The Difference
WE’VE WORKED AT ACTUAL INDUSTRIAL CONSTRUCTION COMPANIES
We bring innovative and unique experience from our past work in both domestic and international projects just like yours.
we know craft
and we have the right network of workers
The owner of Dutch Resources was a successful Recruiting Director at a major East Coast industrial construction company and is a recognized subject matter expert who has given presentations on craft recruiting to organizations around the United States such as a piece on Welder Recruitment to the American Welding Society and it’s members” like seen on homepage. With hands-on experience at high-profile construction sites, Dutch Resources understands the specific skills needed for a project. A client won’t have to explain the difference between Chrome/Carbon, TIG/STICK welding in different areas of a plant, and the client won’t have to explain the importance of being on-schedule and on-budget.
Consider the different stages of recruiting craft workers:
Market a competitive job
Build a pipeline of applicants
Screen for specific skills
Offer and hire
Steps 1 and 4 are less unique, and shouldn’t be an issue for any staffing company. However, steps 2 and 3 are where Dutch Resources truly sets itself apart.
The most important aspect of craft recruiting isn’t knowing thousands of talented workers; it’s knowing thousands of qualified workers who are available right now.
Build a Pipeline
WE USE THE BEST OF THE OLD-SCHOOL WAYS AND CUTTING-EDGE RECRUITING TOOLS
Twenty years ago, when you needed 30 pipefitters for a job in Alabama, you could turn to your foremen. They would pull out their black books and start calling on landlines to gather up known resources. Some of the stories I have heard about recruiters talking to family members in attempts to reach the right person are great memories about where we came from.
Fast forward 20 years and landlines are gone. Now there is a myriad of channels of contact, but they’re no more reliable than the old landlines. Mobile phone numbers change regularly. Email is hit-or-miss, and sometimes only the spouse checks it. Communication is evolving rapidly, and these days, social media often is the most effective, especially for getting the word out. Dutch Resources uses an effective combination of old-school and new-era approaches. We use known resources first, and then we recruit through various social media platforms to effectively fill remaining client needs with available and qualified resources quickly. Our biggest differentiator in this stage is our social media management, which took 7 years to create and goes much further than simply posting a job. Through our unique social media-based system and network, we get your job out to every available crafts person in your area within minutes so we can quickly start separating the qualified applicants to identify the resources we need. We are experts in qualifying craft workers for our client’s jobs. We fill most jobs that need fewer than 100 workers in 3 days. It is that fast!
Oil & Gas
Petrochemical
Power
Screening for Specific Skills
WE HAVE EXPERIENCE ON SITES LIKE YOURS, SO WE CAN QUICKLY IDENTIFY QUALIFIED CANDIDATES
Once we have all our applicants’ information, we make actual phone calls. No one is placed on a job without an in-depth conversation, documentation of experience and skills, and a test. Dutch Resources administers a verbal test to every applicant regardless of what is on his or her resume. We measure speed of responses and ask follow-up questions to ensure there’s deeper knowledge behind the answers.
As an example, our recruiters know their take-offs and the formulas needed. Even if there are a few different ways to get the take-off of a 45-degree elbow, we know each way and ask each candidate how they got to their answer. In short, we know craft work and we can screen through unqualified applicants.