The featured question of the “Problem Solved” department in the March issue of this esteemed periodical asked what single added position would most benefit a drywall business in the current state of the industry. A clear majority of respondents repeatedly agreed that they would definitely hire another estimator, a result that does not surprise me in the least. I’m sure a great deal of this newfound clamor for qualified quantifiers can be attributed to the recent (perhaps ephemeral?) uptick in construction bidding activity, but I personally think there is more to it than that. Hope springs eternal, as they say, and optimistic owners and managers everywhere recognize that the first step to boosting (or recovering) revenue is procurement. As a consequence, I have observed an acute and consistent demand for skilled bidmeisters even during the worst of times.
Causal issues aside, the apparent dearth of bean-counters in the “available” column should spawn a number of thought-provoking considerations and the proposition of a search cries out for a thoughtful body of hiring criteria. Having been on either end of the recruiting process at one time or another, I find myself uniquely qualified to comment on the topic.
The whole notion of hiring a new estimator, or even the mere contemplation thereof, rolls out a voluminous list of considerations, most of which are contingent upon your own unique circumstances surrounding your decision to hire. You may be feeling the effects of the above-mentioned upturn to the degree that you’re missing opportunities and your need to fill the gap is pretty urgent. Perhaps you are simply executing a thoughtful and well-developed plan of sustained growth. Or maybe you were caught off guard and find that you have to replace an indispensable member of your exactimating team due to an unfortunate and unanticipated termination. Depending on your particular situation, the time frame for filling your vacant position can range from “someday” to “yesterday.”
Time constraints notwithstanding, developing a set of hiring criteria for your search will be a critical first step in the process. Consider the following list of basic qualifications:
Experience. The length and depth of experience that a candidate brings to the table may or may not be your most critical criterion. You may have the time, circumstances and the resources to train a promising newcomer to our trade. The obvious advantage to this, aside from the reduced compensation needed to secure him, is the “blank slate” aspect—that is, the malleable neophyte’s openness to learning to do things your way. But your needs may be such that only a seasoned quantifier will fill the bill, in which case the rest of these criteria will apply.
Track record. In addition to the number of years spent in the business, you’ll want to know what kind of personal bid volume your prospective hire is accustomed to carrying, and what his sales-to-bid ratio of success is.
Scope. Does your candidate have a comfortable familiarity with your scope of work? Clearly you are searching for someone with a background in metal framing and drywall, but is he equally knowledgeable in the complementary scopes your firm is involved with, such as paint, acoustics, plaster or insulation?
Management background. Do your estimators specialize in preconstruction activities only, or does your firm, as many do, combine estimating with project management? Having an affinity with your organization’s particular procurement/delivery system may be a determinative criterion in your search.
Tech knowledge. You’ll want to consider how well your candidate’s technological aptitude conforms to your firm’s systems. Will he require training, or will he “hit the ground running?” Will his level of expertise require an upgrade to your organization’s current estimating software?
Market knowledge. Your drywall construction company may predominantly deal in bottom-line hard bids, or you may be involved with a greater share of negotiated work. You may be a union or non-union shop. Costs and rates of production often vary from one geographical area to another. These are all pivotal considerations if you are contemplating hiring outside of your business culture.
Well, even though we may have planted a lot of idea-seeds in a small patch of ground, the sheer complexity of this topic requires further cultivation. Next month, we will explore temporary remedies, job descriptions, search avenues and the hiring process. In the meantime, hang in there. Having to hire up is a good kind of problem to have these days!
Vince Bailey is an estimator at E&K of Phoenix.
