Construction Recruitment 101: Essential Tools and Tips
How often do you find yourself in need of skilled workers for your construction projects?
Do you struggle to find reliable and qualified candidates?
With labor shortages and high competition for top talent, construction recruitment may become a challenge even for the most resourceful builders.
Knowing how to effectively recruit and retain skilled workers is crucial for the success of any construction company. Let’s further break down some essential points that will help you streamline your recruitment processes and attract the best talent.
Table of Contents
- Construction Workforce Dependency
- 4 Challenges in Construction Recruiting
- Effective Recruitment Strategies for Construction Roles
- 5 Construction Recruitment Tools and Platforms
- Conclusion
A survey shows that around 87% of global executives reported including external workers as part of their workforce composition. As for construction managers, the nature of the work itself relies heavily on project-based work and often requires a flexible workforce.
However, finding the right candidates with the necessary skills and experience can be tough.
Construction Workforce Dependency
Have a look at the following table:
| Level | Description | Key Responsibilities |
|---|---|---|
| General Contractors (GC) | Oversee overall project execution; rely on sub/vendors and specialty contractors for labor. | Manage project schedules, budgets, quality assurance, and coordination between all involved parties. |
| GC Employees | Project managers, superintendents, office managers, architects, engineers, and other key specialists working within a construction company. | Vary depending on the position. |
| Subcontractors and Vendors | Specialized trades hired by GCs; rely on both GC-provided labor and additional specialty labor. | Execute specific tasks like plumbing, electrical work, and carpentry, contributing to overall project milestones. |
| Specialty Contractors | Trade-specific professionals (e.g., electricians, plumbers); make up the majority of construction labor. | Perform the bulk of skilled labor, often handling 50%+ of project tasks and managing workforce quality and efficiency. |
| Vendor Workers | External suppliers who provide materials, equipment, and additional labor as needed. | Ensure timely delivery of materials and resources critical to project continuity. |
| Government Workers | Regulatory bodies involved in inspections and compliance throughout project stages. | Conduct inspections, ensure compliance with codes and regulations, provide permits, and enforce safety standards. |
💡Recommended Reading
While the roles and responsibilities may vary, it’s clear that the construction industry relies heavily on a diverse and interdependent workforce. Each level plays a crucial role in ensuring project success, from overseeing overall execution to executing specific tasks and managing workforce quality.
With so many moving parts and interdependent roles, effective communication and coordination between all parties becomes inevitable. With this in mind, let’s see what are the key challenges risking smooth construction recruitment and how we can overcome them.
4 Challenges in Construction Recruiting
- Aging workforce
- High turnover rates
- Slow adoption of technology
- Fluctuating work demand
These are the most common challenges faced by the construction industry when it comes to recruiting and retaining a skilled workforce. Each comes with its unique sides and has a bunch of potential solutions when addressed thoughtfully.
Ageing Workforce
Our industry currently faces a major demographic shift, with a large percentage of the workforce approaching retirement age. In fact, the share of older professionals (55+) was 22.3% in 2021. The numbers may have increased with the industry facing a significant workforce shortage as a result of market shifts and post-Covid-19.
While older and more experienced professionals bring invaluable knowledge and skills to the table, their retirement can lead to a loss of critical experience and expertise.
This can become an immense challenge for construction companies faced with the need to fill these gaps with yet less experienced professionals.
High Turnover Rates
The construction industry often sees high turnover, due to challenges and disruptions in projects, seasonal work fluctuations, and a competitive job market. In fact, the average turnover rate in construction is around 21.4% making managers fill roles mid-project or facing skill gaps that delay completion.
There are even studies showing that a short-term employee onboarding may cost up to $10,000 for HR including costs like:
- Recruiting and finding a replacement for the lost employee
- Performance verifications and additional training
- Direct and indirect costs related to administrative work
To avoid this, you can take up a mentorship program that pairs experienced employees with newer ones, helping in passing on knowledge and skills.
Slow Adoption of Technology
Many builders still rely on manual processes, resulting in miscommunication and costly errors.
This is also one of the reasons for the previously discussed high turnover. Younger workers, who appear to be more tech-savvy, may find the job less appealing if they feel the company lacks modern systems to support workflows.
Keeping all the financial data in spreadsheets and relying on the occasional email, for example, will only lead to trouble.
Try solving this with construction project management software to streamline processes like:
- Takeoff measurements and precise estimating
- Working with sub/vendors via bid requests and implementing error-free bid leveling
- Tracking costs and issuing invoices
- Managing documents and schedules, sending automated alerts for deadlines
And many many more!
It is important to provide proper training for employees and ensure they are comfortable using the software. This will improve the whole team’s productivity and improve client communication. Not to mention attracting and retaining younger generations of workers!
Fluctuating Work Demand
The seasonal and project-based nature of construction work can often lead to workload fluctuations and demand for employees. This can make it difficult to retain staff, as they may not have a steady income or job security.
Construction companies often experience a surge in activity during the spring and summer months. This period, known as the peak season, sees increased demand for labor, materials, and resources, leading to additional pressure on the hiring teams. Winter, on the other hand, brings a notable slowdown in construction work. Use this period to prepare and train employees for the upcoming busy season.
You can also turn to part-time or temporary positions for certain tasks to combat the issue. Collaborating with subcontractors and vendors in terms of workload can also be helpful.
Effective Recruitment Strategies for Construction Roles
With so many challenges and nuances within recruitment for construction, working without a well-developed strategy may be the least effective option.
Now, let’s help you develop a recruitment strategy that will position you as a bit of a catch for potential candidates, as well as keep existing employees happy and motivated.
Employee Referral Programs
This is one of the most effective ways to find reliable workers.
Here’s how it works.
Employee referral programs work by encouraging existing employees to recommend potential candidates for open positions within the company. When an employee knows someone they believe would be a good fit, they can refer them to the company. If that candidate is hired, the employee receives a referral bonus.
One of our partners used to offer cash bonuses and extra paid leave for every successful referral, resulting in a steady flow of qualified candidates. This a nice policy to keep people motivated to work with and bring their friends into the team.
Apprenticeships
Training through apprenticeships is another strategy to help your team gain hands-on experience while working alongside skilled professionals.
Why does this work?
Apprenticeships are like internships but with pay and a higher level of hands-on experience. This allows candidates to gain the skills they need while earning money and building relationships within the company. Additionally, apprenticeships can also act as a pipeline for future full-time employees.
Working with Women Specialists
Construction has traditionally been a male-dominated field, but that’s changing. Women in construction have been playing a larger role in recent years, and many are experts in their field.
How can you benefit from this?
By actively seeking out and working with recruiting agencies that support women builders, you can diversify your workforce and open up a broader talent pool.
Women bring valuable perspectives and skills, and research shows that diverse teams often perform better and are more innovative. By actively recruiting women, you’re building a more inclusive and balanced team.
Creating Recruitment and Onboarding Videos
Over 70% of all mobile data traffic comes from videos.
That said nearly every company has a social media presence. Companies who are looking to hire new construction workers can make use of this platform by creating recruitment and onboarding videos.
Why is video important?
Not only important, but also effective. Videos allow potential recruits an inside look at your company. This will help them get a better sense of your company’s culture, understand your values and goals, and get a feel for the work environment.
5 Construction Recruitment Tools and Platforms
Now that we know some of the main challenges in finding qualified professionals, we’ve decided to explore some effective recruitment tools and platforms for sourcing talent specifically for your company.
- Indeed: A top job board that provides a broad talent pool across industries, including construction, with easy-to-use filters for job specificity.
- Construction Jobs: A specialized job board connecting construction professionals with companies across various industries.
- ZipRecruiter: Expand your reach by posting jobs to over 100 job boards and using AI to match your postings with qualified candidates.
- iHireConstruction: Specializes in connecting employers with construction professionals across various trades and experience levels, offering both job posting and resume search options.
- Path to Pro: Helps train and connect entry-level workers with construction jobs, ideal for companies looking to bring in young talent.
Conclusion
Sourcing qualified professionals shouldn’t be that hard when you have the right tools and strategies to enhance your HR efforts.
Remember, hiring is just one part of the equation; nurturing and retaining talent is equally important for a successful construction business. Keep up with the latest trends and continuously improve your hiring process to ensure long-term success in the industry.
