Why Can It Be a Challenge to Hire Construction Superintendents?

Construction companies are having an increasingly difficult time hiring field leaders. In fact, 81% of companies report having trouble filling open superintendent positions.

What factors are contributing to these challenges?

High Demand

Construction remains a booming business, with the industry valued at around $2 trillion. The affordable housing crisis has fueled a major boost in residential construction, while legislative initiatives surrounding infrastructure and sustainability has led to increased investment in civil, commercial and industry construction projects.

Construction plays an important role in driving expansion and innovation. With more and bigger projects hitting industry’s agenda, the need for qualified professionals to see them through has grown significantly.

Limited Supply

Unfortunately, the number of qualified field leaders available has not kept up with industry’s demand for them, resulting in a severe shortage.

One of the key causes of this shortage is the aging construction workforce. Many of construction’s experienced leaders have retired or are nearing retirement age, leading to a projected 30% turnover rate for field managers over the next 5 years.

In addition, the construction industry has struggled with misperceptions about career and advancement opportunities leading to a traditionally higher focus on college-centric career paths and less professionals joining the trades.

The sector is facing a severe talent shortage with simply not enough up-and-coming leaders to sustain the growing demand for construction and to accommodate an aging population.

Competitive Job Market

The combination of the high demand for field leaders and the relatively low supply of qualified talent means that the hiring market for experienced superintendents is extremely competitive.

This competitive landscape is a concern and challenge for businesses, causing many companies to consider how they can differentiate themselves in a crowded marketplace. Companies are finding new ways to attract their top candidates, whether by offering desirable benefits packages, boosting compensation or investing in their professional development. Similar efforts are often also needed to retain current staff and to discourage them from exploring other opportunities.

Non-Standardized Training

Construction superintendents are responsible for many unique tasks, and the job can be demanding with long hours, high stress and challenging conditions, making the need for specialized training critical for their success. However, there has traditionally not been an industry-standard process for providing this training.

Some companies offer in-house professional development opportunities or provide guidance and mentorship. Yet, these can vary in quality and scope from company to company, and they may not expose future leaders to all aspects of the business of construction.

Without standardization, it can be a challenge for hiring construction companies to fully understand the training a potential superintendent candidate has received – or not received – throughout their career. Absent a verifiable certification or credential from a reputable source or standardized process, one of the only ways for a company to ensure a superintendent is prepared is to train and upskill them directly.

Finding a Superintendent Solution

Finding qualified candidates for field manager roles is a widespread challenge across the industry.

One solution to bridge the gap between supply and demand of this critical role is to invest in high-quality, standardized superintendent training to establish an internal leadership development pipeline. NCCER’s Construction Superintendent Certification Program provides flexible coursework and turnkey resources to serve as the foundation for a project leadership program within any construction company. Click here to learn how you can get started with this superintendent training solution.