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Finding and keeping talented workers

Finding and keeping talented workers

Even before the COVID-19 pandemic, the construction industry had a labor shortage and skilled workers were a challenge to find and keep without having deliberate plans in place. But with the challenges brought on by the coronavirus, an article in Construction Executive says, even firms with the best recruitment and retention strategies are struggling to keep qualified personnel in place.

“Employee turnover is expensive in any industry,” the article says. “It takes time and money to recruit, onboard and train employees. When an employee decides to leave an organization, they are typically not as productive. This can result in missed deliverables and even poor morale if the worker starts complaining.”

While it is impossible to have zero turnover, companies that have a staffing plan tend to fare far better, the article suggests, with the first priority on that plan being to demonstrate care for stakeholders, employees, customers and the community before focusing on profits.

Construction companies used to have the luxury of sifting through a stack of applications for any job opening. But now it is a buyer’s market when it comes to construction jobs, and officials say firms will need to do more to attract and keep the right talent. A welcome package with branded merchandise, lunch with the boss, a buddy or mentorship program and other similar tactics are all cited as retention tools for new hires.

But companies will have to do more just to get the job applicants in the door, too. According to research compiled by HomeAdvisor and Angie’s List, around 75 percent of laborers say they rely on word-of-mouth referrals when making decisions about employers. In fact, the study suggests, they use them more than job postings, classified ads, and other traditional job search methods.

While a good salary certainly helps build loyalty, the greatest contributor to positive word-of-mouth referrals, researchers found, was the degree to which workers felt respected by their employers.

For additional recruitment and retention strategies, read the entire article HERE.

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