McCarthy Building Companies

Erica Gilliland

Throughout my 18-year career in talent acquisition, my focus has been primarily on skilled trades recruiting. Starting at McCarthy Building Companies, Inc. in 2019, I embarked on a role with a mission to build a craft recruiting team and implement programs and processes designed to make McCarthy a talent magnet for skilled trades. Since 2019, my scope has expanded, and I now oversee the craft team and McCarthy’s talent acquisition sourcing function. Over the years, I have picked up some helpful insights and best practices that others can learn from.

Insights on Talent Acquisition

Throughout the past few years, there have been various staffing trends within the construction industry, specifically in the skilled labor field. Finding skilled labor remains a challenge, even with a surge in interest in the trades at the high school level, primarily because the real demand lies in individuals who already have highlevel skills. That said, we should still invest heavily in the skilled workforce of the future. Focusing on apprenticeships for skilled labor should be of high importance. In recent years, legislation has called for an increased focus on apprenticeships and skilled development. McCarthy Building Companies, Inc., is proud to have stayed ahead of this trend and currently has three registered apprenticeship programs.

There are a lot of great construction firms out there doing fantastic, high-quality work. As such, it can be a challenge to stand out as an employer of choice. The key lies in crafting an Employee Value Proposition (EVP) that not only stands out but also differentiates us from our competitors. We pride ourselves on being the best builder in America, and in order to do that, we need to make sure we not just attract but retain and develop our builders. We invest heavily in our development and training efforts, and that comes through loud and clear in how we position ourselves as a place where our craft will feel proud to work. Because we focus on selfperforming in many trades, our craft often feels that difference on the job site. Communication becomes clearer, scheduling is cleaner, and it makes for a better culture among our craft employees.

Outlook for 2024: Navigating Growth

As organizational growth is predicted and planned for 2024, there needs to be a focus on ensuring talent acquisition teams are aligned with regional and organizational strategic business goals. Developing deeper sourcing practices and strategies to recruit experienced talent should be top of mind for talent acquisition teams, as well as focusing on scaling within existing teams and ensuring early career programs are best in class.

Best Practices in Talent Acquisition

Moving into 2024, the following best practices can be utilized for talent acquisition:

1. Referral Programs: Simply put, the best know the best. Leveraging the power of networks, it is important to incentivize our best workers to bring others in.

2. Long-term Craft Hiring: Shifting from project-centric to program-centric hiring and looking to hire craft workers for the long run.

3. Internal Growth: Prioritizing the training and development of existing talent and emphasizing promotions from within.

4. Future Focus: Proactively reaching out to the next generation, locally or through industry partnerships, to showcase the promising career opportunities within construction.

In the ever-evolving field of talent acquisition, it is important to stay ahead of industry trends, foster a diverse and inclusive culture, and anticipate the needs of tomorrow. As we navigate the challenges and opportunities that 2024 presents, having an unwavering dedication to excellence to ensure your team continues to be a magnet for skilled craft talent is of utmost importance.