Selling the Construction Industry to Young Workers

Phil Cohen

Labor reports from August suggested an egress of workers from the construction industry, which now faces an ongoing labor shortage with the potential to cripple the industry. As a result, various organizations are examining how they can evolve to attract young workers in the construction industry and revitalize their workforce.

Getting Young Employees into the Construction Industry

two men working on construction
Authentic construction workers collaborating in the installation of cement formwork frames

The same conclusions have surfaced across various reports. If you want to recruit young workers, keep the following in mind:


Construction has a reputation for being a somewhat well-paying industry with room for growth, but also for being vulnerable to layoffs during slow work periods, offering lower wages than competitive industries, and for being a lower-class industry because it does not require a college degree. To appeal to young workers, construction firms need to illustrate the potential for an entry-level job to develop into a well-paying career. Recruit from high schools, vocational schools, and community colleges to reach candidates who may be looking for an alternative to the traditional university route and will be open to your pitch.


Even in blue-collar industries, a company’s culture matters a great deal more to today’s youth than ever before. Young workers seek a supportive atmosphere where they have access to role models, comprehensive training, and a team mindset. Flexible scheduling and respect for workers’ outside lives will help drive the point home.

Also, think beyond the job site and create opportunities for young workers to get to know their colleagues as people to encourage greater investment in the company.


To attract young workers, contractors must be willing to open the lines of communication in several ways. First, start early. Begin conversations with potential recruits and continue them throughout the process. Fully explain your rules and expectations, and solicit their feedback.

Once you have added young workers to your team, continue providing open communication by giving regular reviews, establishing goals, and pairing new employees with mentors who can help them stay on track for success.


The cliché of a young person attached to their portable devices is all too true. Young workers, more than other demographics, are early adopters of technology and will consider the use of technology as an attractive part of any position. Emphasize the technological developments the construction industry has adopted and allowed recruits to explore these programs and devices.

In addition, use technology and social media in your recruitment efforts to meet young people where they are. Facebook, Twitter, and YouTube are excellent platforms to showcase the benefits of a career in construction. Using them will show your potential employees that your firm respects the contributions they can offer in this area of your business.

Selling the construction industry will require a paradigm change in the way contractors view themselves and their industry. By adapting to accommodate the unique abilities and desires of the youngest generation, contractors can breathe new life into their projects, their firms, and the entire construction industry.

The change will not be simple, and it will not be free. EZ Invoice Factoring offers competitive rates for construction factoring, which provides immediate cash that your firm can use to pay everyday expenses and develop your business to attract a new crop of workers. Contact us today to learn more about construction factoring and to receive a free quote.

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Phil Cohen

Phil is the owner of PRN Funding and sister company Factor Finders. He has been an authority in the factoring industry for over 20 years, serving on the board of directors for several factoring associations.


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