Labor shortages in construction have entered crisis mode
The inability to recruit and retain top talent has been felt across every sector during this unprecedented labor shortage, and the construction industry is no exception. There is no shortage of available work, with construction spending on the rise and an influx of projects expected due to funding from the recently passed infrastructure bill, but staffing those projects is another story. With 41 percent of the current US construction workforce expected to retire by 2031, the problem is not positioned to go away any time soon. Companies are competing against each other to reach a very limited talent pool. To widen this talent pool and pique the interest of qualified young professionals, the construction industry might consider leveraging tools already in the toolkit.
What will it take to bring in younger workers?
As younger generations enter the workforce, they are demanding a new set of workplace standards that will keep them fulfilled in their day-to-day and satisfied in the long-term. What does it take to get the top talent of the younger generation to come on board and stick around? Open and honest communication, positive core values, and professional connections top the list—all features of the design-build delivery method.
What does design-build mean for workers?
With a traditional project delivery, or design-bid-build, “contractors’ priorities tend to be budget and schedule, and your interior designer is more concerned with the aesthetic … Your architect is concerned with making sure that the function of your building is providing the client with a product that services them in the best way possible,” explains Rebecca Wilcox, a project manager with Neenan Archistruction. “…because those goals are so different, you have a lot of friction because those entities aren’t working together.”
A unified front is formed with a design-build project. The team works together in a collaborative way to manage the project and produce the best outcome for all parties. While advantages such as reducing costs and staying on schedule are often highlighted, social and cultural advantages should not be overlooked as a powerful differentiator.
What younger generations want from a workplace
Generation Z, those born between 1997 and 2012, and Millennials, those born between 1981 and 1996, now account for almost half (46%) of the U.S. workforce, according to Gallup. As these generations enter the workforce and rise into leadership roles, they have demonstrated what it takes to keep them happy and fulfilled in their career. Their workplace expectations have also been shaped by the recent pandemic. A few of the more prominent preferences include:
Is design-build the changemaker construction recruiting needs?
87 percent of construction leaders believe skilled labor shortages will have the greatest impact on the industry in the years to come. The construction industry must recognize this imminent labor force issue and adapt accordingly to mitigate the impact. It is apparent that large-scale changes need to take place in the industry to appeal to younger and more diverse talent, however, a refreshed focus on design-build projects could be a good starting point. Firms adopting the design-build delivery method, coupled with other organizational and cultural changes, could attract more talent of the younger generation and allow them to build successful lifelong careers in the construction industry that align with their values and preferences. The benefits of design-build, outside of simply time and cost savings, should be honed by project teams and highlighted across the industry as an effective recruitment tool.
