Finding staff in construction, the easy way
Most construction companies still recruit with bullet-point lists nobody reads. The method that works treats a vacancy like a product you have to sell.
Almost every construction company recruits the wrong way, because they are stuck in old methods that no longer work.
- they post bullet-point lists on job platforms, on their own website and on social media
- they use empty phrases like “we are hiring” and “young and dynamic company seeks”
- they put all their money into employer branding, an expensive word that usually shows up on the invoice
We developed a different approach. Three years ago we kept getting the same question from our lead generation clients: can you generate staff too?
We published the job online, on social and on the website, with nice copy. And nothing happened. No result.
Our proven approach
Why did that produce nothing? Why is finding staff in construction so hard, even for companies that have something good to offer? They keep running into the same wall.
Then came the realization. You have to sell a job the way you sell a product or a service.
People have an attention span of three to four seconds and spend nearly seven hours a day looking at a screen. And still construction companies keep posting flat, boring text.
We replaced bullet-point lists with landing pages
Exactly as we do for our lead generation clients. Talent is drawn to opportunity, and that opportunity has to be communicated attractively, with strong hooks and headlines that catch the attention of the audience immediately.
That principle runs through our photography, our video, our ads and our landing pages.
That is how we have found suitable staff in construction for roles including installers, foremen, operations directors, painters, estimators, landscapers, forklift drivers, truck drivers with a CE license, asbestos removal specialists, roofers and salespeople.
How we work
Finding all those profiles does not happen by itself. We developed a detailed method, and we are happy to share it.
1. Landing pages that catch attention without boring anyone
First we create a specific landing page for every role, following our Staff Accelerator method. We design, code and write the whole platform within three weeks. On our landing pages we apply principles from the greats of the advertising world. A strong headline and subheadline are the key.
2. Scroll-stopping images and video
We also produce authentic content by scheduling a video day for the right photography and video. Our team writes the script and directs the shoot on location, so the job is presented properly. All of that photo and video content stays with our clients, so they can keep using quality material for years.
3. Ads that reach talent
Then we design and write ads according to our attention-grabbing method, and send them out through targeted, purpose-built campaigns across social channels. We know exactly how to address specific roles in construction. We know, for example, that Meta scans images for the text inside them.
4. A structured data web to keep measuring success
We should not forget the structured data web. We make sure we can target and re-reach people properly in follow-up ads. Building a data web like that is worth its weight in gold. Without data you have nothing.
5. Day-in-the-life content
Changing jobs is a considered decision. A day-in-the-life article is essential for informing candidates properly about what to expect. It answers questions like when they start, whether they can pick their children up from school, and whether they will be sitting in traffic. It removes doubt and raises the chance that the person applies.
We keep optimizing and adjusting the whole process based on feedback, to attract staff more precisely and more cost effectively.
The consequence: our clients in construction find staff and can process more quotes. That lets them take on more work, which lowers the pressure on the existing team, raises revenue by tens of thousands of euros a month, and gives them room to grow.
Want to find staff in construction too?
Want this system for your construction company? Send us your request and we will get in touch.
In short
Why is it so hard to find staff in construction?
Finding staff in construction is hard because most construction companies recruit with old methods that no longer work: bullet-point job lists on job platforms, their website and social media, empty phrases like "we are hiring", and expensive employer branding. People have an attention span of three to four seconds, so flat, boring job posts do not get noticed.
How do I recruit construction workers more effectively?
Recruiting construction workers works better when you sell a job the way you sell a product or service. Stigo's Staff Accelerator method uses a specific landing page per role with a strong headline, scroll-stopping photography and video, targeted social ads, a structured data web for retargeting, and day-in-the-life content, then keeps optimizing based on feedback.
What is a day-in-the-life article in recruitment?
A day-in-the-life article in recruitment tells candidates what a job is really like, because changing jobs is a considered decision. The article answers questions such as when they start, whether they can pick their children up from school and whether they will sit in traffic. That removes doubt and raises the chance that the person applies.
Team Stigo, Stigo Digital Agency
Writes about what actually happens inside the campaigns we run from our own location in Antwerp. Questions about your own numbers? Book a call.
