By Matt DiBara, The Contractor Consultants
The construction industry faces various challenges, including an aging and shrinking workforce. Young people do not want careers in construction, and this is making it harder to fill jobs, and is causing a shortage.
About 70% of construction companies are having a hard time finding construction workers, and I believe this is because the construction industry doesn’t enjoy a good reputation among Millennials and Gen Z. Unfortunately, the sector cannot solve this crisis without catering to these individuals to some degree; the current workforce average age is 42.5 years.
We need to solve this problem, but first, we need to understand why this is happening.
Companies Don’t Know What the Next Generation Wants
This is the biggest issue today. Construction companies just don’t understand today’s workers.
Gone are the days when a good paycheck was enough to attract workers. People today want more, including better training opportunities, flexible routines, and a work-life balance. The fact remains that young workers aren’t interested in the construction industry, and less than 3% want to join it.
Here are a few things construction companies can do to attract and retain ‘young’ workers.
Write Interesting Job Descriptions And Improve the Hiring Process
Don’t stick to boring job descriptions, rather work on interesting descriptions that clearly mention what a job requires and what it offers.
Avoid long job posts, as most applicants spend only 14 seconds on a job ad. In fact, shorter posts receive 8.4% more applications per view than longer posts. They only pay it a glance, and most pay importance to factors such as the salary range, qualifications, and performance goals.
Here are a few things you can do:
Streamline the Application Process:
- Eliminate unnecessary requirements for easier worker applications.
- Consider implementing online interviews for convenience.
Emphasize Offerings:
- Clearly highlight incentives, monetary rewards, safety measures, and additional benefits.
Stand Out In the Competition:
- During the hiring process, use testimonials, impressive imagery, and clear descriptions to distinguish your business and attract workers.
Utilize Technology:
- Employ A/B tests and other technological tools to analyze and optimize recruitment strategies.
- Leverage data-driven insights to identify effective advertisements that attract more candidates.
Make Workplaces Safer
Construction can be a difficult industry to work in. The risk of injuries is very high, and workers often are required to work in difficult conditions and use equipment and tools that can be dangerous.
This is one of the major reasons why the new generation chooses to avoid the construction industry. Here are a few solutions to help solve this problem:
- Offer comprehensive training programs and ensure workers are well-trained.
- Mandate using Personal Protective Equipment (PPE), such as hard hats, safety glasses, gloves, and steel-toed boots. In addition, use technology such as wearables, sensors, and drones to monitor and improve safety conditions.
- Develop and communicate clear safety plans for each project, including emergency procedures.
- Keep equipment in good condition and perform regular audits. Additionally, install safety tools such as guardrails and safety nets.
- Conduct regular safety meetings to discuss potential hazards, share safety tips, and reinforce best practices. Also, pay attention to what your workers have to say.
- Use incident data to improve safety protocols continuously.
- Stay updated on and comply with local, state, and federal safety regulations.
Increase Pay and Benefits
About 80% of people agree that ‘good pay’ is an important factor, but it is no longer the top priority. Approximately 90% of individuals are willing to accept a job with a lower salary if it offers more meaningful work.
This can be achieved by investing in new equipment and tools that enhance the safety and efficiency of employees’ tasks.
Pro Tip: Place emphasis on starting pay, as it is a critical factor for individuals comparing job opportunities. Even the government is recognizing the importance of this; the Biden administration has been in the news for implementing changes to attract more people to the construction industry. These changes include initiatives promoting equal opportunities and there are plans to modify certain wage-related laws as well.
Also, consider getting rid of irregular work hours, which is a common problem in the construction industry. Workers either want flexible hours (where they choose when they work) or fixed schedules.
A survey found that 80% of workers would pick a job that offers a flexible schedule over jobs that do not. In fact, about 30% said that they value flexible work over additional vacation time. On the other hand, about 50% of workers are willing to stick to a 9 to 5 routine if it’s religiously followed.
Work on Culture
Establish a culture that is both secure and inviting, fostering a sense of pride among your employees.
To begin, enhance the onboarding experience, as it is noteworthy that merely 37% of construction firms currently implement a formal onboarding process for new hires.
Unfortunately, most companies do not pay attention to the onboarding process, despite the fact that approximately 69% of workers are inclined to remain with a company for three years if they undergo a positive onboarding experience.
Work on a culture that makes new and existing employees feel happy. Increase diversity and express gratitude to employees when they excel. Workers are likelier to choose a workplace that acknowledges and values their contributions.
Give Growth Opportunities
It’s common for companies to hire new employees to fill the void left by experienced workers, but this practice is not always effective. The new hires may lack proper training, leading to an increased risk of injuries and decreased productivity.
To retain and attract skilled workers, it’s essential to implement a comprehensive training program that enhances the skills of existing employees and prepares the next generation of workers.
Remember that inadequate or nonexistent training forces two-thirds of workers to quit. In addition, it’s a valuable factor when comparing offers. About 74% of workers prefer to work for a company that allows them to obtain useful skills.
Investing in training offers numerous benefits, including a higher retention rate, increased employee satisfaction and productivity, and the cultivation of a positive work environment. Additionally, a well-trained workforce contributes to a safer job site, which is crucial in an industry like construction with a high rate of workplace injuries.
Incidents such as overexertion and falls to lower levels rose by over 30% last year, resulting in approximately $18 billion in annual workers’ compensation costs. Proper training can mitigate these risks, ultimately saving businesses money.
The new generation has different demands and companies need to understand exactly what they want if they wish to be able to attract this demographic. With 41% of the current construction workforce expected to retire in the next eight years, now is a good time to upgrade your hiring practices.
Growing up in a family of masons, Matt DiBara’s passion for the construction industry was instilled in him from a young age. At just nine years old, Matt began working alongside his father, learning the importance of a strong work ethic and commitment to craftsmanship.
As he matured, Matt’s admiration for his father’s dedication and the challenges faced by contractors inspired him to co-found The Contractor Consultants. This innovative company aims to revolutionize contractor recruitment and help construction companies embrace modern technology, improving their operations and work-life balance. Their services, including a comprehensive 63-module Contractor Hiring Course and an Outsourced Hiring Service, support contractors in building better teams and enhancing work-life balance. In partnership with Indeed, ZipRecruiter, and Angi, The Contractor Consultants offer efficient recruitment solutions for the construction industry.