In construction and engineering, timing is everything. A delayed project can cost millions, yet many teams overlook a silent budget-killer: hiring delays. When critical roles—project managers, structural engineers, or site supervisors—stay vacant, schedules slip, costs balloon, and morale tanks. Sound familiar?
Since 2017, I’ve seen this firsthand at Larouche Raymond Inc., helping firms across Quebec and beyond fill these gaps. One client, a mid-sized contractor, lost $500,000 on a delayed bridge project because they couldn’t find a qualified superintendent in time. Another struggled to replace a retiring engineer, pushing a hospital build six weeks behind.
So, what’s driving these delays in 2025? Here are three culprits—and how to fix them:
- Overly Rigid Job Specs
Companies often demand hyper-specific skills (e.g., “10 years in precast concrete design”). This narrows the talent pool. Instead, prioritize core competencies and train for specifics. One firm we worked with broadened their criteria and hired a stellar engineer with transferable skills in just two weeks. - Slow Decision-Making
Lengthy approval processes scare off top talent. Candidates move fast—especially in-demand engineers. Streamline your hiring by setting clear timelines and empowering your team to act. A client cut their process from 30 days to 10, snagging a top project manager before competitors. - Ignoring Passive Candidates
The best engineers and supervisors aren’t always job-hunting. Networking and targeted outreach can uncover hidden gems. We recently placed a senior estimator who wasn’t actively looking but was the perfect fit for a growing contractor.
The good news? You can act now to avoid these traps. Review your job specs, speed up decisions, and tap into networks for passive talent. With construction and engineering demand soaring, the cost of waiting is too high.
What’s your biggest hiring headache right now? Drop a comment—I’d love to hear your thoughts or share tips to tackle it. Let’s keep the conversation going!