With the construction industry needing more workers than ever over the next few years, Kelly Friel from Zoro rounds up some tips on how to attract and retain talent
A report by the Construction Skills Network (CSN) has found that the construction industry will need over a quarter of a million extra workers by 2026, in order to meet the growing demands in the UK building sector (CITB). Many staff members have left the UK due to Brexit, and some companies have been downsizing throughout the pandemic too. So, many construction businesses have been left with a deficit of skilled staff members, which will disproportionately affect private housing, infrastructure, repair and maintenance. If you’re hoping to expand your business and bridge this skills shortage, then there are some things that you can do within your company to give yourself the best chance of attracting and retaining high quality staff. Here, we’ll go through some ideas you can start with to ensure that you are doing everything you can to attract and retain talent.
Update your recruitment methods
You should be staying up to date with the latest recruitment methods to ensure that you are ahead of the curve, and that your business can keep up with the current practices, trends, and resources in your industry. For example, websites or apps that your company used to advertise vacancies a few years ago might now not be as relevant. Platforms are always competing, and so it’s worth keeping an eye out for which ones are most popular when you come to recruit for roles. Currently, Indeed and LinkedIn are leading the way, whereas Monster was very dominant in previous years.
You should also monitor your business’s performance on websites such as Glassdoor, so that you can be aware of what employees (both past and present) think of your management. Any constructive feedback is a great opportunity to reflect and reorientate your business.
Another option is to hire a recruitment agency to take over the hiring process, rather than handling it all internally. While hiring an agency is an added expense, it can be worth the space in your budget to gain the support and experience of people who are used to finding the best candidates for every role. This can help you shape the selection of candidates more and find people that will really help to take your business forward.
Offer career progression in roles
It’s very important to offer progression in the roles that you advertise, and clearly communicate to prospective candidates how they can push themselves and climb the ladder at your company. When you have talented staff in your company, it’s vital to allow them to move upwards into different positions and make your company the place where they want to develop their careers. This can make the difference between staff moving on after a short period of time, and staff remaining with the company for many years.
Not only is this great for your staff morale, but it also means that you will be able to retain workers long enough to gain the value of their experience for many years. This will result in a knowledgeable, experienced, and skilled workforce that can really grow your company into the future and contribute to your industry reputation. Promoting your talented staff also means that you will be able to minimise the number of staff you have to externally hire, reducing costs and time spent on recruitment processes and leaving more time for projects.
Prioritise staff satisfaction at work
While of course you want to make projects, deadlines, and profits your primary focus, it’s also important to keep your staff happy and satisfied at work. Once you’ve attracted talented people to your company, it’s vital to help them enjoy their roles as well as allowing them to progress, so that they can excel and reach the best output possible for your company. Workers want to feel valued and heard in their jobs, so creating a strong chain of command in management is very important. It also provides a welcoming and friendly face for new starters, allowing them to really hit the ground running.
When things get busy and deadlines are approaching, remember to still take the time to listen to any suggestions from your employees and recognise their achievements. Schemes like Employee of the Month and mentions in company newsletters are great ways of rewarding workers and making them feel like their work is valued and appreciated. Smaller things like company socials and celebrating staff birthdays or work anniversaries are also great extra touches to make every worker feel appreciated and welcome.
Consider how diverse your company is
If you’re not finding passionate, talented, and exciting new job candidates, then many times you’re not looking in the right places. Historically, the construction sector has been extremely male-dominated and so women and other under-represented groups have struggled to feel welcome in this environment. This can make many great candidates feel discouraged from applying to the roles you are advertising, or even reaching out to internship programmes.
Research by the Chartered Institute of Building found that the construction industry is still only 15% women (with only 2% on-site), 6% BAME workers, and 6% disabled workers (People Management). Many companies are therefore missing out on talented staff members due to this lack of representation in the industry and so considering your workplace’s diversity is the ideal way to make sure that you don’t miss out too.
Try widening your recruitment process by speaking at schools and colleges about the placements of and programmes that you can offer. Some students might not think about taking on a career in construction due to the lack of representation, so some encouragement and information can be all they need to get interested. Sending a diverse representation from your company into these establishments can immediately make a difference too, and this might encourage applications to your company from young people of a variety of backgrounds.
Use these tips to attract and retain talent for your company. By expanding the diversity of your team and making sure that your recruitment methods move with the times, you’ll be able to not only fill your vacant roles, but also find candidates that really excel in the industry and can take your company to the next level.
