Unless your business operates under a rock or is 100% automated, staffing is becoming a greater challenge every day and the forecast is not promising. This business challenge won’t solve itself and unless you take proactive action soon, the negative impact will hit your bottom line.
The challenge deepens even further in the skilled trades’ arenas. In a previous article we looked at the Manufacturing Industry and the unique challenges they face.
In this article we focus on the Construction Industry, that has its own unique & complex challenges. One interesting fact that came out in our research was that unlike Manufacturing, the training programs for the construction industry appear to be top notch and well organized, especially in the union apprenticeship programs.
We have no interest in being judgmental about unions but at the same time, fewer & fewer companies are unionized and fewer people (down 23%) are engaging in these programs. Part of that stems back to society telling our children you must go to college vs learning a skilled trade or have a job where you get dirty.
The companies in the Construction Industry who are not unionized must carry both burdens of finding the people and then developing training programs themselves.
The Construction Industry faces the same staffing issues of fewer people in the labor pool and someone being able to pass a drug test as many others do. Their unique issues are compounded not only by social stigmas but the actual physical labor aspects of those jobs.
The surprising part is that even though everyone knows and sees what is coming around the corner, we did not find very many new & creative measures to address this huge issue. Will it solve itself? The stats say “No”.
Many in the Construction business are engaging in certain, specific initiatives, to help address some of the big picture issues but they are a far cry from a solution.
This raises a question: Who then is responsible or owns the issue of increasing the number of people being trained? The Construction Companies? The unions? The Trade Associations? In most cases, all are ill prepared as it stands today.
One sound premise is that if all of those entities have the same common issue, wouldn’t it make sense to combine efforts?
The good news is that there are things you can do but you need get started yesterday. There are no quick fixes. In our next article, Part Two, we will share a number of those ideas to give you a good starting point or help take your current efforts to the next level.
We recently discussed a few of the reasons manufacturers’ in-house training is falling short. On the flip side, there are many manufacturing companies doing wonderful things to make their in-house training a success.
In this article, we highlight a number of things successful companies are doing. Hopefully, this will inspire you to improve your own in-house training process.
It’s no secret that seasoned or certified skilled labor is in short supply these days. In their report, “2015 and beyond” Deloitte Consulting and the Manufacturing Institute predicted that over the next decade, 3.5 million manufacturing jobs will likely need filled – but a lack and/or gap of skilled labor will result in 2 million of those jobs being unfilled. And as the median age of most skilled labor work forces edges towards retirement, attendance at community colleges – especially for trades – is down 23 percent nationally.
1. They do not have one
2. They have non-compensated employees or volunteers on the board
3. They do not focus on complimenting their weaknesses
When should a small business have an advisory board? Yesterday – if you design or create it right!
Having created & designed over a dozen small business advisory boards, I “guarantee” you that, if done right the ROI can be fantastic!
Steven J. Krisfalusy is a serial entrepreneur who has decades of expertise in O.D. and People Development in over 100 different Industries, including law firms. Currently the Managing Partner / Sr. Consultant of the Beringer Group LLC. A Management / Human Capital Coaching & Consulting firm in the Midwest.
Even the American Bar Association urges law firms (especially small to mid-range) the importance of having a Succession Plan. Yet, many do not for various reasons and the top 3 are: Time, money, and the resource(s) to actually implement any plan. Usually leaving many that have taken the first step of drafting a plan, to have it sit on the shelf. A costly mistake directly & indirectly!
As we all know, your future labor force will depend on your ability to train people down to some basic skill levels in-house. Seasoned or certified skill labor are in short supply today. In the upcoming article - Part Two: How Manufacturers can improve in house training successes, we will offer some free tips and success stories.
If you have contacted a trade school to try to hire folks recently, you already found out that you are at the end of a long waiting list. Attendance at Community Colleges, especially for skilled trades is down over 23% nationally.
Below are three (of many) problems I see facing the Industry...
With so much information on line today, a new generation of “interviewees” has emerged. This generation can be highly knowledgeable about how to influence and interview, their skills can often supersede the interviewers.
That makes it harder to get to the truth. Is it an act or is it the truth? A whole new dilemma.
There is one tactic that “no one” can prepare for and that is “Spontaneity”! Another term could be ad-lib.
By going off course from the norm with your questions you will see or hear things closer to the truth. By peppering in certain questions, hopefully what you see or hear will not be an act.
Some examples to consider:
1. Once in a while I would ask someone to stand vs sit during the interview
2. I often created and presented a scenario and asked the person how they would handle that
3. In between all of that I would pepper in questions like: What are your top 3 strengths as they relate to this job; or why should I hire you vs ….
Remember, no matter how hard people try to analyze and create measureable metrics for people, we always surprise them.
When hiring someone, surprises are not good. By adding some Spontaneity or ad-libbing, you will increase your odds of achieving “no surprises”.
Good Luck and good interviewing.
Let me start by saying most people work very hard, more than most realize. Yes, they do get a paycheck or have a rewarding experience but keeping the energy tank full is the next challenge in 2017.
2016 was a fair – good year for many-many businesses. Sustaining that or exceeding it will require some new, creative and innovative ideas. We believe that the best ROI for People Development (Sustaining / Exceeding) in 2017 is...
What is coming around the corner? Your business adopting a Corporate Social Initiative.
What does that mean? In short, it refers to their company/culture having a heart especially for local community needs as part of the culture and something they can engage in also, if desired.
Many companies donate money to good causes but having a Corporate Social Initiative is different in many ways.
Based on my first-hand knowledge working in the trenches everyday with Business owners in over 100 different Industries, I would have to say most would rather go to the Dentist.
At least with going to the Dentist you know it will be over sooner than later and...