Tips for Recruiting Younger Workers
Despite optimism about Gen Z’s interest in tool belts, bringing the next wave of construction talent into the field is proving difficult. That’s bad news, as demand for skilled labor remains high. If it has been a while since you refreshed your hiring tactics, you likely need a re-think. Read on for practical pointers.
What Are Your Needs? What Are You Offering?
Thriving teams lead to thriving businesses, so for ultimate success with hiring, it’s wise to pause and really think about the skills and qualities you need to add to your team. Consider too what you are willing to offer, beyond compensation. As Kit Dickinson of ADP reminds us, most potential new hires are looking for a career path not just a job:
Start with a skills inventory — know what your company needs and what your employees want to learn….Then offer mobile-friendly training, mentorships and even stretch assignments to help younger workers grow. Mentorship isn’t just about passing down job knowledge — it builds trust, improves team chemistry, and helps younger workers feel like they belong….Invest in leadership training for foremen and crew chiefs….Check in regularly, ask about career goals and create a feedback loop. The more you know your team, the more you can retain them.
McKinsey & Company partner, Julian Salguero, also emphasizes that beyond compensation, meaningful recognition tactics, flexibility and conveying a strong sense of purpose are vital for bringing Gen Z into construction:
Our research indicates that Gen-Z workers’ motivations for taking, keeping or leaving skilled trades jobs are similar to those of older cohorts, although compensation is less of a draw compared to other factors, including career development, flexibility and meaningful work….Attract this cohort by offering options like shift swapping, part-time roles, hybrid and remote work (where applicable) and flexible schedules that allow for better work-life balance. Gen-Z is deeply concerned about the purpose in their work. Highlighting sustainability efforts, such as…using eco-friendly materials and implementing energy-efficient processes, can resonate with Gen Z’s values….Investing in career development is proven to work, giving employees the opportunity to learn new skills and grow within the company.
Though it takes time to carefully think through both your hiring goals and your onboarding and retention strategies, doing so increases the likelihood that new recruits will become a boost to your company. When you are prepared to begin recruiting new hires, use tactics that challenge existing perceptions about construction, following these pragmatic pointers from Dickinson:
- Short-form, mobile-friendly video content is the way to go … .Show them what construction really looks like — highlight the purpose-driven work, the camaraderie on the jobsite, the satisfaction of seeing a project come to life.
- Many young people — and their parents — still think construction is only about swinging a hammer….But there are drone pilots, AI specialists, HR pros and digital project designers in the field now. It’s a tech-forward industry with lots of career paths.
- Technology isn’t a ‘nice to have’ anymore. It’s table stakes…Your onboarding, payroll, scheduling and benefits need to be digital and mobile-friendly. If your company doesn’t offer that seamless experience, it could be a dealbreaker.
- Engage the gatekeepers….Use social media, attend career fairs and partner with schools to dispel myths about construction careers and highlight long-term growth potential.
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