How Full-Time Hiring and Retention Strategies Can Address the Industry’s Labor Shortage Crisis
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The spring construction season this year may experience a shift in the way companies recruit new employees. Although initial data in January suggested a decrease in construction job demand, the number of open positions that contractors sought to fill increased again in February, as reported by the Associated Builders and Contractors.
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Contrary to earlier expectations, the construction industry continues to face labor shortages. This resurgence in hiring is a positive sign amidst challenges such as high interest rates, concerns of a recession, and slow progress in the country’s infrastructure rebuilding efforts.
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However, there is a shortage of available workers to fill the available positions. Many firms choose not to bid on certain projects due to a lack of staff to complete the work, as indicated by the Associated General Contractors of America.
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This sentiment is echoed by contractors who report a healthy volume of projects, but not enough personnel to carry them out. In particular, North Texas has been cited as an area with high activity levels but a visible shortage of experienced labor. Seasoned tradesworkers with five or more years of experience are becoming increasingly scarce, and as the most experienced field workers retire, there is a shortage of new talent to replace them.
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Addressing this issue calls for a significant shift in how the industry identifies, recruits, and retains skilled workers. One emerging trend is the growing preference for full-time, year-round positions rather than seasonal or project-based work. This change in workforce expectations is leading some industry experts to predict that major players will soon begin hiring more full-time tradesworkers.
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Taking control of one’s own workforce by hiring full-time tradesworkers, as opposed to relying on subcontracting, is seen as a potential solution to the ongoing labor shortage in the construction industry.
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