shift in workers’ expectations

COVID-19 didn’t only impact the economy and the construction industry. It also affected the personal lives of workers across the globe. With little to no notice, workers were forced to find ways to handle homeschooling, take care of aging parents and deal with work and financial disruptions, all while trying to protect themselves and their families from a global pandemic.

These workers aren’t just going to forget these stressors or how the pandemic impacted their personal lives. Instead, the effects of the pandemic have significantly shifted workers’ expectations.

According to our 2022 Employer Brand Research study, workers’ number one driver when looking for a new job is work-life balance (62%), but it isn’t the only important factor. Today’s workers also want:

attractive salary and benefits (58%)

Salary & benefits is the second most important driver, and less than 50% of employees consider this to be in line with their expectations. More women than men indicate that salary and benefits are not up to their expectation, therefore more work can be done by employers to ensure women are fairly compensated for the work they do.

job security (61%)

According to the World Economic Forum, 114 million workers lost their jobs in 2020 due to the effects of COVID-19. This statistic doesn’t even take into account the number of workers who saw their work hours slashed or those who had to deal with multiple shutdowns during the pandemic. It makes sense that more than 60% of today’s workers value job security. It’s important for employers to be transparent about the outlook for the industry and the company as a whole.

pleasant work environment (58%)

In the construction industry, employees are often required to work more than the standard 35 to 40-hour workweek to finish jobs and meet deadlines. So, it should come as no surprise that these workers are seeking good working conditions. In pre-pandemic times, this type of job setting often focused on safety, training and having the right tools and equipment to get the job done. Today’s employees, however, are also looking for increased safety protocols as well as COVID-related safety measures, such as personal protective equipment, social distancing options, and handwashing stations.

growing skills gap

While the growth outlook for the construction industry appears strong in the post-pandemic economy, one major challenge remains – the ability to hire and retain skilled workers. The truth is that this problem began well before the pandemic hit. In fact, a study conducted by the Associated General Contractors of America in 2019 reveals that about 90% of construction employers are having a hard time finding the skilled workers they need to fill open positions.

This problem only intensified after the pandemic and is proving to be quite costly. In the UK, the Open University Business Barometer reports that businesses will collectively spend more than £6.6 billion trying to fill in the skills gap. There are several factors spurring this skills gap problem, including:

aging workforce

There’s no doubt about it – the global workforce are getting older. In fact, a recent AARP Aging Readiness Competitiveness (ARC) report reveals that over the next generation the number of workers aged 60 and over will double in 12 primary markets, including the UK, USA, Brazil, China, Germany and Japan. Unfortunately, this means that employers must brace themselves for a continuous string of workers preparing for retirement.

Companies can take action now by using targeted strategies, such as upskilling and reskilling to retain these aging workers as long as possible. Employers should also consider implementing plans, including mentorships and apprenticeships, to give these workers the ability to transfer their skills and vast experience to the next generation of workers.

increase in digital technology

AI, automation and digital technology have made significant advancements in the construction industry. In an effort to create a more agile workplace after the pandemic, many construction companies have decided to ramp up their investment in this type of technology. While tools, such as drones, 3D modelling and driverless vehicles, can bring greater efficiencies to the workplace, they also require skilled workers who can operate and maintain this equipment.

Employers can improve their hiring outcomes by conducting a comprehensive skills assessment to determine exactly what types of digital skills it needs now and in the future. This information, in turn, can help employers update job descriptions and perhaps even create new job roles within the company to pave the way for this new technology.

shifts in industry demands

Recent shifts in industry demand are changing the way of work for some construction employers. For example, the increased demand for prefab and modular housing is creating new, indoor work environments for construction workers. While the skills needed on the job remain very similar, these employers can leverage the benefits of these new work environments to attract skilled workers.

Other shifts, such as the push for green technology, are forcing construction employers to seek new hires with different skills sets. In fact, studies show that 51% of construction companies in the UK are involved in at least one green project. Employers may need to hire LEED-certified (Leadership in Energy and Environmental Design) candidates to meet this growing demand.

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