John Butler - MSOL’s Post

Actual word for word conversation this morning with a VP today: VP: Rob I need a Superintendent Me: OK - what project and what project experience do they need to have? VP: Don't know yet. Someone who can build though Me: Might be hard to find people and pitch the role based off that, any ongoing projects you're excited about? VP: Just find me somebody. Me: What are you used to regarding recruiting fees? VP: Cheap. Find me someone and do it for cheap. We'll arm wrestle about fee later after you find someone I like. Me: Here are my fee options, just want to be upfront so no time is wasted. VP: Hey enough of that, we'll talk about it when we get there. 😂 🙄 👋 💪 #hiring #maybenothiring #construction #recruiting

Less is more in my view. A detailed search for a role shouldn’t result in 10-15 cv’s for a role, hence the term ‘short list’.  Getting the detail up front is SO important. Working with Talent Teams there needs to be an openness to discussing the role directly with the recruiting manager – it’s vital to get those thoughts someone is mulling over in their head, out in a discussion.  After that, you know the spec and should be searching for that specifically with maybe the odd wild card that stands out.  No more. As someone said last week “you get it right every time”.  Great feedback. We listen and dig for the nuances – detail and devils and all that.  In recruitment, the ‘more the merrier’ doesn’t work. Before everyone heads off to the sun for a few days or just switches off for some well-earned rest, we are conducting search work for a Production Manager, Engineering Manager, Maintenance Manager for the North West and General Manager roles in the South and the North. As hinted at above, all very specific briefs for each role. #recruitment #foodmanufacturing #talentacquisition #collaboration

This morning, I had a conversation with a superintendent who shared an all-too-common frustration in our industry. He had been presented by another firm to a potential employer. The meeting went well; they had a good rapport and even enjoyed the conversation. But when it came time for feedback, the recruiter was nowhere to be found. No notes, no follow-up - just radio silence. Disappointed by the lack of communication, the superintendent reached out to me. He appreciated the way we handle things. Why? Because I came back to him with feedback, whether it was a yes or a no. He felt respected, valued as a client. In a market where good candidates are like rare gems, it's easy for some recruiters to get lost in the numbers game. But at LCR, we're different. We don't focus on metrics. We don't sit there counting how many candidates we've reached out to in a day. Instead, we prioritize building genuine relationships, providing meaningful feedback, and treating our clients and candidates with respect. It's not about hitting quotas; it's about delivering quality service that earns trust and loyalty. And in the end, isn't that what truly matters? If you're looking for a recruiter who's going to provide you with the respect you deserve, shoot me a DM today and let's chat! #recruiting #construction #careersinconstruction

When it comes to hiring a proposal coordinator or manager, the challenges can appear to be endless. There's more to it than just finding the right candidate. Watch to learn what you can do to improve your chances of attracting the right people to your firm.

Considering the investment in hiring a consultant can sometimes exceed initial expectations, regardless of your industry or background, what do you consider the most crucial deliverable from a consultant once you decide to engage their services? Like = Cost savings Celebrate = Compliance with standards Support = Workload optimization Love = Attentive problem-solving Insightful = Technical and strategic guidance Funny = All of the above Share your thoughts and comments below! ✍️

I did something that every other staffing agency was too afraid to do. But anyone who knows me knows that I don’t always play by the rules. I hired two field superintendents to help manage our skilled trades employees in the field and it’s been a GAME CHANGER. Here’s one of them, Edi! 👋 Let's rewind: The original goal of hiring them was to better manage our own people in the field. But the biggest benefit has been something we never expected. Our CLIENTS' superintendents now have someone who ✅ speaks their language, ✅ understands the importance of production, ✅ and can offer real-time support. The response has been overwhelming! Here’s what we realized: Most staffing agencies stop once they’ve sent someone to your job site. 🤦♂️ They’ve filled the role, and that’s that. But for us, that’s where the job STARTS. We’re not just about “filling roles”. We’re about making sure the employees we send are aligned with our clients' goals and can become productive members of their existing team. That’s why we invested in hiring superintendents who are 100% focused on ensuring the people we provide are fully integrated into your mission. And BONUS: We don’t bill for these superintendents. They're there to make sure everything runs smoothly, so we can adjust and optimize as needed. What started as an experiment has now become a core part of our business model, and it’s what sets us apart as we continue to expand. We’re focused on building partnerships that drive real results. Shout out to Edi for bringing some Blue Steel vibes to the job site! 🤣 Nik #construction #skilledtrades #staffing

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So, I just got off the phone with a potential candidate for a Project Manager position with a large, reputable General Contractor in the Chicago area. This candidate had an extremely impressive background, excellent experience, great tenure and I could check every single box in regard to the experience our client was looking for. However, this candidate on the communication side was not very friendly. He was bossy, overly-assertive and circled the entire conversation on himself, instead of listening attentively about the company and the opportunity. To me this was a red flag 🚩. Often, as recruiters, we get excited when we come across the "perfect candidate" and we want it so badly to work out. However, we have to take a step back and think about our relationship with the client and ensure we are providing them with the most suitable and qualified candidate for their culture and for the role itself. Here are the top 3 things I prioritize when screening a candidate: - I assess the candidate's background, experience, and tenure to ensure they align with the requirements of the open position. - I evaluate the candidate's communication style, paying attention to their friendliness, assertiveness, and their ability to engage in a two-way conversation with active listening. - I identify any red flags, such as a self-centered communication approach, and consider the candidate's compatibility with the company's culture and values. These key elements provide a comprehensive view of the candidate's suitability beyond technical qualifications, emphasizing the importance of interpersonal skills and cultural alignment in the hiring decision. It only benefits both parties in the long run! 😊 #recruiting #recruitinglife #thestruggleisreal #staypositive

Not my job! There are times when the phrase “it is not my job” is perfectly acceptable if you back it up with a reason and that would include: 1. A job you are not qualified to do. 2. There is a question that you could be working against another persons interest or the responsibility leaves the company open to fraud. 3. A job that puts other people at risk. Don't ever try to drive a back hoe if you don't know how. 4. A job that needs specialist knowledge, two in particular spring to mind....an electrician or plumber But, always remember that a great escape mechanism to shirk responsibility is to say “that's not my job”. Entry level positions are extremely focused and stay within a single scope of a facet of business, so no issues there. Middle management tends to be a lot more focused and but most still stays within a single business facet. Nothing irritates me more than senior managers who says it is not my job but thinks they deserve the high salary. They need to realize that while senior management does specialize, more often than not, we are required to manage multiple aspects of the business.

A few years ago, I headhunted a construction superintendent from a company and placed him with a client. When the individual handed in his notice, he told the company owner that I recruited him for a new opportunity that he couldn’t turn down. Not even a large counteroffer was going to stop him from leaving. The business owner was very upset at me. First, he called and yelled at me for ‘stealing’ his best employee. Then he proceeded to ask me if I knew who he was. Then he sent me a cease-and-desist letter. I did the same thing with that letter as I do all the other cease-and-desist letters I receive. I yell, “Kobe”, as I throw it into the trash. After that, I didn’t hear from him for about a year. Then one day, I got a random call—it was him. His demeanor had completely changed. I asked him what changed and he responded, “I understand recruiting is your business so I thought to myself, if you were able to take my best field supervisor, who better to find a great field supervisor for me? Plus, then you won’t recruit any more of my people!” Smart business move on his account. To a headhunter, you’re either a client or you’re a source. There isn’t a neutral standpoint. Fast forward to today and we have successfully filled 5 roles with this client in the last 10 months. Now, instead of losing people in the midst of a labour shortage, he is securing the best talent for his organization. Win-win. #recruitment