Sponsored content from TEAM software by Workwave
Almost every industry is trying to overcome pandemic-related staffing challenges. SmartBrief recently sat down with Jeff Davis, Group Vice President of Solutions Sales at WorkWave, to get his perspective on recent labor statistics in the construction services industry and what employers can do to attract and retain. the best talent.
What is the most important finding of the latest labor report as it relates to the building cleaning sector?
Retention is probably the most important lesson from our recent report on the work done in partnership with BSCAI. While it’s important to know who (and how many) employees are leaving the industry workforce, it’s even more important to start defining how to encourage them to stay with their employer. Today’s job market is fiercely competitive, both with industry peers and comparable skilled labor in non-competing industries. Explore new ways to position yourself as an employer of choice is a crucial next step for any BSC.
Should the numbers in the report influence recruitment efforts for new recruits in 2022?
This report shows that the industry has fared relatively well as hiring rates have remained higher than termination rates (on average) over the past year. However, this report also shows how quickly this reality can change. Knowing that the BSC industry is inherently high turnover, retention efforts will continue to be imperative, especially considering that the rest of the job market will also remain extremely competitive and will likely do whatever it can to lure your current employees into their own recruiting funnel.
What staff retention techniques should construction service contractors use to retain new hires and the existing workforce?
In a previous question, I compared a traditional recruiting funnel to a marketing funnel. It is important to note that the last stage of a marketing funnel is loyalty. When you encourage reasons to stay, you complete the circle in your hiring process. It’s important to continually assess a number of variables to keep your employees engaged and satisfied as part of your workforce. Stress levels, salaries, access to protective equipment, the types of hours you offer for work – all of these are important to consider because these are the aspects of work that help build your job offers for new recruits. and are the reasons that often lead to retention. Consider how you equip employees, what kind of tools you provide to ensure quality job performance, ensuring there are established communication channels between your distributed workforce and their managers or their office team, and providing training opportunities.
How can construction services contractors compete with other sectors for the best staff, especially from the millennial age group?
One answer is flexibility. The workforce, regardless of industry, places a higher value on company benefits that provide flexibility. This can range from workplace flexibility (or targeting potential candidates based on location to reduce commuting time and transportation barriers to work) to flexible pay schedules (think pay-as-you-go where employees can have access to their earned salary without waiting for a regular pay cycle).
Will the current labor market have a longer term impact on the building services industry?
Although the impact may decrease in degree of difficulty over time, we know that the BSC industry will continue to face labor challenges. High churn will always be a factor. It’s likely that BSCs will continue to face new competition from other industries, which means you don’t just need to consider differentiating your job postings from other cleaning companies, you also need to make them attractive compared to other types of job postings. The good news is that the work required to position yourself as an employer of choice is a profitable investment at all times. If you do the work now, you could see long-term benefits while these competitors (new and old) struggle to gain a foothold.
For the past 20 years, Jeff Davis has focused on technology, working in sales and marketing to executive management, with five years specializing in human resources technology. In his leadership role at WorkWave, which acquired TEAM Software in 2021, Jeff is a subject matter expert providing marketing and service solutions to service providers around the world.
TEAM Software by WorkWave develops market-leading financial, operations, and labor management solutions for contractors with distributed workforces, with a focus on industries cleaning and security in North America, Asia-Pacific and EMEA regions. TEAM provides cleaning and security contractors in North America with the only award-winning fully integrated ERP that reduces risk and cost and drives efficiency, profitability and growth. More than 750 companies and nearly one million end users rely on TEAM’s solutions worldwide, with over 450 companies and half a million end users in North America alone. Founded in 1989, TEAM is headquartered in Omaha, Nebraska and was acquired by WorkWave in 2021. For more information, visit teamsoftware.com.