Preparing for Construction Worker Shortages in 2024

The construction industry has faced severe worker shortages for a number of years, and it is predicted to continue in the year ahead. It is estimated that the construction industry will need to hire 546,000 new workers in 2024 to meet increasing demands for labor, exacerbated by an aging workforce and large-scale projects.

Of particular concern are shortages of construction professionals, such as field engineers, superintendents, project managers, safety and quality managers, architects and engineers. Attracting and retaining qualified employees has been difficult, made worse by the fact that 40 percent of experienced, older workers will be retiring by 2031, according to the National Center for Construction Education and Research. How construction managers deal with the challenge of a shrinking workforce could determine the success or failure of construction companies in 2024 and in the years ahead.

Recruiting and Maintaining a Younger Workforce

The construction industry has had a difficult time attracting younger workers who could fill the need for more employees to tackle mega projects taking place across the country and to fill the void left by those retiring. Competition from other industries offering more attractive benefits, such as remote or hybrid positions, higher salaries and flexible hours, has only added to the shortages. Plus, younger employees view construction as a low-skill and lower-paying profession that involves exposure to outside environmental elements and physically demanding labor. Changing this perception is imperative and it will involve construction managers and executives taking vital steps in order to change outdated perceptions about the industry.

One step that construction managers and executives can take is to promote the construction industry as one where advancement is possible, often without a four-year degree and the college debt that can ensue from that. Construction should be presented to young people as a field that recognizes a wide variety of skills beyond the grind of the hard hat, where there are real opportunities to climb the ladder, and where pay is often higher than in other industries. In addition, there are real career choices in the field – whether a worker wants a physical job or one that requires more advanced skill sets.

Educating young people at job fairs and trade shows or in presentations given at high schools are avenues that can demonstrate the opportunities in the field. The fact that many positions in construction don’t require young people to invest time in college or being saddled with college loans might also be attractive points.

Construction Ambassadors

The general public often lacks awareness about the numerous career opportunities that construction offers. This means that the field needs to up its visibility and create excitement about the wide range of positions available beyond the image of the white male hardhat. Construction professionals can do this by becoming ambassadors for the industry at job fairs and trade shows. In addition, construction executives should reach out to high school and college guidance counselors as well as employment agencies, and host on-site visits for the public that can showcase the many types of construction positions.

In addition, the construction industry must change its image as a field that attracts macho, sexist males. This starts by establishing and enforcing policies that tackle discrimination, sexist behavior, and other discriminatory cultures. In addition, construction executives can take advantage of a changing and more diverse workforce in order to boost a depleted employee pool. Women, minorities and military veterans continue to be underrepresented in the field, so the industry needs to create an environment that is inclusive, equal and diverse and presented as such.

Prioritizing Applicants

Often when construction positions need to be filled, the hiring process can become a frenzied procedure. However, rather than merely filling positions with bodies, the focus should be on hiring the right fit for each job. In the interview process, candidates need to have a thorough understanding of the type of work that’s involved, as well as the working conditions and the company’s values and culture. Focusing on quality employees over quantity will save time and hiring expenses in the long run.

It is also important for construction companies to offer professional development to both new candidates and current employees. This means being willing to invest in training via apprenticeship programs, formal educational opportunities, and on-the-job training, and by paying for classes. Providing professional development can attract potential workers, particularly younger employees who could make construction their career choice.

Educating the Public on Construction Careers

The construction industry’s wide range of career opportunities are often not on the radar of those seeking jobs. The perception of the construction worker as someone who wears a hard hat and performs physical labor is a limited one and doesn’t take into account the diverse prospects that are also available. These positions include architects, engineers, carpenters, masons, and senior project managers. Some positions require college degrees while others do not, but most offer competitive wages, starting at $60,000.

When promoting the variety of construction job opportunities available, the message should be clear: construction workers tend to earn a livable wage, enjoy job security, are part of a connected team, and actively make a difference in people’s lives. If potential employees believe that a company is willing to set them up for success, they will be more open to making construction their lifelong career. Investing in potential and current workers is an investment in the future of construction.

Imburgia Consulting, LLC is dedicated to raising awareness about the ongoing and future employee shortages in construction by detailing the positive aspects of making construction a career choice to high school students, industry organizations and private employers and via trade shows and job fairs. Contact us at 713-829-4044 for help in filling needed positions on your next construction project.