The government’s Infrastructure Investment and Jobs Act promises to be a boon for the construction industry. With a focus on ‘building back better’, lucrative contracts are up for grabs.

Firms that can deliver high-quality results in building bridges, railroads, pipelines, and other critical public infrastructure have significant scope to increase revenues over the next decade.

However, the shortage of skilled workers presents construction firms with a recruitment drive challenge.

The Bureau of Labor & Statistics anticipates job prospects in the construction industry to grow by 7% between 2022 and 2030. It is expected the construction industry will create between 300,000 and 600,000 jobs.

With such a high demand for experienced workers with the relevant skills, contractors do not have the luxury of time to build a workforce that is capable of fulfilling contracts and delivering high-quality results on time.

Is your company ready to hire? What is your staffing strategy and how do you intend to attract top talent?

How long does the recruitment process take?

The average time to recruit workers in the construction industry is 12.7 days. This includes identifying the skills and personality traits you want from an employee, attracting candidates with the right profile, screening resumes, shortlisting, interviewing, selecting, hiring, and onboarding employees.

Companies that need to build a sizeable workforce that is capable of fulfilling a contract will clearly have time restraints. So bear this in mind. The US Department of Labor calculates the cost of a bad hire is around 30% of the employee’s annual salary.

Create a compelling job post

The content you place in your job posting should ideally attract the top talent and candidates that are most appropriate for the role. You will not be served by sending out a blanket job posting in the hope of filling your quota of staff – even for basic laboring positions.

A job listing should target the candidates you need to fulfill the role. Take into consideration all aspects of the job including salary, benefits, and perks. Knowing your audience plays a key role.

We have discussed the varied preferences of multi-generational employees in this article, and you can find more information about how to craft a compelling job post in this article.

These are important considerations when targeting the right candidates so don’t overlook them and don’t underestimate what today’s workers are looking for in a job. In a saturated job market, employees have multiple options to pick and choose which companies they want to work for.

Introduce a diversity and inclusion program

Studies have found that companies with diversity and inclusion programs see 19% higher revenues due to innovation. A diverse workforce has superior reasoning skills, better dynamics for a problem-solving, broader range of views and knowledge which enables management teams to reach better solutions faster.

Recruiting candidates from underrepresented minorities will enable contractors to build a workforce quicker than they might pursue traditional channels.

Why work with Cruitfly?

Our team of experienced recruiters has years of experience in sourcing workers in the construction company. Not only do we have a ready-made pool of candidates to pick from on-demand, but we also have the know-how and the tools to recruit top talent nationwide.

It’s a critical time for construction companies to fill job roles and build a reliable workforce quickly. Our staffing services are invaluable. If you have a job opening you need to fill quickly, contact us today and request an employee.