In an ever-evolving landscape of business challenges, few issues have gripped the construction industry as tightly as the shortage of skilled labor. The headlines are dominated by statistics that tell a sobering tale of the struggle faced by construction businesses across the nation. For instance, the Associated General Contractors of America (AGC), in partnership with Autodesk Inc., recently released a report revealing that a staggering 88% of construction companies are grappling with the dilemma of finding skilled workers to hire. And according to the Associated Builders and Contractors (ABC), the construction workforce shortage is estimated to be 546,000 workers for year 2023, and the problem is predicted to get worse as nearly 1 in 4 construction workers are older than 55 years old.  As a Partner at Jimerson Birr, I am acutely aware of the gravity of this issue, and I'm actively collaborating with our clients to explore creative solutions.

Having myself come from the construction industry, and holding a certified general contractor's license, I understand the intricate dynamics at play. My transition from the construction field to law equips me with a unique perspective, one that allows me to bridge the gap between legal expertise and practical industry insight. This background serves as the foundation for innovative strategies aimed at helping our clients deal with the skilled labor shortage.

In today's landscape, the shortage is worsening due to a generational skills gap, with the median age of construction workers hovering at 42, a year older than the typical U.S. labor force member. The root of the problem is that, as a whole, over the last couple of decades, our nation’s youth have shied away from careers in construction trades.  Urgent measures are needed to attract and retain younger talent in the industry.

My approach to this multifaceted problem is not limited to legal counsel; I am actively engaged in helping clients devise innovative solutions. I work with them to create employee contracts, including non-competes, and design competitive compensation packages that appeal to the changing motivations of younger workers. Understanding that many of these individuals prioritize free time over overtime, I encourage my clients to adjust their approach accordingly.

I have two teenage children, and over the past few years I have been (in an unconventional direction, different from most of my peers) pushing my children and their friends to consider careers in the construction trades. I emphasize the immense potential for smart, young individuals who embark on such a path right after high school. I even point out that, by the age of 25, one could potentially be earning a six-figure income; compared to a college graduate at that age making half that income, on average, and loaded with student loan debt. Yet, despite this sage advice, it appears my efforts have been in vain. It seems that “careers” as a social media "influencer" are too enticing.

In the face of the ongoing labor shortage, I remain committed to working alongside the construction industry to bring about transformative change in the labor force and company employment practices. By embracing innovative contracts, competitive compensation packages, and a deep understanding of the younger generation's motivations, we can navigate these challenging times. However, ultimately, the mindset of our next generation will need to change in order to solve the long-term problem (at least until AI and robots enter the construction trade workforce).  In the short term, hopefully, our younger workers can draw inspiration from the need to adapt and evolve, just as my own career journey has evolved from construction to law. If you take time to learn and crunch the numbers, you may find that a career in the construction trades can be much more lucrative than you expect, and provides a lot of free time to enjoy life as well. In closing, I urge you to push our youth to at least consider a career in the construction trades.