In the years since the Great Recession, the construction industry has experienced a significant rebound. Gone are the days of paused developments and unfunded projects; today, construction activity is at its peak in major markets across the United States. As such, construction employment is also on the rise.

According to the Bureau of Labor Statistics, there were more than seven million construction jobs in 2018, an increase of roughly 25% over 2010. The building trades represent an attractive and lucrative line of work for those who have pursued a college degree as well as those who have not. In fact, construction industry employees make approximately 20% more than the median annual salary for non-construction positions.

Still, despite growth and availability of construction jobs, talent acquisition remains a principle challenge for general contractors. What follows is a collection of recruitment strategies to help general contractors acquire the next generation of talented professionals needed to fulfill an ever-growing scope of work.

1. Bring Recruiting In-House

Construction recruiting is a specialized skill. In today’s world, younger employees aren’t interested in receiving cold calls from third parties whose names they don’t recognize. However, they will be more open to conversations when it’s an in-house recruiter or HR representative reaching out. That type of authentic communication represents a key differentiator, and potential employees will appreciate hearing the company’s value proposition by someone in a position to explain it.

2. Tap into Social Media

The next generation of construction employees, particularly those hailing from Generation Z, want to work for companies whose values align with their own. And, oftentimes, they’re not easily sold on a company’s values just by seeing them on the website or hearing them recited in an interview.

Instead, they’ll turn to social media to see if a company’s walk matches the company’s talk. For that reason, it’s more important than ever to have a robust social media presence that highlights why a company is a great employer, and the exciting opportunities it affords its team members.

3. Take a Seeing-is-Believing Approach

Most young people have a preconceived notion of what it means to be in the construction industry when, in fact, the opportunities are much broader than they may appear initially. Working with local high schools and colleges to coordinate project tours is a great start, allowing those who may have a cursory interest in construction the chance to experience a day in the life on the jobsite.

General contractors should also consider how they facilitate recruitment for other aspects of their business, such as accounting, human relations and technology. Coordinate workshops with local schools or open the doors for field trips by accounting and technology students from area colleges. The results are likely to speak for themselves.

4. Think Mentoring and Think Local

It can be easy to get wrapped up in recruitment tactics that focus exclusively on the individual, but there’s tremendous value in working with local partners and subcontractors, who share the same goal of making the real estate and construction industry more attractive to the next generation of workers. When general contractors take an active role in mentoring these small businesses, helping them more effectively bid for and secure contracts, the small businesses are better positioned to hire more individuals from the community. It’s a win-win, and it’s a key component to workplace recruitment and diversity.

5. Partner Up

The single most important thing a general contractor can do to recruit talent is to establish and maintain relationships with community organizations and elected officials. These stakeholders are often on the front lines, especially in communities of need, helping residents find meaningful employment opportunities and pushing forward initiatives that bring work to local communities. It’s also beneficial to partner with peers and competitors, establishing programs that help local residents access resources and training necessary to successfully apply for jobs.

Recruiting the next generation of construction industry professionals takes a unique, thoughtful approach. But at its core, it’s about general contractors remaining authentic, visible and accessible in the communities in which they are recruiting and establishing meaningful partnerships that, ultimately, help all industry stakeholders grow and thrive.