By John Meibers, Deltek ComputerEase
The electrical contracting industry faces unique challenges in hiring and retaining skilled workers. With the increasing demand for electrical services, coupled with a shortage of qualified professionals, it’s crucial for electrical contractors to implement effective strategies to attract and retain top talent.
Contractors have been facing a labor shortage for years, and attracting and retaining qualified workers in the construction industry can be difficult. In 2021, the Associated Builders and Contractors organization noted that an additional 430,000 jobs needed to be filled on top of the normal hiring pace to meet construction labor demands. In 2023 that number was raised to 546,000. Concurrently, according to the National Center for Construction Education and Research, approximately 40 percent of the current construction workforce will retire by 2031.
If you are looking to attract, recruit, and retain employees in the construction industry, Deltek ComputerEase offers six strategies to help overcome the construction labor shortage.
1. Prioritize Applicant Positioning
A lot of time and effort is spent reviewing resumes, interviewing and hiring candidates, and training new hires. While you may focus on getting as many workers as possible, it’s more important to spend time making sure you’re hiring the right fit rather than focusing on the quantity. To easily weed out the people that won’t be a good fit, set expectations by mentioning in your job advertisement the type of work and conditions along with the company’s values and culture.
2. Provide Professional Development
Having a solid pathway where employees can see growth is important for employee retention. By investing in your training, you are also investing in your employees. This could be achieved by creating an apprenticeship program or working with electrical organizations and their apprenticeship programs. Jack Nix, COO at Shelby Erectors, believes that by providing formalized education with on-the-job training and allowing individuals to get paid to take courses, there is a much higher chance of the worker staying with the company, especially if they hit the 90-day mark.
Likewise, David Crystal, General Manager with Jostin Construction, says, “Whether [employees] stay with Jostin or move to another company in the industry, we just want to see more young individuals move into this field and make a career for themselves.”
3. Expand Recruitment Tactics
There are multiple ways you can recruit talent, including social media, job posting platforms, and your website. Hiring a recruitment agency that specializes in construction can also be helpful when searching for applicants. Establishing strong connections with trade schools and industry associations, like IEC and NECA, is another strategic way to source new talent and stay abreast of industry trends. Partnering with local trade schools can provide a steady pipeline of well-trained apprentices and interns who are eager to gain hands-on experience in the field.
Additionally, participating in job fairs, industry events, and networking gatherings allows contractors to meet potential candidates and build relationships with other industry professionals. Guest speaking at high schools, middle schools, trade schools or hosting workshops can educate younger people on the career opportunities and further enhance your company’s visibility and reputation, making it a desirable workplace for new graduates. These efforts not only help in recruiting fresh talent but also keep your company connected with the latest educational advancements and industry best practices.
4. Recruit with Diversity and Inclusion in Mind
Fostering a diverse and inclusive workforce is essential for promoting innovation and enhancing problem-solving capabilities within your company. Implementing inclusive hiring practices ensures that you attract candidates from various backgrounds, bringing a wide range of perspectives and experiences to your team. This can lead to more creative solutions and a better understanding of different customer needs. Providing diversity and inclusion training for all employees and management helps to create a welcoming environment where everyone feels valued and respected.
Additionally, supporting employee resource groups and networks for underrepresented groups can offer a sense of community and belonging, which is crucial for employee retention. By prioritizing diversity and inclusion, electrical contractors not only improve their company culture but also position themselves as forward-thinking leaders in the industry, attracting top talent and driving business success.
5. Offer a Full Benefits Package
Workers today and the emerging workforce are seeking an improved quality of life, and this includes a full package including competitive compensation, benefits, and time off. It’s important to take a look at how you are structuring your benefits to ensure you remain competitive. Improved quality of life helps foster more positive attitudes and more productive employees — making it easier to retain your workers.
6. Implement New Technology
Implementing new technology can also help your company overcome the construction labor shortage. Technology should be leveraged both in the field and in the office. In the field, it can replace some of the hard, physical labor so you don’t need as many skilled workers. In the office, technology solutions, like Deltek ComputerEase, can be implemented to remove tedious manual tasks, reduce inputting errors and the use of multiple spreadsheets, and provide a more environmentally conscious business.
Whether it’s in the field or in the office, new technology will ultimately help your company save time and money so you can focus on other aspects of the business, like hiring and training. It can also be used as a recruiting tactic, appealing to a younger, tech-savvy generation.
Labor shortages are at an all-time high in many industries, especially the construction industry. In order to hire and retain talent in this challenging environment, contractors will need to continually evaluate and adapt their practices to remain competitive.
John Meibers is the vice president & general manager of Deltek ComputerEase, a leading provider of accounting, project management, and field-to-office software for the construction industry. Prior to joining Deltek ComputerEase over 25 years ago, John spent a decade working for a large mechanical contractor.
