As existing construction workers age and retire, the number of qualified, skilled workers continues to diminish. What that signals for the industry as a whole is the need to take a proactive approach to create a greater balance in the outflow of existing workers and the influx of new ones. Because the need is great and growing greater, the imbalance must be righted. These four proactive practices will help do exactly that.
- The construction industry must give itself a face and make an appeal. From high schools to trade schools to colleges to communities to cities, career fairs abound all over the US. By making the need for new workers and the methods of receiving training more visible, the industry increases its chances for new inductees.
- The construction industry must make potential workers aware of what is required for entry. Trades schools, community colleges, and other training avenues should be made available. More than available, they should be made public and exposed to potential new recruits in as many avenues as possible to garner the attention they deserve.
- The construction industry must include women. Women must be welcomed, invited, and championed in the workforce. Women are ready. They are capable. They are looking for opportunities. When job sites are posting advertisements and help wanted ads, they’ll receive more responses when they target women.
These strategies can overcome the need for highly trained, willing-to-work, skilled labor. As they build for the future, the leaders in the construction and building industries should also consider rehiring and retraining construction veterans. This is particularly important in areas where these vets might be positioned to train others. By combining this practice with the practice of partnering with contractors, the industry can obtain the men and the women it needs. Building buildings isn’t enough. The construction industry must build its labor force, it’s qualified applicants and its future.
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