Mansfield Marketing Blog & News

The skilled trades worker shortage was a problem before the pandemic. It's an even bigger problem now. According to the U.S. Bureau of Labor Statistics, about 8 million skilled trades jobs were lost during the COVID-19 pandemic. Only about half have been re-filled since, which means that there are a combined 4 million vacant jobs out there still looking to be filled. Why the staggering number of vacancies? Many skilled trades workers took early retirements, found less laborious jobs or changed careers during the pandemic - and there aren't enough new workers entering the industry to offset the losses.

When you consider the bustling construction industry, especially here in the Houston area, not having enough of a workforce can hinder progress. The good news is that there are a number of strategies that firms can enact to ensure that their projects are appropriately staffed. Here's a look at some of them:

Solutions for Construction Companies

Strategic Outreach

A career in the skilled trades doesn't just come with a lucrative paycheck, good benefits and a pension plan, but without loads of debt that college students are often challenged with post-graduation. Construction companies should begin communicating this early to prospective workers by visiting high schools or even community colleges. It's reasonable to think that one of the reasons there aren't more skilled trades workers is because they're not aware of so many of the benefits of the job.

Partnerships with Apprenticeship Programs

Prospective skilled trades workers have to learn their craft somewhere. Whether it's a skilled trades school or a pre-apprenticeship program, these outlets exist and are working to help usher in the next generation of workers. Construction companies should be partnering with these institutions to create a pipeline into their company.

Offer Great Value-Added Benefits

Pay is often comparable at all construction companies. But there are still other ways firms can set themselves apart and gain a competitive advantage when it comes to hiring positions of need. Signing bonuses, annual bonuses and pay increases, tool and clothing allowances, mileage reimbursements and extensive coverage of medical or mental health services can help steer workers away from your competitors and to your company.

The skilled worker shortage isn't likely to subside anytime soon, but that doesn't mean that there aren't things your company can do to staff projects the way you need and want to. It all starts with administering programs to entice skilled workers to join - and stay with - your company.