Breaking through the constant scroll of Gen Z’s phones isn’t easy. Contractors who want to recruit the next generation of workers must present construction as an opportunity worth pausing for.
Thomas Haun, president at Turner Staffing Group based in Bloomington, Indiana, shares his roadmap to get the next generation’s attention and keep it.
Young people are looking for other people to “do life together” as they work side by side.
WHY AUTHENTIC STORYTELLING RESONATES WITH GEN Z
Gen Zers spend 4.6 hours on average every day scrolling on their phones. This screentime can vary from entertainment to career searching.
It’s your job as an employer to capture their attention online with positive tidbits about what it’s like to work at your company. If a social media post from one of your employees rings true to them, they will start tolook for more evidence that your core values mesh with theirs.
“It’s not just about marketing. It’s about folks in the company sharing because that’s actually what attracts young workers,” Thomas explains.
Young people are looking for other people to “do life together” as they work side by side.
ADOPT A “TOUR OF DUTY” MINDSET
In their first jobs, tenure among Gen Z typically falls below two years, while workers aged 25 to 34 tend to remain a bit longer. So take a cue from the Army and offer a “tour of duty” of sorts: a timeframe that is commensurate with what young people will realistically serve, and one where you can feasibly attract new people to offset churn and keep your seats filled.
You don’t need a binding contract; just a conversation and most people will follow through. They will see that you’re committing to them, so they will be more apt to commit to you. You should also tell them that at the end of their tour of duty, they can be ready for their next step – whether that is leaving your company or progressing within it.
“If you do it well, you’re always promoting from within – just like the Army,” Thomas notes.
And if an employee leaves but you send them off with best wishes, akin to the Army’s “honorable discharge,” then chances are they will continue to sing your praises, just like many veterans do for the military.
USE THE INTERVIEW TO UNDERSTAND THE PERSON
Taking the time to get to know a prospective employee in a job interview is paramount to determining whether they are a good fit for your organization.
First, start with a practical fit.If you’re a contractor whose employees often need to travel to a project for a length of time, it’s critical to filter for those who might have problems doing that.
Second, strive to have a conversation, not just about their prior job experience, but also about their life and their journey so far. What they highlight will tell you a lot about that person, particularly whether they will fit within your company’s culture.
Third, don’t get too hung up on tenure at past jobs. If a person was able to master a skill, like driving a haul truck, in just six months rather than three years, that might signal a stronger candidate.
KEEP THE CONVERSATION GOING
Once you hire a Gen Zer, encourage them to share their own stories on social media. You can set certain rules for safety, confidentiality and appropriateness, but don’t put too many restrictions on them or else it won’t be authentic.
If they’re having fun in the field, encourage them to share. If a manager gives them a shout-out for doing a great job, tag them so that praise can be amplified within their own social media circles. Chances are, other Gen Zers will be intrigued.
In a crowded feed, authenticity is what stops the scroll.
These insights were shared at Thomas Haun’s session at CONEXPO-CON/AGG 2026, Understand Them To Attract Them - The Next Gen Workforce. Sign up today to purchase On Demand Education Access from the CONEXPO-CON/AGG 2026 show.
PHOTO CREDIT: SHUTTERSTOCK/KORNT
