Skilled labor is scarce. Here are practical strategies to keep jobs staffed.
In this article
The challenge
Skilled trades are aging, and fewer young people enter construction. Contractors compete for the same workers. Companies that plan for this keep jobs moving.
Recruit broadly
Trade schools, veterans, career changers and referrals.
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Train your own
Apprenticeships and mentors build skills.
Retention
Fair pay, steady work and respect keep people.
Benefits
Health insurance and retirement plans attract workers.
Prefabrication
Shop work reduces field labor needs.
Productivity
Better planning and tools do more with fewer hands.
Realistic schedules
Bid schedules you can staff.
Subcontracting
Build a reliable sub bench.
An example
A framing contractor started an apprenticeship and a referral bonus. Within two years, most new hires came from referrals and trained apprentices.
Where to start
Track why people leave and fix the top reason this quarter.
Common mistakes
Only competing on pay, no training path and overcommitting schedules.
Know your numbers
Track open positions, time to hire and 90-day retention.
A toolbox for the office
A referral bonus program and a written training path for helpers are low-cost tools that improve all three numbers.
Run tighter jobs and win the right ones.
We help construction companies build the systems, online presence and client relationships that bring better projects.
Frequently asked questions
How can contractors cope with labor shortages?
By recruiting from new sources, training their own workers, improving retention, using prefabrication and planning schedules realistically.