Construction Management and Retention for Entry- to Mid-Level Talent

By Meredith Lurty and Amber Shamhart | March 20, 2025

As competition for talent increases, investing in construction management and other employee retention strategies can help your company stand out.

Utilities remains a sector in high demand. Thanks in part to the demand for renewables and frequent infrastructure projects, the Bureau of Labor Statistics anticipates a 5.6% and 5.3% growth by 2033 in construction and extraction occupations and installation, maintenance and repair occupations, respectively.

Yet, despite the potential for job growth in the industry, it’s becoming increasingly difficult to find top construction talent to recruit and keep in the field. More than one in five construction workers is 55 or older. As these workers retire, entry- and mid-level workers will be needed to fill that gap. However, both recruitment and employee retention in the construction industry can be a challenge.

To meet the demands of the industry, utilities companies will need to build and retain their teams of entry- and mid-level construction oversight. To do that, though, they’ll need to address major challenges.

The Struggle to Recruit and Retain Entry- and Mid-Level Construction Oversight Talent

The utilities industry can lag behind competitors when it comes to compensation, use of up-to-date technology and workforce diversity. These factors can make it difficult to appeal to entry-level construction oversight talent considering multiple employment options.

This isn’t always the main struggle with filling entry-level roles, though. Many companies bypass entry-level candidates, looking for those who already have on-the-job utilities experience. Because of the strict safety requirements inherent in the industry, some companies see entry-level workers as riskier investments than mid-level candidates.

However, budgetary concerns can make hiring experienced construction oversite talent at a competitive rate challenging. Recruiting candidates with extensive construction industry knowledge can bring risks as well. These individuals are highly in demand and have many opportunities within the industry, making them difficult to recruit and retain thanks to competition in the market.

Despite these challenges, it’s possible to build an environment that attracts entry- and mid-level employees and helps them thrive. It takes a commitment to construction management and training at every level to create the workforce you need.

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Help Entry-Level Employees See Their Future Long-Term

Competing with other industries in terms of compensation and benefits may be difficult, but there are unique benefits the utilities industry can offer entry-level construction oversite employees.

Utilities careers tend to be quite stable, thanks to an ongoing demand for grid and infrastructure projects. And, with the rapid growth of renewables, the national construction workforce can likely expect that stability to continue.

The appeal of this stability shouldn’t be underestimated. Ninety-four percent of Gen Z candidates indicated that job stability was important to them when searching for employment. As Gen Z begins occupying a greater share of the labor market, a stable work environment could be a huge differentiator when competing for these entry-level workers.

But stability won’t always be enough to attract and retain ambitious workers. Helping entry-level workers imagine their long-term career with your company can play an important role in recruiting top construction oversight talent. During the interview process, make sure to talk about your company’s long-term project portfolio and any leadership training available. This will allow entry-level candidates to see the diverse work experience they can benefit from over the course of their career. This can also assure them that your company is retention-minded and invests in the career and personal growth of employees.

Commit to Upskilling and Reskilling Mid-Level Employees

While recruitment might be top of mind for entry-level workers, retention and growth will be a major focus for preserving high-quality mid-level employees. As mid-level employees think about their future with your company, they typically follow one of two paths: leadership or higher-skilled subject matter expertise.

For employees looking to grow their leadership skills in the construction industry, it will be critical to show that your company has prepared a path to leadership positions, including designated training resources. As workers retire, many mid-level employees find themselves assuming leadership positions without adequate preparation and support. This can lead to disrupted workflows, frustration between management and their teams, and even attrition from leaders who feel ill-prepared. By investing in leadership and training opportunities, you can provide your workers a path to advancement while making sure they are prepared to face the new challenges and workload, supporting retention efforts.

Not all workers want to transfer to leadership roles. However, that doesn’t mean they wish to remain stagnant in their careers. Instead, many are looking for opportunities to upskill and grow as subject matter experts. If these aren’t available, some may search for opportunities with new companies, taking their years of experience with them.

To support these workers, focus on investing in additional trainings where they can learn new skills they can use immediately. This could include experience with new or emerging technology. Having this in-house expertise brings value to your team and gives these workers the opportunity to grow further by training others.

Get Support from Utilities Solutions Experts

Actalent brings in specialized expertise in the utilities industry to deliver comprehensive solutions for your projects, regardless of scale. Our team is dedicated to developing and retaining top talent to ensure successful project execution.

For companies seeking quality entry-level talent, we provide rigorous training and shadowing opportunities. This equips candidates with the experience needed to contribute effectively from day one, allowing us to execute projects from start to finish with highly skilled teams and make an immediate impact.

We offer solutions for sourcing highly experienced mid-level professionals while keeping your budget in mind. Our project managers and leads are skilled in managing teams and ensuring seamless project delivery.

Our customizable, scalable solutions encompass hiring, onboarding and training services, ensuring our consultants are prepared to meet your project needs. Contact us today to learn more about our outsourced project capabilities, talent development and scalable solutions.

Frequently Asked Questions

What is the difference between reskilling and upskilling?

Both upskilling and reskilling can help support retention efforts for your construction talent. Upskilling involves investing in training opportunities to teach your employees new skills within their current roles, optimizing their performance. This could mean giving them advanced skills training or introducing them to relevant new or emerging technologies. Upskilling is an ideal investment in employees who wish to become subject matter experts rather than move into leadership roles.

Reskilling involves training employees to take on new roles within the company. This could mean training for complementary skills, or an entirely new career. For construction oversight employees looking to move into management positions, reskilling in areas like leadership and financial management will likely be necessary.

Robust upskilling and reskilling opportunities, when paired with proper training, show employees an investment in their long-term success within the company. This not only is attractive to entry-level employees considering their options, but can help retain mid-level employees, keeping their years of service and experience in-house.

What are the biggest challenges in the construction industry today?

With more than 20% of the current construction workforce over 55, many utilities companies are anticipating a retirement boom in the upcoming years. That, plus a growing need for construction workers in the utilities sector, will require increased hiring and promotion opportunities for entry- and mid-level workers.

Recruitment and retention within the industry can be a challenge, however. Some companies are reluctant to hire entry-level workers, preferring those with more experience on the job. These more experienced workers, however, come at a higher price point and with greater competition, which can make them difficult to recruit and retain.

Actalent can help utility companies find the candidates you need within your budget thanks to our national pool of top construction talent. Our entry-level candidates come highly trained and ready with the specialized experience you need from day one. We can also help you find highly sought-after mid-level construction oversight talent at a price point that fits your budget.

Will there be a skilled labor shortage in the construction industry in 2025?

Some are predicting a skilled labor shortage in the construction industry in the years ahead. Both private and public infrastructure projects, along with a growing demand for renewable resources, will necessitate increased hiring.

However, a looming retirement cliff could impact more than 20% of construction workers in the next few years. On top of that, unemployment within the industry is at its second lowest level on record, and fewer young workers are entering the field. Combined, these factors point to increased competition for skilled construction labor.