According to a recent study, a shortage of skilled experts and project management has hindered recruiting in the construction sector in the United States last year.
Construction is experiencing a severe skilled labor shortage around the globe. The labor shortage was a frequent topic of discussion at last year’s Associated General Contractors (AGC) Convention in San Antonio, Texas. During a panel, Ken Simonson, the AGC’s Chief Economist, referred to the labor shortage as “the greatest financial problem facing businesses.”
According to convention experts, in order to differentiate themselves from rivals and capture what Brent Darnell dubbed “the battle for talent,” construction firms must do an introspective examination of their hiring and talent retention strategies.
Some firms advised teaching emotional intelligence to professionals in the architectural, technology, and construction (AEC) sector. Other panelists discussed some strategies for employers to attract top talent and maintain a highly motivated and satisfied workforce. They stressed that once businesses adopt these practices and foster a more positive work environment, they would be able to combat the detrimental impact of the labor crisis, carry on additional projects, and improve profitability.
Professional recruiting agencies with experience as oil & gas recruiters can provide you will all the guidance for recruiting optimized talents.
Insight
Employees are the backbone of every successful company. This is especially valid in the construction sector.
However, it is getting even more difficult to fill the shortages left by retiring baby boomers. This is particularly true for manufacturing or construction-related businesses, as Generation Z and Millennials prefer to rush to college for knowledge-based education instead of pursuing trade apprenticeships.
With a finite number of qualified employees available, businesses must present why it is the right choice for a college student.
Some education and insight into the industry would help recruit more apprentices who will train to become future construction workers.
Focus on the following area to provide some insight. Here are some typical questions and answers.
What does it mean to be a professional worker in the construction industry?
In the building sector, the term ‘skilled worker’ may have a variety of different connotations. Often, this implies they possess unique talents, knowledge, and training that set them apart from their peers. Plumbers, carpenters, electricians, welders, and operators of heavy machinery are only a handful of the many occupations classified as professional construction employees.
What qualifications do construction employees possess?
Physical strength and endurance are two of the most important qualities that the majority of construction employees learn. Additionally, hand-eye coordination and agility, technical and tool expertise, math and reading, and engineering and construction knowledge are needed. Additionally, excellent listening and information processing skills are essential.
Strategies to Consider
Here are the seven interesting strategies you can apply to attract talents for your oil and gas construction company.
Simplified Recruiting Procedure
Suppose the hiring process is inefficient and prone to sluggish replies to applicants. In that case, you can guarantee your rivals can exploit this weakness in your recruitment process and scoop up the few talents in the market. Due to the strong demand for qualified construction workers, they are expected to have many opportunities open to them during their job journey. Finding a streamlined and effective recruiting procedure will assist you in securing your skills before another business snaps them up.
The Very Competitive Salary
The days of having a low bid in the hopes of grabbing a top employee with a low salary are long gone. Before you put it in writing, consider if the deal you’re making is compatible with retaining the services of a highly skilled employee. The added expense of recruiting the wrong candidate would almost certainly exceed the $10,000 to $25,000 additional base wage you might have to pay to land a top-notch employee.
On-the-Job Training
If you implement on-the-job training plans for your organization, both current and potential workers will prosper and thrive with your organization. Career progression is a significant element in the decision-making phase among the majority of experienced building workers. Having a skills advancement program dedicated to these objectives could give you the advantage of attracting the best candidates. If they feel you will be investing in their skills training while they are on the job, they will more likely pick you over other employers.
Emphasize Notable Accomplishments
Highly qualified construction professionals seek opportunities to serve on the most outstanding ventures available. They have gained valuable knowledge and want to demonstrate their abilities by undertaking high-profile ventures. Be certain to show all of the company’s noteworthy accomplishments and to inform them of upcoming ones.
Always be Truthful
It’s critical to ascertain the true motivations of a much-demanded construction worker and talk honestly with them regarding the opportunities you can offer. Even if it implies falling short in certain areas of the bid. Suppose you deceive a recruit, and they soon discover the position is not what was advertised. In that case, you should expect that they will find another. Consider ways to distinguish the opportunity from that offered by other building firms, and be careful to keep all commitments made during the recruiting process.
Enhance Diversity
A major topic of discussion at the conference was the need for diversity in architecture. Correspondents advised businesses to understand the potential benefits of increasing women and minority participation in the sector. They asserted that a more diverse workforce will open up the pool of talent to a larger population to fill the positions. To increase organizational diversity, the committee members recommended that businesses establish diversity advisory committees, conduct culture audits or employee surveys, and raise the visibility of the problem within the organization.
Re-establish a Strong Sense of Purpose
One strategy for increasing retention and ensuring employee satisfaction with their work is to identify and continually reiterate the intent. Every day, you make wonders happen, but it will be all in vain if you fail to articulate this to your employees. . If you fail to communicate this, particularly to freshers, they would be unwilling to work with your company.
So, host information sessions, communicate as much as possible in person and showcase the work you are doing to improve their livelihoods.
Instilling a sense of pride in millennial employees is among the most important strategies to recruit and retain them.
Conclusion
By implementing the tips outlined above to attract and retain in-demand construction employees, you can differentiate yourself from the field and accomplish your organization’s goals more effectively. Recruitment of top construction expertise is difficult at the moment. You should commit to doing everything possible to recruit team members who can contribute to your growth. Here are some of the safety measures every construction workers should follow.