The construction industry is famous for having a low retention rate. In turn, this leads to project delays, loss of income for employers, and a continuous role search for construction workers - or even them leaving the sector altogether.
It’s a pain point for everyone in the industry. But what exactly are the problems that trigger this? And how can they be fixed? In this blog, we dig deeper into the situation.
The industry pace
There’s always a project going on in construction - and so, for those working on it, there are constant deadlines. The rapidity can often be unfeasible, resulting in staff finding the role incredibly stressful and working long hours. This can mean that many feel unable to cope with their responsibilities and instead leave a role - rather than stay and try to fix the situation.
Mental health
This leads onto the next problem: the psychological impact of working in the construction industry. The combination of stress and a ‘macho environment’ means that some men feel like they have to put on a ‘brave face’ instead of speaking out about their struggles. As a result, there is a high proportion of depression and male suicides within the sector.
A skills shortage
The construction industry is also suffering from a skills shortage. This has meant that some businesses have ended up hiring those who aren’t at the right skill level. Without being a right fit for the role, these workers may soon get bored and look to leave. Not to mention the fact that 30% of the current workforce are expected to retire within 10 years. So, what will happen if we don’t have an adequately skilled workforce?
Lack of diversity
The skills shortage could be solved by hiring more women. There is currently a huge gender imbalance and many industry leaders argue that more needs to be done for the future of the sector. The ‘macho environment’ doesn’t always attract women and can be a very unwelcoming atmosphere to try and join.
Fixing the problems
While there might be a few issues within the construction industry, that doesn’t mean they can’t be resolved. But, one thing will be key - communication. From lessening the ‘macho environment’ to promoting a positive supportive culture, this should help to attract more to the industry while showing others that it’s a sector to stay in.
It’s also important to highlight the opportunities available – as well as the benefits and rewards. By attracting more people, there’s a bigger chance of creating a diverse workforce and combatting the skills crisis.
The latter can also be achieved by training, reskilling and developing existing team members. Rather than staff leaving, if they feel they’re not up to the job, they can be provided the adequate education and guidance to get them up to level.
How James Gray Recruitment can help
It’s a good idea to lean on a recruiter to support you with staff retention in the construction industry. They’ll take the struggle of finding the right candidates off your plate. Here at James Gray Recruitment, we have specific solutions to reduce the risk, time, and effort of hiring.
You can put your trust in us. We’ve been working in this industry for a long time, and so have years of experience and expertise to draw on. Not to mention, an incredibly expansive network of high-calibre candidates. Plus, we’re even connected to passive candidates who’d move for the right role.
For more insights on the challenges facing the construction industry please check out our other blogs, or feel free to contact me any time at mario@jamesgrayengineering.com
