Construction Hiring: Building a Stronger Construction Workforce
Despite steady job growth and strong demand in construction, hiring skilled workers remains challenging due to competition, economic factors, and industry perceptions, prompting experts to recommend strategies like clearly defining company culture to attract and retain talent in this expanding sector.
Job recovery since the 2020 pandemic has been on a mostly steady incline, with the construction industry serving as a strong contributor to the labor market. The Bureau of Labor Statistics projects an average of 151,400 construction jobs will be added to the economy each year over the next decade. However, even as those jobs are created, construction hiring can still be a challenge as management companies and contractors try to fill the roles with skilled and willing workers.
In March 2024, NPR reported that the industry added 39,000 jobs even in the face of high interest rates, and found nearly 48 percent of builders surveyed planned to add jobs over the following six months. Even as the industry remains plagued by supply chain concerns, high material costs, and interest rates that stall residential building demand, significant opportunity remains for construction hiring in public works, manufacturing, and other commercial segments.
Wherever an industry is growing, it faces roadblocks to hiring skilled labor to fill the demand. Ryan Odendahl, the CEO of a civil and industrial construction firm, told NPR:
“Young people are starting to see the opportunity, both from an earnings potential and a growth potential that the construction industry offers. We need to do a better job as an industry of telling some of the great things that are going on in construction. We are competing with all of the other industries in the economy for people.”
4 Tips to Improve Construction Hiring Efforts
While those in the industry know all too well the challenges of getting out that message, there are some concrete ways to optimize the construction hiring and recruiting process to help build a stronger workforce.
Define Your Company Culture
The idea of company culture may sound like a buzzword more suited to the tech industry. But research performed by MIT Sloan after the pandemic workforce upheaval showed that attrition is “affecting blue-collar and white-collar sectors with equal force.” One of the most commonly cited reasons for leaving was toxic company culture; “by far the strongest predictor of industry-adjusted attrition and is 10 times more important than compensation in predicting turnover.”
Both a huge construction firm hired to build an airport and the “mom and pop” remodeling company can find value in looking for ways to meet workers’ needs. Some of these core values may include:
- Equitable treatment without discrimination
- Fair wages, including overtime pay
- Paid leave
- Flexible schedules
- Benefits like health insurance or retirement contributions
- Ethical management practices
- Fair and respectful supervisors and colleagues
- No fear of retribution
- Proper onboarding and training
- Clear work expectations, including required hours and allowed breaks
- Opportunities for advancement, including raises, bonuses, or promotions
Taking time to define and communicate the company’s core values can go a long way in making new and prospective workers feel like the company is trustworthy and a supportive place to work.
Identify Ways to Speed Up the Construction Hiring Process
Construction projects run on tight schedules, and delays and pushbacks can cost the company. Weather, unexpected additional work, and budget overruns are constants in construction, so maintaining a consistent labor force is key. Once you’ve set yourself apart with positive company culture, spend only the time necessary in the hiring process.
There are many tools for hiring efficiency, but one of the best is an applicant tracking system like ApplicantStack. Especially if you post jobs on popular sites, the volume of applicants may be overwhelming and lead to delays. ApplicantStack can quickly and easily sort by specialty, experience, and many other categories to help you sift through and find the worker you need at the moment.
Once you’ve flagged those you’d like to interview, quickly contact by email or text from within ApplicantStack to keep track of communication and never let anyone slip through the cracks. Follow up as soon as possible with interview dates and times, and keep communication timely throughout the process to ensure you don’t get ghosted by the applicant.
Adjust Your Requirements
Hard skills like framing, finish carpentry, or heavy machine operation are vital for certain types of construction jobs. Safety and efficiency demand that workers in some roles have completed prior training and demonstrate competency. But consider that for other roles, your recruiting could weigh soft skills and trainability as a useful way to quickly fill out your workforce. Demonstrable soft skills that are valuable on a construction site include:
- Good communication
- Conflict resolution
- Learn new skills quickly
- Adaptability to new situations
- Positive attitude
- Respectful
- Helpful
Candidates who are looking for a career change or are new to the job market may possess a host of soft skills that, combined with some training, can produce a skilled and dedicated member of your team.
Focus on Onboarding
On a construction site, proper training is key for worker security and safety. Even employees with experience in the industry will need to learn how work is done with your company. Identify employees with good leadership skills, work ethic, and proper training to onboard new employees for a set amount of time. For those with training, that may look like observing tasks and providing feedback or encouragement. For people new to the industry, that may look like demonstrating skills and careful supervision. And always make sure new workers are aware of all federal and state safety requirements.
Proper onboarding can help workers feel like they didn’t get thrown in the deep end and left to flounder. It can be a challenge to find the right trainers and the time, but workers who feel supported from their first days are more likely to stick around and put their newfound skills to use. A positive onboarding process can play a role in improved employee retention rates, making it a worthwhile investment for any company.
A fast-growing sector like construction can still benefit from taking some time to effectively use recruiting and hiring tools and philosophies. Finding and managing prospective employees with ApplicantStack can help you identify skilled talent and build a strong workforce, boosting your organization’s success.
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