How to Recruit for Hard-to-Fill Construction Positions

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The construction industry is in the middle of a talent shortage, and it’s not just about finding any worker; it’s about finding the right one. Certain positions require very specific skills, licenses, or leadership abilities, and that makes them far more difficult to fill than others.

A construction executive search firm can be a valuable partner when you’re facing these challenges, but before you can solve the problem, it helps to understand why it exists in the first place.

In this guide, we’ll explain the main reasons some construction jobs stay vacant for months, highlight the positions that are most in demand, and share proven strategies for attracting and keeping top talent. By the end, you’ll have a clear, practical roadmap for filling even the most challenging roles.

Why Some Construction Roles Are So Difficult to Fill

Before discussing recruitment strategies, it’s essential to understand why these roles are challenging to staff in the first place. Several factors come together to create a shortage, and each has its impact on the hiring process.

Skills gap: Many construction roles require formal certifications, licenses, or years of specialized training that not every worker has. For example, an electrician might need to complete a multi-year apprenticeship and pass multiple exams before being fully qualified. This means the pool of eligible candidates is already limited before a job is even posted. As building codes and technologies evolve, the demand for updated skills only grows, leaving some positions unfilled for long stretches.
Aging workforce: A significant number of experienced construction professionals are nearing retirement age, particularly in skilled trades. When they leave the industry, they take decades of expertise with them, creating a gap that younger workers can’t immediately fill. Replacing that knowledge takes time because it often requires both formal training and on-the-job experience. The pace of retirements is currently outpacing the rate of new entrants, which makes specific roles harder to fill every year.
High competition: Construction companies, contractors, and even other industries often compete for the same limited group of qualified candidates. A project manager with strong technical and leadership skills, for instance, may receive multiple offers at once. This competition drives up salaries and benefits, but it also means companies have to act quickly to secure talent before someone else does.
Demand surges: Large infrastructure projects, seasonal work peaks, or sudden regional growth can lead to a spike in hiring needs. When many companies are trying to hire the same types of workers at the same time, the talent shortage becomes even more pronounced. These surges often leave less time for thorough candidate vetting, which can add pressure to an already competitive hiring environment.

The Construction Roles That Are Most Often in Short Supply

Not every position on a construction site faces the same hiring challenges. Specific roles demand a rare mix of skills, credentials, and experience that make them especially difficult to staff. Below are the positions most often in short supply and why the market for them is so competitive.

Project Managers and Superintendents

These leaders are responsible for ensuring a project is delivered on time, within budget, and to quality standards. They oversee crews, coordinate with suppliers, and keep communication flowing between clients and contractors.

Critical to project success: Without strong leadership in these roles, projects can quickly fall behind schedule, run over budget, or face costly rework. A project manager or superintendent sets the tone for the entire job site, ensuring that work is organized and efficient. Their decisions directly influence safety, productivity, and client satisfaction.
Leadership plus technical expertise: It’s not enough to be a strong communicator; these roles require an in-depth understanding of construction methods, materials, and sequencing. The best candidates can lead diverse teams while also solving technical challenges on the spot. This rare combination of skills significantly narrows the available talent pool.
Experience requirements: Many employers require 10+ years of experience in progressively responsible roles, plus a proven track record on large or complex projects. This makes the search even harder, as only a small percentage of professionals meet both the leadership and experience criteria.

Skilled Trades (Electricians, Plumbers, Welders)

These roles handle the specialized, hands-on work that keeps buildings functional and compliant with codes. From wiring systems to installing plumbing to fabricating steel, skilled tradespeople are at the heart of most construction projects.

Licensing and apprenticeship demands: Most trades require multi-year apprenticeships, rigorous exams, and ongoing training to stay licensed. This lengthy entry process results in fewer new workers being available at any given time. For companies needing to scale quickly, this slow pipeline can be a significant obstacle.
Cross-industry competition: Construction is not the only sector seeking these skills; industries like oil and gas, manufacturing, and renewable energy often lure tradespeople with competitive wages and benefits. This competition puts extra pressure on contractors to offer attractive packages to retain talent.
Physical and technical demands: The work can be physically demanding and performed in environments that range from hot rooftops to confined spaces. These conditions can discourage younger workers from entering the field and contribute to turnover among experienced tradespeople.

Estimators and Cost Engineers

These professionals analyze project plans to forecast costs, prepare competitive bids, and monitor budgets throughout construction. Their work is essential to ensuring profitability and winning contracts.

Direct impact on profitability: Accurate estimates mean projects are priced competitively without sacrificing margins. A single error in calculation can lead to significant losses or losing out on bids entirely. This high level of financial responsibility makes the role both critical and demanding. Because of the complexity involved, many companies turn to executive search services when the role demands candidates with both technical mastery and strategic insight.
Rare skill combination: Estimators and cost engineers must understand both the technical side of construction and the financial modeling behind cost control. This blend of engineering knowledge and business acumen is uncommon, especially in fast-moving project environments.
Market pressure for accuracy: With material prices fluctuating and supply chain challenges affecting timelines, companies need precise, adaptable cost forecasting. This increases demand for skilled professionals at a time when qualified candidates are already limited.

Safety Managers

These specialists ensure that every part of the job site meets regulatory safety requirements and follows best practices to protect workers. They also lead training programs and investigate incidents to prevent recurrence.

Rising safety requirements: Regulatory bodies and insurers are setting higher safety expectations than ever before. As a result, more projects require a dedicated safety professional on-site, driving up demand for certified candidates.
Experience plus certification: The most effective safety managers hold recognized credentials like OSHA or CSP certification, along with hands-on construction experience. This combination ensures they understand both the legal requirements and the practical realities of a job site, but it also makes them more challenging to find.
Business value beyond compliance: A skilled safety manager not only prevents injuries but also reduces downtime, improves morale, and strengthens a company’s reputation. For contractors working on high-profile projects, this added value makes the role even more sought after.

Proven Strategies to Recruit for Hard-to-Fill Construction Roles

Finding the right people for specialized construction jobs takes more than posting ads online. It requires targeted outreach, creative benefits, and a deeper understanding of what motivates top talent to join your team.

These strategies can help you connect with qualified candidates in a competitive market.

Tap into specialized recruiters: Industry-focused recruiters, including experienced executive recruiters, have established talent networks and know how to reach passive candidates who aren’t applying to public job postings. They understand industry demands, compensation trends, and which candidates can adapt quickly to a new role. Working with them can shorten your search timeline while maintaining candidate quality.
Build partnerships with trade schools: Establishing relationships with vocational programs and apprenticeship providers creates a steady pipeline of new talent. You can offer internships, sponsor student projects, or host job site tours to connect with graduates before they enter the general job market. This early engagement helps secure motivated workers who are eager to grow with your company.
Offer competitive and creative compensation: While salary matters, perks like relocation assistance, sign-on bonuses, or compressed workweeks can set you apart. Flexible scheduling or support for ongoing certifications can be especially appealing in a field where time and training are both valuable. By tailoring incentives to the needs of your target candidates, you make your offer harder to turn down.
Leverage employee referrals: Your current workforce can be your best recruiting tool. Offering bonuses or recognition for successful referrals encourages employees to recommend people they trust and respect. Since referred candidates often come pre-vetted for culture fit and skill, the hiring process becomes faster and more reliable.

How to Retain the Talent You Work Hard to Hire

Once you’ve filled a challenging role, keeping that person engaged and loyal is just as important as finding them. Retention requires consistent investment in your team’s skills, safety, and career satisfaction, all without repeating the same tactics used in recruitment.

Ongoing training: Continued education helps employees stay current with changing building codes, safety regulations, and emerging construction methods. Integrating a strong development plan into your executive search process ensures new hires know they’ll have opportunities to expand their skills over time, which improves both performance and retention.
Clear career progression: When employees understand their potential career path, they’re more likely to stay and work toward advancement. This could include transparent promotion criteria, mentorship programs, or structured skill-building plans. Providing a vision for growth prevents talented workers from feeling stagnant.
Strong safety record: A safe work environment isn’t just about compliance, it’s about trust. Consistently enforcing safety protocols and celebrating accident-free milestones signals that you value your team’s well-being. Workers are more likely to remain with employers who prioritize their health and security.
Recognition and rewards: Publicly acknowledging hard work reinforces positive performance and boosts morale. This can be as formal as an annual awards program or as simple as a thank-you note after a job well done. Recognition builds a sense of belonging and pride, which helps reduce turnover.

Ready to Fill Your Hard-to-Staff Roles with Confidence?

When you’re tackling tough hires, like project managers, estimators, or safety leads, you don’t just need someone qualified. You need someone who fits your culture, understands your industry, and is ready to make an impact from day one.

At The Newport Group, our construction specialists recognize the rarity and criticality of these skills in the hiring process. With decades of experience and deep connections across all sectors, commercial, industrial, heavy civil, utilities, and more, we bring you talent you won’t find through traditional channels.

Want to stop waiting and start building? Let’s talk.

Hard-to-Fill Construction Roles and How to Recruit for Them