Roofing companies that are excited about the prospects of growing their business must address a pressing concern — a skilled labor shortage. When projects are lined up and profitability is obtainable, the lack of qualified roofing professionals to complete the task significantly stunts the potential growth of a roofing business.
In the first part of this four-part article, members of the Roofing Alliance, the Foundation of the National Roofing Contractors Association (NRCA), discussed several of the challenges facing the roofing industry related to roofing professional development and a skilled labor gap. In this part, we will focus on ways that both roofing businesses and the industry can combat this issue and enjoy long-term success.
Fostering Growth for Your Roofing Business
With incredible business opportunities in their grasp, roofing companies should consider the following tips to fill available jobs, retain top-tier talent, and grow their business:
- Competitive Pay: Higher wages and better benefits are a constant influence on the decision of an employee to stay or join a competitor’s business. Although competitive pay is a short-term solution to retaining skilled workers, providing your workforce with a good salary, paid time off, flexible schedules, and other benefits is an effective way to retain them for the long-term.
- Improving Company Culture: Employee satisfaction and turnover have become increasingly relevant concerns for roofing companies trying to retain talent. Paying employees well is never enough. Roofing contractors must also provide growth and developmental opportunities for their workforce. If your company invests capital and significant time training the workforce, they will appreciate this commitment and remain loyal in return.
- Recruiting Strategy: Is your roofing company simply searching for the most qualified and experienced applicants, or are you considering the mindset of the candidate? Some of the best potential roofing professionals may just need the opportunity to learn on the jobsite. Some companies have achieved success by recruiting “task-oriented” applicants from churches, community centers, restaurants, and even soccer fields. They found that the right person with a great attitude can become a skilled professional through the use of effective training methods.
- Diversity: Another similar strategy to meet the demand is for roofing companies to recruit tradespeople in certain demographics that are often overlooked by the industry. For example, women in roofing positions currently make up less than five percent of the workforce and should be recruited. Military veterans are another example of an excellent resource of disciplined professionals that have the skill set to potentially thrive in the industry with proper training.
- The Right Marketing: To attract tech-savvy millennials, roofing companies need to think a little outside the box and tailor a marketing strategy that eliminates faulty preconceived notions related to the industry. The idea of utilizing groundbreaking technology to create roofing systems, may be appealing to this group of young professionals.
For information on how the Roofing Alliance is committed to advancing the roofing industry, please read parts three and four.
Membership opportunities with the Roofing Alliance are available to all roofing professionals. For more information on our organization’s objectives or how you can make a commitment to the Roofing Alliance, please contact us today.