The recent past has seen a considerable increase in infrastructure projects, and this, coupled with an aging workforce close to retirement, has led to a demand for attracting workers from the younger generations. Not surprisingly, the construction industry will need to focus on recruitment in the coming years. However, understanding how to attract young talent in construction requires looking at what’s keeping younger generations away.
Why Millennials and Gen Z Steer Clear of Construction Jobs
One important question that begs an answer is, “Why are younger generations less interested in the construction industry?” For starters, this industry has suffered from an image problem for several years. Data collated by Connected World indicates that 42% of young trade professionals view the persistent social stigma surrounding this industry as a big obstacle to entry, whereas 35% cite a lack of parental support.
Many young people perceive construction work as physically demanding, and they prefer building careers in industries that offer flexible work cultures. The impression that the construction industry does not pay well is another deterrent. Add to this a lack of entry-level roles, and you can see why younger generations are less interested in the construction industry.
How to Attract and Retain Young Talent in Construction
While attracting young talent in construction is the need of the hour, it’s equally important to retain the good people you hire. Fortunately, following a few simple measures can get you on the right track.
- Build a strong brand and reputation. Keep in mind that many young workers give your brand and reputation as much importance as the salary and benefits you offer before deciding to join your company. In addition, they try to determine how your employees perceive your company and its work culture. Building a strong brand and reputation can also address their need for job stability.
- Highlight the earning potential. Given that younger generations think that construction jobs don’t pay well, you need to show them the reality. For example, data released by the ADP Research Institute (ADPRI) shows that the average pay level across the construction industry is $68,700, up 4.9% from the previous year. Besides, project managers can now make upward of $100,000 per year and this number increases to $200,000 for construction superintendents.
- Showcase the use of tech. The young talent you wish to attract has grown up using technology in various aspects of their lives, and they bring tech-related skills to the workplace. Since the construction industry has embraced technology in different ways, it’s important to showcase the advances. These can come in the form of building information modeling (BIM), augmented reality, GPS tracking, and even drones.
Other ways that can help attract young talent to your construction company include:
- Create and highlight career development paths and include opportunities like certifications, trainings, and mentorship programs.
- Build a work culture that fosters diversity, inclusion, safety, and a work-life balance.
- Build partnerships with local trade schools and colleges to provide internships, deliver guest lectures, and run recruitment drives.
- Draw attention to projects with innovative designs that contribute to community development and/or sustainability.
Conclusion
If you’re wondering what attracts people to the construction industry, the answer includes the opportunity to rise up the ladder, being able to see tangible results, working outdoors, using modern technology, and the money. In addition, the answer to, “How to attract young talent in construction?” also involves putting your best foot forward, consistently.
