The need for qualified construction professionals has become an urgent challenge for the sector. Construction companies are estimated to need to hire nearly 501,000 additional workers by 2024 to keep up with demand, so some companies are looking to explore a myriad of solutions to help fuel a labor pipeline.
Regardless of how many skilled professionals a company needs, there are options employers can consider to attract talent. Here are five strategies you can implement today to help build a skilled workforce for your business.
1. Promote the Career
Increase interest and attract candidates by promoting the long-term career opportunities, not just the benefits offered by entry-level positions, that working with a construction company can offer.
Competitive pay, new technologies and tangible results from the work done every day can be attractive benefits to highlight. In addition, the industry offers multiple career paths, continuing education, and opportunities for professional and personal growth beyond an entry-level position, all benefits that can appeal to potential clients.
For new and existing employees, developing an onboarding strategy that offers on-site training, mentoring and additional resources can be an effective way to help team members grow their skill sets. A policy of promoting workers from within can also incentivize growth and attract top talent.
2. Participate in Job Fairs
Now is a great time to participate in events that help make connections with talent interested in the trades. The construction industry is experiencing a real shift in interest among young people. Gen Z is becoming the tool belt generation as more of this generation choose trades over traditional college education. Young people recognize the value of skilled professions and are drawn to the labor demand, competitive wages and long-term career potential that the industry offers.
Reinforce this perspective by showing students that they can have a lucrative career in construction by participating in job fairs and career fairs. One of the main benefits of participating in these events is the opportunity to make personal connections through direct interaction with interested candidates. Contact local schools or partner with other businesses to organize and host some of these events each year.
In the competitive landscape of the skilled trades, participating in career fairs is not only advantageous, but a strategic move toward business growth and success. Check out this Build Your Future resource for helpful tips for career day exhibitors.
3. Implement technology
Online job boards and virtual marketing strategies are proving to be successful ways to reach potential candidates.
One option contractors can use is CareerStarter, an online job matching tool that helps construction companies find, recruit and hire people interested in entry-level construction jobs. By creating a free company profile, you can promote your open positions, search for candidates and schedule interviews.
Another way to implement technology to reach a younger audience is by using social media. More than 78 percent of 18-29-year-olds use Instagram, while other platforms such as TikTok, Facebook, LinkedIn, YouTube and X (formerly known as Twitter) are also popular. Creating social media content that can capture attention and highlight career opportunities in construction can be helpful in finding new talent.
4. Work with a recruiter
Some positions are more difficult to fill, so for certain roles consider working with a recruiter. Recruiting professionals can often access candidates that may have been challenging to reach without the additional resources that a recruiting service can provide.
Companies may consider hiring an external talent acquisition firm or adding a recruiter to the current team to facilitate talent searches, conduct interviews and help make final hiring decisions.
5. Collaborate with an educational program
Finding qualified talent that is trained with the unique skills that companies are looking for continues to be a challenge for the industry as a whole. One solution that companies can consider to improve their prospect pool is to partner with community colleges, vocational schools and other programs that offer a way to enter the construction workforce. These programs can use financial resources and face-to-face training to help increase students’ interest in the trades and match them with apprenticeships and work opportunities after their training.
Partnerships between construction companies and education groups are especially strong when both use the National Center for Construction Education and Research’s (NCCER) standardized construction curriculum and credentials. Contractors can partner with a school that already uses NCCER, or they can sponsor the school to start an NCCER training program. By using the same standardized construction education, companies can create consistency with the education students receive and the training provided to current employees.
In addition, educational programs are a great way to help talented young workers and promote healthy growth in the industry.
Retain the best talent for your recruiting business
Finding skilled talent is only one part of the equation for creating a sustainable workforce. Retaining employees through strong employee retention strategies such as offering competitive wages and benefits, investing in company culture, and prioritizing employee job satisfaction can be achievable and measurable solutions that result in positive results for to your professionals and your company.
