Effective Yet Simple Tips on How to Find Construction Workers in the US

The United States's construction industry faces a significant challenge: finding and retaining skilled workers.

According to a 2023 Associated General Contractors of America (AGC) survey, 88% of construction firms need help filling craft positions. With an aging workforce and a growing demand for construction projects, companies are struggling to fill positions and maintain productivity. However, construction businesses can employ several effective and straightforward strategies to attract and recruit talented workers.

Don't Shy Away From "Green" Talent

One often overlooked strategy is to consider hiring individuals with no construction experience but a genuine interest in the field. These "green" candidates can be molded into valuable team members with the proper training and mentorship.

Look for individuals who demonstrate:

• A strong work ethic
• Eagerness to learn
• Physical fitness and stamina
• Problem-solving skills
• Ability to work well in a team

By investing in these newcomers, you're filling immediate positions and cultivating loyal employees who may stay with your company for the long term. This approach is crucial, given that the Bureau of Labor Statistics projects the construction industry will need to add about 546,000 new workers annually from 2023 to 2028 to meet demand.

Leverage Social Media Platforms

In today's digital age, social media is a powerful tool for recruitment. Platforms like Facebook, Instagram, LinkedIn, and even TikTok can be used to showcase your company culture, highlight ongoing projects, and advertise job openings. Here's how to make the most of social media:

• Post regular updates about your projects and team
• Share behind-the-scenes content to give potential hires a glimpse of daily work life
• Use relevant hashtags to increase visibility
• Engage with followers and respond promptly to inquiries about employment
• Consider running targeted job ads on these platforms

Remember, many potential hires, especially younger ones, are active on social media and may discover your company through these channels. According to the National Center for Construction Education and Research, this is particularly important as the industry faces an aging workforce, with 41% of current construction workers expected to retire by 2031.

Implement a "Work for a Day" Program

To ensure a good fit between potential hires and your existing team, consider inviting promising candidates to work for a day. This approach allows both parties to assess the situation more accurately. Here's how to structure this program:

• Offer a paid day of work to interested candidates
• Assign them to work alongside your current team
• Observe their work ethic, skills, and ability to integrate with the team
• Get feedback from your existing employees about the potential hire
• Provide the candidate with a realistic view of the job and company culture

This method can significantly reduce the risk of hiring mismatches and improve long-term retention rates, which is crucial given that, according to the AGC survey, 72% of construction firms report that project costs have been higher than anticipated due to labor shortages.

Partner with Local Schools and Colleges

Collaborating with educational institutions is an excellent way to tap into a pool of young, motivated individuals who are interested in construction careers. Consider these approaches:

• Offer guest lectures or workshops at high schools and colleges
• Participate in career fairs
• Develop internship programs for students
• Sponsor relevant academic programs or scholarships
• Provide apprenticeship opportunities

Engaging with students early can help shape their perception of the construction industry and potentially secure future employees. This is particularly important as only 11% of Gen Z respondents in a 2022 survey expressed interest in a construction career, highlighting the need for increased outreach to younger generations.

Implement an Employee Referral Program

Your current employees can be your best recruiters. They understand your company culture and know what it takes to succeed in the job. Implement a referral program that incentivizes your team to recommend qualified candidates.

Here's how:

• Offer a monetary bonus for successful referrals
• Consider non-monetary rewards like extra vacation days
• Clearly communicate the skills and qualities you're looking for
• Make the referral process simple
• Recognize and celebrate successful referrals company-wide

Employee referrals often lead to higher-quality hires who stay with the company longer. This can be particularly beneficial, given that, according to the AGC survey, 35% of construction firms report losing workers to other industries.

Utilize Seasonal and Temporary Hiring

Seasonal or temporary hiring can be an effective way to meet short-term needs while also evaluating potential long-term employees. This approach allows you to:

• Address immediate staffing needs during busy periods
• Assess workers' skills and fit with your company culture
• Provide opportunities for temporary workers to prove themselves for permanent positions
• Maintain flexibility in your workforce

Be clear about the temporary nature of the position from the outset, but also be open to converting high-performing temporary workers into permanent employees when possible. This strategy can help address the fact that 62% of construction firms have unfilled hourly craft positions, as reported by the AGC.

Focus on Building a Strong Company Culture

A positive company culture can be a powerful attractant for potential employees and a key factor in retaining current ones. To build a culture that appeals to construction workers:

• Prioritize safety on all job sites
• Offer competitive wages and benefits
• Provide opportunities for skill development and career advancement
• Foster a sense of teamwork and camaraderie
• Recognize and reward good performance
• Maintain open lines of communication between management and workers

A strong culture not only attracts new hires but also turns your current employees into brand ambassadors who will speak positively about your company to potential recruits. This is crucial, as 82% of construction firms report having to increase base pay rates to attract and retain workers, according to the AGC survey.

Leverage Industry-Specific Job Boards and Apps

While general job boards can be helpful, don't overlook industry-specific platforms. Websites and apps dedicated to construction jobs can help you reach a more targeted audience of qualified candidates. Some options include:

• Lumber HR
• ConstructionJobs.com  
• iHireConstruction
• Construction Job Force
• Hammr

These platforms often allow you to post detailed job descriptions and requirements, making finding candidates with the specific skills you need easier.

Attend Industry Events and Trade Shows

Construction industry events and trade shows are excellent opportunities to network and meet potential employees. These events attract individuals actively engaged in the industry and may be open to new opportunities. While attending:

• Set up a booth showcasing your company and current job openings
• Have current employees on hand to speak about their experiences
• Collect resumes and contact information from interested individuals
• Follow up promptly with promising candidates after the event

Offer Apprenticeship Programs

Apprenticeship programs are a time-tested method for bringing new talent into the construction industry. These programs combine on-the-job training with classroom instruction, allowing you to shape skilled workers who understand your company's needs and practices. To implement an apprenticeship program:

• Partner with local trade unions or vocational schools
• Develop a structured training curriculum
• Assign experienced mentors to guide apprentices
• Provide clear pathways for advancement upon completion of the program

Apprenticeships can be an investment in your company's future, ensuring a pipeline of skilled workers tailored to your needs.

Utilize Word-of-Mouth Networking

Never underestimate the power of personal connections and word-of-mouth referrals. Spread the word about your hiring needs through your professional and personal networks. This can include:

• Local business owners
• Suppliers and vendors
• Community leaders
• Friends and family members

Someone in your network may often know of a qualified individual looking for work in the construction industry.

Finding qualified construction workers in the US requires a multi-faceted approach that combines traditional methods with modern strategies. The industry faces significant challenges, with 91% of construction firms having unfilled positions and 49% expecting hiring to remain difficult or become harder in the coming year, according to the AGC survey. By implementing these tips, construction companies can improve their chances of attracting and retaining skilled workers. Remember that the key to successful recruitment lies in finding workers and creating an environment where they want to stay and grow. With persistence and creativity, you can build a strong, capable workforce that will drive your company's success for years to come.