Regardless of your industry, hiring top talent can be a challenge. In construction, it can be even more difficult as the work is specialized and can take many years of training and in-field work for a tradesperson to develop their skills.The Carpenters Training Institute requires apprentices to complete 7,000 hours of on-the-job training (OJT) and 640 hours of classroom learning. Although not all carpenters receive classroom or formal training, it certainly takes multiple years for skills to be honed.
As a contractor looking to hire a carpenter, you will know the ideal experience and skill set you want them to have but where do you start with the recruiting process?The first step is to create a job description to outline the job duties and must have skills and experience that your next carpenter hire needs. Whether you are looking to hire a green carpenter apprentice or helper or a master finish carpenter, this job description outline will help you with a successful hiring outcome.
Write out all the tasks and duties the carpenter will be expected to perform on the job. For apprentices, this can be anything from site preparation and moving materials to helping journeymen with framing. For journeymen and leads, this can be interpreting blueprints and performing layouts. It’s important to be as specific as possible both for the candidate and for yourself during the hiring process. While it sounds obvious, it’s important to know exactly what you’re looking for.
One of the main things to clarify here is the tools the carpenter owns or has experience with. What type of saws will they be using? Are they an expert with a nail gun? In the interview, you should ask them to talk about the tools they’ve used.Here you can also outline requirements for years of experience and experience with specific types of projects, such as residential remodeling. Also you should make sure they can read blueprints if that’s important for your hire.
As part of your job description, you should include the typical work week and hours, the expected duration of the job (1 month, 6 months, long term, etc) and the pay rate. If you don’t know the pay rate yet or want to see what candidates are expecting, it’s ok to leave the pay rate off of the job description. Finally, if you intend on running a background check process, it is a good idea to include this in your job description.
The last step in the job description creation process is writing a one liner. This should summarize the job and help to generate interest for any potential applicants. See the example below.Here is an example job description (link to original):
General contractor specializing in residential remodels, room additions, and new construction is hiring journeyman carpenters for remodel projects. Ability to read blueprints is required.
References & background checks will be required.
At Workyard, we specialize in helping construction companies of all sizes to hire skilled workers. We have a rigorous hiring process and only 1-3% of candidates are hired. We cover 10 trades and staff for a variety of skill levels, from apprentices to foremen. Click the 'request pricing' button below to find out more about hirimng a carpenter through Workyard.
The coronavirus pandemic hit hardest on sectors that can not perform remotely, including construction. Unfortunately, many construction workers lost their jobs during this situation. "We have been extremely busy just helping people staff up their projects and get back to work as quickly as possible," said Nicolas De Bonis, CEO of Workyard.
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