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Posted by Rowan O'Grady, Hays Canada President on Wednesday, Dec 16, 2015
As reported in the Journal of Commerce, Canadian construction employers are optimistic about next year, with most expecting increasing or stable business activity. However, a skills shortage is still challenging hiring managers.
What can you do to find or build the talent you need?
Almost half of construction employers are offering training and professional development as a talent attraction strategy, according to the latest Hays Salary Guide, showing they are taking the shortages seriously and are taking steps to address it internally.
"It's not a nice to have perk anymore, it's a basic employee expectation," Hays VP Jackie Burns told the Journal of Commerce. "It's as much a retention tool as it is an attraction tool. People will move because of attractive projects and career advancement."
While historically many construction companies have hired on a project-to-project basis, a long–term view of talent is important when there is such a shortage of senior candidates. Look for professionals with high potential and offer training rather than focusing purely on meeting immediate needs.
This has three distinct advantages:
1. Build your own talent
The skills shortage isn’t going to go away on its own. If you need skilled workers today, you’ll still need them next year and in five years unless you take the time to invest in training to upskill your workforce to meet those needs.
2. Attract ambitious candidates
Construction workers tell us they want career progression. Sell your training and development options in job ads to attract workers who will commit to your organization for the long-term.
3. Retain high-potential employees
Don’t make your top talent leave for new opportunities – offer job rotations, stretch assignments and ways to learn new skills to keep employees engaged and interested.
Register for tomorrow's Construction and Property webinar to learn more, or request your copy of the 2016 Hays Salary Guide.