Ready, Set, Build: How to Strategically Staff Your Next Construction Boom

Story by Gemma Beasley / October 24, 2023

The construction industry is facing a complex talent paradox. Although unemployment remains low and competition for skilled workers is high, many firms find themselves stalled in uncertainty.

I speak with clients daily who are stuck in purgatory – unable to move forward as they await project funding or awards amidst rising interest rates. But when activity picks up again, as it inevitably will, demand for talent will spike while supply remains tight.

This makes hiring difficult and expensive, slowing project turnarounds and compressing margins. It’s easy to feel powerless in the face of market forces. However, there is a way forward.

Savvy firms are using this wait time strategically – mapping talent gaps, building prospect pipelines, and getting ready to hit the ground running. By taking the right steps now, they will be primed for growth when the tide turns.

Here’s how this foresight and planning works for our clients at Hudson Cooper Search.

Talent Mapping:

We helped a large construction company map their project management talent across regions to identify gaps and redundancies. This allowed them to reorganize teams to align skill sets and experience with project needs.

Let’s get clear on the must-have skills and experience needed across your projects. I’ll help you analyze your existing talent and upcoming needs so you can optimize your teams. Sound recruiting starts with understanding the roles you need to fill.

Setting Up New Locations:

When a construction firm was expanding into a new market, we provided insights on local talent availability, referral partners to help with hiring, and introductions to colleges to create a recruiting pipeline.

Expanding into a new region? I’ll tap into my localized networks to provide insights on building your teams – from permitting to staffing. It takes a village, so let me connect you to the right people.

Compensation Strategy:

A contractor needed help developing compensation packages for senior supervisors and foremen that would be competitive. We gathered data on local construction firms to design attractive offers.

To attract specialized, qualified candidates, your comp packages need to be competitive and compelling. I’ll benchmark comparable construction firms so we can architect offers that appeal to the talent you need.

Brand Assessment:

When a builder was struggling to attract subcontractors, we assessed how their brand was perceived locally to help refine their messaging to trade partners.

How talent perceives your brand impacts your ability to recruit. I’ll gather candid feedback from past candidates to help shape your employer reputation and value prop. Let’s ensure your message resonates.

Projecting Hiring Needs:

Before beginning a search for a new Senior PM, we thoroughly analyzed the client’s types of projects, current talent pipeline, and skills in the highest demand to craft a well-defined role profile.

Your workforce needs to align with upcoming projects in the pipeline. I’ll help assess project timelines, required skills, and hiring demands so we can proactively meet project talent needs.

Sourcing Top Prospects:

When a general contractor needed to rapidly scale up project managers for a major project that was fast-tracked, I tapped into my network and talent pipeline to surface several qualified candidates within days. By maintaining ongoing relationships with high-potential construction professionals across functions, I can fill urgent talent needs quickly.

Whether you need project managers, superintendents, estimators, or leadership hires my specialized construction network can be leveraged to find the right prospects to meet your demands as they arise.

No more scrambling when hiring needs spike – we will have your bench ready to go.

Competitor Comparison:

When a developer was expanding, we benchmarked similar roles at other large national firms to help our client structure their roles and compensation competitively.

To make strategic talent decisions, you need context. I’ll research competitor moves, compensation norms, and local talent supply dynamics so you have the market intel you require.

Stronger Together

With the right game plan, you can build high-performing teams positioned to drive your next phase of growth. Comprehensive talent mapping ensures you have the right people in the right roles. Local insights smooth expansion into new markets. Competitive compensation attracts specialized candidates.

Robust talent pipelines reduce hiring lag when projects heat up.

The construction talent market demands a focused, strategic approach – but you don’t have to go it alone. Whether you need help analyzing your existing talent, architecting offers, or assessing your brand – as your trusted advisor, I can help develop and execute a winning workforce strategy fit for whatever the future brings. Get in touch today and let’s discuss how this might look.

Categories: Hiring Insights