The construction industry is experiencing a critical skills shortage. Existing on-site professionals are nearing retirement age, and Construction Jobs have a negative image among the younger population. There is only one method to ensure your organisation survives this massive outflow of people. Change your current recruiting techniques to begin recruiting qualified Millennial and Generation Z employees. We also understand what the candidates are seeking. We'll assist you to grasp what the next generation is looking for by bridging the gap between the two. So, what can we do to recruit the next generation of construction workers successfully?
Mandatory Worklife Balance
Younger generations of employees are looking for a place that will support them as they progress through life's stages. To recruit and retain top people, an open and flexible attitude to the intricate demands of modern living is essential. Remote and flexible working hours (where practicable) are included, as are equitable parental leave, career breaks, and compassionate leave. With a workforce that is expected to work well into their 60s and beyond, have children, and a greater number of older relatives in need of assistance than ever before, employers must support employees to retain them.
Indeed, blaming millennials for 'demanding' flexible working hours and humanised employment is unjust, as these developments benefit all employees. Just because they have the clout to demand certain rights does not mean that future generations do not want them as well.
Be Open About Salaries
Growing up in a volatile economy has made remuneration a huge factor in today's work market. The traditional "competitive wages" or "wage depending on experience" story does not satisfy the next generation of workers. Instead, they want to know if they can pay their rent. This has significant implications for businesses. Pay transparency saves time during the recruiting process and establishes the threshold for compensation negotiation. Furthermore, it helps firms be more accountable when it comes to gender and racial wage disparities, leaving less leeway for unconscious bias and allowing more qualified people to be employed.
Pay transparency is a big element in overall job satisfaction and readiness to stay with a single firm for years for individuals who value openness and open communication in the workplace. Finally, wage transparency benefits both employees and employers since it allows businesses to hire and retain qualified individuals more quickly.
Keep Up With Social Media
If there were one word to describe younger generations, it would be tech-savvy. Millennials and Generation Z use the internet and social media for practically everything, including keeping in touch with friends, shopping, and job hunting. So, whether you like it or not, digital communication is required for your organisation to remain relevant. When people are ready to discover their perfect job or advance their career, the first move they take is to go online. As a result, your internet presence becomes the initial point of contact for a potential employee. As a result, it is critical to create an appealing online brand identity.
This not only benefits your own marketing efforts but also provides you with a means of establishing a connection with the upcoming workforce in a format that appeals to them. Employers with construction jobs who use digital communication to communicate with candidates are able to draw and keep the best talent.
Updated with Technology
How your organisation uses new technologies to achieve its objectives should be reflected in external communications as well as ingrained in the employment titles you are attempting to fill. If job seekers come upon your website and it is slow, includes out-of-date content, or is simply unsightly, they will likely believe your company needs to be in touch as well. Make use of your active social feed and website to highlight your personnel. A satisfied employee may convey the value of working for your firm far more effectively than any promotional campaign. Every person in your team should be a brand advocate.
If they are not up to the work, you must determine why you, as an employer, are not fulfilling their expectations.
Offer Career Paths
Workers want to know that as they gain experience and seniority, they will be able to advance up the corporate ladder. Work with employees to discover their professional goals and how you may assist them in achieving them. Help them identify any extra education, training, or experience they may require, and create a roadmap and milestones for them to meet in order to attain their career objectives. Determine what resources your organisation can provide to each employee's success as you sketch out a career path with them. This could include everything from internal training or mentoring initiatives to tuition assistance for employees who require additional education.
Offering career paths is a fantastic way to retain employees and ensure their loyalty to your firm, but it can also be a powerful recruitment tool that demonstrates your devotion to your employees by promoting from within.
Provide More Perks
Most people place a high value on benefits, especially health insurance. They are, however, a vital necessity for younger generations. In fact, over half of Millennials and Gen Z say they would take a lower-paying job if it came with better benefits—and this is where most construction companies fall short. Construction jobs workers may make more than workers in many other industries, but they also have the fewest benefits options. With the construction business having a higher-than-average occupational accident rate, along with a constant growth in healthcare expenditures, insurance is more vital than ever.
Companies that provide additional benefits such as 401(k)s, dental and vision care, flexible spending accounts, and paid time off are more likely to attract and retain employees over time.
When appealing to today's most ecologically conscious generations, you must consider your environmental impact. The next generation knows the value of environmental stewardship, and it shows in their behaviours (including their work choices). Millennials and Generation Z are more conscious than ever before of how every decision can have a positive or negative impact on the health of our world. This understanding is causing individuals to be more conscious of their consumption habits and prefer companies that adopt eco-friendly methods. This means that construction firms who engage in green solutions and prioritize measures to lower their carbon footprint will certainly witness an influx of motivated workers.
There is a widespread misunderstanding that Millennial and Generation Z workers are entitled or lazy, yet this couldn't be further from the reality. These generations are full of dedicated people who share the same values as their predecessors: a healthy work-life balance, career advancement chances, utilising the benefits of technology, and making the world a better place. All of the aforementioned adjustments may appear to be a lot of effort for the average construction company, but they are long overdue. Without a change in working practices, the next generation of construction jobs specialists will be out of a job in two years, if they start at all.
Furthermore, failure to embrace cutting-edge technology may cause the entire industry to be slow to adapt to the challenges posed by larger international corporations. The machines are coming, whether you like it or not, and if you don't like the concept of millennials driving them, you need to play the right game.