Attract, Hire and Retain Skilled Talent Cranes, forklifts and cement mixers are a harbinger of economic growth. By these indicators and others, the construction industry is booming.

1. Construction
Hiring Outlook
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2. Construction Hiring Outlook
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Cranes, forklifts and cement mixers are a
harbinger of economic growth. By these
indicators and others, the construction
industry is booming.
In fact, the American Institute of Architects’
semi-annual survey of leading construction
forecasters projects 2016 construction
spending to increase by 8.2%.
The U.S. Commerce Department agrees.
During the fourth quarter of 2015 construction
spending reached its highest level since 2008,
with spending growing to $1.09 trillion.
Such growth poses a recruitment challenge for
the construction industry. The time is now to
address these talent shortages.
This Construction Hiring Outlook will help
your efforts to attract, recruit and retain the
talent you need to construct the next wave of
construction growth.
Contents
Rebuilding a Construction Workforce. . . . . . . . . . . . 2
Jobs that Are in High Demand . . . . . . . . . . . . . . . . . . 3
How to Fill the Skills Gap. . . . . . . . . . . . . . . . . . . . . . . 6
Company Profile: K&K IronWorks Company. . . . . . . 8
Training, Mentoring and Apprenticeships. . . . . . . . . 9
Company Profile: TMG Construction Company. . . 11
A Construction Heat Map. . . . . . . . . . . . . . . . . . . . . . 12
Monster Resource Center . . . . . . . . . . . . . . . . . . . . . 14

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Rebuilding a Construction Workforce
The improving economy opens up ample opportunities for new construction projects, yet finding workers
to staff those projects isn’t easy. “Now that the economy is on the upswing, there is a major shortage of
workers across the board,” said Eileen von Husen, safety coordinator with Chicago-based K & K IronWorks,
a structural steel fabricator and erector.
This challenge is echoed across the industry. According to the latest survey by the Associated General
Contractors of America (AGC), 86% of U.S. construction companies are having difficulty hiring skilled
workers, affecting both union and open-shop firms.
What explains this labor deficit? The construction industry was decimated during the last recession.
The industry lost 2.3 million workers between 2006 and 2011, according to the Labor Department.
The massive exodus might suggest that there are skilled workers aplenty on the sidelines. Unfortunately
for construction firms, this isn’t the case. A vast number of displaced workers headed for the hills and
haven’t returned.
“During the downturn, a lot of experienced construction workers got jobs in other industries,” said Brian
Turmail, executive director of public affairs at Associated General Contractors of America (AGC). Turmail
notes that construction was one of the first industries to lay workers off, and also late to the rehiring game.
Older workers simply decided to exit the workforce altogether. “A lot of Baby Boomers said, ‘I’m hanging up
the tool belt and going fishing.’”
Increasingly restrictive immigration policies and better opportunities in Mexico and Central America due
to nearshoring have also drained the labor pool. The number of Mexican-born construction workers has
dropped by 570,000, according to data from the U.S. Commerce Department, data that was analyzed by
John Burns Real Estate Consulting. As Bob Davis, Wall Street Journal senior editor, told Tom Ashbrook
of On Point radio: “Immigrants are not coming back. As a result there’s
a labor shortage in the construction field.” The shortage of
manual labor drives up costs and slows down projects.
Learn how your construction company can
address the demand for construction talent
and skills in the pages ahead.

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Jobs that Are in High Demand
Through interviews with builders, technical recruiters specializing in construction placements and industry
research, we’ve identified five of the most in-demand jobs in the sector:
CARPENTER
Function: The carpenter is responsible for cutting, shaping and installing building materials.
Skill Set: A carpenter must be able to work with various tools and machines, including hand and power
tools. He or she needs strong math skills to measure materials and have an ability to read blueprints to
determine layout. Carpenters must be attentive to detail, able to work precisely and have steady hands,
strength and stamina.
Why They’re in Demand: Apprenticeship programs have shrunk by nearly half since 2003. Many skilled
workers left construction for other fields and haven’t returned, leaving a shortage of skilled carpenters to
staff an ever-growing number of projects.
Where to Find Them: Consider looking in underutilized talent pools, such as veterans. Hiring Our Heroes,
an affiliate of the U.S. Chamber of Commerce, offers job fairs, job listings, a resume bank and free
webinars for employers. Veterans are often well-suited to
construction environments, noted Brian Turmail of AGC.
“They are accustomed to being part of a team.
They show up on time. They can pass a drug
test. They’re not afraid to work outside.”

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PROJECT MANAGER
Function: The project manager plans, manages, tracks and closes out projects. This individual is
responsible for leading negotiations, developing bid proposals and establishing project organization and
staffing. They must also provide leadership to the project team, in addition to
maximizing profitability and developing new business.
Skill Set: Must be able to organize schedules; manage materials
and equipment, assess risk, lead negotiations and communicate
effectively with project teams, upper management and customers.
Why They’re in Demand: Many project managers lost jobs in the
early part of the recession and sought out opportunities in other
fields. In addition, vocational education and training programs
have shrunk over the past decade, leading to a shortage of
skilled workers.
Where to Find Them: Consider recruiting project managers from
other fields, such as IT or consulting, who are often willing to receive
further construction training. Look for someone who is able to manage high
levels of stress, learns quickly, has strong relationship and communication skills and is
able to make decisions quickly and logically.
SCHEDULER/PROJECT CONTROLS
Function: The scheduler is responsible for developing, preparing and maintaining an accurate,
computerized schedule based on engineering plans and specifications.
Skill Set: This role requires a high level of IT competency which unfortunately can be rare in the
construction industry. Schedulers must understand engineering and architectural plans and the range of
approved methods, materials and devices used in construction.
Why They’re in Demand: Schedulers are critical to project success; an accurate schedule is fundamental to
a well-managed project. This role is in short supply due to a lack of training and empty recruitment pipeline.
Where to Find Them: The best candidates will have knowledge of construction administration,
management and production, along with an IT background that features advanced knowledge of scheduling
software. Your best bet may be to look for someone with IT skills and teach them the industry.

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PLUMBER / PIPEFITTER
Function: These skilled trade professionals install and repair pipes that carry liquids or gases to, from, and
within businesses, homes, factories and other places with pipes or septic systems.
Skill Set: This role demands a combination of mechanical skills — using
tools to assemble and repair pipe systems — along with the physical
strength to lift and move heavy pipes. The role requires the ability to
troubleshoot systems to find, diagnose and repair problems.
Why They’re in Demand: The construction boom, along with a large
number of retiring workers, as well as a decline in apprenticeships,
has left a gaping recruitment hole.
Where to Find Them: Those workers who were laid off from the oil
and gas industry due to depressed oil prices may be ripe to consider
construction jobs in the short run. A long-term talent fix will require an
investment in candidates through internships or apprenticeships.
CONSTRUCTION LABORER
Function: Laborers perform tasks involving physical labor at construction sites, including the use of hand
and power tools such as air hammers, earth tampers, cement mixers, mechanical hoists, surveying and
measuring equipment, etc.
Skill Set: This person must be able to perform strenuous physical labor and must have good manual
dexterity, coordination and stamina in order to perform required duties.
Why They’re in Demand: The tightening of immigration laws, in concert with better opportunities in their
home countries, has diminished the immigrant labor pool considerably, at a time when demand is surging.
Where to Find Them: In rural areas, consider recruiting agricultural workers to perform basic construction
roles. But don’t expect to attract the attention of these workers online as this group tends not to be
computer savvy.
“There is a knowledge gap between companies and employees seeking work and it lies with being able to
use a computer effectively to apply for jobs,” said Adam Capps, Commercial Department Manager, with
UB Commercial, an Ohio-based commercial roofing company.

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How to Fill the Skills Gap
Filling the construction skills gap requires a multi-pronged approach. Start by promoting the construction
industry as a solid career choice to young people. Next, build new skills from the ground up in partnership
with community colleges and vocational programs. Finally, take time to develop compelling construction
career paths for young workers that span from recruitment to retirement.
Successfully Recruiting New Candidates
Bringing young people into the field is imperative, given the looming retirements of a many skilled workers.
According to the Center for Construction Research and Training, one quarter of commercial and residential
construction workers will be 55 or older by 2020, an increase of nearly 30 percent. There is a pressing need
to transfer important skills from an aging workforce to the next generation.
Attracting young people requires overcoming a long-term image problem, said said AGC's Brian Turmail.
“For 30 years, we have culturally and institutionally been sending a message that construction is a career
of last resort.”
To address this issue, many AGC member firms are making investments in recruitment campaigns in
partnership with their states, such as Go Build Alabama, Go Build Tennessee, Go Build Georgia, Build
Wisconsin and Build Colorado. These sites aim to get the word out about the industry to a young audience
who don’t necessarily know about the long-term career opportunities in construction. Organizations such
as YouthBuild and Go Green Initiative aim to create a workforce of eco-conscious young professionals.

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Align your Employer Branding with Millennial Values
It isn’t enough to support statewide industry campaigns. Your own employer branding is also critical,
especially when it comes to recruiting Millennials.
Bob Hadick, president of Ohio recruiting firm Russ, Hadick and Associates,
says Millennials will choose a role at a particular company based on
cultural fit alone. “Millennials look for companies that offer selling
points like flexibility,” said Hadick. Others aim to appeal to Millennials
by highlighting their green building practices.
"Keep in mind that many Millennials would rather work in a small
company than a big one," says Cathy Taylor, a recruitment marketing
consultant in Aurora, Illinois. "Even in your job descriptions, use
phrases like, 'We offer a learning environment where you collaborate
with a team, where you will be recognized for the work you do.’"
Taylor issues this reminder about where Millennials came from: the millions of
workers who hail from previous generations. "We Boomers and Gen Xers have inherited in the workplace
the children we only recently finished bringing up," says Taylor. "It's just that they’ve always had someone
who was encouraging them, so they expect that."
Remember that an inspired company motivates employees – both young and old – by recognizing the
power of praise and incorporates praise into the workplace
Highlight your Employer Brand
Your employer brand reflects your company’s commitment to its employees. It’s also what differentiates
your company from everyone else. Take some time to think about what makes your organization’s work
culture unique; the key is to then incorporate these features into your hiring process.
If your company culture offers workplace flexibility, then highlight this feature when interviewing candidates.
One way to do so is by asking candidates when they are most productive. This will allow you to promote
your flexible work hours. You’ll also be able to determine if the candidate’s internal clock matches your
company’s time clock.
An added plus: many white-collar workers find that construction hours align well with their family-oriented
lifestyle. Learn more in the K&K IronWorks company profile on the next page.

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COMPANY PROFILE
K&K IronWorks Company
K&K IronWorks is a family-friendly business. And for recruitment,
that orientation pays off in more ways than one.
When Eileen von Husen sought a career change from IT project management a few years back, she chose to move
to construction. Today, von Husen is a safety coordinator at K&K IronWorks, a structural steel fabricator and install-
er in McCook, IL. She made the move in part because the hours could align with her responsibilities as a parent of
young children. “In construction, I work 6:30 am to 3:30 pm,” von Husen says. Thus a recruitment strategy is born:
Entice talented professionals who seek a school-hours position with the promise of traditional hardhat hours, which
are often similar.
Before being recruited by K&K – first as a project manager, since those skills are so transferrable – von Husen
prepped herself by taking community college courses in construction project management and industry-standard
software. “Even though I had no experience in construction, K&K took me because they thought I would learn fast
and work hard,” says von Husen. And since she was hired, the Chicago-area employer has paid for van Husen’s
certification coursework in key safety areas such as OSHA compliance, erector hazards and fall safety. K&K’s
investment in its employees is both a lure to candidates and a retention tool for employees seeking advancement.
K&K also offers extensive on-the-job training and cross-training – often provided by men about twice von Husen’s
size. “The guys around me have taken so much time to help me learn,” she says. “A lot of these guys have been out
here for 30 years and some work in father-son teams.” That’s a multigenerational workforce in a more traditional
sense – and it’s a boon to K&K’s talent strategy in two ways: enticing young people to join the firm and giving their
fathers (and, perhaps, their mothers) another reason to stay.
Many of K&K’s entry-level hires learn through apprenticeship. In a world where so many employers expect
inexperienced young people to somehow hit the ground running with very little training, a year-long period of paid in-
the-trenches (or on-the-I-beam) learning can be a great way to attract that next generation of workers.

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Training, Mentoring and Apprenticeships
Over the last 30 years, U.S. education policy has emphasized four-year college as the goal for every student.
Unfortunately, this has shunted students and funding away from what used to be a robust technical and
vocational education system.
Fortunately, this trend is beginning to change as employers, local workforce development organizations,
vocational programs and community colleges work together to make career and technical education
a priority in high schools across the country.
As more construction companies get involved with vocation programs and local workforce organizations,
the more likely it is these programs will produce the skills and talent they need.
According to John Boyd, principal at the Boyd Company, an independent corporate site selection firm,
a major focus for technical and vocational schools is enriching labor markets around the nation.
Boyd notes that “skill sets like computerized energy systems, designing and implementing curtain walls,
logistics mapping to import raw materials to the site as quickly and efficiently as possible and other high
tech skills related to LEED-friendly building” are helping train future workers.
Many construction firms feed their talent pipeline through internship or co-operative degree programs, in
partnership with local vocational programs. These initiatives enable employers to assess the candidate’s
skills and fit while tailoring the intern's training to the construction firm's specific needs.

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The Growth of Apprenticeships
Some companies turn to apprenticeship programs to fill talent gaps in skilled trades, often in partnership
with other companies and industry partners, to better afford these highly resource-intensive programs.
Fortunately, apprenticeships are starting to regain some ground. In 2014, President Obama awarded
$175 million in grants to 46 apprenticeship programs, intended to provide training opportunities for
34,000 new apprentices over the next five years, and to expand apprenticeship opportunities.
Providing a Path for Continued Success
A common concern among construction companies is that they will invest heavily in training an apprentice,
only to have that skilled worker get poached by another company for a slightly higher wage. One way to
combat this is to ensure that workers have a clear path of professional development and promotion that
will keep talent motivated and engaged.
This is important for all employees — not just those in whom you’ve invested. Focus on offering workers
career pathways, not just skills that prepare them for the initial job you’re trying to fill. These efforts involve
formal training, knowledge sharing, cross-training on relevant skills, ongoing performance support and
coaching. These offerings will prepare high performers for leadership opportunities, another plus for long-
term staffing.

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COMPANY PROFILE
TMG Construction Company
Recruitment is a key function at TMG Construction Corp., a 70-employee commercial and civil design-
build firm in Purcellville, Va. TMG has a small workforce but requires very diverse skill sets, from carpentry
to engineering to accounting. For some roles, the company relies on conventional recruitment. “We find
project managers, superintendent and construction engineers through employee referral, job boards and
word of mouth,” says Richard Wilson, director of human resources.
Occasionally, a requisition requires TMG to go further afield. “We connect with professional associations to
recruit for openings like proposal manager and construction engineer, which are harder to find. Sometimes
we’ll post jobs on college sites or do campus job fairs.”
Construction does not traditionally field a diverse workforce. But with a woman founder, TMG does better
than average. CEO Tanya Matthews is heavily involved with the American Institute of Constructors
professional association and meets with many other groups in the industry and beyond. “She also
interviews everyone we hire,” increasing her visibility in applicant pools, says Wilson. “We find that college
campuses are a great way to find candidates who are members of minority groups.”
TMG also turns inward to train new hires to groom promising employees for advancement. “When you’re
a small company, you do a lot of on-the-job training,” says Wilson. This can take the form of informal
apprenticeships and cross-training, where the cost is measured in terms of employees’ time rather than
out-of-pocket.
“We match new hires up with experienced workers for mentoring,” says Wilson. “Construction
superintendents love showing kids coming out of school how it’s done. And the kids know technology,
so they learn from each other.” Mentoring turns out to be a great way of increasing job satisfaction for
older workers and that boosts their retention.
TMG also offers tuition reimbursement and has put many employees through outside certification courses
for safety and quality control.

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A Construction Heat Map
Here are a number of states where construction is booming and construction skills are in greatest demand.
CALIFORNIA
WHY? California saw a construction boom in 2015, adding 48,900 construction jobs between July 2014
and July 2015, particularly in Anaheim/Santa Ana/Irvine, Riverside/San Bernardino/Ontario and Los
Angeles/Long Beach/Glendale, as reported by the AGC. A 2016 Construction Outlook Survey conducted by
AGC found that 74% of employers expect to increase their staff in 2016.
WASHINGTON
WHY? Washington added 15,300 new construction jobs, mostly in the Seattle area, between July 2014 and
July 2015, according to the AGC. ACG’s 2016 Construction Outlook Survey found that 65% of employers
expect to increase their staff in 2016.

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TEXAS
WHY? Texas added 14,400 jobs last year, according to the AGC. Houston’s construction boom may be
slowing slightly due to tumbling oil prices but Dallas and Austin continue to show growth. ACG’s 2016
Construction Outlook Survey found that 69% of Lone Star employers expect to increase their staff in 2016.
FLORIDA
WHY? The AGC reported that Florida added 29,300 construction jobs between November 2014 and
November 2015. AGC’s 2016 survey found that 71% of employers expect to increase their staff in 2016.
GEORGIA
WHY? Georgia’s construction sector had the second-lowest jobless rate in the U.S. in December 2015,
according to Associated Builders and Contractors, Inc. AGC’s 2016 survey found that 76% of employers
expect to increase their staff in 2016.
NEW YORK
WHY? Building permits increased 156% over fiscal year 2014, up 749% from 2010, according to an analysis
of U.S. Census data by the New York Building Congress. AGC’s 2016 Construction Outlook Survey found
70% of employers expect to increase their staff in 2016.
MICHIGAN
WHY? Western Michigan has become one of the fastest growing markets for construction jobs in the
United States. ACG’s 2016 Construction Outlook Survey found that a 78% of Michigan construction firms
expect to increase their staff in 2016.

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