Effectively manage construction talent shortages

Globally, construction industries are experiencing an undeniable gap in available labour. This is made more evident by the ever-increasing needs of our growing populations, requiring more and more housing, schools, hospitals, and roads.

While more construction workers has always been desirable, the issue is hitting a breaking point in countries like Australia, New Zealand and the UK due to their desirability for migration and current skilled labour gaps.

Across the board, construction companies big and small are struggling to find and keep good talent. Smart builders are now employing alternative strategies to build a quality workforce with a reduced labour pool.

Why is it so hard to attract and retain good construction talent?

Salaries are hyper inflated

It can be difficult to match salaries of larger or competing contractors who will pay top dollar for top talent.

Less allegiance

Workers are less likely to second guess switching companies when offered a better deal.

Gaps in skills

COVID has stunted the development and ability of many workers.

Low skilled migration

Whilst migration numbers have risen across many countries, workers with construction skills have not been prioritised for entry.

What can you do to protect your company?

Invest in training & development: Upskill existing employees with in-house training programs, mentorship programs, and other certifications to develop and strengthen your internal workforce’s capabilities.

Work life balance: Good staff want a good work life balance. Flexible work arrangements such as remote work options, shorter workweeks and flexible schedules are all attractive contract terms for prospective employees.

Collaborate with educational institutions: Invest in the next generation of construction staff by building relationships with vocational schools, educational facilities, and universities. Offer partnership training programs, like internships and scholarships, to attract fresh talent.

Employee referral programs: Offer bonuses to current employees who ‘refer a (qualified) mate’ to reach more qualified candidates. Incentivising recommending friends for positions is a valued perk within workplaces.

Focus on employee retention: Don’t overlook your existing staff, particularly if they’re valuable. Improving employee satisfaction with competitive wages, benefits, and assured career advancement will reduce the likelihood of losing good staff to competing construction companies.

Create a brilliant work culture: Does culture matter, or is it just a buzzword? According to Harvard University, People’s behaviours at work are shaped by the organisation’s collective beliefs and values. When people across the business flourish, the company does better as a whole and employees are happy.

4 proven ways contractors are attracting & retaining talent

Dive deeper into making your construction company attractive to construction talent. Unlock four industry-specific strategies to attract and retain top construction talent, backed by leading construction experts and their own experiences with managing talent shortages.

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