Construction companies facing persistent labor shortages may need to rethink how they recruit, with industry leaders urging contractors to remove practical barriers that prevent people from entering the workforce.
During Construction Dive’s recent virtual event, “Courting Construction: Recruiting and Retaining Top Talent,” panelists discussed ways contractors can reach workers in communities that have historically been overlooked by the construction industry.
The discussion focused on a straightforward challenge: construction needs more workers, but many potential employees face transportation, childcare, workplace culture and other obstacles that can make construction jobs difficult to access.
For contractors, addressing those issues could expand the available workforce while strengthening connections with the communities where projects are being built.
Recruiting Starts Close to the Project
Lyn Hewitt, vice president of human resources at Clark Construction Co., said contractors need to broaden their recruiting efforts as the industry continues to compete for workers.
That means creating workplaces where employees feel respected, safe and valued, she said.
Wendell Stemley, president of the National Association of Minority Contractors, said contractors should also look closely at the communities surrounding their projects when searching for workers.
Local recruiting can benefit both contractors and residents, but companies need to make sure workers can realistically get to the jobsite.
Stemley pointed to a major project at Chicago O’Hare International Airport as an example. According to him, the project’s early start time did not match available public transportation schedules in the surrounding community.
As a result, some potential workers could not pursue employment because they had no practical way to reach the site in time for their shifts.
The issue highlights an important point for contractors: recruiting someone is not enough if the conditions surrounding the job make employment inaccessible.
Companies may need to consider transportation availability, shift times and other local circumstances when developing workforce strategies.
Childcare Remains a Barrier for Workers
Transportation is not the only obstacle keeping people out of construction.
Childcare can be particularly challenging for parents because many construction jobs require workers to arrive on-site very early in the morning.
Hewitt noted that traditional construction schedules can make it difficult for parents to find suitable childcare. A worker who needs to drop off a child before reporting to a jobsite may have few realistic options when shifts begin around 6 a.m.
Construction employers have historically relied heavily on fixed schedules and full-time positions, leaving limited room for arrangements such as job sharing or part-time work.
Panelists suggested that contractors should examine whether greater flexibility could help bring more people into the industry without compromising project requirements.
For an industry already struggling to fill open positions, making jobs more accessible could provide another way to expand the labor pool.
Jobsite Conditions Matter
Recruitment also depends on what workers experience after they arrive on a project.
Diana Eidenshink, president of the ACE Mentor Program of America, said the industry has made progress in improving jobsite conditions over the years. But she also emphasized that contractors should pay attention to basic workplace needs.
Even something as simple as providing clean portable restrooms can influence whether workers feel comfortable on a jobsite.
Eidenshink said workers should feel comfortable speaking up when something about their working environment is not functioning properly.
That feedback can help contractors identify problems that may otherwise go unnoticed.
Workplace behavior is another major consideration. Panelists emphasized the importance of preventing intimidation, discrimination and inappropriate conduct on construction sites.
Stemley argued that contractors could take a stronger approach by treating certain forms of discrimination and intimidation as safety concerns.
Such an approach could give owners, general contractors and subcontractors a clearer responsibility for addressing inappropriate behavior among workers on their projects.
Inclusion Should Be More Than a Recruiting Campaign
The conversation comes as construction companies operate in a changing political environment surrounding diversity, equity and inclusion programs.
Federal policies under President Donald Trump have brought increased scrutiny to some diversity initiatives, including workforce requirements connected to federally supported construction projects.
But panelists said companies should not view inclusion solely through a political lens.
For contractors, the broader issue is whether their workforce strategy is capable of reaching enough people to meet the industry’s labor needs.
Hewitt said companies should focus on building safe and inclusive workplaces because doing so is beneficial to the industry over the long term, rather than treating such efforts as temporary responses to political changes.
Eidenshink said the ACE Mentor Program will continue working with students from under-resourced communities because the construction industry needs a larger pipeline of future workers.
A Wider Workforce Requires Practical Changes
The panel discussion points to a larger lesson for construction employers: expanding the workforce requires more than posting additional job openings.
Contractors may need to examine the practical reasons qualified workers decide not to pursue construction careers or cannot remain in them.
That could mean coordinating schedules with public transportation, considering childcare challenges, improving basic jobsite facilities, strengthening workplace conduct policies and building stronger relationships with nearby communities.
For an industry dealing with a long-running labor shortage, these changes could help contractors reach workers who are already available but currently face barriers to entering the field.
The goal is not simply to recruit a larger number of people. It is to create working conditions that make construction a realistic and sustainable career option for a broader range of workers.
