The following article was originally sent to Service Truck Magazine from Association of Equipment Manufacturers as a promo for their CONEXPO-CON/AGG tradeshow. It was created to explain how companies could attract and retain workers to the construction sector. However, the advice contained within could also be used for a plethora of other trades sectors, and we have edited to that mark.
Still, we do appreciate the work done by Association of Equipment Manufacturers and their trade show, CONEXPO-CON/AGG, which next takes place March 3-7, 2026. Yes, 2026. the show happens every three years!
Now let's have a look at the advice for hiring and retaining skilled workers.
Hiring and retaining skilled workers in the construction industry—or any industry nowadays—is an ongoing challenge.
If it’s not exacerbated by high turnover rates, it’s labor shortages and/or increased job expectations. As project deadlines loom, employers are under pressure to build and maintain a dependable workforce.
Dr. Larry Kokkelenberg is an organizational development expert with over 40 years of experience. He has put together some key insights that can help employers attract and retain top talent in the construction sector.
“When employees communicate to their friends and family about good pay, great management, and growth opportunities, they help develop referral programs,” commented Dr. Kokkelenberg. “This method of getting the word out to local candidates is particularly useful and fills open employment opportunities with quality candidates.”
In addition to a strong hiring process, Dr. Kokkelenberg stressed the importance of proactive outreach to recruit skilled talent. He advised that construction companies should establish partnerships with community colleges, offer internships, and collaborate with programs like the US Department of Defense’s SkillBridge program for transitioning service members. The program is an opportunity for service members to gain valuable civilian work experience through specific industry training, apprenticeships, or internships during the last 180 days of service. The DOD SkillBridge program connects transitioning service members with industry partners in real-world job experiences.
These efforts, combined with leveraging digital platforms, local job fairs, and community partnerships, can help build a steady pipeline of qualified workers.
Service Truck Magazine points out that this advice can be used for all the trade sectors, including agriculture, mining, truck and heavy-duty, as well as the aforementioned construction segment.
Once the right employees are hired, retention becomes equally important.
Dr. Kokkelenberg pointed out that factors like competitive pay, work-life balance, job security, and leadership development are all essential points for any company to keep its employees engaged and motivated. For example, providing training programs for employees can show them that they are valued and part of the company’s future—both of which can contribute to their wanting to be part of the company long-term, not to mention the company’s preference for having employees who want to improve themselves for themselves and the company.
While it is impossible to expect the unexpected as far as specifics go, companies can plan for eventualities. Dr. Kokkelenberg recommended that companies adopt continuous recruitment strategies to prepare for unforeseen turnover.
“You are hiring and looking for good people all year long,” said Dr. Kokkelenberg. “Even when all your crews are together, you’re still looking for good people.”
While a company can prepare for worker retirement, unforeseen turnover could be due to people being unable to work because of a physical or mental health issue, death, a spouse having a new job opportunity in another part of the country, or maybe someone has decided to quit after winning a lottery.
It’s why a company should always be looking for quality talent to hire even if there is no immediate necessity.
These strategies, when applied effectively, can help construction companies—and other trades segments—navigate labor shortages, retain skilled workers, and ensure long-term success in an ever-evolving industry.