The AEC industry has been experiencing labor and skill shortage challenges for the past several years. Budget constraints, significant skill gaps (leadership, professional, and technical skills), the rising cost of labor, and an aging and retiring workforce are the primary drivers creating these challenges. Younger workers entering the workforce do not always have the right skills or experience, and due to the COVID-19 pandemic, many of them did not have an opportunity to experience in-person instruction. For several AEC professions like engineering, this can leave critical gaps in knowledge that can only be gained by experience. In addition, the industry does not easily support the lower stress, or flexible work options and arrangements many in the younger generations are looking for in their next job. These dynamics are creating high competition for talent from a shrinking labor pool.
To successfully compete and win the war for talent, AEC companies will need a multi-faceted approach, including:听
- Creating your own talent pools
- Recruiting strategies that compel candidates to join with an opportunity to thrive
- Retention strategies that include short and long-term incentives, and leader accountability听
- Increasing productivity in sustainable ways
This webinar will explore each of these topics and share examples of what has worked well for small, mid-sized, and large organizations.
About the speakers:
Fred L. Hencke, Founder of The Hencke Group, is a highly innovative Management, Technology, and HR Consultant with more than 35 years of experience in leadership coaching, business strategy development, innovation lifecycle management, program planning and management, and capabilities development. He helps organizations, teams, and individuals achieve success through LEAP (leverage, engagement, alignment, and performance).
Tim Juergensen has over 30 years of experience in human resources, organizational development, and talent management, with the last ten years in officer-level roles in the healthcare industry. Prior to his healthcare experience, Tim was in executive-level talent and change management roles for Cummins Engine and Eli Lilly. Tim has both passion and experience in helping organizations transform and thrive through comprehensive leadership development and leveraging the power of the employee experience.
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Continuing Education:
CMCI Recertification Points: 1
Professional Development Hours (PDH): 1