7 tips for recruiting construction and skilled labor students other than through on-campus interviews

Employers looking to recruit construction and skilled labor students have several effective methods beyond traditional on-campus interviews. One approach is to partner with trade schools, community colleges, and vocational programs to offer internships, apprenticeships, or hands-on training opportunities. By establishing these relationships, employers can connect with students early, providing real-world experience that not only helps students develop their skills but also introduces them to the company’s culture and work environment. This pipeline can be a great way to secure future employees who are already familiar with the business.

Another strategy is to utilize online platforms that cater specifically to students in skilled trades. Job boards that focus on early career, construction and skilled labor roles, like College Recruiter, can be excellent tools for employers to post job openings, internships, or apprenticeship programs. Additionally, engaging with students through social media channels and industry-specific forums allows employers to reach a broader, more tech-savvy audience. Virtual career fairs and webinars focused on skilled labor are also gaining popularity, giving employers another avenue to showcase their opportunities and interact with students without the need for an on-campus presence.

In the quest to attract top talent from colleges and universities for construction and skilled labor positions other than through on-campus interviews, we’ve gathered expert strategies from seven industry leaders. From leveraging online industry platforms to collaborating with community organizations, discover how Chief Human Resources Officers and Business Development Leaders navigate beyond traditional on-campus recruiting. Here’s a compilation of their top tips for Fortune 1000 companies and government agencies.

• Leverage Online Industry Platforms
• Deliver Online In-Class Presentations
• Use Social Media and Job Boards
• Partner with Vocational Schools
• Optimize Your Career Site
• Recruit from Local Trade Schools
• Collaborate with Community Organizations

Leverage Online Industry Platforms

For Fortune 1000 companies and government agencies looking to hire college and university students and recent graduates for construction and skilled-labor roles without relying on traditional on-campus recruiting, leveraging industry-specific online platforms and forums can be highly effective. These specialized digital environments are tailored to the interests and needs of those in the construction and skilled trades sectors, making them ideal for targeted recruitment efforts.

• Utilizing Industry-Specific Job Boards and Forums: Platforms like ConstructionJobs, iHireConstruction, and TradeHounds offer direct access to a pool of candidates who are specifically interested in construction and skilled labor opportunities. Posting detailed job descriptions and company information on these sites can attract students and graduates with relevant educational backgrounds and interest in these fields.

• Virtual Trade Shows and Webinars: Hosting or participating in virtual trade shows and webinars can also be a strategic approach. These online events allow companies to showcase their projects, technology, and growth opportunities within the construction industry. Interactive sessions, virtual booth setups, and live demonstrations can engage potential candidates, providing a deep dive into the practical aspects of the roles available.

• Collaborations with Vocational Schools and Technical Colleges: Establishing partnerships with vocational schools and technical colleges that specialize in construction and skilled trades can supplement digital recruitment strategies. These institutions can facilitate direct introductions to students nearing graduation, who are trained and ready to enter the workforce. Engaging with these schools through guest lectures, sponsored projects, and scholarships can raise your company’s profile among students.

Steven Mostyn, Chief Human Resources Officer, Management.org

Deliver Online In-Class Presentations

My top tip for Fortune 1000 companies and government agencies that are looking to hire college and university students or recent graduates, especially for construction or skilled-labor roles, would be to give online in-class presentations. This approach is a fantastic alternative to traditional on-campus recruiting.

Having your current employees, who are experts in their fields, deliver these presentations can offer both theoretical and practical insights into the industry, which can be incredibly valuable to students. It’s not just about showcasing job opportunities; it’s also about introducing your employer brand to a new audience. 

Plus, having your CEO or other high-level executives give a speech in these virtual classes or at various campus events can really make an impact. It’s a great way to engage directly with students and get them interested in what your company does and the kinds of roles you offer.

Gavin Bent, Marketing Executive, Ponds By Michael Wheat

Use Social Media and Job Boards

Social media and industry-specific job boards offer an efficient and cost-effective alternative to traditional on-campus recruiting for construction / skilled labor roles. Leveraging these digital resources means that companies can reach a wider pool of potential candidates, including those who may not traditionally participate in on-campus recruiting. This approach allows for targeted recruitment based on specific skills and experience, ultimately improving hiring efficiency and expanding the talent pool.

Chris Percival, Founder & Managing Director, CJPI

Partner with Vocational Schools

I’ve witnessed firsthand the transformative power of partnerships. With over two decades of experience in the sliding door repair industry, I’ve noticed a growing demand for skilled workers, particularly in specialized areas like ours.

Indeed, the construction sector is poised to expand by 11% from 2020 to 2030, underscoring a significant need for skilled labor.

Partnering with vocational schools allows businesses to tap into a pool of eager and trained individuals ready to embark on their careers.

These schools typically offer programs tailored to industry needs, ensuring students gain theoretical and practical knowledge.

For instance, we frequently host internships, providing students with real-world experience while we evaluate their potential as future team members.

Furthermore, establishing apprenticeships or mentorship programs can bridge the gap between education and employment, fostering a workforce that is both skilled and aligned with your company’s unique requirements.

In conclusion, building relationships with educational institutions not only enhances your recruitment strategy but also contributes to the development of a skilled workforce capable of meeting the demands of the industry.

By investing in the future of workers, businesses can ensure a consistent flow of talent while also making a positive impact on their local communities.

Gal Cohen, Business Development Leader & Field Area Manager, JDM Sliding Doors

Optimize Your Career Site

Start with your career site. We’re all navigating a digital world now, and just setting up a booth at a campus career fair doesn’t cut it anymore. Your main focus for campus recruitment should really be your career site. To really make the most of your efforts to bring in students and recent grads, consider setting up a specialized landing page just for them.

It’s important to speak their language to attract this younger crew. Show them what career growth could look like at your company. A solid move is to showcase testimonials and success stories from your young employees who are already doing well.

Kyle Kozlowski, Co-Founder, Eco Temp HVAC

Recruit from Local Trade Schools

As the owner of a general contracting firm, I would suggest looking at vocational and trade schools in your area. Many students in construction management, carpentry, and other skilled trade programs are eager to get real-world experience. Partnering with schools to offer internships, apprenticeships, and entry-level jobs is a great way to find qualified candidates.

My company has had success recruiting through a local trade school. We started by offering summer internships to a few standout students. Those who performed well were invited back for part-time work during the school year. Upon graduating, the top performers were offered full-time jobs. This allowed us to evaluate candidates over time and find those who were the best fit. The students benefited from gaining experience and job offers before even graduating.

Don’t overlook recent graduates either. New grads are eager to get their careers started and prove themselves. We have found many ambitious and tech-savvy recent grads to fill roles like project engineers, estimators, and BIM modelers. Reach out to nearby colleges and universities, post jobs on their alumni and career sites, and attend their career fairs. You may find hidden gems that other companies have missed.

With the construction labor shortage, recruiting non-traditional candidates is key. Vocational schools, trade programs, and recent college grads are fertile ground for finding dedicated and skilled individuals to fill your open positions. The additional effort in recruitment and training pays off with a pipeline of qualified candidates and reduced turnover.

Brayden Montgomery, Owner, Vantage Builders

Collaborate with Community Organizations

My top tip is to build strong relationships with community organizations and local trade unions. These groups often have direct connections with skilled workers and recent graduates who are entering the workforce. By collaborating with them, you can gain access to a pipeline of talent that’s already trained and ready to step into roles immediately.

Another approach is to create targeted online recruitment campaigns. Use job boards that cater specifically to the construction and skilled-labor industries, like ConstructionJobs.com or iHireConstruction. These platforms allow you to connect directly with candidates who are actively seeking positions in your field, ensuring a more focused recruitment process.

Hosting virtual hiring events and workshops can also be an effective way to attract and assess candidates without relying on traditional campus recruitment. These events can include skills assessments, informational sessions about your company, and interviews, all conducted online. This method is not only cost-effective but also expands your reach beyond the geographical limitations of on-campus recruiting, helping you tap into a broader and more diverse talent pool.

Steve Britchford, Senior Partner, Polycote