What aggregate producers need to know about hiring millennials

For any industry that wants to grow, it’s important to keep in mind the people who will be entering the workforce.

For aggregate producers, this means changing a more traditional means of hiring to accommodate a new, quick-learning generation: millennials.

Communication

According to Bentley University, by 2025, millennials will make up as much as 75 percent of the global workforce.

Millennials grew up with an extensive range of technology and social media. They mainly seek information through cellphones, laptops and tablets. In order to reach them, aggregate producers need to incorporate digital technology into their business strategies, whether it be via their company websites, social media, e-newsletters or job websites, like Indeed or LinkedIn.

The industry needs to think differently, including what it communicates, how it reaches out to potential workers and how it trains new employees, says Jan Bray, founder and chief strategist at Bray Strategies.

“We have to recognize our ignorance and our own inability to learn things,” Bray adds.

Values and career ladders

Millennials seek information mainly through cellphones, laptops and tablets. Photo: iStock.com/monkeybusinessimages

Bray also highlighted the importance of showcasing a company’s value and offering a career ladder to potential employees.

Millennials want to know they’re making a difference, and they want to know what they’re doing has value. Because of this, it’s imperative that aggregate producers present them with information about the industry: why it’s important, how it’s changing the realm of construction and what they can do to improve it. Younger generations won’t seek out this information unless it’s presented in a clear, easy-to-locate manner.

“This industry has to have a career pathway, a career ladder,” Bray says. “If they [millennials] cannot find information on this industry or its career pathway, then they will ignore it.”

Aggregate producers also need to illustrate the value they offer to potential employees, the economy and their communities. Millennials want to know they have both growth and learning opportunities at their companies; otherwise, they won’t feel compelled to stay.

According to Deloitte’s 2017 millennial survey, 38 percent of millennials globally would leave their jobs within two years if given the choice. These decisions could stem from a lack of growth, professional development or even monetary advancement.

“Be prepared that people today do not spend 25 years in an industry,” Bray says. “They [millennials] will move when they think it is time to move. They are a company of one. They want to make sure their work has value. And if they can’t do it with you, then they will find somewhere else to do it.”

Aggregate producers need to showcase their companies’ achievements, milestones and community relations. They need to sell themselves to millennials through digital avenues and keep those revenues relevant and updated. It’ll benefit both their companies and potential employees.

“This industry, just like every other industry, needs to think about the people coming into the industry and how to meet their needs,” Bray says. “Because by meeting their needs, you’ll be meeting your own needs.”