Source: Masonry Construction
Publication date: May 1, 1993
By Carolyn Schierhorn
One of the biggest challenges facing masonry contractors today is hiring and retaining masons and laborers who do excellent work. Residential masonry contractors must pursue new sources of labor and embrace creative motivational techniques. LOOK FOR NEW LABOR SOURCESUnion contractors can simply call the local union hall whenever they need a well-trained bricklayer or laborer. But for the growing number of open-shop contractors, this is not an option. To find industrious young adults, make a greater effort to recruit minorities. Some masonry firms in cities and large towns find rural areas to be another good source of labor. Using a "third-party qualifier," such as a minister or parole officer, eases the task of finding hard-working job prospects. One of the best third-party qualifiers is a high school coach.INTERVIEW PROSPECTIVE EMPLOYEES CAREFULLYOnce a masonry contractor receives referrals, the candidates must be interviewed and their references checked. A mason or tender claiming prior experience should be required to demonstrate his skill.TRAINING ENSURES CONSISTENCY, LOYALTYBy hiring trainees or laborers and offering them opportunities to learn and advance, a contractor encourages employee loyalty, while developing workers who perform their jobs to the company's expectations.
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