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also become less active in promoting, structuring and governing working outdoors. Develop apprentice programs to let them try
apprentice programs. The combination of these factors has their hand at various skills.
resulted in insufficient numbers of young people entering the 3. Employ retired baby boomers. Baby boomers who did not
trades. At the same time, increasing numbers of baby boomers work in the construction industry may not necessarily be certi-
are exiting the work force, leaving large skills gaps. fied electricians or plumbers, but many in that generation are
Some construction companies resort to hiring unskilled and accustomed to fixing things around the house. They know much
semi-skilled undocumented workers to supplement the few about tools, have a great work ethic and can make an excellent
skilled resources they have. But now, semi-skilled and easily trainable additions to a
Arizona has implemented legislation to work crew. They can be recruited through veter-
crack down on illegal immigration and SLOW TIMES ARE AN ans’ organizations, service clubs,
more than a dozen other states are fol- OPPORTUNITY TO church groups, AARP, communi-
lowing suit. That dries up another source GET AGGRESSIVE ty senior services, retired execu-
of labor for those who are not willing to tive organizations and the like. Give
risk heavy fines. ABOUT INCREASING presentations and also provide opportu-
When not enough skilled workers are MARKET SHARE AND nities to check out the business first-hand.
available, companies are forced to make CULTIVATING 4. Become more flexible. Flexible
do with less. Work that was reserved for schedules and part-time opportunities do
skilled people in the past is now often SOURCES FOR not just attract baby boomers to the indus-
performed by semi-skilled workers, with SKILLED LABOR. try. They may also persuade those
or without adequate supervision from a already in construction to postpone retire-
competent manager. Unfortunately, this measure rarely saves ment for a few years. Don’t lose highly skilled people by demand-
money. Productivity, profits and reputation suffer when semi- ing a rigid daily schedule and a 40-hour work week.
skilled people don’t do the job right the first time, necessitating 5. Educate and train. Develop apprentice and continuing educa-
multiple returns to the job site or corrective action by highly paid tion programs to keep skilled workers advancing and take
supervisors. Wouldn’t it be easier and more cost-effective to cul- unskilled and semi-skilled people to a higher level. Already skilled
tivate skilled labor? labor with some additional training may be able to help residential
construction companies expand into the commercial market.
Do Something About It 6. Know what employees want. Why do some highly skilled
Some construction companies have attempted to address the workers stay with the same company year after year, decade after
labor shortage by offering higher wages and better benefits and decade, even though they could make more money with a com-
by taking advantage of the power of the Internet to recruit petitor? Good pay and benefits are important, but they aren’t
online. Others have worked with staffing services or brought in everything. Figure out why those long-time employees don’t
“storm chasers,” – people willing to travel anywhere in the coun- leave. Is it the culture? A great boss? Company leadership that
try where work happens to be available. These are all good meas- stands behind its work? Happy customers who come back and
ures, but more can be done. Here are seven strategies for proac- refer their friends and family? Ask what motivates these loyal
tive construction company owners: workers. Leverage those intangible benefits to attract others
1. Work with local high schools and community colleges. 7. Look further. Expand the search for skilled workers to the
Not enough young people are entering the trades simply because whole country. Online services such as CareerBuilder, HotJobs
they are not exposed to this type of work as they grow up. One and Monster are making nationwide recruiting easy. Of course
way to change that is to support programs in the schools and in competing nationally, it’s important to offer competitive
community colleges to reintroduce or enhance trade education; wages and benefits, and to pay relocation expenses.
work with teachers and administrators to raise interest, develop Taking steps to recruit and train skilled workers is not just eco-
curricula and establish apprentice programs for students; and nomically sound – it’s a necessity. Start implementing these
give presentations to students, showing them the career possibil- strategies now to be ready for the next construction boom. ■
ities and high salaries the construction industry has to offer.
2. Get involved with youth groups. Work with scout troops to Al Bachman is consulting services director and Jim Gibson is an HR special-
ist with IPA, located in Buffalo Grove, Ill. IPA and its related companies pro-
get them excited about learning skills to earn their merit badges. vide comprehensive business consulting services and business valuation
Make presentations to scouts and other youth organizations and services to companies in the United States and Canada. For further infor-
clubs to introduce them to the various trades and the benefits of mation, call 800-531-3442 or visit www.ipa-iba.com.

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