Construction companies rarely lose growth opportunities because they lack demand. More often, growth slows because critical sales, project, technical or field leadership positions remain vacant—or because the wrong person is hired under pressure. Projects slow down. Territories lose momentum. Strong employees absorb additional responsibilities. Managers become overwhelmed, and companies eventually hire the first acceptable candidate instead of the right one. This class will show construction leaders how to replace reactive hiring with a practical and repeatable talent strategy. Attendees will learn how to anticipate workforce needs, define measurable expectations before advertising a position, build a stronger candidate pipeline, conduct structured interviews and improve the likelihood that the right professionals accept the offer and remain with the company. The presentation will remain strictly educational. It will not include recruiting-service pricing, a company sales presentation or product promotion.

By the end of the session, attendees will be able to:

·       Recognize when an unfilled position is beginning to restrict revenue, project execution or customer service.

·       Replace generic job descriptions with a practical scorecard based on measurable outcomes.

·       Identify qualified talent beyond traditional job postings and matching job titles.

·       Use evidence-based interview questions to evaluate performance, motivation and accountability.