Written by Michael Albercio of Assurance Agency, Ltd., one of Rock Fusco & Connelly’s trusted advisors.
Attracting and retaining talent has been a challenge the industry has been faced with the last few years. The pandemic, lack of skilled labor, demand of residential construction and difficulty of recruiting a new generation hasn’t made it easy as we head into 2021. February is Career and Technical Education Month (CTE), which is a public awareness campaign to celebrate the value of CTE and the accomplishments of programs across the country. This is a great time to review your recruiting strategy to find out if your tactics are attracting the next generation of skilled workers or if your construction company is missing the mark.
Here are 4 ways to attract the next generation of skilled workers:
Do you offer customizable benefits such as accident, hospital, or permanent life coverage? Providing your workforce with the opportunity to hand-select the benefits that best fit their unique goals and healthcare concerns allows you to better meet the needs of all your employees. If your construction company is a union contractor these benefits can be especially attractive and depending on your contract, easily implemented. In addition, do you contribute to your employees’ 401k plan or offer financial wellness consulting? These are all benefit offerings the next generation is looking for and checking your competitors for.
Culture of Mentorship
Last month you might have read my blog post, Talent Acquisition & Retention in Construction: Shifting to a Culture of Mentorship. The idea of mentorship to build skills with the opportunity to one day move up in the company is very enticing to this generation. It also aligns with a culture of safety by potentially reducing workers’ comp claims caused by errors of inexperience. It’s a win-win.
Wellness programs can encourage healthy behaviors among your workforce such as smoking cessation and addressing obesity and diabetes. Beyond safety and physical health, wellness programs can also support employees’ mental health. The construction industry faces one of the highest suicide rates out of any industry. The past year has especially elevated mental health concerns for millennials and Gen X because of stressors such as the pandemic and an increased focus on social media. Having mental health support services can help an employee through a challenging time, possibly save a life and is an attractive benefit.
You don’t necessarily need a TikTok (although if you’re game, go for it!) but a LinkedIn, Facebook, Instagram or Twitter is vital. You can use these outlets to share the same company news and information published on your website. This is where the next generation is doing their research so meet them where they are.
Supporting the next generation of skilled trade workers through internships, apprenticeships and mentorship programs enhances their skills and help set them up for success in the field. Lastly, if you are in the position to donate equipment to secondary and post-secondary institutions, it can help prepare and educate the next generation of skilled workers as they enter their careers.
For more information on obtaining and retaining new talent at your business, please reach out to the attorneys at Rock Fusco & Connelly, LLC.