It’s good work if you can get it, especially during times of economic uncertainty. New York City’s Department of Transportation is paying seasonal assistant highway repairers $25.59 to $33.06 per hour from March through December. This spring, the city hired 31 seasonal laborers to help lay hot-mix asphalt and other kinds of pavement, clean up construction sites and assist in “general roadway construction tasks,” according to the Jobs NYC website. In addition to nine months of steady work, the positions offered the possibility of permanent employment, a key consideration for ambitious jobseekers.
Pros of Employing Seasonal Workers
Amid a prolonged labor shortage and an aging workforce, construction companies are becoming more reliant upon seasonal laborers, who provide valuable manpower. From 2011 to 2022, the percentage of seasonal workers in the construction industry increased from 12.9% to 14.6%, according to CPWR. Meanwhile, season workers made up just 8.5% of the wider U.S. workforce.
Young people ages 16 to 24 accounted for just 9.7% of seasonal workers in the construction industry in 2022, with those ages 35 to 44 making up the largest share at 30.2%. Among temporary construction workers, 72.8% had a high-school education or less, according to CPWR, illustrating the broad accessibility of jobs in the industry.
One of the biggest benefits is seasonal workers can often start working immediately. Time is money on any job site, and seasonal workers are typically ready to lend a hand ASAP.
Safety Concerns
Many construction companies simply couldn’t complete projects on time without hiring seasonal laborers, but that practice can raise safety concerns. Workers’ compensation data suggest that temporary workers face a higher risk of workplace injuries than full-time workers, according to the National Institute for Occupational Safety and Health.
Fortunately, there are ways to mitigate those safety concerns. NIOSH recommends that temporary workers receive training that’s “identical or equivalent” to that of full-time employees, including hazard identification and control, usage of personal protective equipment and first-aid. Construction companies also should conduct a knowledge assessment to ensure that new hires understand the training they’ve received, according to the agency.
Quality Matters
Along with safety, quality control is a potential concern. However, one of the benefits of hiring seasonal workers is there is a larger pool of people who might specialize in a particular area. Specialists know quality work and can make sure your finished product meets – or exceeds – expectations.
To address those concerns with non-specialized workers, temporary workers at Riley Construction work alongside full-timers, who are encouraged to share their knowledge and expertise with new hires. Ben Kossow, president of the Waukesha, Wis.-based company, said Riley leverages relationships with local high schools, trade schools and colleges to add interns throughout the year.
Interns work on a variety of projects, including demolition, concrete, masonry, carpentry and drywall, Kossow said. They earn about half the pay of full-time workers and don’t get benefits, helping the company to control costs. Consistently referring to seasonal workers as interns reinforces the idea that hard workers have a future in the construction industry, so long as they’re willing to learn, Kossow said.
“Internships are a win-win,” he said. “They allow us to mentor and grow future talent and give students exposure to the many facets of construction, well beyond what’s visible on a jobsite. Interns can explore any area of the business, from accounting and estimating to project management, virtual design construction, demolition and carpentry.
“While youth apprentices have some restrictions until they turn 18, there’s still plenty for them to learn and do,” Kossow added. “We don’t limit interns to ‘simple’ tasks. They’re invited to participate meaningfully, with mentorship and guidance from experienced team members.”
Staying Connected
To attract seasonal workers, construction companies should build relationships with construction staffing agencies that can help them bridge gaps during staffing shortages, according to Austin Nichols, a staffing agency serving the Kansas City, Mo., area. Companies also should maintain a database of past seasonal workers who can be rehired, and they should explore flexible scheduling options to cast a wide net for talent.
A strong employer brand makes a construction company more appealing to jobseekers, so firms should highlight the benefits they provide, including competitive pay, training opportunities and a collaborative work environment, according to Nichols.
Seasonal workers can also bring new ideas and techniques to the table. So, you have more chances of finding skilled workers – even if it’s a skill you didn’t realize was needed. These seasonal workers can teach the same techniques to seasoned, full-time workers and you’ve also built in another benefit – networking. When workers feel connected, morale increases, and happy workers make for a productive job site.
Addressing the Labor Shortage
Kossow, of Riley Construction, said seasonal laborers aren’t just a solution for sticking to a construction schedule. They’re one potential answer to the ongoing labor shortage. Of course, interns must perform grunt work and repetitive tasks at times, but they also should learn craftsmanship and best practices to prepare them for careers as full-time construction professionals,” he said.“By giving them real experience and responsibility, we hope to inspire them to build long-term careers with us,” Kossow said. “We’re proud to offer internships that showcase just how rewarding and multifaceted a career in construction can be.”
Photo credit: SHUTTERSTOCK.COM/GORODENKOFF
