Messer focuses on outreach efforts to engage young people and get them interested in careers in construction.
Kara Sanders, Messer Craftforce Development Executive, shares her insight during WVXU's Cincinnati Edition.
With historic lows of an overall unemployment rate of 3.9% and construction industry unemployment at 5.1% by 4th Quarter 2018, it’s easy to see why the struggle continues in finding qualified employees.
Messer also takes proactive steps to alleviate this obstacle by retaining skilled trades employees. Examples include:
- Holidng Apprentice Programs offered annually in all regions. Classes are taught by employees who are experts in the subject and certified by the National Center for Construction Education and Research (NCCER). Programs are registered with the Department of Labor and the Office of Veteran Affairs. Programs include a two-year Labor Apprenticeship Program (LAP), and a four-year Carpentry Apprenticeship Program (CAP). Messer formed articulation agreements with Cincinnati State Technical and Community College and Kentucky Community and Technical College System for courses to count as credits towards an Associate degree.
- Offering online learnings and videos highlighting tasks on Messer jobsites (equipment or a process driven) to share innovations with all Craft that can be easily implemented on jobsites.
- Building and growing into leaders with Introduction to Craftforce Leadership and the Craft Leadership Program (CLP) classes taught by NCCER-certified instructors. Upon completion, the employee can earn reimbursement for college tuition, a project management certificate and OSHA 30-hour credentials.
The labor shortage continues to permeate the industry; hiring talented employees is only part of overcoming this struggle; finding ways to engage and retain talent is equally if not more important.