Construction businesses are in desperate need of upskilling their workforce for a variety of reasons. The construction sector is now experiencing severe labor shortages. The COVID-19 pandemic worsened the labor shortage. According to a study by the Association of General Contractors, the pandemic caused owners to postpone or cancel projects, costing the construction industry more than 975,000 jobs in April (AGC).
Workers have certainly been harmed by the uncertainty about future projects, with many opting to leave construction entirely. However, there are additional causes for the scarcity of trained workers.
Construction businesses may gain an advantage in the impending fight for talent by implementing technology that helps recruitment and upskilling personnel.
Technology for External Recruiting
Top construction recruitment agencies are using technology for external recruitment. Building a deep construction talent pool necessitates a significant amount of external recruitment. Growing businesses must hire to stay afloat, particularly in the construction industry, where more hands equal more work accomplished.
Posting to numerous job boards and on social media platforms, as well as cultivating ties with local schools, community groups, faith-based organizations, and veterans’ organizations, as well as attending job fairs and requesting recommendations, are all examples of external recruitment tactics.
This entire process may be made easier using an applicant tracking system (ATS). An applicant tracking system (ATS) not only interacts with your careers website, but it can also automatically submit job descriptions to numerous job boards and social networking sites, as well as monitor referrals.
An applicant tracking system (ATS) may help screen candidate applications so you receive more than just warm bodies. You are inundated with applications from people who have the potential to be your perfect workers. An applicant tracking system (ATS) allows you to define restrictions for the application process so that only individuals who fulfill the minimum qualifications may apply for a job.
Technology for Upskilling Your Construction Labor Force
Another option for dealing with a decreasing labor pool is to retrain existing employees rather than constantly recruiting and hiring new ones. Employers should consider establishing an internal talent marketplace that offers employees a variety of career options and internal mobility.
As a result, construction firms must be aware of future projects and new skills requirements, as well when developing succession plans for key employees as they retire or transfer into other jobs.
Employees with a solid learning plan have greater levels of competence and work happiness, which boosts retention and corporate loyalty, resulting in higher rates of innovation and satisfaction. However, how that training is delivered is important, particularly for construction workers. According to studies, more employees, particularly those from younger generations, prefer to study on their own time and in their own way.
Practical worksite training with demonstrations, hands-on and on-the-job training, as well as online and virtual-based training, such as that delivered inside a learning management system (LMS), can assist address those gaps. A learning management system (LMS) makes it simple to deliver and track training completions and certificates for compliance, particularly in the area of safety.
At Falisha Manpower we provide training and certification to our candidates. Check training and certification detail here.
It only makes sense to provide both online and hands-on training in the area of safety. Crew members take online seminars, before heading out to the job site for hands-on training with the site superintendent or supervisor foreman. In addition to online classes, one-on-one training ensures that staff receives the proper instruction, which may make the difference between a safe job site and one plagued by accidents.
Benefits of Online Training
Using a learning management system (LMS) for online training has several advantages for both the individual and the company. For starters, they both have considerable control over the learning process. Employers can assign courses to employees, and employees have the freedom to complete training when it is convenient for them. Even if there are multiple starts and stops due to disruptions, the online process will not be disrupted, and employees will be able to finish when they have the time.
As previously said, online learning keeps track of all completions, allowing you to keep track of who has finished needed training, such as obtaining OSHA certifications. Employers might not only compel employees to attend necessary courses, but they can also elect to take extra courses. Employees who are in charge of their own development are more likely to be proactive in their career advancement.
For a long time, there has been a talent deficit. To be competitive, construction businesses must use all of their available resources to acquire and retain enough workers.
Ways to Upskill Your Construction Workforce
We have listed down few ways to Upskill the construction industry workforce.
Everything revolves around connections.
Are you already stressed out about how to upskill your employees? It’s not as difficult as it appears! Often, your coworkers will state aspirations that you can confirm or use your professional network to validate. When it comes to assisting your workers to achieve, go out to your contacts for suggestions. Perhaps you have a contact in a comparable sector who can offer you an internship, or perhaps a prior supervisor can assist you in setting up a training program. Maintain contact with your professional network, particularly on LinkedIn and other social media platforms, to ensure that you are constantly up to date.
An Educational Culture
You should go above and above to foster progress. If you come across any relevant pieces of training, webinars, or conferences, be sure to tell your staff. Consider sending a monthly professional development email to your staff to keep it front of mind. If you can afford it, invest in your employees’ education and certification so they know you respect their work.
Cultivate Long-Term Thinking
Take some time to discuss your workers’ future career aspirations with them. If you don’t have time to meet with each employee individually, make time to talk with them on the job. You may find out whether they have any opportunities for advancement inside your company, or you can assist them in developing their professional objectives if they haven’t yet. As a manager, you want to match excellent employees with fantastic roles, so look for ways to promote growth in this area.
Use Your Team
Installing a mentorship program is a wonderful approach to help your workers advance their careers. Senior and junior workers might be partnered up to figure out what skills and shortcomings they should concentrate on for their next step. This is also an excellent technique for fostering general workplace collaboration.