{"id":63433,"date":"2025-07-01T00:26:41","date_gmt":"2025-07-01T05:26:41","guid":{"rendered":"https:\/\/trainingmag.com\/?p=63433"},"modified":"2025-06-08T09:40:07","modified_gmt":"2025-06-08T14:40:07","slug":"hiring-and-retaining-construction-employees","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/hiring-and-retaining-construction-employees\/","title":{"rendered":"Hiring and Retaining Construction Employees"},"content":{"rendered":"

Hiring and retaining good construction employees and finding skilled, reliable workers are essential focus points, but also a real challenge for employers. Turnover rates remain high, job seekers have increased expectations, labor shortages persist, and employers feel pressured to meet project deadlines with a weakened workforce.<\/p>\n

Organizational development veteran Dr. Larry Kokkelenberg has over 40 years of experience coordinating workforce efforts with employers. He trained over 200,000 leaders, authored two books, and witnessed firsthand the costly consequences of hiring mistakes. During the award-winning CONEXPO-CON\/AGG<\/a> trade show in 2023, he shared valuable insights and strategies to attract top talent and build a resilient workforce.<\/p>\n

Those insights are available in a free downloadable e-book<\/a> from CONEXPO-CON\/AGG.<\/p>\n

The Cost of the Wrong Hire<\/h2>\n

Recruiting the wrong person for a skilled construction role can bring long-term challenges, including high turnover, increased training costs, and project delays. According to Dr. Kokkelenberg, effective hiring starts with identifying the traits and habits of successful employees to create a framework for interviewing and selecting ideal candidates.<\/p>\n

This backward approach to recruitment, outlined in the free online e-book<\/a>\u00a0Hiring and Retaining Good Employees<\/em><\/a>, helps companies attract individuals with the right technical skills, safety competencies, and a mindset for teamwork. When companies hire the right people, they reduce turnover and foster programs where existing employees recommend candidates from their networks.<\/p>\n

\u201cWhen employees communicate to their friends and family about good pay, great management, and growth opportunities, they help develop referral programs,\u201d said Dr. Kokkelenberg. \u201cThis method of getting the word out to local candidates is particularly useful and fills open employment opportunities with quality candidates.\u201d<\/p>\n

Leveraging Outreach and Training<\/h2>\n

Dr. Kokkelenberg stressed the importance of proactive outreach to find qualified talent. Initiatives such as summer internships, partnerships with community colleges, soliciting the Department of Labor, and working with the Department of Defense SkillBridge Program for transitioning service members help employers build pipelines of skilled workers. Digital platforms, local job fairs, and community partnerships also play a role.<\/p>\n

However, the construction industry saw extraordinary labor shortages throughout 2024. According to the\u00a0U.S. Bureau of Labor Statistics, the unemployment rate was\u00a03.7 percent<\/a> in September 2024, and the<\/span>\u00a0industry had 288 thousand<\/a> open positions.<\/p>\n

In a recent Workforce Survey Analysis<\/a> by the Associated General Contractors of America (AGC), 94 percent of respondents reported having openings for skilled labor positions in the construction industry, a 9 percent increase from 2023.<\/p>\n

\u201cIt\u2019s hard to get the exact experience you want today,\u201d Dr. Kokkelenberg said. \u201cMore organizations will need to invest in training once they hire the right person.\u201d<\/p>\n

Further, the AGC survey noted that 42 percent of respondents increased spending on training and development. While 61 percent reported increased pay rates for hourly skilled labor, this was just within the last year. These workforce strategies were developed while 62 percent reported that available labor is not qualified to fill professional roles in the competitive construction industry.<\/p>\n

Employee Retention Starts with Employer Accountability<\/h2>\n

Once the right people are hired, retention becomes a shared responsibility. Dr. Kokkelenberg argued that salaries, work-life balance, job security, and leadership opportunities are critical to keeping employees engaged.<\/p>\n

\u201cIf employees see no growth opportunities or feel undervalued, they\u2019ll look elsewhere,\u201d he said.<\/p>\n

Retention also requires investment in training that goes beyond basic requirements. Employees who feel valued and see that their employer is invested in their development are likelier to stay.<\/p>\n

\u201cTraining should show employees they are part of the company\u2019s future,\u201d Dr. Kokkelenberg added. \u201cIt\u2019s not just about compliance; it\u2019s about demonstrating their worth.\u201d<\/p>\n

Continuous Recruitment: A Strategy for Stability<\/h2>\n

Even with positions filled, Dr. Kokkelenberg advised companies to maintain an ongoing recruitment strategy to prepare for unexpected turnover.<\/p>\n

\u201cYou are hiring and looking for good people all year long,\u201d he said. \u201cEven when all your crews are together, you\u2019re still looking for good people.\u201d<\/p>\n

Employers must also address internal factors, such as pay scales, work environments, and opportunities for advancement, to minimize turnover and build a stable workforce.<\/p>\n

The construction industry\u2019s labor shortages remain a pressing issue, but as outlined in 4 Steps To<\/em> Hiring and Retaining Good Employees<\/em><\/a>, the right strategies can make all the difference. From effective interviewing practices to strong onboarding programs, employers can create a workforce that meets today\u2019s demands and drives long-term success.<\/p>\n

Additional insights from Dr. Kokkelenberg\u2019s presentation\u00a0<\/strong>are included in the free e-book\u00a0<\/strong>4 STEPS TO HIRING AND RETAINING THE BEST WORKERS, which can be downloaded for free<\/strong><\/em><\/a><\/span>.<\/em><\/strong><\/a><\/h6>\n","protected":false},"excerpt":{"rendered":"

Learn how hiring and retaining construction employees start with attracting the right candidates and how organizations can recruit top talent.<\/p>\n","protected":false},"author":3036,"featured_media":63434,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"cybocfi_hide_featured_image":"","footnotes":""},"categories":[11,88],"tags":[],"class_list":{"0":"post-63433","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-featured","8":"category-news"},"acf":[],"yoast_head":"\nHiring and Retaining Construction Employees<\/title>\n<meta name=\"description\" content=\"Learn how hiring and retaining construction employees start with attracting the right candidates and how organizations can recruit top talent.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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