Ongoing recruitment challenges:
•• Ongoing skills shortages remain the top challenge for
U.S. employers
•• There is a perception gap around the value of education that is
contributing to a multi-industry skills shortage
•• Many people won’t leave their current role for a “like for like”
position. For example, moving to the same position and building
the same scope of work for similar compensation may not
be enough incentive for someone to change jobs.
Advice to employers:
•• Increase investment in upskilling and educating your new
and existing employees: Salaries and benefits are an excellent
way to bring new and better skilled employees into your business,
but this alone is not enough. In a market crowded with
high-paying companies, it’s wiser to stop fighting your competitors
for the same stagnant pool of employees and start training
the employees you need. Offer more company-paid training and
engage in pre-hire and on-site skills training to make your business
self-sufficient.
•• Ensure your business has effective training and handover
protocols in place: Ensure that your existing skilled employees
are given opportunities to mentor other staff. This can be an
excellent complement to company-paid educational programs
and ends up saving an employer time and money. And when
skilled staff take leave, retire or change careers, your handoff
protocols need to be firmly in place so you don’t lose their
accrued knowledge and leave yourself with a new skills gap.
•• Start rethinking your hiring practices to build the skilled
workforce you need: Despite the pervasive multi-industry
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skills shortage, many companies are counterproductively planning
only minimal hires. New skilled hires and upskilling
existing employees are key to keeping your business healthy,
so build effective talent pipelines and nurture your networks.
Low quality applications are still the primary result of “advertise
and apply” hiring, so it’s time to start proactively seeking
better candidates.
As shown in last year’s Hays Salary Guide, “New skilled hires
and upskilling existing employees are key to keeping your business
healthy, so build effective talent pipelines and nurture your
networks. Low quality applications are still the primary result of
advertise-and-apply hiring, so it’s time to start proactively seeking
better candidates.”
That said, when hiring heavy civil general contractors, it is
important to explore all avenues available to you when looking for
the next talented individual to join your team.
Today, it is common for workers in construction to have several
other offers due to increased demand and, as a result, many
employers are putting market leading packages together that
offer clear career progression, training, regular reviews and strong
benefits to attract the top talent. During your hiring process, it is
essential to have the facts and figures outlined for your offer, with
a strong “why join us” strategy as these elements will help secure
your top candidate. t
To request your free copy of the Hays 2020 Salary Guide featuring
the latest hiring trends and compensations insights – contact Greg
Belpomme, business manager for Hays Civil Construction, Transit and
Marine: 347-352-1692 or greg.belpomme@hays.com.
BUSINESS
82 | ISSUE 2 2020 www.piledrivers.org
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