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The Different Responsibility Levels on a Construction Site

By Employers Help & Advice

Construction projects are complex, requiring a balance of resources, coordination and commitment from construction teams – far beyond the necessary materials and equipment. From individual professionals to suppliers and organisations, each team member will contribute their own knowledge, skills, and expertise to help move the project forward. Your construction team’s size and structure depends on various factors including project scope, complexity, time frame, and risk involved.

We’ll explore the different responsibility levels you can expect to find on a construction site, and some of the roles you might need to hire for the running of a successful construction site. Let’s see how you can recruit a good construction team!

Project Manager

Project Managers are responsible for planning, execution, management, and delivery. A Project Manager will usually lead a construction project team and ensure the client’s expectations are met. They should have a good knowledge around compliance to ensure projects will meet legal requirements and regulations. They should also have an understanding of the business case, strategy, and importance of the projects they work on.

Project Managers are responsible for the following:

  • Overseeing the project objectives and scope of work
  • Organizing project timelines and schedules
  • Leading budgets, resources and procurement
  • Managing the project environment
  • Overseeing planning and execution of activities
  • Managing and analyze risks
  • Monitoring and evaluating performance and impact of the project
  • Ensuring agreed deliverables are met

They should be able to:

  • Communicate well with clarity and timeliness
  • Manage change and complexity with confidence
  • Manage projects and navigate any challenges using a range of tools and techniques
  • Motivate project members
  • Keep clear and objective goals in mind

How to hire a construction project manager

Hiring a construction project manager needs to align with your recruitment plan’s goals and objectives. Here’s how to do it:

  • Understand the required skills and qualifications required
  • Write an engaging job description
  • Use different sourcing strategies (job boards, social media, recruitment agencies)
  • Screen and shortlist your candidates
  • Start the interview process
  • Check references
  • Present an offer and onboard your new Project Manager!

Construction Superintendent

Construction Superintendents share some similarities to the role of a Project Manager, but they have a specialized function. With experience in and knowledge of different trades, tools, techniques and equipment needed for construction, superintendents are a specialized role who often manage multiple projects.

They are responsible for:

  • Safety and management of the construction site
  • Timely completion of all project work
  • Efficient communication
  • Being a central point of coordination for project members
  • Daily planning and supervision on the construction site
  • Maintaining standards of safety and quality
    Coordinating with the project management team for budgeting

They also:

  • Participate in pre-construction planning and logistics
  • Create project schedules
  • Coordinate plans with Architects and Engineers
  • Mentor and train personnel and help develop talent

Construction superintendent vs project manager

Let’s clarify the construction superintendent vs project manager debate! How are these roles different?

The Construction Superintendent, experienced in managing multiple projects, oversees safety, timely completion, and daily operations on-site. They also play a key role in developing personnel within the construction team.

The Project Manager takes on broader strategic responsibilities including overall planning, execution, and client satisfaction, ensuring adherence to legal requirements and budgetary constraints. They navigate challenges, mitigate risks, and facilitate the successful completion of construction projects within specified timelines and budgets.


The design team for every construction project is usually led by an Architect. They will hold the main responsibility for designing new buildings and landscapes, including renovation or retrofitting projects. During the design phase before construction begins, Architects will work to transform a client’s vision into technical drawings and documentation needed for you to construct spaces.

Architects also help with:

  • Getting approvals and building permits
  • Developing cost estimations
  • Developing budgets
  • Procuring resources for design and construction
  • Advisory services and certifications during the construction phase
  • Preparation of final reports and as-built drawings

Architects can take on different levels of responsibilities depending on their involvement in product design, feasibility studies, project development, and training.

Structural Engineer

Structural Engineers, either registered or chartered, are essential within construction site teams. They specialize in the design and construction of buildings and structures. Unlike Architects who are focused more on form and aesthetics, Structural Engineers tend to look at applying principles of math, physics and engineering to a building. They will usually keep performance, safety and cost-effectiveness in mind.

Pre-construction, Structural Engineers will work to tailor building structures to fit into the design delivered by the Architect. If a structure already exists, they will conduct assessments and testing before any building modifications go ahead.

Further responsibilities include:

  • Analysis and review of the performance of structural elements and materials
  • Working closely with design teams to coordinate detailed drawings
  • Ensuring engineering specifications and necessary documentation is provided to suppliers, contractors and service providers involved in the construction project

During construction, they may also:

  • Provide technical advice and guidance
  • Provide solutions to challenges
  • Address RFIs (Requests for Information)
  • Inspect works on the construction site
  • Ensure quality standards are maintained during the construction project

After construction has taken place, Structural Engineers also provide approvals, sign-offs, and as-built drawings.

Construction Estimators

Construction Estimators play a vital role throughout the construction process, working with the client and project teams to manage finances and ensure a successful project. Their expertise helps to eliminate risk and keep projects on budget, while meeting deadlines and exceeding expectations.

Before construction Construction Estimators will:

  • Conduct feasibility studies
  • Prepare cost estimates and specifications
  • Review and evaluate bids from subcontractors and suppliers
  • Develop project budgets

During construction, they’ll be responsible for:

  • Monitoring project spending and report on progress
  • Preparing cost forecasts and updates
  • Managing changes to the project scope (change orders)
  • Measuring and value completed work
  • Assisting in resolving cost-related issues or disputes

After construction, Estimators will have to:

  • Issue final invoices and accounts
  • Help finalize payments to contractors and suppliers
  • Prepare final cost reports

By effectively managing the financial aspects of a construction project, estimators are essential for ensuring a project’s success

VP, Construction

The VP of Construction oversees a company’s construction activities. They manage operations and finances for the organization, while also providing personnel management, outbound marketing and customer relations as relevant.

Their responsibilities include:

  • Meeting and working closely with other executives
  • Negotiating agreements and contracts
  • Analyzing reports and financial statements
  • Hiring managers and department heads
  • Providing ideas to improve performance

Your Vice President of Construction job description should also include:

  • OSHA Safety Certificate
  • Certified Construction Manager (CCM)

How to hire a construction project manager and more

In construction projects, diverse roles like architects, engineers, project managers, and contractors work together to realize a shared vision, resulting in buildings that embody their collective creativity and commitment.

To sustain a construction project, you need an experienced and motivated team to deliver projects on time and within budget. When everyone knows their specific responsibilities, and how their roles align with others, it’s much easier to complete a construction project according to plan.

About We Search People

We Search People are leading Construction and Engineering recruitment specialists serving the US and Canada. Our expert consultants know the market inside out, and know how to find the best candidates for the job. After all, a company is only as good as its people.

Hiring for your team? Whether you are looking for a Project Manager in Las Vegas, an Estimator in New York, or a Software Developer in Chicago, get in touch today!

Focused businessman signs documents in corporate meeting

What is a Recruitment Plan and How to Create One

By Employers Help & Advice

Businesses are continually challenged to adapt and thrive, and central to this adaptability is the strategic recruitment of top-tier talent that not only meets the immediate needs of the company, but also aligns with its long-term objectives.

To put it simply, recruitment plans serve as a strategic blueprint for effective talent acquisition.

That’s why in this article, we’re going to discuss the importance of developing robust recruitment strategies; highlighting the significance of staying ahead when you need to attract, select, and retain the best candidates available in the market.

What is a Recruitment Plan?

A recruitment plan is a strategy that outlines the process a business follows to identify, attract, and hire the most qualified candidates for the role they’re looking to fill. It’s a roadmap designed to streamline the hiring process, making sure that the right talent is acquired to meet the company’s needs.

An effectively organized hiring strategy should be able to provide a range of suitable candidates at the right moment.

Why are Recruitment Plans important?

Recruitment plans are the backbone of successful talent acquisition. They provide structure, enhance efficiency, and minimize the risks associated with hiring. Recruitment plans also help businesses allocate resources more effectively. This includes budgeting for recruitment activities, determining the number of hires needed, and planning for any training or onboarding processes. With a recruitment plan in place, the hiring process should become more streamlined and efficient. It helps in setting timelines for each stage of the recruitment process, reducing the time it takes to fill open positions.

By identifying potential challenges and risks in advance, recruitment plans allow organizations to develop strategies for mitigating these risks. This proactive approach helps in avoiding potential pitfalls during the hiring process. Having a well-defined plan not only saves time and resources, but also aligns the hiring process with your businesses goals and values.

How to create a Recruitment Plan?

Creating a recruitment plan starts with understanding your business’ recruitment needs, and finishes with the onboarding of a new employee. Let’s explore the essential steps to craft an effective recruitment plan.

The Basics of a Recruitment Plan:

  1. Clearly outline the goals and objectives of your recruitment efforts. This could include filling specific roles, expanding the team, or diversifying talent.
  2. Conduct a thorough Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis to identify internal and external factors that might impact recruitment.
  3. Allocate resources effectively by determining the budget for each stage of the recruitment process, considering costs such as job advertising, recruitment software, and interview expenses.
  4. Develop a realistic timeline that encompasses each stage of the recruitment process, from job posting to onboarding.

Step-by-Step Guide to a Recruitment Plan:

A strategic recruitment strategy should prioritize key aspects of engaging, allowing you to select candidates who align closely with your requirements. Enhance your hiring strategy over time to accommodate the evolving needs of your expanding business. A fundamental recruitment plan should include the following steps:

Step 1 – Identify Vacancies:

Work closely with hiring managers to identify current and future job openings, ensuring a clear understanding of the required skills and qualifications.

Step 2 – Job Description:

Craft compelling and accurate job descriptions that resonate with potential candidates. Use keywords relevant to the role to enhance visibility.

Step 3 – Sourcing Strategies:

Use diverse sourcing strategies, including job boards, social media, and recruitment agencies. Leverage the expertise of a recruitment consultant to tap into their network and identify top-tier candidates.

Step 4 – Screening and Shortlisting:

Establish a robust screening process to evaluate candidate resumes and applications. Shortlist candidates based on predefined criteria to streamline the selection process.

Step 5 – Interview Process:

Develop a standardized interview process, incorporating both technical and behavioral assessments. Ensure consistency in evaluating candidates to make informed decisions.

Step 6 – Reference Checks:

Conduct thorough reference checks to validate the information provided by candidates and gain insights into their work history and performance.

Step 7 – Offer and Onboarding:

Present a competitive and attractive offer to the selected candidate. Develop an onboarding plan to facilitate a smooth transition into the organization.


A well-crafted recruitment plan is a game-changer in today’s competitive job market. It not only ensures the acquisition of top talent, but also contributes to the long-term success and growth of your organization. At We Search People, we are committed to partnering with you in creating tailored recruitment plans that align with your business objectives.

Ready to elevate your recruitment strategy? Connect with our experienced recruitment consultants at We Search People to discuss how we can tailor a recruitment plan that meets your unique needs.

Group of people sat around a table having a business meeting discussing recruitment strategies

Types of Recruitment Strategies & Which Is Best For Your Business

By Employers Help & Advice

Attracting and hiring top talent is potentially the most important aspect for the success of any business. But it can be a daunting thought to consider; figuring out your recruitment strategy, how to make it work and improve it as you go, and first and foremost, what a recruitment strategy is in the first place. Understanding what a recruitment strategy is, and which one is best for your business, will help you find the best talent available in your market.

Crafting an effective recruitment strategy is key to ensure that you not only find the right candidates but also retain them in the long run, and we’re here to help you figure all that out! Let’s explore the different types of recruitment strategies, and how you can find the best one for your business.

What are recruitment strategies?

A recruitment strategy is a plan of action designed to identify, attract, and hire the best candidates for a specific job or set of positions within an organization. It involves a systematic approach to sourcing, screening, and selecting suitable individuals who align with the company’s goals and culture.

What’s in a recruitment strategy?

While specific strategies may vary based on the organization’s size, industry, and culture, there are a few common elements you’ll need to consider in most recruitment strategies:

Budget and allocation: This is not only for how much you would pay your new hires, but also considering the costs of job boards, and social media advertising, as well as other tools.

Marketing strategy: You’ll need to understand how you want to market your job vacancies, considering where your audience will be (social media platforms vs online forums vs print advertising in local business) and how you want to position your business.

Company positioning and USPs: What makes your business special? Why should a candidate choose you over a competitor who’s also recruiting? Do you offer unique benefits that make your business an attractive choice? These are all key things you’ll need to understand from the outset.

Skills assessment: You’ll need to have a strong understanding of what skills are required for each role you’re recruiting for. Advertising for a ‘digital marketing account manager’ will gain you a much more precise pool of candidates than just advertising for an ‘account manager’. Put a process in place that allows you to understand the specific skills you’re looking for.

Different Types of Recruitment Strategies

In-House Recruitment Strategies

In-house recruitment strategies involve a business managing its hiring process internally without external assistance. Internal HR teams or dedicated recruitment teams work directly within the company, using their knowledge of the organization’s culture and values.

Businesses using in-house recruitment will typically have an internal HR team that handles various aspects of the employee lifecycle, including recruitment. This team would likely consist of recruiters, talent acquisition specialists, HR managers, and other professionals with expertise in sourcing and selecting candidates.

Internal recruiters will often have an in-depth understanding of the company culture and requirements, and although there is a wage to be paid due to them being an employee, there are no external agency fees

However, in-house recruitment teams may find challenges arise when tasked with handling large volumes of applications and managing recruitment during peak periods. In-house recruiters may also have a more limited professional network compared to external recruitment agencies, restricting their access to a diverse pool of candidates.

External Recruitment Strategies

External recruitment strategies involve outsourcing the hiring process to external recruitment agencies or recruiters. These agencies, often specializing in particular industries, sectors, or niche roles, help companies identify and attract suitable candidates from a broader talent pool than internal recruiters could potentially reach, due to a larger network.

External agencies can tap into a wide network of candidates, and bring industry-specific knowledge offering businesses a way to access a diverse talent pool. The disadvantage of using external recruitment agencies is that they often charge fees based on successful hires, and could find it harder to understand the company culture and values compared to in-house recruiters.

Direct Advertising (Job Boards, Websites, Newspapers)

Direct advertising as a recruitment strategy involves promoting job openings through different online and offline channels, including online job boards, like Indeed, the company’s own website, and traditional media like newspapers and local bulletin boards.

This method aims to reach a local audience and attract potential candidates while usually being less expensive than using external agencies. However, it will likely attract a higher volume of unqualified, un-screened applicants, if the advert is even seen; job posts can get lost among other listings.

Optimizing Your Website’s Career Page

Optimizing your website’s career page involves creating an attractive and user-friendly space that provides detailed information about the company’s culture, values, and available job opportunities. This strategy aims to engage and attract candidates directly through the company’s website itself, by highlighting job opportunities and streamlining the application process.

A well-designed career page should enhance the employer brand, attracting candidates who are genuinely interested in the company and its ethos. However, it relies on candidates actively seeking out the company, and if not kept up to date, stale content may deter potential applicants.

Employee Referrals

Employee referrals are the strategy of current employees recommending individuals from their professional networks for job openings within the company. This strategy relies on the trust existing between employees and aims to bring in candidates who align with the organization’s values. It is often not used as a sole approach, but a tool as part of a wider strategy.

Employees can recommend individuals they know and trust, reducing the need for external resources; however, it could lead to a lack of diversity if employees refer to individuals from similar backgrounds. Existing staff may also feel obligated to refer candidates, impacting workplace dynamics.

How to improve recruitment strategies

Is your recruitment strategy not quite working? Here are some effective ways to enhance your recruitment processes:

  • Clearly outline job responsibilities, qualifications, and expectations to attract candidates who are the best fit for the role. Defining these at the start gives you a clearer goal of the candidate you’re aiming to hire.
  • Highlight the company culture to give candidates a better understanding of what it’s like to work for your business. Showcase your company’s values, mission, and culture through your website, social media, and other channels.
  • Encourage current employees to share positive experiences on platforms like Glassdoor.
  • Leverage platforms like LinkedIn, Twitter, and Facebook to reach a wider audience.
  • Ensure a positive and efficient candidate experience by providing timely feedback, clear communication, and a transparent recruitment process. Collect feedback from candidates to identify areas for improvement.
  • Develop strategies to attract a diverse pool of candidates. Implement blind recruitment processes to minimize bias in the initial stages.
  • Attend industry events, conferences, and career fairs to build relationships with potential candidates.
  • Engage with professional organizations and online communities related to your industry.
  • Foster strong communication and collaboration between recruiters and hiring managers to ensure alignment on job requirements and candidate expectations.

By incorporating these strategies, you can improve your recruitment strategies, attract the best talent in the business, and build a more robust workforce all at the same time.

The effectiveness of a recruitment strategy depends on factors sometimes out of your control, but by understanding the advantages and disadvantages of different recruitment strategies, you can tailor your approach to attract and retain the best talent.

Remember to continuously evaluate and improve recruitment strategies to stay ahead in the dynamic job market. Whether opting for external partnerships, or a combination of both, the key is to align recruitment efforts with the organization’s goals for sustained success in talent acquisition.

Ready to find the best talent for your business? Start by identifying the recruitment strategy that best aligns with your needs. Our recruitment services are always delivered with partnership in mind, always. Find out more about our recruitment services and contact us today to find the best talent.