Q:
Last year, I hired a new estimator and he talked me into purchasing “XYZ” software for our electrical contracting firm. I was fine with the product and the results. Trouble is, now this guy is gone and I have no one else who knows how to use the program. I am interviewing for the position now, but so far, I haven’t found anyone with experience on the program. Do I make it a requirement for the job, or possibly lose my software investment?
Jacob
A:
As you are aware, one of the biggest challenges in construction today is that contractors cannot find enough experienced and skilled workers. Sure, it would be ideal to hire an estimator who knows your program and could begin bidding on day one. But there are other important considerations as well. In my opinion, attitude and aptitude rank higher than an employee’s experience level on “XYZ” software.
Consider, for example, that you have two applicants up for the estimating position. “Applicant A” is highly skilled on the software but doesn’t appear to fit well within the company culture. “Applicant B,” on the other hand, is a successful electrical estimator with no experience on the software. My vote would have to go with “Applicant B.” Why? An individual who knows estimating, and is good at what he does, will likely have no trouble learning the software program if indeed it is the best tool for your business.
Keep in mind, hiring employees to handle specific tasks or meet immediate business needs is important, but it’s not the end all. If your goal is to hire long-term employees, look first for individuals with the right attitude and who match your company culture. Good luck to you with your search!
Construction Business Owner, December 2007
