By Charles W. Coker, PhD, SPHR
LifeThrive
There is obviously a great diversity of the types of jobs in today’s building industry.
However, when most people hire on to most jobs in our industry, often they see it as a temporary role.
They do not usually think about choosing a career path that best utilizes their skills and satisfies their ambitions. They do not normally think about landing that dream job, much less seeing a temporary role as one that will build or develop a career.
Yet that opportunity exists within your company — you just need to help them see that your organization can provide them with long-term opportunity.
Construction is one of those rare careers that rewards the effort the person invests.
You need to help them see that if they are reliable, dependable and willing to take on physical work, laborer positions, including framing, bricklaying and scaffolding, will be available without extensive training requirements.
The potential to advance these jobs into careers may be limited, but they need to know their commitment could impress you enough to offer an apprenticeship in a trade, such as carpentry or plumbing.
Like any career, you need to illustrate how their progress from an entry-level job will provide them with an opportunity to take advantage of not just this job but many in the future.
While many positions within the construction industry require some sort of training, help each person –– based on their behaviors and values –– how to identify which course of study or apprenticeship will be most appropriate to the demands of your specialty.
When was the last time you offered someone an apprenticeship with you?
While they might not see it as full-time education, you can help them see that in one to four years they can actually be training others.
While NEFBA does a good job with its educational learning system, you should consider advertising for apprentices to work alongside yourself and other experienced professionals so they can earn money as they train.
Specify in your ads that your apprenticeship opportunity is structured and designed to deliver specific training and hands-on experience.
NEFBA is very active with institutions like the University of North Florida to work cooperatively with you for academic degrees that take three to four years and require a significant commitment.
A degree may not be necessary for your particular specialty or vocation, but they need to know the option is available through NEFBA, provided they serve a good internship with you.
Graduate vacancies are competitive but for fields such as architecture, surveying or structural engineering, university degrees are a necessity.
If you don’t tell your applicants they can become a professional in the construction industry, you may have discovered why it is so hard to find good employees.
The University of Continuing Education says personal development is the No. 1 desire of employees under 40 today. Help them identify that they don’t have to have a temporary position — you can help them make it a fulfilling career.
Employees in the construction industry, like all other industries, don’t ever really stop learning.
As new equipment and materials are introduced, new accreditations and skills must also develop. Be aware of these developments and understand the trends of your trade’s needs.
These essential skills can provide you the opportunity to position yourself as an “employer of choice.” Differentiate yourself by showing those “temporaries” that there is a future with your company.
You can contact Charles W. Coker at [email protected].