Recruiting Talent for the Construction Industry

Recruiting Talent for the Construction Industry

According to Shaping the Future of Construction: Insights to Redesign the Industry, a white paper issued by the World Economic Forum (WEF) in March 2017, recruiting and managing people in the construction sector, as well as many other industries, will be difficult in the future years.

Construction Industry Recruitment Trends

The potential scarcity of skilled labor caused by demographic shifts, as well as the increasing sophistication of technology, which demands new and broader skill sets at all levels, will be major tests, especially when combined with the traditionally high volatility of workforce demand and composition.

To effectively predict workforce requirements and objectives, leaders must engage in strategic planning. Proactive measures must be created, such as complete talent management, which includes smart recruiting and increased retention tactics. Demographic shifts, as well as technological and process advancements, may all be addressed through ongoing training.

Many businesses, particularly those in the construction industry, have a conservative corporate culture and philosophy. They are frequently inhibited by inertia inside the organization. Companies must promote organizational transformation in order to achieve their overall business goals. This is an iterative process that involves careful alignment of a company’s culture and goals, as well as its organizational structure and incentive systems.

What challenges is the construction industry facing in terms of hiring workers?

In terms of the industry, one of the most pressing issues we’ve observed in recent years is the scarcity of trained workers. For a long time, finding and hiring the proper people — and then training them as needed — has been a key company problem. The Associated General Contractors of America (AGC) claimed last year that over 80% of construction businesses were having trouble hiring hourly craft positions, which make up the majority of the workforce.

However, in the aftermath of the epidemic, many people will be compelled to change jobs or careers. For the construction business, this is both a difficulty and an opportunity.

Why is recruiting important and how has it changed over the last few years?

It’s a difficult balancing act to run an organization and its day-to-day operations while still finding time to “go out and recruit.” And, to be honest, what exactly does “go out and recruit” imply? It’s more than likely a Craigslist ad with an attractive subject line or rewarding current employees with referrals. To be honest, the methods accessible to the sector are no longer sufficient. And, given the advancement of technology and the fact that we are more connected digitally than ever before, it’s vital that employers adapt to the habits of the people we’re trying to reach.

What are some tried and true ways to recruit employees?

One of the most effective strategies to recruit is to have your whole organization work as recruiters for you. As previously said, I can operate my business and then add recruitment when I have the time. Or I can make my company’s culture so strong that everyone in it becomes a recruiter. I may build trust by notifying my colleagues when I make a mistake, demonstrating empathy when someone shares a difficult experience with me, and expressing appreciation as often as possible with short, but precise thank you. With a workforce, trust, openness, communication, and empowerment go a long way.

What are some new ways to recruit workers?

Current means of recruiting, such as ineffectual job postings, walk-ins, and exhausted referral bonuses, are no longer sufficient. 

Reach Out for Students

Giving talks at local high schools or universities is a great method to get the word out about your business.

To engage students and give them a general feel of the construction business, provide summer employment, internships, or apprenticeships. You’ll be the first firm they think of when they’re old enough, even if you don’t hire.

Consider working with local student training programs. This initiative teaches kids building skills, allowing them to create affordable houses for themselves and their communities.

Why is retaining employees so important? What are some tips to keep workers happy at a company?

It all comes down to corporate culture. To begin with, all humans desire to be connected. Even in a business where ‘toughness’ dominates, focusing on the connection will pay off handsomely.

Second, keeping people ‘happy’ is no longer enough. It maintains people’s sense of being ‘connected’ and ‘loved.’ Studies suggest that if you can declare you have a “work best buddy,” you are 80 percent more likely to stay. So, in the event of labor scarcity, I believe the question to be asked is, “Are you doing everything you can to become ‘best friends at work?” Are they part of crews that they like being a part of? Are you providing them with the resources they need to get to know one another?’

How can Khawaja Manpower help you?

Some of the benefits of hiring a recruitment agency like Khawaja Manpower include the ability to reduce the administrative workload for companies looking to fill job roles, the ability to choose from a large pool of potential candidates, and the ability to use their expertise to find the best match candidates. Hiring Khawaja Manpower can aid job seekers by directing them to positions that match their qualifications and talents, as well as providing useful advice and counseling while interacting with the employer.

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