In addition to grooming a new generation of workers, Wagner says veterans are also a source of quality workers. “Construction organizations should also make an effort to recruit veterans. Offering training to veterans is a great way to fill the talent pipelines as vets often come with a sense of mission and have proven their value to the industry.”

More than recruiting, construction companies should create a culture that attracts workers. In general, talent recruitment and retention have become essential to successful businesses, and other industries have adapted to the needs of young professionals. The construction industry should be no different. “Construction organizations should strive to be an employer of choice,” says Wagner. “A healthy work culture and flexible work arrangements incentivizes good employees. Construction companies can also increase retention by developing creative compensation programs that also include retirement benefits. Construction companies should continually train and promote their own workforce. One way to do this is establish a specific budget for training and recognize high potential employees. Executive training should also be part of the equation.”

Creating an attractive workplace also includes employee safety. “Construction companies need to understand that their reputation as a safe place to work is also critical,” adds Wagner. “Companies should not stray from their company values and safety protocols simply to hire more employees.”

The good news is that many companies are adopting these policies to grow the workforce. Successful companies in particular understand the need to adopt serious talent recruitment strategies. “What separates construction companies is that the best know that addressing the labor issues is their number one priority,” says Wagner. “These companies recognize that they will always be able to get work but not workers.”