Low pay/dangerous Job, companies seek solutions to fulfill Construction labor shortage
It’s no wonder that the construction sector has faced a severe lack of labor. Although the industry itself is booming and the demand for new buildings has increased, such as private homes, affordable housing, commercial real estate, and public works and institutional construction projects, the skilled workforce required to complete these vital projects has drastically decreased.
The recession, remember? To some of us, it just feels like yesterday. A bad dream, to others.
When the 2008 recession struck, 600,000 employees left construction jobs. Most walked away from their jobs and never returned – going years later, a significant void in the workforce resulting in the current shortage of construction labor. And while many of the industry’s baby boomers are beginning to retire, there are still not enough young people in training to sustain the industry.
People today reject employment in the construction industry, perceiving them as dangerous, challenging, and dirty. Millennials with all income backgrounds entering the workforce would prefer to go to a college for four years or take up retail or transportation jobs.
According to the U.S. Labor Bureau, as of April 2019, there are 434,000 vacant construction jobs in the U.S. alone. This year, data from JOLTS (Job Openings and Labor Turnover Survey) confirmed that the shortage of U.S. labor in the construction industry is short of 350,000. A construction worker’s average age in the U.S. is now near 43, rising faster than it has in recent years. Those workers’ experience and knowledge might soon be lost.
It is necessary to remember that this danger is not merely existential. Several construction managers have said the shortage is felt on-site regularly over the last few months. Contractors were required to pay higher salaries to subcontractors, frequently waiting for talent to become available-in the end slowing down employment across the world. Some attribute this labor shortage to the 5.86 percent rise in building costs in 2018, reported by the Turner Building Cost Index.
It’s a dilemma that can’t be solved by a silver bullet, but the good news is that addressing problems arising from a steadily shrinking labor pool isn’t impossible.
A severe shortage of labor in the construction industry in B.C. is expected to hit 90 percent of businesses in several trades, and 75 percent of firms across the province say that they can not find enough skilled workers. Effective recruitment in Vancouver needs an organization with expertise, focus, and awareness, understanding the building and mechanical industry executive & management environment of British Columbia. True North Labor, is the construction staffing agency in British Columbia that provides skilled workers on your demand and helps with Construction recruitment in Vancouver. Whatever the cause of your lack of workforce, the excellent temporary agency will give you trained, motivated employees to get back on track with your company.
Temporary employment agencies have a focus on skilled construction workers-providing the construction industry with access to the freshest pool of skilled labor. True North Labour is your one-stop for all of your staffing needs. This is one of the best temporary employment agencies, particularly for the construction sector, which provides high industry standards for you and employees as it is the only temporary staffing agency that inspects the candidates in compliance with ITA criteria before hiring them.
The business offers benefits, including healthcare, paid time off, and annual raises to combat the competitive market. Nevertheless, the strong U.S. economy impacts the construction industry in two ways: the boom is increasing consumer and company demand that has more cash on hand to develop and enhance, but it also exacerbates the industry’s growing inability to fill employment.
Like other blue-collar sectors facing worker shortages, the construction industry is struggling with an aging workforce and a gender and professional labor disparity. The industry is hiring young graduates, veterans, and formerly incarcerated men. It is also trying to change the dialog with students about the four-year college degree desire, which is not for everyone. Jobs are also available for those who do earn four-year degrees.
Another resource left untapped is women. Apprenticeships are more familiar with men than women; women accounted for just 3 percent of construction apprenticeships in 2016, most employed behind the desk, in design, management, or administrative positions.
Yet the construction industry is more robust than most when it comes to the gender wage gap, given the labor shortage, the lack of women in the industry, and age-old stereotypes: “Women in the construction industry earn around 95.7 percent of what men earn. That’s much better than any other industry.’
Stress how women are represented in the company by ensuring fair pay and understanding how women are handled differently on the job site. To be more accepting, become conscious of how you can enhance the community at your place—still lost where to start to cope with the shortage of labor? Make sure that women feel comfortable when at work, and understand the importance of their work.
Training can also reduce dependence on foreign labor, and the labor-power can upgrade their skills over time through training. The advantages for the construction companies are that they can acquire the right building workforce by contributing a small amount of money to the training system. Therefore, because of this train, efficiency and the amount of skilled labor are relatively higher.
Offering higher wages, better health, and on-the-job training — and reaching out to groups of people who don’t suit a construction worker ‘s conventional mold — are only a couple of the ways construction firms cope with an acute labor shortage.