The Role of Technology in Recruiting and Retaining Workers
A workforce development panel, Using Innovative Technology for Workforce Development, hosted by CM Labs Simulations, was heavily focused on how simulation technology can be used to help the industry grow. Debbie Dickinson, CEO of Crane Industry Services (CIS), participated in the panel with Dan Belcher, Director of Strategic Partnerships at NCCER, and was moderated by Drew Carruthers, former Director of Product Management and Strategic Partnerships at CM Labs Simulations.
The discussion included how equipment simulators can be used for both recruiting people to the industry, and by companies to retain and grow the skills of their current workforce.
Workforce development initiatives by many industry associations, and those like NCCER’s Build Your Future program, are making strides to promote construction skilled trades to new generations of people.
“We are now seeing a resurgence of Career and Technical Education (CTE),” said Belcher. “The idea that individuals have to go to a four-year college to be successful, or continue on a formalized education route is slowly changing.”
Belcher believes that attracting the next generation into the skilled trades requires the industry to get involved with students, parents, and educators. He adds that industry needs to align with educators to provide direction on the skill sets that are in demand and to give context to the learning that happens at both the secondary and post-secondary level. “It is also important to discuss the career pathways for students in high school and college,” he said.
An article published on Construction Executive, “Get All Hands on Deck to Improve Skilled Trade Recruitment,” reports that the industry is facing an uphill battle when it comes to recruitment, and that it is a result of “common misconceptions and limited branding.” Common misconceptions are that the industry isn’t safe and that it’s low tech.
Dickinson jokingly compared herself to the “Myth Busters” television show. CIS participates in job fairs and brings CM Labs’ Vortex Simulators for students to demo. “There will be a line going all the way around [the room], and wait time to get on the simulator… Even if they don’t have time to get on it, they’re interested,” she said. Simulators are a great way to engage with the next generation, because today’s students don’t know a world without technology. Dickinson goes on to say: “If a static picture is worth a thousand words, an interactive simulator turns lights on.”
“We’re competing against IT, cybersecurity, all of the STEM programs,” said Belcher. In fact, STEM is part of construction too. Belcher adds: “Science, technology, engineering, and mathematics are used every day on construction sites. You walk on a jobsite and you will not see a physical set of blueprints anymore.”
The aforementioned article also reports that educating all levels of employees, putting top trade professionals in charge, and getting employees engaged are simple ways to retain current employees.
The ADP Research Institute Workforce Vitality Report shows in Q1 of 2021 that the turnover rate for the construction industry jumped to 70 percent, a 15 percent increase from Q4 of 2020. This indicates how important retention is to the industry.
“Recruiting will always be important, but research is showing that investing in training increases productivity,” said Carruthers. “Employers should have an equal focus on upgrading and upscaling their existing employees.” Providing individuals who are welders or laborers with an opportunity to become equipment operators is an investment in the individual and your workforce, commented Carruthers.
“Training has to be within the culture of the company. If it’s not something a company has bought into, then employees are not going to feel valued,” replied Belcher. Technology is not going to solve the industry’s training needs but it will give employees the opportunity to learn in a safe and cost- effective environment.
Through technology, training, and simulation, companies are able to offer more robust training programs that allow them to recruit, train, upskill, and cross-train. Ultimately, investing in training can solve both the recruitment and retention issues, because people want to work for safe companies where they have a future.
