From 2011 to 2019, the U.S. construction industry saw a 25% increase in employment, with 11.4 million U.S. construction workers in 2019, according to the Center for Construction Research and Training. After eight years of steady growth, the COVID-19 pandemic created numerous workforce challenges for the industry, from recruiting and hiring qualified workers to supporting changing workforce needs and fostering the development of existing employees. Like most industries, construction is working to weather these challenges, adapting and expanding fundamental business approaches to retain current construction workers and attract new ones. Here are five ways construction companies can do just that.
1. Take advantage of online tools for improved candidate targeting
One of the key benefits of using applicant tracking software is that they help more accurately match available jobs with qualified candidates. Deploy tools like talent management platforms specializing in the skilled labor workforce, which can automatically push job postings to specialty job boards that directly target industry-specific candidates. In turn, candidates can not only complete applications and upload their resumes but also designate their most relevant skills and competencies for more rapid interview and placement opportunities.
2. Create a hiring pipeline through education networking
Developing relationships with local schools and familiarizing students with the company’s name and brand is critical in maintaining a steady pipeline of potential employees. During the pandemic, school visitation programs became seemingly nonexistent, preventing students from learning about construction career opportunities. In a post-pandemic world, companies must prioritize networking with and educating students early about construction careers, including job openings, pay and other work benefits.
As part of a company’s professional development program, enlist employees to visit their former schools, share industry experiences and support efforts for recruiting future employees. Tap into high school career technology education programs to educate students on opportunities that require skilled trade certifications, including welders, ironworkers and heavy equipment operators.
At the college level, shift networking programs to focus on encouraging students to consider degrees in construction management or engineering, which allows them to enter a construction management track following graduation more easily. Partner with local colleges and universities to provide internships to construction management program students. Doing this increases the company’s exposure, fosters industry growth and connects the company with students whose future professional interests intersect with potential career opportunities.
3. Expand traditional training and professional development
Pairing new employees with more seasoned team members is a simple and effective way for companies to ensure team members have a smooth, seamless transition into the company. Beyond that, it’s critical to recognize the skill gaps incoming employees might possess that require further support and training due to the lack of hands-on internships and educational opportunities that were once readily available prior to the pandemic. To combat these gaps and provide employees with the necessary support, expand training programs to be more individualized and specific to prepare new employees for various jobs on a construction site.
For example, early-career forklift operators require rigorous training, including classroom training and written testing, before moving to assigned project sites. Once onsite, operators can be paired with experienced forklift operators who serve as continuing mentors and instructors.
In addition, learning management systems deliver an array of online professional development training courses open to team members on their respective schedules. With a learning management system in place, companies have the flexibility to require certain courses while also offering supplemental courses for early-career employees. Design courses to be opt-in and focus on each team member’s professional interests. Flexible learning management systems also increase mobile communications and training capacity for employees who are often out at jobsites and away from a computer.
4. Stay competitive with pay
According to the U.S. Bureau of Labor Statistics, over the past year, non-supervisory construction jobs have witnessed their highest pay increase in the last 40 years. And, in a nation faced with rising inflation rates combined with a competitive job market, there’s a good chance this trend will continue. Staying competitive on pay can be one of the company’s most valuable recruitment and retention tools. Do this by conducting regular salary research to ensure that the company follows industry standards regarding workers’ wages. This simple step can save the time, team resources, and money of training replacement employees and allow business leaders to focus on other company efforts.
5. Commit to ongoing safety training
Ongoing safety training can serve as a hallmark of continued professional development for some construction employees, and it doesn’t have to be overly complicated, either. Conduct simple weekly safety discussions as designated by the company’s safety team led by project operational site leaders, with topics ranging from current workplace safety trends to specific jobsite needs.
Making safety an ongoing commitment also requires companies to closely monitor employee worksites to ensure complete worksite safety, looking for trends that may merit additional training. To further emphasize continuing professional development efforts, consider requiring regular participation in a 30-hour OSHA course or an annual OSHA, CPR/first aid, fall protection and confined space entry/rescue training. This commitment makes workplaces safer, offers professional development opportunities and will instill additional employee confidence in the company’s overall practices.
While the construction industry continues to face workforce challenges, construction companies have an opportunity to recruit qualified team members and evolve how they engage with employees and support their professional development, resulting in longer-term employee tenure. By following the steps outlined above, companies can ensure that they are preparing younger professionals for their careers while also satisfying and retaining longtime employees.
