National construction employment added 11,000 net new jobs on a seasonally adjusted basis in May according to analysis of U.S. Bureau of Labor Statistics data released by Associated Builders and Contractors (ABC).
Hire Older Employees to Build a Strong Workforce The Construction Industry Can Bridge the Labor Shortage by Hiring Employees 65 or Older
The construction industry is coming around to the fact that age is not an indicator of job performance. It is no longer an aberration to see construction employers hire candidates who are in their late 60s, 70s and even 80s.
National construction employment remained largely unchanged for the second consecutive month, adding 5,000 net new jobs on a seasonally adjusted basis in April, according to analysis of U.S. Bureau of Labor Statistics data released by Associated Builders and Contractors (ABC).
Tips for Using Personality Assessments in the Hiring Process Construction Contractors Can Use Assessments to Find Top Employees
Hiring is a tricky thing. It is a mix of both art and science. Companies are looking to attract employees who have the requisite experience to fill a role and can propel an organization toward a specific vision. Identifying the right credentials on paper is easy, but critical factors such as culture fit, team fit and personality fit are often much more difficult to ascertain—and can make the difference between adequate and exemplary achievement by an employee.
With activity in the multifamily housing market picking up steam across the nation, concern about how the construction sector will meet increasing demand for qualified labor is mounting.
Turn Your Website Into a Recruiting Machine Construction Contractors Can Recruit Better Employees by Focusing on Their Websites
The construction industry is staring down the barrel of a decades-old talent shortage. There is no clear answer to the problem. The only thing certain is that firms will continue to compete fiercely to attract and recruit talent.
As we move from one phase of life to the next, our priorities naturally shift. It stands to reason then that our careers are shaped by the transitions we make in our lives. For example, the lifestyle and career goals of a 25-year-old are going to be very different from those of a 55-year-old.
Act Quickly to Avoid Losing Top-Tier Candidates to Competitors Construction Employers Must Act Quickly to Recruit Top Employees
Construction industry employers are competing against each other to hire the most qualified people. Very few top-tier candidates are actively searching for new positions on the market. A majority of the most valuable candidates are passive. Passive candidates only become open to the idea of changing jobs when an extraordinary career opportunity comes to them.
For businesses in the construction industry, the success of any project depends on the skill of the team working on it. To improve business outcomes, employers must build strong, talented workforces by recruiting and retaining the right candidates, developing the potential of current employees and taking numerous other steps to achieve workforce excellence.
Create a Succession Plan to Ensure a Smooth Ownership Transition Construction Business Owners Must Start Now to Develop a Plan for Continued Growth
If there is any industry that appreciates the importance of planning, it is the construction industry. When so many moving parts need to come together for a construction project to be completed on time and on budget, planning and communication are the foundation of success.
There are two types of project managers: those who have completed courses to become certified project managers and everybody else. While not everyone can attend official project management training, everyone can benefit from a field guide for the “accidental project manager.”
There is a growing trend in the construction industry to train project managers. Reasons include the obvious goal of improved performance—both qualitative and financial. Other reasons are grounded in the many challenges faced by firms today to grow and retain staff, and develop future leaders for eventual leadership transition.