A 2019 study shows that 41% of construction workers of that year are expected to retire by 2031. This report was pretty concerning at the time but has now become a reality. A considerable part of workers in the construction industry who are at their retirement age have started leaving their jobs. 

However, a silver lining presented itself after the Infrastructure Investment and Jobs Act was signed into law. The construction industry hopes that a new generation of workers will enter the industry in the upcoming years. 

This blog post serves as a guide on how construction companies should hire a new generation of workers to meet this growing demand in the industry. 

Recruiting And Hiring Construction Workers From Younger Generations

The proposed solution to the growing demand in the construction industry to hire new workers is recruiting Millennials (persons born between early 1980s and late 1990s) and Generation Z (persons born between late 1990s and early 2010s). 

However, it is not an easy task to recruit these younger generations because they are ethnically diverse and have grown up in the Internet Age. Their forms and ways of communication differ greatly from generations that are formerly or currently working in big construction firms (e.g., Gen X and Baby Boomers). 

Past recruitment strategies used in hiring construction workers of the older generations might be less effective at engaging Millennials and Generation Z. Convincing them of the advantages of a career in the said industry requires a different approach.

Adapting to newer generations of potential workers must require resources and internal changes on the part of your company. 

Tips to Consider in Your Recruitment

While there is no cookie-cutter approach to engaging newer generations of potential workers in the construction industry, consider the following tips that might help you in recruitment. 

Engage and Educate

Worksites are the most visible aspect of a construction project. Construction sites offer lots of opportunities for social interaction in a physical setting that highlights potential career options. 

Your company can host virtual tours, site visits, and workshops to expose younger generations to the industry and educate them about the extensive benefits of construction to society. Through such engagement and educational projects, you can help them visualize their future in the construction industry. 

This way also suggests promoting your construction company and industry in general to potential construction workers. 

Partner with Educational Institutions

Construction programs are offered in various secondary and postsecondary educational institutions. Partnering or building relationships with Career and Technical Education schools can help expose your company and instill interest among students to enter the construction industry. 

You can start developing a relationship with the administrators and leaders of such schools. Ensure you conduct in-person engagements, such as conferences and workshops. Using virtual channels is also an effective method to have your presence in schools. 

Provide Value in Your Social Interactions

Your company can further develop the relationships it built by providing value in every social interaction or engagement you conduct. For example, you can contribute to the updating or development of construction-related subjects in school curricula to help students learn applicable skills. 

Volunteering in leading workshops can also stir the interest of students in construction careers. You can lend a hand to student organizations to inculcate in young minds the merits of having a career in construction. 

Build a Culture Conducive to the Success of Minorities

Previously, we have mentioned that younger generations are ethnically diverse. Minorities make up most of the Millennials and Gen Z bracket, and you can glean many potential talents by reaching out to these minorities and contributing to their success. 

Establish a company culture that promotes diversity by conducting internal company assessments and team training. Staff and workers should value the concept of inclusiveness to build a culture that is conducive and healthy to help minorities flourish in the industry. This way, potential talents among the younger generations can view your company’s relevance and importance to society. 

Ensure the Effectiveness of Recruitment, Internship, and Mentorship Programs

Your company should use metrics that determine the effectiveness of your recruitment, internship, and mentorship programs. This way, you can assess standard operating procedures, structures, and the relevance of your programs to entice and retain young talents. 

Moreover, it is crucial to evaluate the methods of how you introduce the construction industry to younger generations. Ask for feedback from your target audience to analyze your procedures and practices. Opinions of workers and potential talents can be helpful in honing your leadership strategies. 

Endnote

Strategize your recruitment of talents among the younger generations into the construction industry. Study carefully and implement your methods of communicating with them and instilling in them the interest to make a career in construction. Follow the tips we have discussed to prepare your company for this task of filling the gap in the construction workforce.