Contract Surety

Good Hiring Practices



Hiring, especially in construction, is tougher than ever. That’s why industry pros remind  us that good preparation is essential. Dedicating time to having your hiring infrastructure at the ready pays off in the long run. Here are steps toward being “hire ready.”


Laying The Foundation

Are you clear on what exactly you are hiring workers to do? What benefits and perks are you offering? What questions will you ask candidates? How can you fairly apply the same process to everyone you interview? Though these employer basics may seem obvious, many contractors skip over things like having written job descriptions, preparing interview questions to use with every candidate, providing a summary of current benefits, and so on. Experts remind us that yes, of course laying the foundation for hiring takes some time, but it is time well spent in the long run, with hires who are the right fit, understand the work and company they are committing to and believe the hiring process of hiring was solid, organized and fair. For Construction Pros offer this advice:


Job descriptions explain the job, including the essential functions of the position, required skills and education, as well as the physical and environmental demands. Maintain a clear and detailed description for every job in the company….It is important to keep focus on the position itself during the recruiting and selection process. The goal is to select the right candidate for the job based on the job description. Conduct job analyses and update job descriptions on a regular basis to ensure positions…are up-to-date and aligned with company objectives…. 


Review the applicants’ resumes and applications for similarities in skills and experience necessary to perform the essential functions of the position. Refer to the job description as necessary. If there are a few applicants, you may choose to interview them all. Avoid making any hiring decisions based on discriminatory factors, such as race, color, religion, sex, national origin, etc., per Title VII of the Civil Rights Act.


Interviewing and Evaluation

Good hiring also requires advance preparation related to the questions you will ask candidates and the rubric you will ultimately use to evaluate all potential hires. While even a solid hiring process sometimes results in a flawed decision (hey, we’ve all been there),  it’s still best not to hire someone because they had the nicer shirt or seem like a fun person to have around. Experts remind us that using consistent approaches in the hiring process is essential:


It is important to use the same interview questions for each candidate. Spend time researching and developing questions….Avoid questions that could be interpreted as exclusionary and discriminatory….Ask open-ended questions that require more than a yes or no answer. At the end of the interview, answer any questions the candidate may have and explain the next steps ….Immediately after the interview, complete an interview evaluation. Record the candidate’s responses to the interview questions and any additional notes that will assist you during the selection process. Keep your evaluation comments and notes separately. Do not write on a candidate’s resume or application….Once interviews are complete, conduct further screening by evaluating each candidate based on the job description and requirements of the position. When selecting the final candidate, be sure to establish clear distinction and give a reason why the


Remember, especially given the tight labor market, your work is not done after you decide on the best candidate for the position on hand. What if your number one choice has a better offer? What if you end up needing to hire a second worker after winning a new job next month? It’s best to stay on good terms with everyone: “Make all job offers verbally and in writing, and when a candidate accepts a job offer, move forward with new employee onboarding. As a matter of courtesy and best practice, contact all of the applicants, thank them for the interview, and inform them that another candidate was selected for the position.”


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  • Control of bidding and bonding, online and in real time.
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    • A private Owners Dashboard to view surety lines, adjust work and analyze bids.

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Every business needs an edge—and via The Partnership Account for Contractors®, Colonial gives you one. With this free service, we will help you plot the growth of your business, strategically, one step at a time. The Partnership Account® arms you with a private digital dashboard, providing you with a day to day snapshot of your single and aggregate limits, as well as your current and available bond capacity. As your work in progress decreases, you can even update your work on hand—increasing your aggregate so you can go ahead and move that next bid ahead. Take control of your finances—and get an edge issuing your own bid bonds, instantly, using our powers of attorney.


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Founded in 1930, Colonial Surety Company is a leading direct seller and writer of surety bonds and insurance products across the USA. Colonial is rated “A Excellent” by A.M. Best Company and U.S. Treasury listed.