six ways to attract and retain talent
Job opportunities in the construction industry are predicted to grow 13 percent over the next decade — meaning greater competition for dwindling talent. That, plus a boom in the property market, an uptick in green-lit projects now that pandemic restrictions have passed and funding from The Infrastructure Investment and Jobs Act are all set to fuel further growth.
If you’re concerned about how to meet this demand head-on, there are a number of routes to consider:
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1. get entry-level employees up to speed
With experienced construction engineering professionals in high demand, it’s possible to eliminate your staffing backlog by concentrating on upskilling entry-level hires; this will also encourage staff retention, as people value the investment in their careers.
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2. create opportunities for employee growth
As well as offering training to your entry-level employees, consider upskilling and reskilling the existing talent in your teams. There could be people you are simply not getting the best out of, who would thrive when given the chance to learn new skills.
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3. consider employee placement
Are all of your workers in the right team (and position) for not only their skill set, but their future career goals? People can very quickly become frustrated when they feel they’re in the wrong position, which often leads to higher levels of attrition. Hold onto existing talent by promoting the internal opportunities within your company.
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4. facilitate remote working wherever possible
Embrace the changes of the last few years with the mindset that success can be achieved from anywhere: the most important thing is engaged employees. The pandemic has irrevocably changed the way that people work, and accepting this change will be key to your future competitiveness. The propensity for remote working also strengthens your company’s hiring ability, as you won’t be encumbered by geographical restrictions.
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5. consider an internship program to build a talent pipeline
What better way to bolster your future workforce than to build it yourself from the ground up. An internship program allows you to foster the skills your organization will need for the future, while nurturing a sense of loyalty and increasing your chances of retention further down the line.
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6. concentrate on becoming an employer of choice
Whether you want to attract more entry-level engineers or bag the best professionals the market has to offer, you need to focus on your offering. Sell your company’s strong points, and shout about what makes you different from other employers. You need to paint a picture of how working for you will benefit them — otherwise, what’s the draw?
