Sr Clarke https://www.srclarke.com Mon, 28 Oct 2019 12:10:21 +0000 en hourly 1 https://wordpress.org/?v=6.3.3 5 REASONS TO CONSIDER A CAREER IN CONSTRUCTION https://www.srclarke.com/5-reasons-to-consider-a-career-in-construction/ https://www.srclarke.com/5-reasons-to-consider-a-career-in-construction/#comments Mon, 28 Oct 2019 12:07:51 +0000 https://demo4client.com/Wordpress/srclarke/?p=215 Continue reading 5 REASONS TO CONSIDER A CAREER IN CONSTRUCTION ]]> As the demand for construction projects continues to rise, the need for employees does as well. While industry leaders are celebrating the growth of construction needs, the current labor shortage is preventing them from fully reaping all of its benefits and exploring its full potential.

As many baby boomers are phasing into retirement, the younger generations express staggeringly little interest in the field. These two circumstances are leaving many open positions unfilled.

Much of this can be attributed to the heavy emphasis on college careers, as many young people don’t associate the construction industry with higher education. The truth is that many executive construction careers require college degrees, and as for the jobs that don’t, there are still quite a few lucrative options to explore.

If you’re someone who is looking for a career change or trying to decide which professional direction you want to journey towards, here are a few reasons why considering the construction industry is a smart choice:

CONSTRUCTION JOBS ARE UBIQUITOUS

Because there is a surplus of open positions, the construction world has turned into a candidate-driven market. While this is frustrating for hiring managers, it’s beneficial to you, the jobseeker. Employers understand there is limited talent to hire from, which makes them contend with each other when looking to increase headcount. This results in employers offering higher wages and salaries, better benefits, healthy sign-on bonuses, and other enticing incentives.

Additionally, because the shortage is a nationwide dilemma, you’ll have the luxury of having job stability in just about every state. This allows for more freedom and options, as you won’t be tied down geographically because of your career.

THERE IS AMPLE ROOM FOR ADVANCEMENT

Because the skilled workforce is gradually aging out of the industry, employers are developing on-the-job training programs and apprenticeships, which generally pay the workers while they are learning. This means that you don’t need previous experience before taking on an entry-level job, and the best part is that you can get paid to learn an in-demand skill.

Once you have a standard skillset, you can always advance to higher positions by completing trade programs (which is typical for electricians and plumbers) or taking on other apprenticeships. For some positions, adequate years of experience will naturally make you eligible for more advanced roles. There are also quite a few colleges offering two year associate degree programs, such as ones dedicated to construction management. If you want to really broaden your career path, bachelor and master degrees can help elevate workers to higher positions, such as VP of operations or construction engineers.

CONSTRUCTION WORK PAYS WELL

As mentioned above, the salaries for construction employees are growing, and all levels of construction work tend to have impressive pay scales.

Entry-level construction laborers tend to make an average of $15/hr to start, but some can grow to almost $30/hr.

Trades like electricians can make up to around $78,000 per year, while master plumbers can get close to six figures.

Meanwhile, executive construction careers generally pay bountifully. VP of operations can yield up to almost $250,000 a year, while construction project managers can make close to $115,000/year.

Keep in mind the pay will depend on your experience level, the hiring company, and the location you are employed in, but these figures illustrate how lucrative construction jobs can potentially be.

THE INDUSTRY IS QUICKLY ADVANCING

Younger generations have grown up using technology, and they’ve grown quite reliant on its convenience. While the construction industry has been notoriously slow to jump on the tech train, industry leaders have started to get on the same page with modern times. Advancements are changing the way the construction industry operates, which will lead to new jobs being created as well as more streamlined and efficient building. Exciting new tech developments construction workers can look forward to seeing include:

  • Drones are already popular when it comes to surveying data in a quicker and safer manner.
  • Wearables are helping to keep workers safe by monitoring their vitals and alerting them to nearby hazards.
  • Augmented reality allows workers to create visual replications of projects and monitor for mistakes before any actual construction takes place.
  • Real-time project management software allows projects to be managed in a streamlined, intuitive way rather than with the monotonous manual way of the past.
  • Modular construction allows for eco-friendly, expedited building.
  • Cool roofs help keep homes cool without the need for air conditioners, reducing the impact of greenhouse gas emissions.

YOU GET TO CONSTRUCT THE WORLD AROUND YOU

At the end of the day, one of the best parts about working in construction is that you get to actively take part in constructing the world around you. There are few greater feelings than working hard to create the functioning environment where people live, work, and play. From entry level workers to experienced executives, all labor forces in the construction industry are participating in an honorable profession that directly benefits communities large and small.

CLOSING UP

Hopefully this information helps shed some light on why exploring construction careers is a smart choice that can lead to a lifelong, rewarding profession. The industry can cater to a large amount of interests, and you can find an option no matter what your experience level is. The possibilities are truly endless.

FIND EXECUTIVE CONSTRUCTION CAREERS WITH S.R. CLARKE CONSULTING SERVICES, INC.

S.R. Clarke Consulting Services, Inc. has been helping match talented candidates with exciting career opportunities for over 41 years. If you’re ready to make a valuable career move, browse our list of construction jobs or get in touch for more information on how we can help your professional life fully take off!

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HIRING EXECUTIVE CONSTRUCTION SEARCH FIRM RECRUITERS: WHAT TO EXPECT https://www.srclarke.com/hiring-executive-construction-search-firm-recruiters-what-to-expect/ https://www.srclarke.com/hiring-executive-construction-search-firm-recruiters-what-to-expect/#respond Mon, 28 Oct 2019 12:05:04 +0000 https://demo4client.com/Wordpress/srclarke/?p=211 Continue reading HIRING EXECUTIVE CONSTRUCTION SEARCH FIRM RECRUITERS: WHAT TO EXPECT ]]> Any successful construction business owner knows that building a strong and resilient company isn’t possible without first assembling a talented team to serve as the solid foundation.

Employees are the key to sustaining and growing a business, and hiring the right person to fill a role is always a major responsibility. This is a true sentiment for any position at any level, but it’s especially pertinent when seeking an executive or manager who is going to be responsible for overseeing some of the most crucial and delicate details of a project.

Hiring at the executive level is highly competitive in many industries, and given the ongoing nature of the dry-spell of labor in the construction world, it’s no surprise that the industry is currently facing the particularly difficult challenge of operating within a tight candidate market.

HOW CAN A CONSTRUCTION SEARCH FIRM HELP?

Between marketing a job offer, reviewing resumes/qualifications, scheduling interviews, calling references, conducting background checks, and negotiating hiring details, finding the right executive is enormously time consuming. When you pair that with the current talent shortage in the construction industry, the hiring process requires intense finesse and dedication in order to be successful.

Because the demand for construction projects continues to stay strong as the workforce shrinks, many construction employers don’t have the time or internal resources to spend on seeking out qualified candidates. This dilemma is why many companies turn to reputable search firms to take this task on for them.

When looking into a search firm for your own hiring needs, it’s always beneficial to go with one that specializes in the construction industry. Recruiters who primarily work in the field will already possess extensive market insight and knowledge of industry trends, and they will most likely already have a relevant candidate pool to draw from. These factors will expedite the process of marketing and filling your open position.

WHAT CAN YOU EXPECT WHEN WORKING WITH EXECUTIVE RECRUITERS?

If you are thinking of working with a construction search firm but don’t know what the process will involve, the following information should give you a general idea of what to expect:

DISCUSS THE DETAILS OF YOUR OPEN POSITION

When you sign on to work with a search firm, the first step of the recruitment process will involve discussing the details of the position you’re hiring for as well as the unique traits of your company.

Recruiters will work closely with you to gain a comprehensive understanding of what the position entails, such as what the job’s day-to-day expectations will look like as well as what the salary and benefits package will include. Since they’ll have a well-rounded perspective of what the current market trends are, they may also provide insight into what competitors are doing to help ensure your job requirements and pay scale are up to industry standards.

You will also need to outline what your ideal candidate looks like, including what professional qualifications they need to have as well as what personal characteristics will best mesh with your company culture.

STRATEGIZE A RECRUITMENT PLAN AND TIMEFRAME

After you discuss the position, the search firm will develop a tailored recruitment strategy and provide an estimated time frame for filling the job.

The recruiters will then connect with any qualified candidates in their existing network, advertise the position on job boards, and look for potential leads to reach out to on career-based social media platforms.

NARROW LIST OF CANDIDATES DOWN

After reviewing resumes and applications, recruiters will narrow down the list of candidates by cross referencing the applicants’ qualifications with the list of requirements and preferences discussed in the initial meeting.

During this stage, recruiters will often reach out to the best prospects to further gauge qualifications and assess if they are genuinely interested in the position. Generally, you will be consulted on the final list of applicants to ensure they meet your criteria.

ARRANGE INTERVIEWS WITH TOP CONTENDERS

Once a handful of applicants are chosen, recruiters will work to schedule interviews, whether they are in-person or over a digital platform like Skype, between you (or a designated representative of your company) and the top contenders. Oftentimes, recruiters will be present for the interviews as well.

DISCUSS INTERVIEW RESULTS

After the interviews have been conducted, recruiters will talk with you in-depth about the pros and cons of each candidate. They’ll provide guidance and insight, but ultimately you will have the final say about who is selected.

If needed, the search firm can arrange multiple interview rounds or pre-screen phone interviews. However, it’s always best to streamline the hiring process as much as possible. It’s a competitive niche, and your competitors could easily make an offer to a candidate you’re interested in hiring before you get a chance.

CONDUCT BACKGROUND CHECK AND CALL REFERENCES

After you have selected a candidate, the search firm will conduct a thorough background check and call references to further verify information and qualifications.

FACILITATE ONBOARDING PROCESS

Once the background and references have checked out, the search firm will help your company on-board the new hire. They will assist with relocation details (if applicable), salary negotiation, and contract terms.

FOLLOW UP AND ASSESS SUCCESS

After your new hire has officially joined your team, the search firm will check in after a period of time to assess if the placement has been successful.

CLOSING UP

Hopefully this information gives you a basic understanding of what the process will look like if you decide to work with a search firm.

At the end of the day, your employees will always be your greatest assets. If you don’t have the resources or experience to fully dedicate to finding the right candidates, utilizing a search firm that specializes in construction can help ensure you find the invaluable job seekers you need to powerfully enhance your company’s success.

FIND TOP TALENT WITH OUR CONSTRUCTION SEARCH FIRM

S.R. Clarke Consulting Services, INC has been helping construction firms find the top talent they need to develop and grow their businesses for over four decades.

With a track record of over 30,000 successful placements nationwide, our deep-rooted industry knowledge paired with our extensive hiring experience allows us to efficiently fill positions at nearly every executive and managerial level.

If you’re struggling to find the executives you need in order to keep up with the pace of project demand, our search firm offers an easy solution.

Get in touch today for more information on how we can help you find the talent your business needs to bloom and prosper.

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4 STRATEGIES TO HELP IMPROVE SAFETY IN CONSTRUCTION https://www.srclarke.com/4-strategies-to-help-improve-safety-in-construction/ https://www.srclarke.com/4-strategies-to-help-improve-safety-in-construction/#comments Mon, 28 Oct 2019 11:40:41 +0000 https://demo4client.com/Wordpress/srclarke/?p=208 Continue reading 4 STRATEGIES TO HELP IMPROVE SAFETY IN CONSTRUCTION ]]> Workplace safety in the construction industry has always been a main topic of conversation. Given its nature, it’s no surprise that construction is consistently noted as one of the industries that involves the most workplace hazards.

Between working out in the elements, operating heavy machinery, dealing with hazardous chemicals, and working from extreme heights, managing and minimizing the inherent risks on the jobsite can be an involved task.

When an accident occurs on the jobsite, there are numerous consequences to consider. If the injured party suffers significantly, it could dramatically hinder that person’s future career and health. The company itself could face legal or financial damages, and the team members most likely would be left shorthanded with a depleted morale and heavier workload until a replacement is hired.

With better technology and stricter regulations, the focus on workplace safety continually improves, but simply following OSHA guidelines shouldn’t be the end of the conversation. The regulations serve as a solid foundation, but to truly create a culture of safety, construction leaders need to take deliberate steps to emphasize, enhance, and enforce their dedication to workplace safety.

If you are interested in strengthening your construction safety strategy, these tips should help guide you in the right direction:

FOCUS ON FINDING AND HIRING CONSTRUCTION TALENT

In a recent survey by the American General Contractors of America, the majority of contractors surveyed predicted that the current worker shortage will be the primary challenge regarding the safety and health of workers in 2019.

The labor drought has resulted in many stresses for the construction industry, but worker safety is a major one that poses immediate consequences.

With talent in short supply, workers frequently exhaust themselves trying to meet deadlines. Understaffing often leads workers to stretch themselves thin and cut corners to get projects done on time. Between the stress of meeting deadlines and the toll of being overworked, workers become less alert to noticing safety guideline breaches.

Additionally, the survey stated that firms were having a difficult time filling both hourly craft and salaried positions. If there is difficulty filling supervisory roles as well as hourly positions, safety will be further compromised by both understaffing and a lack of adequate supervision.

This is why finding and hiring construction talent is such an integral part of keeping the workplace safe.

While it is difficult in the current climate, utilizing construction search firms/staffing agencies, creating mentorship/paid internship programs, focusing on attracting more diversity to the industry, and targeting the younger demographic will help ease the weight of the labor shortage.

EVALUATE TRAINING AND EDUCATION STANDARDS

As mentioned above, the labor shortage is being felt around the country, and many employers aren’t able to find the staff needed to safely and efficiently complete construction projects.

Because there is such a desperation for workers, employers may feel forced to utilize workers who lack experience and thorough training, therefore further aggravating safety concerns.

On the surface, it may seem that investing time and money to create more stringent safety training and education programs will further hinder productivity, but it’s important to note that nothing halts productivity more than an on-site accident. In the long run, improving training standards will result in more qualified workers and a safer and more efficient work environment.

According to a previous survey by USG Corp. and U.S. Chamber of Commerce Commercial Construction, the majority of construction firms surveyed acknowledged the risk that the worker shortage poses to workplace safety and stated that they are working to enhance overall safety measures within their companies. They found that creating more vigorous training standards for employees at all levels has the largest impact on improving safety.

The same study showed that 80% of firms also experienced a direct competitive advantage when developing safety programs, including insurance savings and reduced liability.

Safety training and education programs are most effective when they are ongoing rather than a one-off experience. The more consistently that safety is both stated verbally and shown with direct action to be the biggest priority, the more that it will deeply be ingrained in a company’s culture.

CREATE A CULTURE WHERE SAFETY IS EVERYONE’S PRIORITY

The study mentioned above also stated that firms found safety programs were more effective when employees felt actively engaged and involved in their development.

When developing safety policies, it’s important to create a culture where every person on the jobsite is accountable and empowered to uphold safety standards. While supervisors may be responsible for enforcing and addressing safety issues with individual workers, make sure all parties understand that they are encouraged to report any issues or even stop work on a project if they feel an important guideline is being violated.

Before work starts on a project, create a safety plan that outlines all of the possible hazards of the specific project and the specific jobsite and what actionable steps need to be taken to mitigate any risks. If an accident does occur, every worker should be educated on how to safely respond and what actions to take to minimize harm.

Lastly, supervisors should hold routine safety meetings to remind all members of the team of their collective and individual responsibilities, and they should also make regular inspections to make sure everyone is complying. At the end of the day, any hazards noticed should be addressed and all positive observance of safety practices should be commended.

UTILIZE TECHNOLOGICAL ADVANCEMENTS

Modern technological developments offer promising outlets to making construction jobsites safer and more efficient.

One of the largest and most accessible forms of technology that construction firms are seeing the benefits in utilizing is real-time project management software. Safety managers are able to input data from inspections using the software rather than manually writing it down. This preserves the information and also saves time, allowing the managers to have more opportunity to engage with the workers.

Because it’s real-time software, it also allows for faster response time to accidents, as a notification can be sent directly to all team members if an urgent matter arises or if someone files a safety incident. Additionally, some forms of software allow for automated safety compliance reminders, helping to streamline the commitment to a healthy workplace.

Drone usage is also becoming widely popular on construction sites. Drones can help cut down on workplace accidents, as they are able to survey and collect data from high risk areas rather than requiring a person to carry about the risky task.

Wearables are an especially useful tool to have on the jobsite. They can be used to monitor workers’ vitals, alert team members of any environmental hazards in the proximity, and allow safety managers to find and locate workers in case of an emergency.

In a survey put out last year by Dodge Data & Analytics analyzing how technology helps to improve construction safety, 70% and 82% of contractors surveyed stated they saw tangible, noticeable safety benefits when using drones and wearables, respectively.

While adopting technology is still a slow moving process for the industry, it’s clear that employers and their workers can benefit immensely from making a plan to utilize more digital tools in the near future.

CLOSING UP

At the end of the day, workers are the construction industry’s greatest assets, and everybody wins when steps are taken to protect and enhance the safety of construction jobsites.

By focusing on properly staffing and supervising jobsites, enhancing current training standards, creating widespread safety accountability, and utilizing technology to minimize risk and automate compliance, construction leaders can create a culture of safety where workers thrive and productivity soars.

CONTACT OUR CONSTRUCTION SEARCH FIRM TO FULFILL YOUR HIRING NEEDS

At S.R. Clarke Consulting Services, Inc., we understand better than anyone that finding the right employees is the key to allowing your brand to grow and thrive.

With over 30,000 successful placements and more than four decades of experience, our construction search firm knows exactly how to connect construction companies with the best talent in the industry. Our dedication to your success paired with our extensive nationwide talent pool allows us to efficiently help you fill your projects’ most vital roles so that you can continue to build the world around us.

To find out how we can help you with your hiring needs, get in touch today!

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2019 CONSTRUCTION INDUSTRY TREND PREDICTIONS https://www.srclarke.com/2019-construction-industry-trend-predictions/ https://www.srclarke.com/2019-construction-industry-trend-predictions/#respond Mon, 28 Oct 2019 11:35:28 +0000 https://demo4client.com/Wordpress/srclarke/?p=205 Continue reading 2019 CONSTRUCTION INDUSTRY TREND PREDICTIONS ]]> 2019 is officially here, and it appears that it will be another year of notable challenges and inspiring advancements for the construction industry.

As industry leaders reflect on the mix of frustrations and triumphs from 2018, it helps to use the early moments of the New Year to ponder and predict what major developments will be the most influential in the months to come.

Taking time to research what trends appear to be the most widely forecast will help all industry professionals strategically develop and modify their plans for the future, allowing for a more streamlined and deliberate approach to success and growth.

To help you stay informed on where the construction world is heading, here are a few major ways the industry is expected to be impacted in 2019:

THE LABOR SHORTAGE WILL CONTINUE AMID SLOWED INDUSTRY GROWTH

The construction labor shortage has been a much-discussed and recurring issue in the construction industry, and it most likely won’t cease to be an obstacle this year either.

Between the large number of construction workers headed for retirement, the stark disinterest from millennials in joining the trade, and the increasingly strict immigration enforcement, the shortage is being propelled by multiple antagonists.

As a result, a remarkable number of construction jobs remained unfilled last year, and according to a new survey by the Associated General Contractors of America (AGC), the lack of skilled workers was noted as contractors’ greatest concern for 2019. Nearly 80% of contractors stated they are currently having trouble filling salaried and hourly positions, and the majority also expressed that they don’t feel it will get any easier to find construction talent within the next 12 months.

On a positive note, there has been an increase of women working in the construction industry over the past few years. If recruitment efforts focus on increasing diversity in the industry as well as targeting millennials and those from Generation Z, it will help the industry adapt its image to fit a broader workforce.

Despite the difficulty of acquiring workers, 79% of firms are still confident about 2019’s growth and plan to increase headcount. While the industry is expected to expand this year, the rate of expansion appears like it will settle down compared to previous years. In an industry forecast put out by Dodge Data & Analytics, it’s estimated that 2019 will see U.S construction starts coming in at about $808 billion compared to the $807 billion estimated for 2018.

CONSTRUCTION PROJECTS COSTS WILL RISE

Construction project costs have been consistently rising over the years, and the trend is looking likely to continue this year as well.

As mentioned above, the majority of firms are having issues finding labor, resulting in larger labor costs. In hopes of attracting and retaining workers, firms have been increasing pay, improving employee benefits, offering more incentives and bonuses, and spending more on employee training costs.

In addition to labor expenses, the cost of materials have been growing, an issue that has been aggravated by the tariffs placed on China in 2018. There is currently a truce between the US and China, and depending on whether or not the two countries can work out a trade deal, rising material prices may continue to be a major concern.

MODULAR CONSTRUCTION POPULARITY WILL GROW

The popularity of using modular construction has been growing in recent years, and it seems like 2019 will see a pronounced continuation of this trend.

According to a recent report, the modular construction market is expected to grow from a worth of $112.42 billion in 2018 to $157.19 billion by 2023, which results in a compound annual growth rate of nearly 7%.

At a time when the construction industry is feeling the pressure from the chronic labor shortage as well as the increasingly high materials costs, it’s easy to see the appeal of the many benefits modular construction offers.

Because modular construction is largely fabricated in a climate-controlled indoor facility, contractors don’t need to worry about project setbacks or damage to materials due to inclement weather conditions. Similarly, the job site foundation can be prepared at the same time as the modular construction is taking place, which significantly speeds up project completion.

Because the process of modular construction tends to be more automated and also uses less equipment than traditional job sites, fewer laborers are needed, helping to save on labor costs as well as better operate within the labor shortage.

In a survey examining the responses of hundreds of architecture, engineering, and contracting professionals who have used prefab and modular construction, it was found that 66% saw reduced schedules, 65% reported decreased budgets, and 77% stated construction waste was reduced.

THE CONSTRUCTION INDUSTRY WILL INCORPORATE MORE ADVANCED TECHNOLOGY

In the age of the technological revolution, new advancements have the ability to magnify convenience and transform our ability to problem solve and innovate. The construction industry certainly can benefit from increasing its use of digital tools, as new developments show promise to enhance job-site safety, provide highly accurate data, and increase productivity.

There are quite a few exciting tech advancements that industry professionals are expected to more widely utilize in 2019 and beyond. These include:

  • Drones. Over the last year, drone use in construction has increased by a staggering 239%, making the industry the fastest growing commercial sector to utilize the unmanned aircrafts. Drones are used to survey and map out land, collect accurate data of potential job sites, provide real-time feedback to project managers, and improve surveillance over job sites. This leads to more accurate and streamlined communication, project planning, and progress-tracking, and it also can help make job sites safer for laborers as well as improve quality control measures.
  • Project Management Software. While utilizing software to help digitally manage data collection, budget and cost outlines, project progress, and project communication isn’t an entirely new concept, many construction firms are still using outdated tactics. According to the same survey mentioned above by the AGC, project management software is the tech area where contractors are planning to increase their spending the most in 2019.
  • Wearable Tech. In construction, wearable tech devices are designed to attach to a worker’s clothing or onto their protective gear. These smart devices can help improve job site safety by monitoring the workers’ vitals, alerting the workers if there are any environmental dangers nearby, and helping supervisors track workers in case of an emergency. While the use of wearables wasn’t too widespread in 2018, the amount of contractors using this technology is expected to increase by 17% over the next three years.
  • Virtual/Augmented Reality. Virtual reality helps professionals visualize construction projects before they come a reality. This helps to better predict any possible challenges that may arise before any building takes place. Additionally, when contractors are able to give their clients a virtual walkthrough of what the project will look like before it’s even built, it allows for tweaks and edits to be made before any of the building has even begun. This helps streamline the process and ensure the client will be happy with the final result.

Augmented reality is a bit more advanced than virtual reality, and it offers major advantages to those in the construction industry. While virtual reality is a computer-generated experience that replaces the physical environment, augmented reality uses computer-generated images to change and modify how the user sees their physical environment. Augmented devices can help collect accurate data in an automated fashion as well as enhance collaboration efforts. The capabilities go far beyond standard 3D modeling, minimizing planning errors and the need to rework anything.

As virtual and augmented reality become increasingly accessible, more construction firms are seeing them as realistic tools to incorporate into their business plans. According to a recent survey, 40% of large contractors plan to use either virtual or augmented reality in the near future.

CLOSING UP

Like most industries, construction is expected to experience ups and downs throughout 2019. While the labor shortage and the unresolved issues of the trade war pose an element of uncertainty, construction leaders can use advancements in technology and off-site construction, as well as commitment to broader recruitment efforts, to transform the industry into a more automated, safe, and inclusive field.

FIND TOP CONSTRUCTION TALENT WITH S.R. CLARKE CONSULTING SERVICES, INC.

Finding the right employees will always be the foundation to any successful business, and construction is no different. For over four decades, S.R. Clarke Consulting Services, Inc. has been helping construction companies find the top talent they need to grow and prosper.

With over 30,000 successful placements behind us, we work as each client’s strategic partner in success, and this philosophy has allowed us to help businesses flourish throughout all of the industry’s peaks and valleys.

If you’re ready for us to find your next perfect hire, get in touch today!

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5 COMMON MYTHS ABOUT CAREERS IN CONSTRUCTION https://www.srclarke.com/5-common-myths-about-careers-in-construction/ https://www.srclarke.com/5-common-myths-about-careers-in-construction/#respond Mon, 28 Oct 2019 11:25:02 +0000 https://demo4client.com/Wordpress/srclarke/?p=202 Continue reading 5 COMMON MYTHS ABOUT CAREERS IN CONSTRUCTION ]]> The construction industry is booming, and there doesn’t appear to be any end in sight for the growing demand.

Globally, the construction industry is expected to be worth $10.5 trillion in the next five years, and as the need for all types of construction continues to accelerate, more construction jobs are naturally opening up. In September alone, the Labor Department reported that 23,000 new jobs were made available.

While the demand for construction development is forward-looking, the labor part of the equation isn’t as bright, as the industry is experiencing an ongoing labor scarcity, which has been a recurring topic of conversation for quite some time. New jobs are continuing to pop up, but a large amount of those openings are remaining unfilled.

WHY ARE CONSTRUCTION JOBS REMAINING UNFILLED?

One of the reasons there is such a lingering lack of construction talent is because young workers simply aren’t joining the industry. A survey conducted by the National Association of Home Builders Association set out to investigate how 18-25 year olds perceive careers in construction. Nearly 75% of survey participants stated they already knew the career paths they wanted to take, but only 3% expressed interest in the construction trade.

These participants were asked why they weren’t willing to consider the industry. A few of the prominent reasons given were they wanted a less physically demanding career, they felt construction work was hard, they’d rather work in an office, they wanted to make more money than they thought was possible with a construction career, they wanted a career where a college degree was necessary, and they wanted a career that utilized modern technology.

These reasons above illustrate that there is still an oversimplified, narrow stereotype of what it means to work in the construction industry. Construction is one of the most diverse fields out there, but ill-informed myths and over-generalizations may be keeping young people from exploring the abundant career opportunities available within it.

The best way to combat myths is by taking the time to understand where they come from and then deconstruct them. Whether you’re an employer looking to hire construction talent or a young worker considering your career options, it will help your cause to clear up these common myths about careers in construction:

MYTH # 1: A CAREER IN CONSTRUCTION DOESN’T PAY WELL

The construction industry is comprised of a myriad of positions that require varying degrees of skill and experience, which naturally results in a wide range of pay scales. As with any field, entry-level positions pay less than executive roles (though the labor shortage is resulting in higher wages all across the spectrum), but there are abundant opportunities for entry level workers to move up the ladder over time and increase their pay.

The truth is that construction careers can be extremely lucrative. Certain positions, such as VP of operations and construction project managers, can easily bring in over $100,000 annually.

There are also many positions, such as plumbers and electricians, that bring in $50,000 or more per year. This is especially impressive when you consider that quite a few of these jobs only require apprenticeships, on-site experience, or specialized training in place of expensive college degrees.

The reality is that there is a numerous amount of differing salary options in the industry, and many of these salaries are seamlessly in line with the goal of someone who wants to make a comfortable living.

MYTH #2: ALL CONSTRUCTION JOBS INVOLVE HEAVY PHYSICAL LABOR

While a large portion of construction work does involve physical labor, there are sectors in the industry that are, for the most part, desk-based jobs. Many workers find building and construction to be fulfilling, but for those who are not interested in that line of work, it helps to remember that a construction project begins long before a work-site is even constructed.

Someone has to design the buildings, scope out possible work-sites, estimate costs, budget out expenses, and coordinate the project details before any actual constructing can commence. The point is that there are plenty of avenues available for those who are interested in the industry but aren’t fans of manual labor.

MYTH #3: ALL CONSTRUCTION WORK IS HAZARDOUS

It’s no secret that there are some potential hazards when it comes to on-site construction work, but modern regulations and technological advancements, such as drones and wearables, and enhanced safety features on equipment and personal protection help to reduce common risk factors. In fact, some of the most modern technology is being developed for and used by those in the construction industry, specifically focusing on reducing hazards and making the construction process more efficient.

Many employers take steps beyond the standard compliance regulations by hosting regular safety meetings, consistently advancing and monitoring safety training standards, and creating in-depth risk management programs. A large part of risk reduction is dependent on the workers themselves following all standard safety procedures.

As stated above, there are also a wide variety of career opportunities that don’t involve regular attendance at a job-site or the operation of heavy tools and machinery, meaning that typical construction hazards don’t apply to every available career option.

MYTH #4: THERE ISN’T MUCH ROOM FOR GROWTH IN THE CONSTRUCTION INDUSTRY

One common misconception is that a career in construction doesn’t allow for much upward momentum when, in reality, there is ample room for employees at all levels to advance their careers.

Because there is such a vast array of career trajectories in the industry, being stuck in a stagnant position isn’t a real threat at all. An entry-level worker can commit to progressing their skills by earning an advanced license, certificate, or degree. Some firms even provide advanced training to interested parties who want to move on to higher roles.

Experience is also an ideal tool for someone looking to move up the ladder. In fact, many construction managers started as entry-level workers, and through their hard-earned experience and finely tuned skills, they have gradually moved on to executive positions. Additionally, some construction workers gain valuable experience and then move on to starting and operating their own businesses.

Through hard work and a willingness to take advantage of opportunities designed to expand and advance skills, individuals can take charge of how far they go in the industry.

MYTH #5: COLLEGE DEGREES AREN’T HELPFUL IN CONSTRUCTION CAREERS

Many people believe that the construction industry is designed for those who aren’t interested in acquiring traditional college degrees, but that couldn’t be further from the truth. While there are plenty of lucrative and fulfilling career avenues available for those who focus on vocational schools or apprenticeships, there is a substantial amount of positions where a degree is either required or strongly preferred.

Degrees relating to construction management, business management, engineering, economics, architecture, and business administration are especially useful and necessary, and having one will often help a job seeker stand out in executive positions, whether or not a degree is required.

THE TRUTH ABOUT WORKING IN CONSTRUCTION

Misconceptions about the industry may be preventing young job seekers from finding careers that are both lucrative and fulfilling, which in turn leaves employers struggling to find the talent they need to fully take advantage of the current boom. Hopefully the above information helps clear up some of the most common myths surrounding careers in construction. The possible career paths are as abundant as they are diverse, and because the industry is growing at such an impressive rate, workers can easily find job security, resulting in the perfect blend of ideal career traits.

FIND AND FILL EXECUTIVE CONSTRUCTION JOBS WITH S.R. CLARKE CONSULTING SERVICES, INC.

For over four decades, S.R. Clarke Consulting Services, Inc. has been helping talented construction executives advance their futures with exciting career opportunities. If you’re a job seeker looking for a change, visit our list of current available construction jobs to see if anything is a solid match.

We are proudly assisting growing businesses in hiring the construction talent they need to truly prosper. With over 30,000 successful placements, the proof is in our track record. If you’re an employer searching for top construction talent, get in touch with us today to see how we can help you continue to build America.

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NARROW THE LABOR SKILLS GAP WITH A CONSTRUCTION MENTORSHIP PROGRAM https://www.srclarke.com/narrow-the-labor-skills-gap-with-a-construction-mentorship-program/ https://www.srclarke.com/narrow-the-labor-skills-gap-with-a-construction-mentorship-program/#respond Mon, 28 Oct 2019 11:19:25 +0000 https://demo4client.com/Wordpress/srclarke/?p=199 Continue reading NARROW THE LABOR SKILLS GAP WITH A CONSTRUCTION MENTORSHIP PROGRAM ]]> If you’ve been even minorly engaged with construction industry dialogue lately, you’re most likely well aware that the current construction labor shortage is a hot topic.

The buzz around this current issue is understandable, as many construction developers and business owners are heavily feeling the impact of not being able to hire the construction talent that they need to efficiently take on and complete projects.

To complicate matters more, the labor scarcity is occuring at a time when the demand for all types of construction services is expected to grow. The more the industry expands, the more workers will be needed in order to adequately support that growth. However, there are already issues filling the positions that are currently available. In fact, the number of unfilled job openings, which increased to over 270,000 over the summer, are at a post-recession high, and that number is steadily rising.

One of the major concerns the shrinking pool of skilled workers is creating is the unavoidable skills gap that comes with it. As seasoned workers are aging, there are few younger workers who have the skills and experience to replace them.

As it currently stands, a significant portion of the construction workforce today is comprised of baby boomers, and they are retiring, or at least preparing for retirement, at an alarming rate. It’s estimated that over 10,000 baby boomers retire each day. When you consider that 50% of all construction managers are from this generation, it’s obvious why there needs to be actionable steps taken to ensure the younger workforce will be able to acquire the skills necessary to take over.

One of the methods the industry is using to narrow the skills gap is to create mentorship programs, as doing so is an effective way to allow seasoned workers to pass down their knowledge to the younger demographic before retiring.

If you’ve personally felt the stinging effects of the lack of labor and subsequent labor skills gap and you are interested in creating your own construction mentorship program, here are a few things to keep in mind:

THE BENEFITS OF A CONSTRUCTION MENTORSHIP PROGRAM

Many places that are impacted by the labor shortage have witnessed firsthand the many benefits that mentor programs have on their ability to overcome this major issue. A noteworthy example is Boston. The Compliance Mentor Group, an organization focused on providing various diversity services for the construction industry, implemented a mentorship program after Boston’s construction industry experienced a strong surge of demand. Initially, the city didn’t have the skilled labor to fulfill the demand, but after implementing the program, they are finally seeing an end to their labor drought.

Regardless of the type or size of mentorship program you create, utilizing one can help mend your workforce issues as well. The benefits of implementing a mentor program are numerous, and to demonstrate, a few of the major perks are outlined below:

  • Seasoned workers are able to pass down their experience and expertise before retiring. The most obvious benefit is that experienced construction professionals can inspire and train the new workforce before they leave the industry, helping to close the ever-growing skills gap.
  • The program can help the younger workforce accelerate into advanced positions. When mentors are paired with entry-level employees, mentors are able to help the newcomers quickly adapt adequate skills, allowing them to advance their careers at a faster rate.
  • Mentors can demonstrate viable career options to the younger workforce. Careers in construction can be extremely lucrative, though common misconceptions often prevent younger workers from considering the field. As a result, few millennials are entering the industry (in 2015, less than 10% of construction workers were between the ages of 20 and 24). Mentorship programs can help show the younger workforce that the construction industry is a strategic career choice for anyone looking for career advancement opportunities as well as job security.
  • Mentorship programs can help attract and retain millennials. Millennials put quite a bit of stock in being invested in professionally, and a previous survey found that millennials were over twice as likely to stick with an employer for more than five years if they had a mentor compared to if they didn’t have one.
  • Mentorship programs often create loyal employees. When someone gains the majority of their knowledge and experience from a specific company, they are much more likely to be loyal to that company and stay employed there.
  • Young workers can develop beneficial leadership skills. If you focus on gradually elevating a young worker’s skills, you can slowly develop that person’s talents into leadership abilities that will benefit both the worker and your company.
  • The mentees can make important industry connections. Aside from equipping the mentees with significant skills and expertise, mentorship programs also introduce them to significant industry connections, therefore reinforcing their career security.
  • Mentors can train mentees in a way that directly benefits your company goals. Because entry-level workers often come into the industry as a blank slate, their mentor can train them in a way that best harmonizes with your workplace values and goals.

CREATING A CONSTRUCTION MENTORSHIP PROGRAM

When it comes to actually creating a construction mentorship program, there’s no one-size-fits-all approach. The direction you take your program will largely depend on your personal goals and available resources, and implementing your program will take quite a bit of strategizing and researching before it gets off the ground. One of your best resources will be looking at how other construction companies have successfully used mentors to deal with their own labor woes and using their experience as a learning tool.

That being said, here are a few general tips to help guide you in the right direction:

  • Decide on a main direction for your construction mentorship program. If your main goal is to attract more talent and narrow the skills gap, it’s important to decide who you want to mentor. Do you want to create a program that mainly targets high school kids who are still deciding on careers, or would you like to focus on college students who are entering into degree programs relating to construction? Many companies also use their mentorship programs as an advanced workplace training tool to guide already-existing entry-level employees into advanced positions.
  • Find a way to encourage your seasoned employees to participate as mentors. If you know of someone who credits much of their success to a mentor of their own, oftentimes they’ll be happy to take their turn as the adviser. If you don’t have someone like this on your team, you may have to supply some incentives. While some of your employees may want to mentor simply because of the satisfactory nature of passing down one’s hard-earned wisdom, you’ll most likely get more volunteers if you offer some sort of a reward or additional compensation. Take the time to consider what your budget allows, and seek out ways to acquire additional funding for the program.
  • Network appropriately to get the word out about your program. If you’re targeting students, network with surrounding high schools, colleges, and career counselors who can point appropriate candidates to your program. If you’re trying to upskill your own employees, send out a company-wide email to see who would be interested. You can then develop an application that evaluates each applicant in a fair, equal manner.
  • Decide on the program’s structure. Some companies offer formal mentorship programs that have specific goals and clear deadlines, and they also require all parties to sign legal contracts. Other programs are more laid-back and invest more into the personal relationship that develops between the mentors and the mentees. Another thing to think about is if the program will offer one-on-one style mentoring or if it will be structured as a classroom-style group setting.
  • Be strategic in how you pair the mentors and mentees. A tremendous factor in a successful mentor/mentee relationship is how each party gets along and communicates with each other. If you can, try to strategize the pairing so that the relationship is mutually beneficial. In many cases, younger demographics have strong technological skills that they could help their mentors adapt to, ensuring that each person is learning and growing. For a successful relationship, try to focus equally on the skills the parties both possess compared to the skills they each need as well as how well their personalities will click. If you need assistance, there are mentee/mentor matchmaking services and software programs available.
  • Evaluate progress regularly. Implementing a mentorship program offers no benefits if you (or the person responsible for managing it) don’t regularly check in to see how it’s evolving. Ask all of your mentors and mentees separately and privately for their feedback. The program will only be effective if all parties feel supported and heard throughout the process, so don’t be afraid to switch up pairings if need be. Consistent feedback will also help you improve and tweak the program for future candidates down the road.

CLOSING UP

In order for construction companies to reap the benefits of the current growth spurt of the industry, construction leaders are going to have to find viable workarounds to combat the current labor shortage and growing skills gap between new and seasoned workers.

Construction mentorship programs can help encourage young people to consider careers in construction, retain millennials who are interested in professional development, and allow entry-level employees to elevate their skill set and contribute to the workplace in a quicker, more impactful manner.

Hopefully this information encourages you to consider utilizing a mentorship program so that you can find a solution to your own labor pains while powerfully benefiting the younger workforce.

Good luck!

S.R. CLARKE CONSULTING SERVICES, INC. CAN HELP YOU FIND AND HIRE TALENTED CONSTRUCTION EXECUTIVES

For over 41 years, our construction search firm has helped companies all over the country find the top talent they need to grow and support their businesses. We always stay informed on current industry issues, so we know exactly how to fine-tune our recruitment strategies to cater to the current construction climate.

We’ve witnessed previous labor shortages, and with our talented team of recruiters and our pool of qualified job seekers, we’ve continued to help companies secure the talent they need to prosper and grow through all of the ebbs and flows the industry has experienced.

If you’re interested in learning more about how we can help with all of your hiring needs, contact us today!

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SEARCHING FOR EXECUTIVE CONSTRUCTION JOBS? HERE’S HOW TO SEEK OUT OPPORTUNITIES FOR… https://www.srclarke.com/searching-for-executive-construction-jobs-heres-how-to-seek-out-opportunities-for/ https://www.srclarke.com/searching-for-executive-construction-jobs-heres-how-to-seek-out-opportunities-for/#comments Mon, 28 Oct 2019 11:12:33 +0000 https://demo4client.com/Wordpress/srclarke/?p=196 Continue reading SEARCHING FOR EXECUTIVE CONSTRUCTION JOBS? HERE’S HOW TO SEEK OUT OPPORTUNITIES FOR… ]]> When you’re in the market for a new job, it’s important to know how to seek out and identify opportunities for advancement. If you value professional growth and end up landing a new position where there’s little room for upward mobility, it most likely won’t be long before you’re back on the job search.

Workplace stagnation leads to feeling bored and unfulfilled, which is a major contributor to employee turnover. A 2017 study put out by Glassdoor analyzed the reasons behind 5,000+job transitions, and one of the main factors cited was the lack of opportunities for advancement.

The good thing about choosing a career in the construction industry is that there are ample opportunities to grow professionally. There is a tremendous amount of variety in available career paths, as it takes a multitude of various positions and specialties to make the construction world go round.

If you’re in the process of looking for a new construction career opportunity and want to ensure you find a position that’s poised for continued growth, here are a few key things to keep in mind during your hunt:

RESEARCH YOUR IDEAL POSITION AND DEFINE YOUR CAREER GOALS

You’ll be much more likely to grow in the direction you want if you take the time to draft a career plan and narrow down the specific career goals you’d like to achieve.

Are you looking to grow and take on more responsibility in a position similar to one you’ve already held, or would you like to advance into a superior role? Do you need any further training, education, or certifications to get you there? How does your current skill set compare to the one you’d need for you dream position? How can you best fill in the gap?

Sometimes you may have to start at a different position before you progress to the actual role you want. For example, employers typically prefer construction project managers to have actual field experience before taking on such a fundamental role.

This helps ensure they understand the demands and flow of how a construction project actually works before they’re tasked with overseeing the deeply intricate demands of one. If being a project manager is where you want to end up, one part of your career plan will most likely involve obtaining work on an actual jobsite.

The better you research and prepare for the steps it will take to move forward in your career path, the better you can analyze opportunities and make decisions in a way that harmonizes with your long-term goals.

ASK ABOUT CAREER DEVELOPMENT AND ADVANCED TRAINING OPPORTUNITIES

One of the easiest ways to figure out if an opportunity will be conducive to your professional growth is simply by asking the executive recruiter or other hiring party you initially speak with.

Inquire what, if any, career development and training opportunities are offered within the company, and also ask if the company primarily promotes from within. Proactively seeking this information out will help you streamline your route to success and prevent you from being disappointed with what opportunities the company is able to offer.

THOROUGHLY RESEARCH EACH COMPANY YOU APPLY TO WORK WITH

Taking the time to research the company you’re applying to work with will allow you to gain a deeper perspective on how the company operates. The company’s website can tell you quite a bit about their culture and mission statement. Additionally, if they have a page made specifically to highlight career opportunities, this will allow you to gain a glimpse into whether or not they provide any opportunities to advance your career.

If they don’t have much information published regarding possible growth within the company, there are a variety of websites where employees review their experiences working at specific companies. Users comment on a variety of topics, such as culture, benefits, and opportunities for growth. While these websites aren’t the be-all and end-all of forecasting what your experience would be like, they still offer valuable insight from current or former employees.

ASSESS THE COMPANY’S FINANCIAL STABILITY

Another way you can gauge whether or not a job will be contributory to your long-term career goals is by investigating whether or not the company is solvent. Generally speaking, companies who aren’t doing the best financially don’t have the means to offer regular promotions or advanced training.

If the company is public, the financial filings are made available to the public by the U.S. Securities and Exchange Commission. If the company is private, you can ask roundabout questions during the interview to get a sense of the company’s stability.

Inquiring about whether or not the company expects to expand headcount over the next year, how frequently they promote from within, and what kind of marketing efforts they utilize can help you assess its financial health. Generally speaking,a company that is steadily growing and expanding marketing efforts is doing satisfactory on cash flow.

Keep in mind that this isn’t a bulletproof way to assess a company’s fiscal well-being, but rather, it’s a quick snapshot. Newer companies may not have the means to grow rapidly right away, but they could do so in the near future.

BE OPEN TO RELOCATING

Sometimes the best opportunities aren’t close to home. If you aren’t finding many outlets to grow your career where you’re currently residing, it may be best to start expanding your search to non-local areas.

Especially if you live in a small town where there’s not much projected growth for construction, you may want to consider looking into cities that are expanding their construction efforts.

The more open you are to changing scenery and moving to a location that’s ripe with construction job openings, the better your chances are of finding an employer who will help you move further along your career path. Opportunity can find you, but more often than not, it’s up to you to chase the opportunity.

NETWORK WITH EXECUTIVE CONSTRUCTION RECRUITERS

The construction industry is dealing with a current construction boom while simultaneously experiencing a labor shortage. This means that many construction jobs are opening up, but without enough talent, positions are remaining unfilled.

Construction executive search firms and construction companies are always looking for top talent, so make yourself easy to find. Network with search firms and construction companies on professional platforms such as LinkedIn, and stay aware of any new job openings popping up. Additionally, make sure your LinkedIn is highly optimized for the keywords you want to be found for.

Staying on recruiters’ radars is highly beneficial, as they often know about jobs that aren’t advertised online. They work side-by-side with impactful companies, and they could know of an employer who may be hiring for one position but would be willing to consider training and promoting you to another position rather quickly. Success is all in your communication and networking efforts.

CLOSING UP

If the possibility of upward mobility is something you find invaluable in a position, it’s important to learn how to spot an opportunity where advancement is something viable.

It comes down to knowing what steps are necessary to meet your unique career goals, conducting thorough research into the companies you’re applying for, and making yourself highly visible to hiring parties.

If you can achieve these steps, you should have no issue recognizing and pouncing on the first opportunity that will help you further your career.

CHECK OUT CURRENT LIST OF EXECUTIVE CONSTRUCTION JOBS

S.R. Clarke Consulting Services, Inc. has been helping employers find top talent for their construction firms as well as assisting job seekers in making exciting career changes for over 41 years.

We have an impressive track record and have made over 30,000 successful placements. If you’re looking to make an exciting career change, take a look at our current list of executive construction jobs.

Whether you’re an employer ready to grow your company or a job seeker looking to find a new career, we can help in every possible way.

Get in touch today!

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WHAT IS THE LAW OF SCARCITY, AND HOW DOES IT RELATE TO… https://www.srclarke.com/what-is-the-law-of-scarcity-and-how-does-it-relate-to/ https://www.srclarke.com/what-is-the-law-of-scarcity-and-how-does-it-relate-to/#respond Mon, 28 Oct 2019 10:52:37 +0000 https://demo4client.com/Wordpress/srclarke/?p=193 Continue reading WHAT IS THE LAW OF SCARCITY, AND HOW DOES IT RELATE TO… ]]> Every business, every household, and every person is driven to make choices each day based on the law of scarcity. It always has been and always will be a fundamental influence in our world. That being said, what exactly does does this law mean, and how does it apply to the current lack of skilled workers in the construction industry?

The law of scarcity is an economic principle stating that important resources, including land, labor, and capital, come in limited supply. Scarcity is the gap that occurs between the never-ending amount of wants and needs and the insufficient amount of resources available to satisfy those wants and needs.

When scarcity is present, individuals and society as a whole have to strategize how to best accommodate, manage, and allocate the limited resources. This often involves making trade-offs or adjustments to current circumstances, as not every want and need can be simultaneously met. Naturally, when something is in scarce supply, the value of that resource adjusts to the current situation and increases.

A good example of society adapting to a scarce resource is the gasoline crisis of the 1970s. In 1973, the Middle East placed an oil embargo on the United States, and subsequently, the oil supply became severely limited.

Prices quickly skyrocketed, and in the months following after the sanctions were placed, barrels of gasoline went from costing three dollars each to twelve dollars. In addition to the price surge, the government had to find a way to ration the remaining fuel and deal with the hoards of long lines at gas stations.

One of the strategies involved only allowing people with license plates ending in odd numbers to buy gas one day, and the next day only the even numbers would be allowed. Speed restrictions were also placed in an attempt to save gas. This went on until the embargo was lifted in the spring of 1974, though residual economic effects were felt for years after.

As far as a modern day example of scarcity goes, take a look at the current construction labor drought. At a time when the industry is growing, the labor market is the tightest it’s been in years, and with rising labor costs accompanying a harsh shortage of workers, the industry is being forced to adjust and strategize in order to stay afloat.

CONSTRUCTION LABOR IS A SCARCE RESOURCE

According to a study put out earlier this year by the The Association of General Contractors of America (AGC), 75% of firms stated they expect to grow this year, but over 80% of firms expect it will be difficult to find and retain qualified workers.

The lack of qualified workers is not a new topic of conversation in the construction industry, but it is a problem that’s steadily growing. The 2007 recession resulted in the loss of roughly two million construction workers, and even though the outlook for the growth of the industry is positive, the concerns regarding labor have only increased.

In fact, in a survey put out last year by the National Association of Home Builders, 82% of builders cited the availability and cost of labor as their number one concern. If you look at 2011, only 13% of builders cited that as a main worry, and the number has firmly increased every year since then.

RAMIFICATIONS OF THE LABOR DEFICIENCY

While the demand for all types of construction services are expected to expand, construction jobs continue to remain unfilled. This presents a large problem for industry leaders who are trying to take advantage of the current boom, as there is a significant gap between the need for construction labor and the availability of workers. It’s not uncommon for contractors to have to turn down work or even enter into a joint-venture on parts of a contract due to the lack of workers.

Because the competition between firms to find and hire construction talent is so high, the cost of acquiring that labor is quite large and continues to rise. As stated above, this specific cost is a major concern in the industry.

In the same AGC survey mentioned above, 60% of firms stated they plan to increase their base pay, while a significant percentage of firms also said they will supply incentives and bonuses as well as enhance benefits. While expensive, these strategies are necessary in order to stay competitive when attracting talent.

Additionally, because labor is so tight, project completion is often delayed, and in order to afford the high price of workers, bids must be higher, resulting in higher costing projects.

WHY IS CONSTRUCTION TALENT SO SCARCE?

There’s not one concrete answer to why the labor shortage is so severe, but rather, it’s a combination of a few different points.

After the recession, a substantial amount of the construction workers who were laid off never returned to the industry, and as for the ones who did, many of them are currently heading toward retirement.

On the same token, a paltry amount of the younger workforce, only about 3% according to this survey, are interested in entering the construction industry. This presents a large skills gap between the older and younger workforce. The reason for the disinterest among the youth is often traced back to the focus on college educations and the simultaneous decrease of apprenticeships and trade schools.

Lastly, increasingly strict immigration policies also factor into the shortage of qualified laborers, as these regulations will likely affect the availability of immigrant workers who are readily willing to fill these positions.

ADJUSTING STRATEGIES TO ADAPT TO THE LABOR WOES

Anytime scarcity presents itself, society has to strategize how to best work around it. Clearly, construction firms are upping the ante in terms of payment and benefits for workers, but seeing as how only a small percentage of young people are considering a career in the trade, increasing wages and salaries isn’t the stopping point.

Aside from offering a larger financial incentive, firms are trying to ramp up the efforts to attract more workers to the industry in other ways. Creating training and development programs for high school students is a solid way to generate interest to those who are still open minded to various career paths.

Showcasing that vocational trades are financially sound options can help the long-term goal of building a younger workforce. Likewise, creating and advertising mentorship and apprenticeship programs with senior and entry-level workers can help close the skills gap, and implementing programs designed to recruit military veterans can also be of assistance.

Embracing building information technology, prefab/modular construction, and smart technology is something that more firms are starting to see the benefit in. In the same ACG survey, over 40% of firms stated they plan to increase their information technology budget.

Modern technology can help increase efficiency and productivity, allowing projects to get done faster with fewer workers. Technology is advancing daily, and it seems that shifting in the digital direction could help solve the woes of the shrinking workforce.

CLOSING UP

Scarcity is a natural part of society. In a world of infinite desires, limited resources are an inevitable. When there is a gap between the amount of a specific resource and the demand for that resource, those who need it must make choices on how to attain their goals even with the restraints presented.

While talent is in short supply all around in the construction industry, that doesn’t mean a strong future is out of the question. If you look at the history of societal advancement, some of the best moments of ingenuity have been born out of precarious circumstances.

If industry leaders continue to get creative with hiring strategies and incentives, create programs aimed at attracting the younger workforce, and utilize modern technology to the industry’s advantage, the industry should be able to successfully reshape itself.

OUR CONSTRUCTION EXECUTIVE SEARCH FIRM CAN HELP YOU THROUGH ALL OF YOUR HIRING NEEDS

S.R. Clarke Consulting Services, Inc. has placed over 30,000 successful candidates over our 41+ years of operation. We’ve been there through all of the ups and downs the industry has experienced, and through it all we’ve helped our clients promote their growth by finding the most qualified core employees.

If you need help filling important positions with top talent, we’ll work as your strategic partner in success. By utilizing our national pool of resources and working with you to define your unique needs, we’ll make sure your company prospers with the right team of people.

Contact us today to see how we can help your business thrive.

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CAREER SEARCHING IN THE CONSTRUCTION INDUSTRY: HOW TO INTEREST EXECUTIVE RECRUITERS WHEN… https://www.srclarke.com/career-searching-in-the-construction-industry-how-to-interest-executive-recruiters-when/ https://www.srclarke.com/career-searching-in-the-construction-industry-how-to-interest-executive-recruiters-when/#respond Mon, 28 Oct 2019 10:48:12 +0000 https://demo4client.com/Wordpress/srclarke/?p=190 Continue reading CAREER SEARCHING IN THE CONSTRUCTION INDUSTRY: HOW TO INTEREST EXECUTIVE RECRUITERS WHEN… ]]> Embarking on a new career search can always be a bit cumbersome.

Between searching for ideal job openings, typing up cover letters, updating your resume, meeting hiring parties for interviews, and negotiating on-boarding details, looking for a new career opportunity is an exhaustive process. If you’re looking for a new opportunity out of state, it often proves even more so.

There are many reasons why you may be interested in applying for a non-local position. You could be relocating in the near future and are trying to find secure employment before you make the big transition. Perhaps your current location doesn’t have any relevant job openings at the moment. Maybe you’re in an area that doesn’t have much of any demand for your skill set.

IS IT DIFFICULT TO APPLY FOR NON-LOCAL POSITIONS?

Whatever your situation is, there are plenty of valid reasons to consider relocating for work. The common belief about doing so, which does have a degree of truth to it, is that executive recruiters and other hiring parties will favor in-state applicants. The reason for this is that there’s generally less of a risk pursuing a candidate who is local than there is taking the time and possible expenses to arrange working with someone who is far away.

That being said, it’s far from impossible, as people get hired and relocate for work every day. Hiring out of state candidates is far more common when trying to fill executive-level positions rather than entry-level ones because the expected skill set is more clearly defined and specialized. As a result, there’s a slimmer candidate pool to choose from.

It’s also helpful to consider both the industry and the location as a whole. For industries and locations that are over-saturated with qualified talent, there’s no real reason why a recruiter would think to seek non-local applicants. In the construction industry, however, there is a well-known labor shortage at the moment. Because there is a high demand to fill construction positions all across the board, companies will be much more likely to consider applicants from other areas.

Regardless, it’s always a bit confusing figuring out how to impress recruiters from a distance. If you’re relocating soon and are in the market for a new position in the construction industry, here are a few tips to help you with your long-distance job search:

CONNECT WITH CONSTRUCTION EXECUTIVE SEARCH FIRMS

Knowing the right people always helps when pursuing a new career opportunity. If you know of any construction executive search firms or individual recruiters in your network, or any who made contact with you in the past, reach out and see if they know of any open positions in the city you’re moving to.

If you don’t personally know of any, search online for some search firms specializing in the construction industry. Many have their own job boards highlighting construction openings, and chances are if a job listing is still up on their site, they haven’t filled the position yet. They may be looking for someone with exactly your skill set, so get in touch and send in your resume.

Additionally, put out feelers to any of your contacts in the industry, especially if they’re a professional working where you will be relocating. You never know how far striking up a simple conversation can take you.

NAVIGATE YOUR WAY AROUND THE NON-LOCAL ADDRESS

One of the trickiest parts about sending your resume off when applying to out-of-state positions is figuring out how to list your address in a manner that won’t throw off recruiters.

If you list your current address, it will obviously be a bit confusing to any hiring party. To work around this obstacle, you have a few options.

  • The first possibility is to leave the address off of your resume altogether. This is becoming more of the norm, as email tends to be the more favored manner of communicating information and sharing documents. That being said, some companies still send offer letters in the mail, but even if the hiring company is completely in step with the modern times, your location will eventually come out of the woodwork, especially if the recruiter requests an in-person interview.
  • The next option is to use the residence you will be using when you relocate (if you have one), or use one of a family member or friend who you will be staying with. Again, the main problem with this is that if you’re asked to come in for an interview shortly after sending off your resume, you’ll have to explain that you’re not actually there yet.
  • The most straightforward way to go about it is to list when you’ll be relocating in place of the address (e.g., Relocating to Denver October 2018). This does make it known that you’re non-local, but it also asserts that you’ll be relocating soon. It tells the recruiter that you have a firm commitment to move by a specific date.

CLEARLY ASSERT YOUR INTENTION TO MOVE

The more you can prove your certainty about relocating, the more realistically you’ll be considered.

Executive recruiters work tirelessly to satisfy their clients’ hiring needs. This often means they need to fill a position quickly with someone who is qualified and who will stick around long-term.

One of the fears that goes along with considering out-of-state job seekers is that they’ll go along with the hiring process only to change their minds about moving at the last minute.

To combat this concern, use your cover letter to explicitly state your reason for moving. If your reason is something vague, such as that you are tired of your current city or you are looking for a new opportunity, it doesn’t help to alleviate worry that you aren’t fully committed to relocating.

Instead, try to explain your situation in way that relays you have every intention of moving to that location. Maybe your partner is starting a new position, which is why you’re making the transition, or it could be that you have family there who you’re excited to be close to. The point is to assert that you’ve made up your mind about moving and that you’ll be a resident there soon.

CONSIDER OTHER POSITIONS

You may have a specific position and a set salary range in mind, but if you’re trying to secure employment before a move, you may need to be a little flexible with expectations. You can always move up in a company, and you can also apply for your ideal role when an opening comes along.

For instance, if your experience is being a construction project manager and there are many job openings for positions slightly underneath that, it may be worthwhile to take a small pay cut in favor of securing employment and getting your foot in the door somewhere.

COMMUNICATE YOUR ABILITY TO TRAVEL

One of the perks of hiring in-state candidates is being able to interview them quickly, so to further minimize the inconvenience of your status as a non-local candidate, establish early on that you’re willing to accommodate their interview schedule.

Ideally, the recruiter will be able to work with a virtual interview, but depending on personal preferences of the search firm and the hiring company, they may put quite a bit of stock in the in-person meeting.

If this is the case and your budget allows, make it clear that you’re able to travel for an interview and that you’re willing to cover the travel costs yourself. When the hiring party doesn’t have to make any special arrangements, you’ll help demonstrate that there’s not any significant disadvantage when it comes to considering you right alongside other applicants.

ASSESS IF YOU CAN PAY YOUR RELOCATION COSTS

When it comes to executive positions, it’s not rare for a company to offer financial assistance when a new hire is relocating to join the company. Considering that the construction industry currently has a deficit of talent (90% of contractors reported being concerned about this shortage during Q2 of 2018), it’s even more reasonable to expect that companies will be willing to go the extra mile in order to acquire the top talent they need to overcome this issue.

That being said, if you’re applying for your dream job in your dream city, it may be worth it to state that if the choice is between you and a local candidate, you would be willing to pay for your relocation costs. This would help narrow any competitive edge a fellow applicant has solely because they are in-state.

This is, naturally, only a move you should make if you can afford it. Of course, finding the right company could ensure that you’ll be well on your way to affording much more than just relocating to a different city.

CLOSING UP

Hopefully these tips give you an idea of how you can better apply for non-local positions and win the interest of executive recruiters from afar. It all boils down to showing you have the skills and qualifications for the position, as well as the surefire intention to actually relocate. As long as you can prove you are the right person for the job while downplaying concerns over your out-of-state status, you should be able to contend with any local applicant.

S.R. Clarke Consulting Services, Inc. has been helping companies find and hire top talent in the construction industry and job seekers navigate exciting construction career opportunities for over 41 years.

With thousands of successful placements, our track record shows we’re one of the best construction industry search firms operating today.

If we can help with any of your own hiring needs, get in touch today!

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CAREERS IN CONSTRUCTION: WHAT ARE SOME OF THE HIGHEST PAYING EXECUTIVE CONSTRUCTION… https://www.srclarke.com/careers-in-construction-what-are-some-of-the-highest-paying-executive-construction/ https://www.srclarke.com/careers-in-construction-what-are-some-of-the-highest-paying-executive-construction/#respond Mon, 28 Oct 2019 10:46:16 +0000 https://demo4client.com/Wordpress/srclarke/?p=187 Continue reading CAREERS IN CONSTRUCTION: WHAT ARE SOME OF THE HIGHEST PAYING EXECUTIVE CONSTRUCTION… ]]> The construction industry appears to have quite a positive future ahead of it. According to a survey by the Associated General Contractors of America, 75% of the construction firms they surveyed expect to expand both their payroll and the demand for their services this year.

This is great news for those who are planning to find construction jobs. The diversity of sectors, services, and career openings in the industry further demonstrates why the field is such a viable career path. The opportunities are ubiquitous, and due to the current labor shortage, job seekers don’t have to worry about battling in the same competitive career landscape as other industries.

If you’re thinking of pursuing a career in construction at the executive level, or if you’re already in the industry and are interested in a change of pace, there are many factors that go into defining what position is ideal for you. Your experience, qualifications, and skills combined with what you actually enjoy doing should shape the kind of vocation you select for yourself. In addition to these factors, there is something else that tends to matter when pursuing a profession: the pay.

There are as many pay scales as there are positions in the world of construction, so if salary is a major deciding factor for you, here are some of highest paying executive construction careers to make note of:

Note: Please note that these figures are based on the salary information announced by Payscale.com, Salary.com, and other salary information resources reflective of spring 2018. These numbers will vary depending on factors such as qualifications, experience level, individual employer situations, and geographical location, so keep in mind this is general information.

VICE PRESIDENT OF OPERATIONS

The VP of operations makes one of the highest salaries in the industry, and they have the experience to back it up. Most have over a decade of experience in the industry, which helps them tackle the myriad of duties they need to perform.

A VP of operations must have a bird’s eye view of the entire option as well as adequate foresight to develop high-level strategies and increase profitability.

Here’s a quick look at some of their many responsibilities:

  • Expertly manage finances and budget efficiently over different departments
  • Successfully create effective training programs that help aid the bottom line and increase productivity
  • Hire for management positions, guide the managerial team in a positive direction, and conduct periodic performance reviews
  • Leverage modern practices and technology to push the business forward and maintain/improve on-site job safety
  • Ensure company and project goals are met
  • Communicate with clients

As mentioned before, a VP of operations will have accrued years of relevant work experience before being considered for the VP role. This will ensure they have well-rounded knowledge of how all areas of the construction industry operates as well as thorough experience supervising others, which will make them a more effective leader. A bachelor’s degree in business administration is almost always required, though a master’s degree can certainly help.

How much does a VP of operations make? According to Pay Scale, a VP of operations tends to make ~$81,500 and ~$205,600, with a median annual salary of $124,348.

CONSTRUCTION PROJECT MANAGERS

Project managers get paid some of the highest salaries in the industry, especially at the senior level. Predictably, they also are tasked with a fair amount of responsibility, as it’s their responsibility to oversee the development of an entire project.

A project manager’s job includes:

  • Managing finances to make sure the project stays at or under budget
  • Scheduling and coordinating tasks appropriately so that deadlines are met
  • Ensuring compliance with building and safety regulations
  • Acquiring all necessary licensing needs and permits
  • Communicating with staff, senior management, and clients about project plans and development
  • Preparing and revising contracts
  • Coordinating schedules and details between necessary construction parties (engineers, architects, etc.)
  • Responding to emergency situations
  • Overseeing the project from the initial phase to the completion

How much do construction project managers make? According Salary.com, construction project managers usually make between ~ $87,000 and ~ $113,000, with a median salary of $99,964.

Project managers generally are expected to have at least a bachelor’s degree, preferably in a construction-related field. It’s best if they’ve gained experience by working in the construction industry and have held supervisor positions in the past.

CONSTRUCTION MANAGERS

Construction managers usually work directly under the project manager. They work on the construction site and are responsible for supervising the day-to-day operations and the workers.

Whereas the project manager oversees the entire operation from project conception until project completion, the construction manager is usually only involved in the actual construction aspect of the project.

Almost all construction managers have previously worked in the construction or engineering industry. Many started as construction workers, which makes them familiar with the flow and demand of job sites. Some employers require a bachelor’s degree relating to construction, but many only require previous experience.

How much do construction managers make? According to Pay Scale, the average range of annual total pay for construction managers is between ~$47,000 and ~$126,000, with a median of

$74,279.

CONSTRUCTION SUPERINTENDENT

A construction superintendent oversees the development of a construction project, typically working mostly on the job site. They communicate with both the field workers and the senior management, helping assure all aspects of the project are running smoothly. Superintendents have to be apt at multitasking, as they are responsible for a variety of tasks, including:

  • Handling certain human resource needs
  • Logging labor hours
  • Scheduling workers
  • Managing quality control
  • Helping to meet deadlines and budget limitations
  • Documenting orders, costs, and inventory of materials
  • Enforcing job-site safety measures

Most construction superintendents have many years of experiencing working in construction, especially in other supervisor roles. When hiring, some employers prefer a degree in construction project management or engineering, while others care more about the amount of proven experience a candidate has.

How much do construction superintendents make? According to Pay Scale, construction superintendents usually make between ~$48,000 and ~$114,000, with a median annual salary of $73,547.

CONSTRUCTION PROJECT ENGINEER

A construction project engineer is a hybrid between an expert engineer and a project manager. The exact scope of their work may vary depending on the project and company they’re working with, but in general, they are responsible for managing the technical and engineering aspect of projects. Project engineers are responsible for breaking down the vision of the project into comprehensible and achievable smaller tasks, while also acquiring necessary materials and workspaces.

They often work alongside the project manager, helping to supervise workers and manage budgeting and scheduling issues that involve the technical team. They report updates to relevant stakeholders, and they help ensure that the project is up to code on safety and compliance regulations before it’s inspected.

A project engineer typically has a bachelor’s degree, but additional, advanced degrees may influence higher salaries. An engineering license may be necessary as well, depending on the location and individual company protocols.

How much do project engineers make? According to Salary.coma construction project engineer typically makes between ~$58,000 and ~$75,000, with an median annual salary of $65,510.

CONSTRUCTION ESTIMATOR

Construction estimators are hired to estimate costs (labor, materials, etc.) and timeframes needed to complete a project. They collect and analyze data to help develop bids and accurate budgets. In order to do this, they need to be able to read construction plans and blueprints as well as understand building codes and regulations. Additionally, estimators must be able to survey potential job sites and decide if any factors, such as environmental conditions, will affect the projected costs.

Hiring parties often look for an estimator who has a bachelor’s degree in construction management or construction engineering, but sometimes adequate field experience will suffice. There are also certifications available.

How much do construction estimators make? According to Pay Scale, estimators usually make between ~$36,000 and ~$87,000, with an average median annual salary of $57,631.

CONSTRUCTION PROJECT COORDINATOR

Just as the title suggests, a project coordinator assists the project manager by ensuring that multiple areas of a project come together smoothly by:

  • Organizing and attending necessary meetings and phone calls
  • Keeping track of and helping to estimate expenses and orders
  • Updating spreadsheets
  • Handling many administrative tasks
  • Relaying information/tasks to workers as well as communicating with stakeholders and vendors
  • Managing schedules and timelines
  • Organizing important documents and paperwork, such as invoices, contracts, and reports
  • Keeping track of project development
  • Helping to close out the project

Most project coordinators have a bachelor’s degree in business management or a related field as well as a few years of experience working in the construction industry. However, some employers may only require relevant experience.

How much do project coordinators make? According to Glassdoor, a construction project coordinator tends to make between ~$41,000 and ~$83,000, with an average base pay of $56,121.

CONSIDER A CAREER IN CONSTRUCTION TODAY!

As you can see, there are many financially-sound career opportunities in the construction industry. Construction jobs are abundant and are expected to only keep growing, so considering a path into this industry is a smart move. The best part is that the options are nearly endless, so you’ll be able to find a career that suits you just right.

GET IN TOUCH WITH OUR CONSTRUCTION SEARCH FIRM

Whether you’re looking to find a construction job or you need to hire construction executives to build the foundation of your own company, S.R. Clarke Consulting Services, Inc. can help. With over 41 years of experience and countless successful placements, our track record shows that we are one of the most effective construction search firms out there today.

No matter what your hiring needs are, it’s our goal to be your strategic partner in success.

Give us a call today!

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