Recruiting top talent in the construction industry is essential for any company's growth, productivity and overall success. The construction sector faces unique challenges such as skilled labor shortages, high turnover rates and the need for specialized expertise. Implementing best practices in recruitment can help overcome these challenges and attract highly skilled professionals.
“The average age [of Millennials] is 35. That means in 10 years, they’re going to be in their prime leadership age,” Jeani Ringkob, 3rd-geneneration contractor and chief brand and growth strategist for StoryBuilt Growth Strategy and Marketing, said during her session “Recruiting and Retaining Top Talent at Every Level” at CONEXPO-CON/AGG 2023. “I want those prime leaders right now.”
Here are some strategies to consider:
1. Develop a Strong Employer Brand
A compelling employer brand is crucial in attracting top talent. Your brand should communicate the company's values, culture and mission clearly. Highlighting projects that showcase your company's commitment to quality and innovation can also attract skilled professionals who want to be part of significant and impactful work.
Action Steps:
- Show testimonials from employees and success stories on social media and company website.
- Highlight your commitment to safety, diversity and career development.
- Maintain a professional and engaging online presence.
2. Leverage Technology and Social Media
Using technology in recruitment can streamline the hiring process and reach a broader audience. Social media platforms like LinkedIn, Facebook and industry-specific forums are valuable tools for finding and engaging potential candidates.
Action Steps:
- Utilize Applicant Tracking Systems (ATS) to manage job postings and applications efficiently.
- Advertise job openings on social media and industry-specific job boards.
- Use LinkedIn to connect with professionals and post job vacancies.
“Your HR department probably should not be writing your job descriptions, or we’ve got to give them some better tools to write better job descriptions,” Ringkob said. “Because it is a buyers’ market for the employees and what worked before is not working anymore.”
3. Offer Competitive Compensation and Benefits
Competitive salaries and comprehensive benefits packages are critical in attracting and retaining top talent. In addition to a good salary, consider offering health benefits, retirement plans, bonuses and other perks.
Action Steps:
- Conduct market research to ensure your compensation packages are competitive.
- Offer performance-based incentives and bonuses.
- Provide health insurance, retirement plans and other essential benefits.
4. Provide Career Development Opportunities
Top talent often looks for employers who invest in their professional growth. Providing training, certification programs and clear career advancement paths can attract ambitious and skilled workers.
Action Steps:
- Offer continuous training and development programs.
- Provide mentorship opportunities and support for obtaining professional certifications.
- Showcase career advancement opportunities available in your business.
“They want to know about opportunity – if I start as a laborer, how do I get to be an equipment operator? How long will it take me to become a supervisor and what do I do to get there?” Ringkob said. “You have to be talking about what they care about.”
5. Create a Positive Work Environment
A positive and inclusive work environment is attractive to potential employees. Promote a culture of respect, teamwork and safety to retain current employees and attract new ones.
Action Steps:
- Foster a culture of respect and inclusion.
- Continue maintaining safety protocols for a safe work environment.
- Encourage teamwork and collaboration.
“All those people that left – what are those people saying about your company?” Ringkob said. “It may be one supervisor that caused the problem, but they are talking about your company.”
It is a buyers’ market for the employees and what worked before is not working anymore.
Jeani Ringkob
Chief Brand and Growth Strategist, StoryBuilt Growth Strategy and Marketing
6. Utilize Employee Referrals
Employee referrals can be an effective way to find top talent. Current employees can provide valuable insights into potential candidates and often recommend individuals who are a good fit for the company culture.
Action Steps:
- Offer incentives for successful hires through an employee referral program.
- Encourage employees to share job openings within their network.
- Recognize and reward employees who contribute to successful hires.
7. Engage with Trade Schools and Apprenticeship Programs
Building relationships with trade schools and apprenticeship programs can create a pipeline of skilled workers. These institutions often have graduates ready to enter the workforce with the necessary skills and training.
Action Steps:
- Partner with local schools, mentorship and apprenticeship programs.
- Offer students and recent graduates internships and apprenticeships.
- Participate in career fairs and industry events.
“There are over 170,000 at CONEXPO this year—record numbers—that love this industry,” Ringkob said. “We just aren’t communicating it very well…. We have to take action.”
8. Implement Flexible Work Policies
Offering flexible work arrangements can be an attractive benefit, especially for skilled professionals who value work-life balance. Flexible schedules, remote work options for certain roles and accommodating personal needs can make your company more appealing.
Action Steps:
- Evaluate which roles can offer flexible work arrangements.
- Implement policies that allow for flexible scheduling.
- Promote your company’s flexibility as a key benefit in job postings.
9. Conduct Thorough and Fair Hiring Processes
A thorough and transparent hiring process helps ensure you select the best candidates while providing a positive experience for all applicants. Clear communication, fair assessments and timely feedback are critical components.
Action Steps:
- Standardize questions for a structured interview process.
- Use skills assessments and practical tests to evaluate candidates’ abilities.
- Provide feedback to all applicants and ensure the feedback is constructive and timely.
10. Focus on Diversity and Inclusion
A diverse workforce leads to innovation and improves problem-solving as it fosters different perspectives and ideas. Actively promoting diversity and inclusion can attract a broader range of candidates.
Action Steps:
- Develop diversity and inclusion policies and training programs.
- Ensure job postings and recruitment materials reflect a commitment to diversity.
- Employee resource groups (ERGs) can be created to help support underrepresented groups.
“Good people on a crew are priceless. They make our businesses. It’s not just the owners. It’s not the sales people. It’s not the executives,” Ringkob said. “It is the people walking behind the pavers that make our businesses and we can’t afford to lose them.”
Recruiting top talent in the construction industry requires a strategic approach that encompasses a strong employer brand, competitive compensation, career development opportunities and a positive work environment. By leveraging technology, engaging with educational institutions and promoting diversity, construction businesses can attract and retain the skilled professionals necessary for long-term success. Implementing these best practices can help construction companies build a robust and talented workforce capable of meeting industry challenges and driving growth.
Stay tuned as we explore Workforce Developments topics this summer. Your journey to a safer, more productive work environment begins here, with CONEXPO-CON/AGG 365. Be sure to subscribe to the newsletter here so you don’t miss any news.
Photo credit: MONTICELLO/BIGSTOCKPHOTO.COM
