Prime construction season is upon us, and while securing contracts for projects may not be difficult, attracting and retaining a strong industrial construction team with diverse skills and experience can be.
The pitfalls of a weak construction team can include winning
less bids, lowered capacity to take on new jobs, and a weakened brand
name/reputation. Additionally, high turnover rates are problematic both in
terms of cost and staff morale.
Learn five ways you can attract and retain a strong construction
team to complete your industrial construction projects with success.
Offer career growth opportunities
One of the
top factors that attracts talented candidates to job positions is opportunities
for career growth. Not only is this an essential factor in attracting good,
skilled talent, but essential to retaining the skilled construction
professionals you already have.
opportunities can include both training for career development as well as
Employees spend about a third of their lives at work, and employees who feel limited at their current job are apt to move onto bigger and brighter things. Recognize your top talent by offering the career growth they crave.
some ways you can foster growth opportunities for your construction team:
training on career-related topics and new technology
for young workers to be mentored by more experienced workers in the
for career-related courses
to join and participate in construction associations
for career advancement and progression – both financially, and in
your team they have long-term career growth opportunities in your company, you
increase your chances of retaining them as experienced construction
Establish brand ambassadors
What’s even better than telling prospective employees that
you’re a great place to work for is showing them.
The best way to show your values live in action is through
brand ambassadors. Brand ambassadors are essentially current employees who embody your culture well and show
enjoyment in their career with your company.
your brand ambassadors to openly talk about the things that make your company
great to work for on social media, profile them in video content for YouTube
and your website, and ask them to be featured in an employee testimonial for your
your team to share photos on social media of your training session, completed
projects (if allowed) and at team functions. If you haven’t already, consider
creating social media channels for your company and even having your own unique
authenticity, a great perk of having brand ambassadors is that it’s free marketing!
Career fairs and tradeshows
come work for your construction company if they don’t know you exist!
media and digital advertising is great, you can’t beat meeting prospective
talent in person at career fairs and tradeshows. This will give you a better
chance to explain your “wow” factor – aka why someone would want to join your
team, in person!
and tradeshows also allow you to read someone’s energy and personality before
choosing to interview them, allowing you to gauge whether or not they would be
a good fit for your team.
young professionals right out of trade school is a great way to attract new
team members while their learned skills and knowledge is still fresh in their
Establish your “wow” factor
Figuring out your values and “wow” factor – what sets you
aside from other companies in the construction industry, is key to how you will
market your open job positions.
For example, do you offer something to your team that your
competitors don’t? Even small perks can go a long way.
What values does your construction team embody that set you
apart? Can potential candidates be guaranteed that they’ll be safe while
working on your jobsite because your company invests in safety training,
software, personal protective wear, and takes safety into account in everything
Review your values and perks from the other side, figure out
what your “wow” factor is, and work on strengthening and marketing it.
Offer great perks and compensation
Offering great perks and compensation is truly a no brainer
to attract the best talent. What can you offer construction professionals that
other companies don’t?
A recent study has shown that young people are looking for
perks, not just compensation when it comes to career hunting.
Examples of perks you can extend to attract and retain your
construction team include:
- Flexible hours
- Paid time off
- Maternity/paternity leave and top-up
- Wellness programs
- Transportation and parking reimbursement
- Sign-on and retention bonuses
- Retirement plans
- Stock options
- Annual or bi-annual bonuses
- Employee Assistance Programs
- Tuition/education reimbursements
You can easily figure out which perks your construction team
would be most interested in by doing an internal employee survey, or market
research to learn what your competitors are offering their team.
At the end of the day, by having great values, which are
demonstrated by your brand ambassadors, having a presence at career
fairs/tradeshows, offering great perks and compensation along with career
growth opportunities is sure to help you attract and retain a strong
Axiom Equipment Group’s team has decades of
combined experience in equipment rental, sales and service. Working with other
internationally accredited organizations, we have the unique ability to provide
on-demand products for sale and rent. With our large fleet of new, reliable,
well-maintained site equipment, we can meet large project demands quickly and
supply quality equipment for smaller projects cost-effectively. At Axiom Equipment Group, we believe in ZERO DOWNTIME so much that we stand behind it
with a unique iron clad promise that combines a
reliable equipment fleet with a rapid response program, around-the-clock
availability, expert service and a financing option to fit every budget. Gain
peace of mind knowing that if your equipment breaks down, we have the inventory
to repair and replace it on the fly!