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Author: Mark Barnard

Takeaways from IBS 2025

Written by Mark Barnard on . Posted in News & Insights.

The 2025 NAHB International Builders’ Show (IBS) marked a significant milestone for the construction industry, drawing record attendance and highlighting key trends that are reshaping the sector.

Among the most pressing topics discussed were workforce challenges, innovative hiring strategies, and the evolving market outlook for the remainder of the year.

Record-Breaking Attendance Reflects Industry Resilience

This year’s IBS surpassed expectations, with over 1,800 exhibitors—750 of which were new—spanning 728,000 net square feet. Attendees explored cutting-edge building products and technologies, underscoring the industry’s commitment to advancement and resilience post-pandemic.

Intensified Focus on Recruitment and Workforce Development

A recurring theme at the show was the acute labor shortage facing the construction industry. Projections indicate that an additional 454,000 workers will be needed by 2025 to meet demand.

This shortage has prompted companies to adopt creative hiring strategies, including:

  • Emphasizing Cultural Fit Over Experience: Firms are increasingly open to hiring individuals without direct industry experience, focusing instead on aligning candidates’ personalities with company culture to facilitate smoother integration and retention.

  • Leveraging Recruitment Partnerships: Given the time-consuming nature of vetting candidates, many companies are partnering with specialized recruiters to streamline the hiring process, allowing internal teams to focus on core responsibilities.

  • Strategic Succession Planning: Recognizing the importance of sustainable growth, companies are investing in succession planning to ensure leadership continuity and address future workforce needs proactively.

Reflecting on Past Hiring Practices

Discussions at the show revealed that many companies acknowledged hiring too rapidly at the end of 2023, leading to increased turnover. This year, there’s a concerted effort to make more deliberate and strategic hiring decisions to avoid repeating past mistakes.

Market Outlook and External Challenges

The latter half of 2025 presents both opportunities and challenges for the building materials industry:

  • Impact of Tariffs: Companies like Beacon Roofing Supply have reported economic headwinds due to tariffs and labor shortages, influencing profit projections and operational strategies.

  • Sustained Demand in Specific Sectors: Despite challenges, sectors such as roofing repairs and replacements remain robust, driven by ongoing demand that contrasts with a sluggish new construction market.

Conclusion

The 2025 NAHB International Builders’ Show highlighted the industry’s resilience and adaptability in the face of labor shortages and economic pressures. By embracing innovative hiring practices and strategic planning, companies are positioning themselves to navigate the evolving landscape successfully. As the year progresses, a focus on sustainable growth and workforce development will be crucial for continued success in the building materials industry.

Sources:
https://www.nahb.org/
https://www.abc.org/
https://www.marketwatch.com/

Women In Construction Week 2025

Written by Mark Barnard on . Posted in News & Insights.

Women in Construction Week 2025, observed from March 2nd to 8th, is a pivotal event dedicated to recognizing and promoting the significant contributions of women in the construction industry. This annual celebration, spearheaded by the National Association of Women in Construction (NAWIC), aims to highlight women’s roles, address challenges, and inspire future generations to pursue careers in this dynamic field.

History and Significance

Established in 1953 by 16 pioneering women in Fort Worth, Texas, NAWIC has been at the forefront of advocating for women’s inclusion in construction. The association has grown to over 115 chapters nationwide, providing education, support, and networking opportunities to its members. Women in Construction Week, introduced in 1960, serves as a platform to celebrate the achievements of women in the industry and to encourage more women to explore construction-related careers. (She Built)

2025 Theme: “Together We Rise”

The 2025 theme, “Together We Rise,” emphasizes collaboration and unity within the industry. It reflects the collective effort to break down barriers, foster inclusivity, and create a supportive environment for women at all levels of construction. This theme encourages both women and men to work together to elevate the industry’s standards and opportunities.

Challenges and Progress

While the construction sector has traditionally been male-dominated, recent years have seen a positive shift. As of 2025, women constitute approximately 14% of the construction workforce, up from 10.9% five years prior. Notably, the pay gap in this industry is narrower than in many others, with women earning about 99.1% of what their male counterparts make. Despite these advancements, challenges such as gender bias and limited advancement opportunities persist, underscoring the importance of initiatives like Women in Construction Week. (She Built)

How to Get Involved

  • Attend Events: Participate in local and national events organized by NAWIC chapters and other industry groups. These may include workshops, seminars, and networking mixers designed to educate and connect professionals.
  • Support Charitable Initiatives: Engage with programs like Habitat for Humanity’s Women Build, which empowers women to take leadership roles in construction projects, helping to build homes and communities.
  • Promote Awareness: Utilize social media and other platforms to share stories, achievements, and opportunities related to women in construction, fostering a broader conversation about diversity and inclusion in the industry.
  • Collaborate with the She Built Foundation: This organization is dedicated to inspiring girls to become the next generation of builders by engaging them and their communities in the magic of construction. The She Built Foundation offers curriculum, programming, and pathways to help girls discover and develop skills related to building and construction. By partnering with or supporting this foundation, individuals and organizations can contribute to cultivating future female leaders in the industry. (She Built)

Women in Construction Week 2025 is more than a celebration; it’s a movement towards a more inclusive and equitable industry. By acknowledging the strides made and addressing the challenges that remain, we can collectively work towards a future where women have equal opportunities to lead, innovate, and excel in construction.

Sources:

What Stops Top-Tier Talent from Using HR Portals? Insights from our LinkedIn Poll

Written by Mark Barnard on . Posted in News & Insights.

What’s Stopping Top-Tier Talent? Breaking Down Barriers within HR Portals

Attracting and engaging top-tier talent is one of the most pressing concerns for hiring managers and recruiters today. Yet, according to a recent LinkedIn poll, significant barriers prevent top-level candidates from actively using HR portals to explore new opportunities. Understanding these challenges is not just a matter of convenience, it’s critical for refining recruitment strategies and increasing access to qualified talent.

The poll revealed the following top reasons why elite professionals avoid HR portals:

  • Confidentiality Concerns (45%)
  • No time to update/prep resumes (27%)
  • Fear of their network finding out (18%)
  • Other (9%)

These insights shed light on key pain points that, if addressed, can bridge the gap between your organization and the talent it needs. Below, we’ll break down each factor in more detail and explore actionable solutions.

1. Confidentiality Concerns Are the Top Barrier (45%)

It’s no surprise that nearly half of respondents find confidentiality a hurdle. Top-tier professionals often hold senior positions and are well-established within their industries. For them, any interest in a new role must remain discreet to avoid jeopardizing their current employment or reputation.

What can you do to address this?

  • Implement Privacy-First Features: Offer candidates options to conceal their activity, like anonymous resume visibility or “stealth” browsing features. This makes them feel secure when engaging with your portal.
  • Highlight Discretion in Communications: Clearly emphasize your commitment to confidentiality in job postings and communications. Transparency about your privacy measures can build trust.
  • Leverage One-on-One Recruiter Connections: For high-ranking professionals, sometimes it’s better to bypass portals altogether. Outreach through trusted executive recruiters can help initiate discreet conversations.

 2. Lack of Time for Resume Prep (27%)

A significant portion of high-performing talent feels constrained by time. Crafting resumes and updating profiles often take a backseat to their demanding schedules. For these individuals, jumping through multiple hoops just to explore a new opportunity feels like a non-starter.

Simplify their process:

  • Focus on Contextual Applications: Consider a process that allows candidates to submit LinkedIn profiles or portfolios in place of traditional resumes.
  • Offer Support Tools: Build-in features that automatically parse information from LinkedIn or professional pages into resume formats, saving candidates valuable time.
  • Streamline Communication: Make it clear that you value time efficiency by providing clear instructions and a fast-tracked application process for senior applicants.

3. Fear of Their Network Finding Out (18%)

An active job search may subtly signal dissatisfaction within one’s current role, something highly visible professionals may want to avoid. Even engaging with HR portals can feel risky with the chance of peers, colleagues, or supervisors discovering their activity.

Solutions for maintaining a low profile:

  • Offer Incognito Job Search Features: Invest in systems that allow candidates to keep their search entirely private. Reduce features such as “recently viewed postings” appearing publicly.
  • Prioritize Trusted Platforms: Partner directly with secure platforms or tools geared towards executives and senior hires, reassuring candidates that their search won’t inadvertently go public.
  • Be Discreet with Outreach: Keep recruitment communications personalized and avoid mass messaging tactics that draw attention.

4. “Other” Barriers (9%)

The final category, representing 9% of respondents, was marked as “Other” without further clarification in the poll comments. However, this category likely encompasses several additional concerns that may be specific to individual preferences or niche challenges. These could include:

  • Lack of User-Friendly Interfaces: If an HR portal is difficult to navigate or outdated, candidates may quickly lose interest.
  • Unclear Job Descriptions: Vague or poorly written job postings can discourage top-tier talent from applying.
  • Limited Opportunities Matching Skillsets: Highly skilled professionals may feel that HR portals do not adequately cater to their specific expertise or career goals.
  • Concerns About AI Filtering: Some candidates worry that applicant tracking systems may unfairly reject their resumes, leading them to avoid portals altogether.

Addressing these potential “other” barriers requires an ongoing commitment to optimizing your platform and tailoring it to meet diverse candidate needs.

Moving Forward—Refining Talent Acquisition for Top-Tier Professionals

Each of these barriers presents an opportunity for hiring managers and recruiters to refine their strategies for engaging in top-level talent. By addressing confidentiality concerns, removing unnecessary time barriers, and ensuring candidates feel secure during their search, companies can create an environment that appeals to elite professionals.

To improve your recruitment strategy further, ask yourself these key questions:

  • Does your platform empower candidates with privacy and security?
  • Are you meeting candidates where they are, with minimal friction in the application process?
  • How are you creating trust and discretion in every communication?

Refining your recruitment strategy to meet these needs not only improves your candidate experience but also strengthens your ability to attract the best talent in a competitive hiring environment.

Want to Learn More?

If you’re looking for actionable advice on optimizing your talent acquisition strategy, our team of experts at SnapDragon Associates can help streamline your hiring processes while reducing barriers for top-tier talent. Schedule a conversation today!

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Key Questions Employers Should Ask During Interviews

Written by Mark Barnard on . Posted in News & Insights.

For over 21 years, I’ve worked in recruiting within the Building Materials Industry. Over this time, I’ve observed interviewers who excel at asking the right questions—and others that have left me scratching my head, thinking, “What in the world were they trying to achieve with that line of questioning?”

Choosing the right questions during interviews is essential to finding the best candidate for your team. It’s not just about skills—it’s about understanding fit, problem-solving abilities, and motivation. Below is a concise guide to crafting impactful interview questions that help evaluate candidates holistically.

1. Assessing Skills and Expertise

Start with questions that measure technical proficiency and the candidate’s ability to handle the role’s specific duties.

Examples:

  • For Sales Managers: “Can you discuss a challenging sales problem you successfully solved?”
  • For Marketers: “How do you measure the success of a campaign? Can you give an example?”

Why it matters: These questions offer insights into real-world experience and how effectively candidates apply their skills.

2. Evaluating Cultural Fit

Cultural alignment is critical for long-term success. Ask questions that uncover a candidate’s work style and values.

Examples:

  • “What type of environment helps you perform best?”
  • “Tell me about a time you helped motivate your team.”

Why it matters: A cultural mismatch can lead to inefficiency and dissatisfaction. Look for shared values and compatibility with your work environment.

3. Testing Problem-Solving Abilities

Every role comes with challenges. You need someone who can stay composed under pressure and find effective solutions.

Examples:

  • “Can you describe a tough problem at work and how you solved it?”
  • “How do you handle unfamiliar challenges?”

Why it matters: Problem-solving demonstrates not just creativity but adaptability and a proactive mindset—qualities essential for success in any role.

4. Understanding Motivation

Motivated employees are more likely to invest in their roles and grow within your company. Explore what drives them.

Examples:

  • “What excites you most about this position?”
  • “Where do you see yourself in the next three years?”

Why it matters: Motivation alignment ensures the candidate’s aspirations align with what your company can offer—whether it’s growth, learning, or creating impact.

Key Tips for Conducting Balanced Interviews

To make the most of your interviews, follow these guidelines:

  • Mix technical and behavioral questions to assess both skills and personality.
  • Tailor questions to the role by focusing on tasks and challenges unique to the position. For example, you might ask a project manager, “How do you balance competing deadlines?”
  • Evaluate responses effectively by listening for specific examples, clear communication, and alignment with your company’s goals.

Final Thoughts

Effective interviews go beyond generic questions. You’ll uncover each candidate’s true potential by tailoring your approach to assess skills, cultural fit, problem-solving abilities, and passion. Pay attention to the honesty, detail, and alignment in their answers. A thoughtful, strategic interview process leads to better hiring decisions and builds stronger teams.

Why Hiring a Recruiter is Essential for Filling Leadership Roles

Written by Mark Barnard on . Posted in News & Insights.

When you’re looking to fill a leadership role, the stakes are high. These positions shape the future of your organization, influence company culture, and drive strategic decisions. Finding the right person requires not just effort but expertise. That’s why partnering with a skilled recruiter can make all the difference. Here are the key reasons to consider hiring an expert recruiter for your leadership team openings.

Access to a Wider Talent Pool

Recruiters don’t just post job ads and hope for the best. They have access to deep networks of professionals, often reaching passive candidates who aren’t actively job hunting but are perfect for leadership roles. By harnessing their connections, recruiters can present you with a much broader and more qualified range of candidates than you might be able to reach on your own.

  • Expanded Reach: Tap into networks beyond traditional job boards.
  • Passive Candidates: Gain access to professionals not actively seeking roles.
  • Qualified Talent: Ensure candidates have the experience and skills needed for leadership.

Save Time and Resources

The recruitment process isn’t just about listing a job and waiting—it involves sifting through resumes, conducting multiple interviews, and identifying the right fit. For a busy organization, this can be overwhelming and time-consuming. By outsourcing this task to a recruiter, your internal team can focus on daily operations while the recruiter commits their full attention to finding the ideal leader.

  • Time Savings: Free up your team’s schedule for core responsibilities.
  • Efficiency: Reduce time spent sorting through unqualified candidates.
  • Cost-Effectiveness: Avoid the costs associated with prolonged vacancies.

Expertise in Identifying the Right Fit

Recruiters are experts at recognizing the skills, characteristics, and experiences necessary for top-tier leadership roles. Beyond credentials, they assess soft skills and alignment with your company culture. Leadership isn’t just about what’s on a resume—it’s about vision, adaptability, and the ability to inspire. A seasoned recruiter knows how to evaluate these critical qualities.

  • Comprehensive Assessments: Evaluate both hard and soft skills.
  • Cultural Alignment: Ensure candidates fit your organization’s values.
  • Leadership Qualities: Identify visionaries who can drive your team forward.

Strategic Alignment

Making a bad hire at the leadership level can have long-term repercussions. A strong recruiter ensures candidates aren’t just qualified but also align with your organization’s strategic goals. They take the time to understand the priorities and challenges your company faces, connecting you with candidates who can deliver both short-term wins and long-term impact.

  • Minimized Risks: Avoid costly hiring mistakes.
  • Strategic Focus: Align candidates with your business objectives.
  • Long-Term Impact: Find leaders who drive sustainable success.

A Streamlined Process for High-Quality Results

Recruiters are professionals at managing every stage of the hiring process, from attracting candidates to negotiation and onboarding. Their experience ensures a smooth and efficient process, minimizing delays and ensuring only the most capable candidates are presented for consideration. For leadership roles, quality cannot be compromised, and a recruiter makes sure it isn’t.

  • Seamless Process: Reduce hiring bottlenecks.
  • Negotiation Expertise: Secure top talent with competitive offers.
  • Effective Onboarding: Ensure new leaders integrate smoothly into your team.

Final Thoughts

Filling your leadership team isn’t a task to leave to chance—it’s an investment in your organization’s future. By trusting an experienced recruiter, you gain access to the best talent, expert advice, and a seamless hiring process. The result? A leader who fits not only the role but your company’s unique vision and goals.

Boost Your Leadership Team Today
Partnering with a recruiter could be the key to transforming your leadership team. Contact us today to learn how we can help you find the right leaders for your organization’s future!

Top Recruiting Trends in 2025: Stay Ahead in the Building Materials Industry

Written by Mark Barnard on . Posted in News & Insights.

Recruiting is evolving rapidly, driven by shifting workforce expectations and dynamic market conditions. To remain competitive, companies must stay ahead of emerging trends to attract and retain top talent. Here are the key recruiting trends that will shape 2025 and beyond:

1. Emotional Intelligence: A Key Differentiator

Technical expertise remains essential, but emotional intelligence (EI) has become a crucial hiring factor. Research shows that 90% of top performers possess high EI, which fosters collaboration, effective communication, and leadership within teams.

Why It Matters:

  • Leaders with high EI navigate conflicts better.
  • EI assessments in hiring build cohesive teams and future leaders.

Actionable Tip: Incorporate EI evaluation tools into your recruitment process to ensure candidates align with your company culture.

2. Data-Driven Hiring Decisions

In the digital age, analytics are a necessity. Companies using data-driven recruitment strategies are 79% more likely to meet their hiring goals.

Key Benefits:

  • Insights into team dynamics and organizational performance.
  • Reduced biases and streamlined hiring processes.

Best Practices: Leverage tools like relational analytics to improve workforce planning and internal mobility.

3. Employer Branding: A Competitive Edge

Your employer brand plays a critical role in attracting talent. With 75% of job seekers evaluating a company’s reputation before applying, showcasing your workplace culture and values is essential.

How to Strengthen Your Brand:

  • Highlight inclusivity, growth opportunities, and employee success stories.
  • Use authentic content to showcase what makes your company unique.

4. Proactive Talent Engagement

Engaging potential candidates before positions become available has become a key strategy. Companies with proactive talent engagement strategies see a 50% reduction in time-to-hire.

Strategies to Implement:

  • Build a pipeline of passive candidates.
  • Share valuable industry insights to maintain engagement.

5. Collaborative Hiring Practices

Collaborative hiring, involving multiple team members in the recruitment process, fosters a sense of ownership and improves cultural fit.

Why It Works:

  • Organizations experience 20% higher employee retention rates.
  • Candidates gain a better understanding of team dynamics.

Implementation Tip: Use panel interviews to enhance decision-making and alignment.

6. Prioritizing Diversity and Inclusion

Diverse workplaces are 35% more likely to outperform competitors. With 47% of millennials prioritizing diversity, inclusive hiring is no longer optional.

Key Actions:

  • Use inclusive job descriptions.
  • Target underrepresented talent pools.
  • Promote diversity through targeted initiatives.

7. Flexibility in the Workplace

Work-life balance is now a must-have for employees. A recent survey found that 83% of employees consider flexible work options critical to job satisfaction.

Flexible Work Options to Consider:

  • Remote or hybrid work models.
  • Adjustable schedules to accommodate individual needs.

Result: Flexible environments attract diverse talent and improve morale.

8. Project-Based Hiring for Agility

The traditional hiring model is giving way to project-based hiring, particularly in industries like technology, construction, and creative services.

Advantages:

  • Companies gain specialized expertise for specific projects.
  • This approach increases productivity and adaptability.

9. Recruitment as a Strategic Function

Recruitment is now a strategic function that aligns hiring practices with business goals. Organizations embracing this approach see 2.5x higher revenue growth.

What This Means:

  • Focus on metrics like quality-of-hire and retention rates.
  • Involve recruiters in workforce planning and development strategies.

Optimized for 2025 and Beyond

The future of recruitment demands agility, innovation, and strategic alignment. By embracing these trends, companies in the building materials industry can secure the talent needed to thrive.

Ready to future-proof your recruitment strategy? Partner with SnapDragon Associates to attract top talent in the building materials industry.  Contact Us today to learn how we can help you stay ahead of the trends and build a winning team for 2025 and beyond!

A Positive Hiring Outlook for 2025

Written by Mark Barnard on . Posted in News & Insights.

What can we expect in 2025 for the building materials industry? The answer is optimism, opportunity, and growth! With fewer election-related hiring slowdowns and an improving market, companies in the sector are well-positioned to seize competitive advantages. For organizations focused on executive recruitment for the building materials industry, 2025 offers both challenges and opportunities to secure top-tier talent.

Key Hiring Trends Shaping 2025

Three main factors will dominate the conversation around hiring trends in 2025, particularly in the building materials sector. These trends emphasize the importance of strategic planning and adaptability in recruitment efforts.

1. Enhancing Bench Strength

2025 presents a unique opportunity to build stronger leadership teams. Professionals who may have previously been hesitant to explore new roles are now more open to considering fresh opportunities. By partnering with experts in executive recruitment for the building materials industry, businesses can strategically focus on enhancing bench strength, ensuring their leadership pipeline is optimized and future-ready.

2. Driving Growth Through Expansion

Expansion remains a primary driver in the sector. From launching innovative product lines to opening new facilities, growth initiatives are creating a heightened demand for skilled leadership. Recruitment aligned with these goals ensures businesses have the right executives in place to lead critical projects and foster sustained success.

3. Focusing on Succession Planning

An aging workforce continues to impact the industry, underscoring the need for proactive succession planning. Organizations must prioritize identifying future leaders and ensuring effective knowledge transfer before key talent exits. Those who solve this puzzle will maintain operational excellence while paving the way for innovation.

Overcoming Hiring Challenges in 2025

Every challenge presents an opportunity. To stay ahead in the hiring landscape, businesses must fine-tune their strategies by focusing on these critical areas:

  • Competitive Offerings: Talented professionals expect more than just a paycheck. Competitive salaries paired with strong benefits and flexible work options have become non-negotiable. Offering clear paths for growth and development enhances retention.
  • Relocation Support: Candidates are more likely to accept offers if relocation challenges are addressed creatively. Solutions such as relocation packages or remote onboarding processes can break through this barrier.
  • Expert Partnerships: Navigating the complexities of executive recruitment for the building materials industry requires seasoned partners. Specialized recruiters can deliver proven results, providing access to leaders who align with your company’s vision and goals.

Lessons from 2024 and a Roadmap for 2025

The lessons from 2024 were clear. Companies that acted quickly to enhance their teams leveraged their strengths to build a resilient workforce. Those who invested in succession planning tackled workforce transitions with precision, ensuring business continuity and sustained leadership strength. These strategies remain just as essential in 2025, where agility and foresight will define success.

Your Path to 2025 Success

Don’t allow hiring challenges to hold your organization back. SnapDragon Associates’ expertise in executive recruitment for the building materials industry positions your business to thrive. Our proven methods have helped countless organizations tackle issues like enhancing bench strength, scaling leadership for growth, and creating strong succession plans.

Take Action Today

Make 2025 the year your team not only meets expectations but exceeds them. Contact SnapDragon’s team of recruiters to take the first step in building a strong leadership pipeline. Together, we’ll help your organization secure the talent it needs to succeed.

Contact Us Now to start a conversation!

The Career Landscape for 2025: What Professionals Are Prioritizing

Written by Mark Barnard on . Posted in News & Insights.

2025 is just around the corner, and if our recent LinkedIn poll is anything to go by, professionals are laser-focused on growth, development, and redefining success. We asked the SnapDragon community about their top career priorities for the New Year and uncovered some fascinating trends that shed light on the mindset of the 2025 candidate pool. Here’s what we found and what it means for businesses ready to tap into this evolving talent market.

The Focus on Upskilling and Career Growth

An overwhelming 44% of respondents emphasized upskilling and career progression as their top priority. This comes as little surprise in a rapidly evolving world, where staying ahead means continuously sharpening your skills. For businesses, the message is loud and clear: candidates want opportunities to learn, grow, and advance. If your organization isn’t already creating pathways for skill development, whether through mentorship programs, learning platforms, or leadership tracks—it’s time to catch up.

Investing in professional development doesn’t just attract top talent; it also creates loyalty. When candidates see a clear trajectory for growth within your organization, they’re likely to invest back in your business with their best performance.

The Drive to Crush Performance Goals

Coming in at 26%, many professionals remain highly results-driven, focusing on exceeding performance metrics and delivering tangible achievements. These candidates are motivated by challenges and thrive in environments that reward ambition. For businesses, this signals a need to set clear, ambitious targets and create frameworks that recognize and reward outstanding contributions.

Has your company developed a culture that celebrates wins—both big and small? Whether it’s leaderboards, awards, or public recognition, professionals striving to hit (and exceed) goals want to feel that their hard work doesn’t go unnoticed.

The Demand for Work-Life Balance

Another 26% of respondents tapped into a topic that has dominated discussions in the workforce over recent years, work-life balance. The pandemic reshaped how we think about flexibility and well-being, and these priorities aren’t going anywhere. Professionals today value organizations that allow them to thrive both at work and in their personal lives.

To attract this growing segment of the workforce, businesses should double down on flexible policies like remote work options, mental health support systems, and adaptive schedules. Not all candidates are chasing a corner office; some are prioritizing fulfillment and harmony in every aspect of life.

Networking Falls Behind—but Don’t Count it Out

Perhaps the most surprising insight? Only 5% of respondents highlighted growing their professional network as a top focus for 2025. While it might seem like networking has lost its sparkle, it’s worth considering how modern professionals are redefining connections. Traditional face-to-face events might feel out of sync with today’s digital-first landscape, but that doesn’t mean professionals aren’t connecting, it’s just happening differently.

Forward-thinking organizations can lean into tools for enhancing digital connections, such as virtual mentorship platforms, online community-building events, and collaborations that build authentic relationships. While networking may not be top-of-mind, creating opportunities for meaningful connections can still add immense value to your workplace culture.

What This Means for Employers

The results of this poll are more than just numbers—they’re a roadmap for how businesses can align themselves with the aspirations of 2025’s most motivated candidates. To recap:

  • Upskilling and Career Growth should be top priorities, with clear programs to enhance professional progression.
  • Performance-driven incentives matter more than ever—create a culture where excellence is rewarded.
  • Flexibility and balance aren’t perks; they are expectations. Businesses must evolve to offer work environments that support all types of well-being.
  • Networking flexibly could help you stand out and facilitate seamless ways for professionals to connect and grow relationships.

By understanding the motivations and goals of the workforce, your business can position itself as the employer of choice for 2025 and beyond. At SnapDragon Associates, we’re here to help you stay one step ahead in recruiting exceptional talent that aligns with your vision for the future.

2025 is not just a year, it’s an opportunity to lead, innovate, and grow. Are you ready to seize it? Let’s talk about how we can help you get there. 🚀

Why the Building Materials Industry Must Prioritize Succession Planning: Part 3

Written by Mark Barnard on . Posted in News & Insights.

Introduction

While headed to the NRLA Show this week, a long-time friend and colleague remarked, “This is my 20th trip to that show, and man, the number of old guys like us keeps growing every year.” As an official “Old Guy” in the industry, I’ve become increasingly aware of the urgent need for succession planning in the building materials sector.

2024 has seen more retirements than any of my last 20 years as a recruiter in this field. Initially, I thought I was noticing this trend because I’m beginning my own succession and retirement planning. But after observing the past 11 months, it’s clear that this is a widespread industry shift. This is the final installment of my three-part series on succession planning.

Practical Strategies for Succession Planning

Building a solid succession plan might seem overwhelming, but it becomes manageable with a clear, step-by-step approach. Here are practical strategies tailored to the building materials industry:

1. Identify Key Roles and Skills

Start by pinpointing the roles essential to your operations and overall business goals. Assess the skills required for these positions and identify team members who demonstrate the potential to step into greater responsibilities.

2. Implement Mentorship Programs

Pair seasoned employees with younger or less-experienced staff. This direct knowledge-sharing approach transfers critical expertise and encourages professional relationships that strengthen your organization.

3. Offer Leadership Training

Invest in leadership development programs tailored to the unique demands of the building materials industry. Equip employees with the tools they need to confidently step into leadership roles, addressing industry-specific challenges along the way.

4. Document Processes and Knowledge

Establish a system for capturing and recording standard operating procedures, technical insights, and other essential information. This ensures institutional knowledge remains accessible and doesn’t retire along with senior employees.

Build the Foundation for the Future

The building materials industry is at a pivotal moment. With an aging workforce, it’s critical to act now and prepare for the transitions ahead. Succession planning is more than just a response to retirements; it’s a strategy for ensuring long-term stability and growth.

Through mentorship, leadership training, and the thoughtful transfer of knowledge, businesses can:

  • Protect operations from disruption.
  • Preserve valuable expertise.
  • Position themselves for innovative growth.

The time to act isn’t tomorrow—it’s today. Securing the future of the building materials industry begins with investing in its people. By creating opportunities for continuity and leadership development, we lay the groundwork for a thriving, sustainable future.