Attracting and Retaining Construction Workers in Today’s Labor Shortage

The construction industry is facing a labor shortage and struggling to find workers to meet the growing demands of the industry. With the expected growth in the construction sector, driven in part by the recently signed Infrastructure Investment and Jobs Act, the need for skilled workers is more critical than ever. However, several factors contribute to the labor shortage in the construction industry.

One significant factor is the anticipated industry growth. According to the Bureau of Labor and Statistics (BLS), construction job growth is projected at 7% from 2020 to 2030. The construction industry needs approximately 650,000 workers to meet the demand in 2022, as reported by the Associated Builders and Contractors (ABC). Every $1 billion in additional construction spending generates around 3,900 jobs, according to ABC. The booming demand for construction projects requires a skilled workforce to keep up.

Another factor is the high number of construction workers reaching retirement age. The National Center for Construction Education and Research estimates that 41% of the current construction workforce will retire by 2031. The industry is facing a loss of experienced workers, creating a leadership gap and a need to retain institutional knowledge. Additionally, fewer young workers are entering the construction workforce, as there has been a greater focus on higher education than trade skills in recent decades.

The labor shortage in the construction industry is further compounded by high turnover rates. The pandemic has caused many employees to reconsider their career choices and explore different industries or roles. This shift in employment has made it even more challenging for construction companies and contractors to find workers with the specialized skills required for the industry.

To address these challenges and attract and retain construction workers, employers in the industry can implement several strategies:

Expand Recruitment Tactics: Construction companies should explore new methods for reaching suitable candidates and expanding their applicant pool. Targeting millennials and Generation Z through social media, job fairs, and presentations at schools and universities can be effective. Additionally, considering underrepresented groups, such as women, can help increase diversity and talent pools in the industry.

Invest in Training Opportunities: Providing learning and development opportunities is essential for both new and long-term employees. Employers can focus on specialized skills, new technology, and safety-related training. Hands-on and virtual training, as well as mentoring and leadership development programs, can help bridge skill gaps and prepare employees for future roles.

Review Compensation and Benefits Strategies: Competitive salaries and benefits are crucial for attracting and retaining workers. Employers should consider offering competitive compensation packages and benefits such as disability and life insurance. Health and wellness programs can also support employees in their work and personal lives, contributing to higher job satisfaction and retention.

Provide Autonomy: Allowing employees to have autonomy in their work can enhance job satisfaction and attract skilled workers. Minimizing micromanagement and focusing on policies rather than processes can give employees the freedom to manage their work and find purpose in their roles. Autonomy promotes trust, accountability, and mastery, which are valuable for employee engagement.

The construction industry faces significant challenges in attracting and retaining workers, but by implementing these strategies, employers can improve their chances of competing in the tight labor market. It is important for construction companies to adapt their recruitment and retention efforts to the changing landscape and invest in the development of their workforce. By doing so, they can position themselves for success and meet the growing demands of the industry.

Reach out to INSURICA for more attraction and retention guidance.

This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.