Turner Construction
Building Your Future
Jamie
Recruiting manager for Turner in the Southwest at Turner Construction
Name: Jamie
Position: Recruiting manager for Turner in the Southwest
Education: Kansas State University, business administration emphasis in marketing; Arizona State University, MBA
Location: Anaheim, CA
What do you enjoy most about your job?
I love my job. I love promoting the opportunity to work at Turner, and I love to see the excitement and eagerness in candidates when they get an offer. Since I’ve been in recruiting for 15 years, it’s amazing to see candidates down the road, when they advance and become lead engineers, project managers, and managers. They remember that I hired them, and their gratitude is very rewarding.
What do you look for in entry-level employees?
In some ways, we’re old fashioned: We want to recruit a person and have them retire from Turner. So when we’re recruiting, we look for the whole package because we don’t anticipate our recruits staying as an entry-level engineer—we think of them as upper level management some day. They have to exhibit our core values: have integrity, be a team player, have a high level of commitment, good communication skills, and represent Turner well.
Beyond the core values, the huge thing we look for is passion. At Turner, I am surrounded by people who love what they do. I talk to candidates who, at seven years old, loved Legos and knew they wanted to build for a career. There are not many jobs that you can form a passion for at a young age. I want to see this passion in the candidates that I’m hiring.
What kind of mistake can a candidate make that will take them out of the running for a position?
I had this happen twice in interviews this year. Two candidates from highly renowned universities cursed in their interviews. It dumbfounded me. As comfortable as you feel, you still have to be professional.
What is the biggest misconception people have about working for Turner?
There are a couple misconceptions about working for Turner. For one, people think we are so big and they will be a number. Although we are a company with 5,000 people on staff, we have 40 local offices across the country. In each of these offices we have departments and teams working on a specific job site. So, while this network of offices provides opportunities to work in different places, our people often you identify with their local office or job site team—you’re part of the Miller Children’s Hospital Team, or the San Diego Central Library team. These teams are tight knit, and many employees say it’s like a family.
Position: Recruiting manager for Turner in the Southwest
Education: Kansas State University, business administration emphasis in marketing; Arizona State University, MBA
Location: Anaheim, CA
What do you enjoy most about your job?
I love my job. I love promoting the opportunity to work at Turner, and I love to see the excitement and eagerness in candidates when they get an offer. Since I’ve been in recruiting for 15 years, it’s amazing to see candidates down the road, when they advance and become lead engineers, project managers, and managers. They remember that I hired them, and their gratitude is very rewarding.
What do you look for in entry-level employees?
In some ways, we’re old fashioned: We want to recruit a person and have them retire from Turner. So when we’re recruiting, we look for the whole package because we don’t anticipate our recruits staying as an entry-level engineer—we think of them as upper level management some day. They have to exhibit our core values: have integrity, be a team player, have a high level of commitment, good communication skills, and represent Turner well.
Beyond the core values, the huge thing we look for is passion. At Turner, I am surrounded by people who love what they do. I talk to candidates who, at seven years old, loved Legos and knew they wanted to build for a career. There are not many jobs that you can form a passion for at a young age. I want to see this passion in the candidates that I’m hiring.
What kind of mistake can a candidate make that will take them out of the running for a position?
I had this happen twice in interviews this year. Two candidates from highly renowned universities cursed in their interviews. It dumbfounded me. As comfortable as you feel, you still have to be professional.
What is the biggest misconception people have about working for Turner?
There are a couple misconceptions about working for Turner. For one, people think we are so big and they will be a number. Although we are a company with 5,000 people on staff, we have 40 local offices across the country. In each of these offices we have departments and teams working on a specific job site. So, while this network of offices provides opportunities to work in different places, our people often you identify with their local office or job site team—you’re part of the Miller Children’s Hospital Team, or the San Diego Central Library team. These teams are tight knit, and many employees say it’s like a family.
I liked how large and professional the company is. It has the business qualities I was looking for.
Steven
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