Construction Law

5 Recruiting Trends for 2020

Contractors have a lot to look forward to in 2020. The industry will likely continue to experience steady growth, so much so that many construction companies will need to expand to keep up with rising demand. As Fox Business reports, over 50 percent of construction companies are expecting to expand by as much as 10 percent, while close to 20 percent expect to increase headcount by as much as 25 percent. “Yet, 81 percent of respondents said they are having a hard time filling salaried and hourly craft positions … More than 65 percent expect it will be equally as hard – or potentially even more difficult – to find workers in 2020.”

If you’re reading this, there’s a good chance that you’ll be expanding your workforce in the coming year. But like others within the industry, you’re going to have trouble attracting skilled workers, especially millennials and members of Gen Z. Below, a Naples construction lawyer at Cotney Attorneys & Consultants discusses five recruiting trends to help you meet demand in 2020.

1. Cast a Wide Net

Millennials killed print media; you’re not going to attract young workers with an ad in the local newspaper. In order to get the message to them, you’ll have to take your initiative online. Online classified pages, employment websites, and social media are where you should focus your advertising efforts. Don’t be afraid to reach out to local high schools and universities — the perfect employee might just be waiting to hear about the right opportunity.

2. Consider AI for Recruiting

If you’ve spent any time reading our articles, you know how much we love talking about technology. AI (artificial intelligence) for recruiting is here to make your life easier. This emerging technology looks at a wide talent pool to accurately and efficiently identify potential candidates. No longer will you need to sift through hundreds of resumes. AI-powered recruiting platforms can even operate as chatbots — engaging with applicants by answering questions and keeping them updated on the hiring process.

3. Appeal to Gen Z

61 million members of Generation Z are poised to radically change the U.S. workforce. Despite popular belief, members of Gen Z want to work hard, learn valuable skills, and attain financial security, but like the generation before them, they have their own priorities. Perhaps even more so than millenials, members of Gen Z want rewarding day-to-day experiences — a fun place to work, paid time off, and a flexible schedule. If you want to tap into this growing population of workers, you’ll have to appeal to their sensibilities, and there’s no reason you can’t do just that.

Present attractive work conditions. Tell them about opportunities for advancement and the benefits offered by your company. Talk about the flexible jobs at your company, whether they be full-time, part-time, or freelance. Be upfront about the impressive annual pay offered to those who become a part of the industry. But don’t forget, while many members of Gen Z are over the age of 18, most aren’t. Always take care when employing underage workers, and for any questions regarding federal child labor laws, consult one of our Naples construction attorneys.

4. Look for Transferable Skills

When the Great Recession hit, many of the industry’s most experienced workers left for other industries in the pursuit of a more stable career. With the sector experiencing steady growth, it’s only fitting that construction companies now turn to other industries for skilled labor. Instead of looking at previous work experience, focus on transferable skills. Skills like materials management, project cost management, and transportation and logistics management are not exclusive to the construction industry. By expanding your horizons, you may find the workers you’ve been looking for.

5. Push for a Collaborative Hiring Process

It is often said that construction is a collaborative effort, and the same goes for recruitment. Collaborative hiring focuses on involving other members of your team in the hiring process, not just a hiring manager. By involving more people in the hiring process, not only are you getting a better idea of how a candidate will fit in with your company, but you are also reminding your current team members that they are valued — that their voices matters. You are also opening up the door to employee referrals that can lead to great talent and saved time during the hiring process. And you never know, some of your employees may step up to the plate and pursue the position themselves — initiative that should be commended even when you have to reluctantly turn them down.

We hope that, with these trends, your company will overcome the industry’s labor shortage and make 2020 a year to remember. At Cotney Attorneys & Consultants, our team is dedicated to representing the construction industry and ensuring that the professionals in it have every tool they need to prosper. If you’re in search of a legal partner that can protect your company in 2020 and beyond, ring in the new year by partnering with an affordable, on-demand Naples contractor lawyers from Cotney Attorneys & Consultants.

If you would like to speak with a Naples contractor attorney, please contact us today.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.