It’s becoming increasingly challenging to recruit skilled labor employees, especially in the construction industry. A recent industry survey found that two-thirds of American contractors say it’s difficult to find qualified craft workers to join their team. In another report, 93% of professionals in the industry say they believe their business would grow, if not for the multitude of hiring struggles.
Compliance standards require regular monitoring by construction companies, and any manager in the industry is familiar with the levels of compliance laid out by the United States Department of Labor. That compliance includes everything from meeting occupational health and safety standards to protecting the rights of specialized construction employees such as communication tower workers, to scheduling regular inspections.
Compliance presents a unique challenge for recruiters working in the construction industry, namely because the industry-specific measures mentioned above must be paired with another set of national standards.
The Office of Federal Contract Compliance Programs (OFCCP) is the federal office that tracks a company’s Affirmative Action Plan (AAP) — basically ensuring your company is recruiting and hiring a diverse pool of candidates. The AAP is about ending discrimination in the workforce, and ensuring race, gender, and veteran status do not affect the employability of a candidate.
Recruiting isn’t easy but for employers in the skilled trades; it’s especially tricky.
Boomer generation retirements reveal an enormous skill gap and visible talent shortage which is creating a competitive and limited market of skilled candidates. Because of this, it’s more important now than ever, to make sure that your company’s recruiting strategy isn’t just cutting through the clutter, but through the competition.
At BirdDogHR we know it isn’t easy, but we’ve got some recruiting tips from Construction, Engineering and Manufacturing employers that can give you a head start in selecting and retaining the best candidates for your organization.
Recruit and retain your candidates by:
- Offering opportunity
- Finding those who will thrive in your culture
- Test candidates focus and core competencies
- Expand your reach to those who aren’t looking
- Prioritize employee development
- Lean on automation to free up HR for strategic thinking
BirdDogHR has all of the resources to help you in your candidate search from our own fully integrated Talent Management System to our experienced Managed Services team which is ready to serve as an extension of your HR team.
Employee turnover can have a negative impact on any industry, but the effects are even more harmful for construction companies and contractors. Any construction employer knows it’s a specialized industry, and a project often can’t risk losing one of its top engineers or heavy machine operators.
This is especially true in the construction industry of today. The U.S. is experiencing a massive shortage of skilled craft workers — recent industry data shows that two-thirds of contractors are having a difficult time finding skilled employees.
That’s why it’s important for the construction industry to manage turnover and retain those employees who will get a project done as safely and efficiently as possible.
One way to do this is to practice the principles of good management.