievements, and developments that can attract potential employees. Furthermore, they can facilitate two-way communication, allowing potential candidates to interact, ask questions, and get a feel for your company’s culture.

Owens Corning is a prime example of effective social media recruitment. This company uses platforms like Facebook and Instagram to post about company updates, jobs, and industry news. More than just job postings, they share interesting projects, community involvement, and team-building activities that highlight their positive work environment. They also actively engage with their audience, responding to comments and queries, enhancing their employer brand image, and making them attractive to potential candidates.

Tips for Optimizing:

  • Maintain active social media accounts.
  • Post company updates and job openings.
  • Engage with followers and respond to their queries.
  • Use hashtags relevant to your industry and job roles.
  • Leverage sponsored posts for wider reach.
  1. Employee Referral Programs

 

Employee referral programs can be an effective way to source potential candidates. In fact, referrals are the top source of hires, accounting for over 30% of overall hires according to SHRM. Current employees understand your company culture and job requirements, and they can often recommend suitable candidates from their networks. These referred candidates are typically of higher quality and are more likely to fit well in your company culture, as your employees understand what it takes to succeed in your organization. This approach also builds employee engagement, as they take more ownership and interest in the success and growth of your company.

GAF has an employee referral program that offers incentives for successful referrals. This strategy has helped them tap into passive candidates and accelerate their hiring process. The success of their program showcases how utilizing your existing workforce’s connections can lead to high-quality hires that may not have been reachable through traditional recruitment methods. By engaging their employees in the recruitment process, GAF also raises a sense of community and shared goals, strengthening their company culture.

Tips for Optimizing:

  • Encourage employees to participate.
  • Offer incentives for successful referrals.
  • Provide clear guidelines on the referral process.
  • Regularly update employees on program progress.
  • Acknowledge and appreciate successful referrals.
  1. Targeted Headhunting

 

Targeted headhunting involves proactively identifying suitable candidates, often those not actively looking for job options, and reaching out to them directly about potential opportunities. This method requires a deep understanding of the industry and a keen eye for talent, as you’re looking for individuals who excel in their current roles and could bring value to your team. Often, these candidates remain under the radar of traditional recruitment channels, emphasizing the need for a more personalized and direct approach.

James Hardie, a leader in the building materials sector, uses targeted headhunting to fill senior and specialized roles. This proactive approach has helped them secure highly skilled professionals for their team, often from among candidates who weren’t actively seeking new opportunities. The company’s success with this strategy highlights its potency, especially for positions requiring specialized skills or significant experience.

Tips for Optimizing:

  • Collaborate with experienced headhunters.
  • Develop a clear profile of your ideal candidate.
  • Research potential candidates thoroughly.
  • Personalize your outreach messages.
  • Follow-up on career progression of potential candidates.
  1. Partnerships with Educational Institutions

 

Collaborations with universities and vocational schools can provide access to a pool of fresh talent, ready to start their careers. These partnerships can expose students to your company early, facilitating a seamless transition from education to industry. In addition, you could shape the future workforce by influencing curriculum based on industry trends and skill demands.

USG Corporation partners with leading universities for internships and co-op programs. These partnerships have given them access to a steady stream of fresh, keen talent. Notably, it has helped USG Corporation to not only fill immediate vacancies but also build a reservoir of potential hires for future needs.

Tips for Optimizing:

  • Develop partnerships with institutions offering relevant courses.
  • Offer internship/co-op programs to students.
  • Regularly participate in campus career fairs.
  • Offer mentorship or guest lecture sessions.
  • Maintain regular communication with career services offices.

 

Incorporating these unconventional strategies in your recruitment process is like diversifying your investment portfolio. Each approach brings its unique advantage, reaching different types of candidates and appealing to various aspects of their job aspirations. By learning these strategies, you’re not just expanding your reach, you’re enhancing it. Casting a wider net in recruitment means creating an environment rich in diverse skills and perspectives, boosting creativity, improving problem-solving, and ultimately, driving better business outcomes.

Attracting the right sales talent in the building materials lies at the heart of business success. It’s not just about filling positions; it’s about sourcing the right blend of skills, experience, and cultural fit. Traditional recruitment strategies, while useful, might not cast the wide net needed in today’s talent market. By exploring innovative strategies, networking events, social media recruitment, employee referral programs, targeted headhunting, and partnerships with educational institutions, you can reach a more varied candidate pool, including the valued passive candidates. The key to a successful recruitment strategy lies in diversity and adaptability.

Are you ready to cast a wider net and expand your recruitment strategies? At SRA/Burnett Group, we’re committed to helping businesses like yours through the recruitment challenges in the building materials industry. Whether it’s identifying potential passive candidates or crafting an effective employee referral program, our experts are ready to help you. Reach out to us today, and let’s renew the way you recruit sales talent!