Finding skilled workers has been an ongoing issue for contractors. With an additional 3.2 million new job openings expected to become available in the construction industry over the next decade, contractors could find themselves hard-pressed to find employees with the relevant competencies.

Skilled workers are in a strong position to cherry-pick the jobs they want and the companies they want to work for. If contractors want to hire top talent, your staffing strategy should be geared towards what US employees want from a job – and demand from employers.

Over the last decade, we have seen an increasing number of dissatisfied employees leaving their jobs in search of better opportunities. You may have heard mainstream media refer to this as the Great Resignation caused by the pandemic.

Whilst the number of resignations peaked following the government’s $600 coronavirus stimulus checks – which was more than some low-income workers were earning from their job – the average rate of workers quitting their jobs had seen an incremental increase of 0.10% a year between 2009 and 2019.

These figures reveal that Americans are becoming increasingly dissatisfied with employers that do not provide a high quality of life in the workplace. Moreover, they do not hold back in looking for alternative work.

The US Chamber of Commerce report that 4.4 million people had quit their jobs by May 2022. Official unemployment figures record there are around six million unemployed people in the US that are actively looking for work.

These figures suggest there is a large pool of individuals for employers to choose from. However, that is not the case. It’s actually the opposite. The US Bureau of Labor Statistics reveals there are 11.4 million job openings.

The most talented workers have the advantage. Not employers. This presents construction companies that are struggling to find top talent with a real recruitment challenge.

Staffing Strategies For Construction Companies

To compete for the most skilled workers in the job market, construction companies must address the issues the industry needs and the demands that employees want.

A recent survey conducted by Pew Research reveals US workers are resigning from their jobs due to the following reasons:

  • Low pay
  • No opportunity for advancement
  • Lack of respect in the workplace
  • Child care issues
  • No flexibility to choose working hours
  • Insufficient benefits
  • Relocated to another city
  • Working too many hours
  • Not enough hours available
  • Employer demanded a Covid-19 vaccine

The key points for contractors to focus on are to provide fair pay, respect their employees, offer reasonable benefits, and be prepared to provide on-the-job training that demonstrated a clear career path.

Developmental training has to be central to your recruitment drive. The construction industry is in dire need of skilled workers. And with a potential $3.5 trillion worth of building projects on the table over the next decade, contractors will need a competent workforce in order to profit.

Wrap Up

The next year or two will be a pivotal time for construction companies to get their recruitment strategy right. Not only do contractors need to attract the most skilled workers, but you will also need to retain their services.

Cruitfly is a construction staffing company with an on-demand pool of competent construction workers trained in scaffolding, general labor, clean-up sites, skilled labor, carpentry, and more.

Our experienced recruiters and proven staffing strategy will enable you to identify and recruit skilled workers and build a workforce with competencies you can rely on for the next decade and beyond.