According to industry reports, over 300,000 job openings in the US construction industry were unfilled in June 2022.

Finding skilled workers in the construction industry is difficult at the best of times. In the current climate, when demand for skilled workers is at a premium, contractors face a huge challenge to add sufficient manpower that is capable of meeting project deadlines.

A primary solution is to build a multi-generational workforce. Studies show that age diversity improves performance across the board because each generation brings a unique skillset and points of view.

The construction industry is on the bridge between traditional methods and emerging technologies. Experienced craftsmen with top skills and industry know-how are indispensable.

Younger generations are more adept with technology. They also bring a new perspective that fosters innovation and forward-thinking ideas.

To assemble a multigenerational workforce, it’s important to understand what each generation brings to the workplace – and what top talent wants from job opportunities

Understanding your employees puts you in a better position to build the workforce you need for now and moving forward. It also improves employee retention rates.

Baby Boomers: Age 58-67

The baby boomer generation has a major role to play in the progression of the construction industry. Their knowledge and experience are critical for younger generations to learn from.

Moreover, employees in this age group are less likely to leave and, therefore, contribute to lower employee turnover.

Baby boomers want to feel valued, not just in monetary terms but the importance of the role they have in the company. Their job has to be meaningful.

At this stage in their career, people in the 60s are investing their time. They want to feel their contribution makes a difference to others. A planner or mentor role is ideal for this age group.

Gen X – Age 42-57

Gen Xers are a complicated age group to satisfy. They are old and wise enough to know when they are being taken for granted, but not too old to look for another place of work. Whilst they still have the opportunity to advance their career, they are less loyal than baby boomers.

Yet, this age group has the skills and experience the construction industry needs. In many ways, they are arguably the most important demographic at this point.

Generation X values work-life balance — they typically have school-age children and/or elderly parents to take care of. Whilst retirement is not imminent, this generation actively prepares for retirement. They are interested in benefits such as medical care, life insurance, pension, and health plans.

Millennials – Age 26-41

The National Center for Construction Education & Research estimates around 40% of the current construction industry workforce will be retired by 2031. Recruiting millennials should be a priority for contractors – particularly with the emergence of advanced technologies.

To attract millennials, it’s important to understand that they want to make an impact. Like baby boomers, their work has to have purpose and meaning. They mostly look for jobs that offer fair pay, exciting projects, autonomy, and career progression.

Gen Z – Age 16-25

The youngest employees entering the construction workforce have entry-level skills and minimal knowledge. They are mostly looking for roles that give them the opportunity to learn on the job, obtain relevant skills and provide a clear career path.

Having grown up with technology, younger generations are influenced by companies that adopt the latest and most exciting technologies.

Wrap Up

To attract top talent and build a reliable workforce, construction companies need to understand what different age groups want from a job. Cruitfly has years of experience recruiting skilled workers in the construction industry. To land the top talent, get in touch today and request an employee.