Those in the construction industry are always searching for ways to recruit new workers, especially with the recent labor shortage. One of the best ways to attract new talent is by increasing inclusion.

 

Explore the importance of inclusion in the workplace and what construction recruiters can do to increase it.

 

Inclusion Widens Your Pool of Workers

 

When you recruit a more inclusive team, you will find yourself with a more diverse and unique pool of candidates. This naturally expands the pool of candidates, as you no longer have as many limitations in place.

 

Simply showing applicants that your company values workers of all genders, races, religions, cultures, and other factors increases the chances of more people applying.

 

It is also worth noting that 67 percent of candidates consider diversity as a critical influence on whether they will apply for a given role.

 

The Role of Inclusion in Safety

 

Another way in which inclusion attracts new construction workers is by promoting safety. George Pfeffer, the DPR president, highlights that to be safe, you want to avoid distractions, “but one of the major distractions is if you don’t feel mentally safe.”

 

If you highlight the diversity of your construction workplace, potential employees will feel safe. This should make them more likely to apply and to accept your offer.

 

How to Attract Diverse Talent in New Workers

 

One of the biggest challenges to inclusion is how to attract new workers of diverse backgrounds. One survey found that only 57 percent of recruiters specifically use strategies that attract various candidates.

 

The following strategies can help you add your business to that figure.

 

Write the Job Description Carefully

 

As you craft the job description, try to use language that won’t unintentionally dissuade specific candidates. For example, “masculine-type” words like “dominate” and “ambitious”, when talking about construction work, may deter some female applicants.

 

Offer Policies that Encourage Diverse Candidates to Apply

 

Multiple studies have shown that one of the policies that best attract diverse candidates is flexibility. While not all construction roles will offer flexibility regarding where to work, you can make up for it in other ways. For example, you could consider flexible hours.

 

Look for Diverse Sourcing Methods

 

If you only get your candidates from the same sources, you will keep getting similar candidates. That is especially true if your construction company has traditionally hired via referrals. This is because most people have networks that are similar to them.

 

The best way to diversify your sourcing is to use various third-party websites. It would be best to make it easy for potential candidates to learn more about your company. Ideally, you will create a dedicated page of your website to careers.

 

Directly Reach Out to Talent

 

Another critical step is to directly reach out to talent, even if they haven’t applied. A commonly cited study looked at who applied for promotions at Hewlett Packard. Women would only apply if they met 100 percent of the qualifications, while men would use if they met 60 percent.

 

In other words, women are less likely to apply for a job if they don’t meet all of the requirements, especially in this construction industry. This means that even if your needs are flexible when it comes to portfolios or projects, you will likely get more male applicants. You can overcome this by being proactive and reaching out to candidates directly.

How can we help you?

Searching for an opportunity in the construction industry? Contact The Birmingham Group’s team of seasoned commercial construction recruiters today to discuss your career path or browse our open positions.

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