One reason for the construction industry’s ongoing labor shortage is the stigma of construction being a dirty, undesirable job with no career opportunities, according to forconstructionpros.com. But there are ways to change the conversation and share the true benefits of working in the industry.
Following are some tips for taking the sometimes-negative conversation surrounding construction as a career and changing it into a positive one.
- Construction workers are vital, and many U.S. workers have skills that are better suited to hands-on work and building. Highlight the physical satisfaction of these opportunities. Instead of saying it is a difficult, dirty job, focus on it being a rewarding job that offers physical activity outdoors, as well as the intellectual stimulation of analyzing job sites and problem solving.
- Although most inexperienced new employees can be trained to become excellent operators, the emphasis during the interview and onboarding process should be on the career opportunity and workplace environment. Rather than saying anyone can be an operator, emphasize their opportunity to learn about and operate complex equipment and how technology has made machines comfortable, efficient and safer.
- Although earning a living wage is important, most people highly value upward mobility and believing they are valued at a company. Focus on how training for a construction career is an excellent alternative to a traditional four-year college or university—without the student loan debt—and highlight opportunities to work with high-level technology. Ensure they understand the robust career opportunities available.
- Some may think there are no opportunities in construction for people who do not want to work on job sites. Be sure people know there are opportunities in estimating, accounting and other office-based positions.
- Attracting more diverse talent as quickly as possible is crucial. A March 2022 McKinsey report showed 88% of the construction sector’s workforce currently is white and 89% is male. McKinsey said employers should consider working with nontraditional sources of talent, such as veteran-transition programs, formerly incarcerated individuals and immigrants. Rather than telling someone they may feel left out in the industry, focus on the action being taken to offer pathways into the construction industry for women, people of color and immigrants. It is important to ensure recruitment communications, interview and hiring techniques, and onboarding processes are fully articulated and as inclusive as possible.
