Worker shortages is one of the biggest problems of the construction industry. According to the Associated General Contractors of America, 81% of construction firms have trouble finding skilled laborers or specialized craftsmen. Armand Candea reports that these recruitment strategies can help a construction firm find and retain the right talent for the job.
Communicate your company image and strengths
Recruitment is a two-way street: companies are looking for the best workers, but the best workers also want to find companies that are stable and reputable.
Since most workers now use the Internet to look for jobs, companies must communicate strengths clearly in a well-written website. Make sure that it has:
- Clear vision, mission and values
- A portfolio of companies and projects.
- Employee and client testimonials
- Career opportunities page
- An easy way to contact the HR department or submit a resume online
Through this, anyone who is looking for a job in the construction industry can quickly check the company background and apply.
Encourage employee referrals
The best recruitment strategy starts with the employees you already have. Announce job openings in the company newsletter or emails. Encourage employees to spread the word to their peers, and give incentives (like bonuses, gift cards or extra days off) to reward any qualified leads.
Provide training incentives
According to the Home Builders Institute, the construction industry needs 61,000 new hires each month (or a total of 2.2 million new hires from 2022 to 2024) to make up for the loss of workers caused by retirement or change in careers.
Unfortunately, these new workers won’t have the same level of skills and experience. That’s why companies need to offer free training programs or apprenticeships. They attract new workers, and also prepare them to take on bigger roles and jobs in the company.
Highlight job perks and company culture
For specialized and senior positions, it’s essential to give competitive packages. If it’s difficult to offer high salaries and bonuses, focus on other benefits such as disability and life insurance.
Be sure to highlight the other non-financial benefits and perks—such as clear work hours, training, and positive aspects of the company culture.
For example, a small construction company can talk about the close-knit teams, and management’s “open door policy”. Larger construction companies can highlight its industry reputation, opportunities for promotion, or the latest technology.
Use LinkedIn to find experienced or specialized workers
Job boards will limit your recruitment search to people who are actively looking for work. However, LinkedIn allows you to find construction professionals and view their work experience, then invite them to apply.
This is ideal for positions that have very specific requirements, or for recruiting talent in another country or region.
Consider recruitment firms
For job vacancies that need to be filled right away, recruitment firms may be the fastest option. These firms will already have a talent pool, and can take care of pre-qualifying the leads, checking references, and setting up job interviews.
Connect to local schools
For entry-level jobs that doesn’t require prior work experience, consider tapping local schools. Offer summer jobs, apprenticeships, or part-tine/per-project work opportunities. You can also partner with the school to provide on-campus training workshops, which can provide interested students with basic skills and nurture an interest in the construction industry.