Montana construction companies are tackling a significant labor shortage by actively seeking to recruit Gen Z workers through innovative programs and strategies.
Montana is experiencing a labor shortage in the construction industry, a situation echoed nationwide. Contractors in the state report significant challenges in hiring, with a focus on attracting younger workers from Generation Z. Despite the state’s population growth, a report from the Montana Department of Labor and Industry highlights a shortage in several trades, with construction and healthcare in particular need of more workers over the coming decade.
In response, some local contractors are ramping up recruitment efforts to draw Gen Z into trades. Companies are launching educational and apprenticeship programs, sometimes collaborating with high schools to introduce students to construction careers. Bill Ryan, education coordinator at one of Montana’s largest contractors, notes that these efforts aim to demonstrate the value of hands-on careers, and early indications suggest a growing interest among young people in such fields.
Brian Turmail, vice president of public affairs and workforce at the Associated General Contractors of America, points out that this labor shortage is exacerbated by an aging workforce, with many retiring without sufficient replacements trained in vocational skills. For decades, federal policies have steered students toward four-year degrees, inadvertently neglecting vocational training. This has contributed to fewer young people entering trades, highlighting the need for renewed focus on vocational education.
Montana contractors have started raising wages to attract talent, despite average salary growth in the sector being only 0.6% annually from 2020 to 2023. Yet, with the rising cost of living, some argue this increase is still not enough. An industry analysis found that construction workers in Montana need to work extensive hours to afford housing costs, underscoring economic pressures on the workforce.
Two major contractors, Dick Anderson and Sletten Construction, have turned their attention to apprenticeship programs that allow young workers to earn while they learn. These programs do not require prior experience, offering participants the chance to gain real-world experience and, in some cases, pursue an associate degree. This dual approach satisfies both parents and young workers seeking to balance job opportunities with educational aspirations.
Michelle Cohens from Sletten Construction explains that their apprenticeship initiative integrates on-the-job training with periodic union-led workshops. The company has fostered strong relationships with educational institutions to better reach potential young recruits, noting a shift in attitudes as more youth express interest in bypassing traditional college routes to avoid student debt and engage in more practical careers.
David Smith, executive director of the Montana Contractors’ Association, indicates that companies are adapting their cultures to align with Gen Z’s work preferences. Rather than the arduous 55-hour workweeks common in earlier generations, younger workers seek balanced schedules. Through these changes, contractors recognize that offering competitive wages alone is insufficient for attracting a modern workforce.
Montana’s construction industry is adapting to the shifting labor market by targeting Gen Z through innovative programs and cultural shifts. With a focus on providing practical career paths and balanced work-life schedules, these efforts signal a promising strategy to address current workforce shortages.
Source: Businessinsider
