Many hiring managers in the construction industry struggle to find candidates.  In fact, many are branching out and trying to recruit the younger generations, which have little to no skill in construction.  Besides hiring candidates with little experience, the bigger problem is retaining those hires.  The retention has nothing to do with the lack of skill and everything to do with building a culture candidates will be drawn to.

Younger generation candidates are more interested in the company culture than they are about the skill they do or do not have.  They are confident they can learn the necessary skills, however, if the company culture does not fit them, they will leave without hesitation.  Here are some steps you can take to build a culture candidates will be drawn to:

  • Younger construction candidates want feedback. They know then lack the skill of the more experienced generation, but without feedback they cannot improve.  Make sure that you have a mechanism in place to give them the feedback they want.
  • Communication for this generation is key! In fact, you should implement using social media, texting, and email as normal forms of communication with these candidates and employees.  They are comfortable with this communication and expect it.
  • In addition to communication and feedback, they want to have a voice. Allow them the opportunity to express themselves in a variety of ways.  Many times, they will have out-of-the-box ideas you may not have thought of, but can be beneficial.  Do not dismiss their thoughts and ideas just because they lack experience.
  • Commit to the culture you set. If you consistently are changing your culture, these candidates will grow tired of the changes and will leave.  Make the culture a priority and foster its growth.  Support after-hour activities, build community, and show these candidates that the company culture is important!

When you hire younger construction candidates, you can give them the training they need, but can you give them the culture they want?

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