Recruitment and Retention in the Underground Construction Industry

In these times of change, there is one glaring issue that companies in every industry are facing daily: how to fill the vacancies within the organization with qualified personnel in an ever-decreasing workforce pool from which to choose. The trenchless industry is no exception, facing its fair share of difficulty when it comes to recruiting and retaining valuable employees. Even though construction is considered an “essential industry” during this time, companies are finding it extremely difficult to find the right people to fill the voids.

So, what are some techniques for contractors to use in the recruitment process, and more importantly, retain those employees that bring value to their business? Here are a few practices that BLD Services LLC employs to safeguard the loyalty of our team members moving into the future.

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Recruit Wisely

The first step is a difficult task in and of itself, targeting those individuals looking for work. Luckily, in this digital age, we have access to thousands of potential recruits at our fingertips through platforms such as: Indeed, Monster, Zip Recruiter among other industry-specific sites. WEF Member Associations consistently post open job opportunities in their monthly publications, and advertising on these platforms can be a great resource when looking to fill empty positions within the company.

Another effective solution for finding personnel is to utilize the resource of your current personnel for recommendations, especially those who excel at their job. They are more likely to endorse those who share the same work ethic and drive as they possess. Incorporating financial motivation, or some other reward, for the current and prospective employee can increase the odds of finding the right person for the job without expending too much time and energy during the recruitment process.

Other alternatives include organizations that promote the development of the younger generation, such as:

• Skills USA – skillsusa.org
• ACE Mentor Programs of America – acementor.org
• YouthBuild USA – youthbuild.org

These organizations focus on traditionally underrepresented students and communities by providing internships and mentoring programs with established companies as pathways into the construction industry. By developing a mentorship program, companies can reach a huge group of untapped potential that can not only fill empty positions immediately, but these programs can also shape and guide recruits into company leaders of the future.

Create an Attractive Work Environment

More so now than ever, people have a choice when it comes to opportunities for employment, so what makes your company stand out above the rest? Probably the most important factor for recruits is competitive pay and affordable benefits, but that’s only part of the equation. Since approximately one-third of a person’s life is spent at work, people want to feel like they are part of something meaningful. Cultivating a positive, team-oriented atmosphere in the workplace is key to finding the right personnel which creates a sense of loyalty and reliability. Job seekers want to know that there is a culture of work/life balance, safety, and family where they decide to hang their hat for eight, or more, hours a day.

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Once you have found the right person, how do you keep them? How does a company cultivate a positive, team-oriented culture?

Maintain Open Communication

Taking time to sit down with team members to learn about their career goals goes a long way in establishing an atmosphere of respect and trust. Successful organizations incorporate programs for career advancement that are personalized for each employee so that the company can “recruit from within” when the time comes to fill empty positions due to retirement, expansion, etc.

Some thought-provoking questions to spur conversation could include:

• What are your professional goals for the next five years?
• What have you learned during your tenure with the organization?
• How can you apply what you learned for the betterment of yourself and the company?
• How can the company help you achieve your goals?

Insightful questioning demonstrates that the company has just as much skin in the game as the team member.
Other options can also include industry training programs, such as NASSCO Pipeline Certification, CDL school, and other continuing education programs that add value to the employee’s career. When companies invest in the personal development of their staff, there is a greater chance of the employee staying loyal to the company in the long-term.

As mentioned above, mentoring programs are also important for existing staff, as they can be the catalyst when it comes to facilitating the transfer of knowledge from veteran workers to less-seasoned personnel, retaining the continuity of company performance for its customers.

Two-way communication is crucial and including employees in the decision-making process fosters an atmosphere of camaraderie as they may have valuable insights on specific issues and offer solutions that managers might not think of at the time. Empowering the people around you inspires a sense of ownership and accountability knowing that they are a valued part of the team.

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Show Gratitude

At the end of the day, people just want to know they are appreciated, and there are numerous ways to show your employees how much they are valued:

• Establish incentive programs to reward team members for taking on more responsibility or leadership roles such as cash bonuses, internal promotions, long-term loyalty compensation.
• Publicly recognize outstanding job performance in the presence of their peers with awards, prizes, gifts, etc.
• Host annual get-togethers like holiday parties, manager trips, or BLD’s favorite… crawfish boils, to show appreciation for hard work.
• End-of-year incentives for exceeding expectations on yearly quotas.

Leadership

Company leaders shape the culture of a corporation; a sense of pride from upper management has a trickle-down effect throughout the organization. Employees are the most valuable asset of any business and are not easily replaced, so taking the time to consider their needs and encouraging open lines of communication reaps immeasurable benefits for all involved. Cultivating leadership qualities in your staff builds a sense of confidence and responsibility in their work which, in turn, improves productivity and the general work climate. The goal of any company should be to build a team strong enough that you don’t recognize who the leader is.

Nicole Little is marketing manager and Jacob Trapani is vice president at BLD Services LLC.