Construction managers are experiencing pressure to hire more skilled workers in a short period of time, and they are turning to regionally focused training programs to combat the labor shortage, according to www.bisnow.com.
"The difficulty in finding skilled labor is the No. 1 problem faced by middle-market firms," says Joe Brusuelas, chief economist for RSM US LLP, the U.S. member firm of RSM International, a global network of independent audit, tax and consulting firms. "Training should be done at the state and local levels in conjunction with junior colleges and local apprenticeship programs."
The skills gap has become an issue throughout the construction industry as younger generations enter the workforce. From 2014 to 2024, the number of young people in the construction workforce is expected to increase by 3.2 million; meanwhile, those expected to retire during the same period will increase by 9.4 million. The resulting 6.2 million-worker deficit will further strain the construction industry. Integrating training programs into the education system could help attract more young workers and prepare them for a career in construction.
These training programs often can be most effective when they focus on a specific local market. At Autry Technology Center in Enid, Okla., construction technology programs customize the curriculum to align with local labor needs. Autry's advisory board consists of industry leaders who know the local market and understand where skills are in demand.
"They'll tell me, 'We need more framers. We need more trim people.' Then I focus the program in that direction a little bit," says Autry Construction Technology Instructor Jeff Clark. "Then, they help me, because I go back to them and say, 'I have 20 students graduating this year. I need some jobs,' and instantly, they'll have jobs."
Although these regional training programs have helped some employers gain qualified workers, other companies are investing in internal training and development skills programs to address the labor shortage.
"Internships can't provide what these construction companies need, which is long-term, skilled labor," says RSM Partner Brandon Maves. "Traditionally, unions held the advantage on apprenticeship programs, but many employers are starting their own internal apprenticeship programs to develop their workforces, often in conjunction with local trade associations."
However, for these programs to provide a more long-term solution, economists are emphasizing the need for more support and funding from state and local governments.
"Companies do what they can to cope, but it will take a concerted effort by industry and government entities to address the broader issues often said to be contributing to labor shortages," Brusuelas says.
