How to Compete for Top Talent in the Construction Industry

Hiring great talent is crucial in any industry, but perhaps nowhere more than construction. The industry faces a significant talent shortage, making it challenging for companies to find and keep top-tier employees. 

From 2019 to 2020, construction job applications decreased by 40% and still haven’t recovered. As a whole, the industry is short 546,000 jobs to stay competitive and meet project demand. 

What does that mean for construction companies? There are roles to be filled, but not many people to fill them. That means recruiting and hiring great talent has never been more critical — or more challenging. 

7 Recruiting Best Practices 

What does it take to attract top construction talent in today’s competitive market? There’s not one secret sauce recipe, but there are things companies can do based on their needs and the talent pool in their area to attract great talent. Here are seven top strategies: 

1. Create and Share a Positive Culture
   

   More than ever, a company’s culture matters to prospective employees. What is your company’s culture? It’s what it feels like to work there and how employees interact with each other. Culture can be defined as “a shared set of workplace beliefs, values, attitudes, standards, purposes and behaviors.”
   Construction employees want to work somewhere that values their contributions and supports their work. 
   That comes through in a welcoming environment and an emphasis on keeping job sites clean and safe to protect employees. When employees feel valued and know they can provide feedback and get the resources they need to do their jobs well, they are excited to show up to work. That enthusiasm and supportive culture spread to new hires and job seekers who will want to be part of your company. 
   
   

2. Offer Competitive Compensation
    While things like culture and work/life balance are important, job decisions often come down to money. Employees want competitive compensation and will often go to other companies that can offer more money. The easiest way to compete for top talent is to simply pay the most. But that isn’t always possible, especially in today’s economic landscape. Instead, think of other parts of the compensation puzzle that could create a strong offer, such as stock or part ownership in the company, tuition reimbursement, benefits support, covering the cost of work supplies, and more.

3. Provide Robust Benefits
   Strong medical and dental benefits are important to potential employees, especially in physically demanding construction work. Paying for medical coverage out of pocket can be a huge cost for people, so company support and robust offerings can be very enticing.
   It’s important for construction companies to realize that benefits packages include more than just health and dental coverage. Retirement plans, life insurance, and other long-term planning options can be a big draw for potential employees. Other benefits, including health and wellness programs, tuition reimbursement, living stipends, and paid time off, can show that construction companies support their employees and make them a desirable place to work.

4. Provide Training and Development Opportunities
   When attracting great talent to your company, it’s important to think not only about where they are now but where they want to go in the future. Professional development opportunities give employees the chance to learn and grow in their careers through internal training, like updates on the latest construction technology, and access to outside training and networking, like conferences and industry workshops. Development opportunities show you care about your employees and are invested in their futures.
   In construction, offering an apprenticeship program can also be a big draw for potential employees. In these programs, the new hire may not have the exact skills needed for the job and can’t contribute immediately. However, they spend a few months or years under the supervision of a more skilled employee (usually at a lower wage) to learn the ins and outs of the job. Once they’ve completed their on-the-job training and received any necessary certificates, the apprentice can move into a higher-paying role at the company and take on more responsibility. Offering an apprenticeship program helps you grow your talent and expands the people who may be interested in your job but don't have the exact qualifications.

5. Support Work/Life Balance
   Your employees want to work to live, not live to work. Promising a strong work/life balance is enticing for job seekers, but you must deliver those promises.
   What does work/life balance look like? Limiting overtime so that employees aren’t expected to work longer hours than agreed upon. It can also mean supporting employees in their relationships and pursuits outside of work, such as through wellness or mindfulness programs. Work/life balance is especially important in construction because the hours often fall outside the typical 9-5. Ensuring your employees aren’t overworked and have the freedom to step away after a day of work boosts morale and productivity and builds a desirable company culture where people will want to work.

6. Start an Employee Referral Program
   If you already have great employees working at your company, chances are they know someone else who would be a great fit. As a bonus, job seekers trust the recommendation and referral of their friends and family, so if one of your employees says the company is a great place to work, it can give you a leg up over the competition.
   Allowing and encouraging employees to help you recruit expands your talent pool and incentivizes your employees to talk to people who may be interested in your company. An employee referral program can take on many forms, but in its most basic iteration consists of a way for employees to refer job candidates and then receive some reward (a bonus, extra PTO, etc.) when their referral has been hired and completed the first 30 or 90 days of work. 

7. Prioritize Rewards and Recognition
   Everyone wants to be seen and feel valued at work, no matter their role. When your company prioritizes rewards and recognition, it adds to a positive culture at your company. The reputation it builds can spread to potential hires and make your company a desirable place to work.
   Rewards can be performance-based bonuses, monthly prizes for outstanding work, or celebrations for a job well done. Some construction companies highlight great employees at the end of every project or allow managers to nominate employees for awards. Rewards and recognition can celebrate an individual for a great job or celebrate the success of an entire team. No matter how you celebrate, recognizing employees boosts morale and builds a strong sense of community with your employees. 

How Technology Can Help with Recruitment 

In this competitive talent environment, construction companies need all the help they can get. One of the best tools for recruiting? Technology. 

Robust back-office construction technology keeps workflows organized so great job candidates don’t fall through the cracks. Technology streamlines operations, creating a more desirable place to work. You can also leverage technology to track resumes and manage all the recruiting paperwork. 

With robust technology, new employees can get onboarded more easily, creating a stronger start with the company. Ready to take your construction software to the next level? Click here to learn more about hh2’s leading back-office software for construction companies.