How to Attract Top Talent to Your Construction Company

Attracting top construction talent includes cultivating and advertising the competitive, differentiating factors that weigh into employees’ decision-making process.

What makes your company stand out?  

Ensuring your company is invested in safety, communication, education, and diversity will help you attract the construction workers looking to commit to a business for the long haul.

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However, prospective employees can’t read your mind, so you need to take advantage of opportunities to display your unique offerings and values both online and in your community.

That’s why it’s important to stand out as an ideal career destination for top talent.

Read on to discover the three important elements in attracting top construction industry talent.

1. Company Culture

Company culture is more than a mission or vision statement. Your culture is reflected in the choices you make, the way people in your organization treat each other, and the working environment you create.  

Here are some key factors that can influence your company culture:

Ensuring your company is safe should be a top priority. Abiding by safety rules and guidelines such as pulling necessary permits, hiring certified specialists where required, and maintaining an up to date company insurance policy are the basics for running a smooth job site.

It can be challenging to stay relevant as rules and regulations change, technology advances, and companies evolve. Facilitating Contractor Continuing Education Credits and other training are excellent ways to attract and keep top talent. Due to a shortage of workers with the necessary construction skills, ensuring a clear growth plan will attract top talent to your construction company as well as retain skilled employees that can cover multiple duties across jobs and job sites.

Open and direct communication drives organizational growth, problem-solving capacities and increase worker morale. Personnel at all levels appreciate not having to ask what is happening within their organization. The more positive, proactive, and clear the leadership is, the more understanding and dedicated employees will be.

Benefits packages and perks are certainly not a requirement in the construction industry; however, benefits are a clear differentiator in a competitive environment. 

From fair wages to healthcare stipends, to a company vehicle and gas allowance, mentorship resources and continuing education, benefit plans and perks are critical to differentiating your career opportunities from the competition. Do your homework and learn what is being offered in your area to see where you can create some benefits and perks that make sense for your employees and your company.

Take the time to understand how diverse skills and backgrounds can reduce turnover, increase flexibility, and help your organization grow as an area leader. You can do this by embracing applicants with different backgrounds and skills sets. Having multi-lingual staff and people cross-trained in various departments is a foundation for inclusion and diversity that can be a prime way to attract top talent to your construction company.

Gender should also be incorporated into the equation. A study from the National Women’s Law Center indicates that women are still under 3% of the construction worker population. Considering the low number of women in the construction workforce versus the astronomical number of job openings should give any company pause on how they can do better in this respect.  

The ability to rely on your staff to communicate with subcontractors and vendors of varying backgrounds is a must when it comes to running full steam ahead. It also dramatically improves the customer experience.

Companies in all industries across the globe are trying to keep up with the pace of technology. How you choose to utilize technology factors into how your business differentiates itself in the marketplace. While not all companies can afford to bring on new technology, embracing something as simple as electronic project management tools like Buildertrend or ContractComplete will go a long way to supporting organization, change orders, deadlines, and accounting.

In addition to project management solutions, technology is changing the way we think about how we offer services. From utilizing eco-friendly materials to 3D printing and drones, the top talent in your industry is thinking about ways technology will help your business stay on top of what matters most — excellent service and smooth projects.

2. Online Presence 

Now that you have put all that time and energy into creating attractive core values it is time to advertise them by putting them on your website and printed materials.

Often construction companies get so caught up in projects they are working on, they forget about their online presence. However, reputation management is a core part of any business today. Taking the time to communicate business values will allow employees, vendors, prospective clients, and contractors to do their homework when it comes to selecting a construction company that aligns with their goals.

3. Community Presence

You should always be on the lookout for new talent. Engaging in internship programs with universities and trade schools is an excellent way to groom new employees. Not only does providing internship opportunities benefit your talent pipeline, but it also showcases a community-centered approach to hiring.

Connecting with interns can help you emphasize the learning and compensation runway that hands-on training can provide. Not only will they be ready for well-paying positions but the education can support their pathway to a General Contractor license or even specialty industry certifications.

In addition, be present at your local middle school and high school job days and job fairs. You need to be there talking to the kids, the parents, the teachers and the career counselors about what life looks like after high school for those that are either not interested in or cannot afford the traditional college path.  

Finding ways to stand out in a crowded marketplace, attract and retain top talent, and effectively communicate your value to the community at large can feel overwhelming at times. By starting with a clear definition of the values that serve your company culture, you’ll be ready to start your recruitment efforts online and in your community.   

The benefits of a positive reputation in your industry are endless — the more folks know about you, talk about you, and understand what you bring to the table, the better off your business is when it comes to getting word of mouth referrals, website traffic, and engagement.

Do you have any tips for helping your company stand out in attracting top construction industry talent?  Drop us a comment below; we would love to hear from you.

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Josh Munns
Joshua Munns grew up in the construction industry differently than most, his Mom, Mary Davis, started a window company as a single mom when he was just 4 years old in 1983. Having a mom who was starting a business in the construction industry at only 23 years old made for some very interesting days. Fast forward 24 years to 2007 I took over the family business just in time for the Recession which hit my business extremely hard. I spent the next 11 years rebuilding the business, rebuilding my workforce and completely reshaping the company. In 2018 I sold the business to focus my energy on my passion, building careers in construction. In 2018 I founded Ground Up Careers to help business owners and employees build careers together. The career does not exist with the employer and the employer does not exist without the career. When employees and employers work together the end result is amazing. By building a strong company culture, offering great benefits and career paths for my employees I was able to build the business back stronger than ever. I did it and I want to help other owners take that step to take their business to the next level. It is an amazing feeling and a great privilege to be able to provide people with great careers.

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