Construction companies in the United States face numerous challenges in the recruitment of skilled labor force. Recruiting for specialized services, such as air system engineers, is considered more even trivial due to the increased number of limitations. Acquiring skilled workers involve the consideration of the availability and associated expenses. However, the United States’ labor force provides additional challenges that eventuate into the various limitations with respect to the recruitment. A number of the limitations are founded along the concern of skills and the economic ambitions of the country. This paper seeks to evaluate on the respective concerns that attributed with the recruitment of air systems engineers in the construction industry of the US.
The growth of the US economy has seen a rise in the demand of services from the construction industry. However, the same may not be argued of the trends in the labor force. Apparently, the construction industry seems to be struggling towards the acquisition of skilled workforce. A plausible explanation for the observation revolves on the understanding that is associated with the construction industry. Apparently, most of the opportunities in the construction industry are considered for the semi-skilled workforce. Therefore, the prospect of investing in the training of the respective careers in the various institutions of higher learning is rather reduced. On implication, the lack of institutions to offer training deprives the market of the skilled labor needed to address critical engineering demands such as air system operations (Sistare, Shiplett and Buss, 75).
Use your promo and get a custom paper on
"Construction Employment".
Another challenge to the employment in the construction industry of the US falls on the opinions of the recruitment agencies. Apparently, recruitment agencies are developed with the hope of providing competent personnel for the member firms. However, the same may not be argued for the construction industry since most of the involved agencies are rarely equipped for the initiation of effective recruitment drives. In addition, the process of recruiting skilled professionals in the construction industry is considered to be rather expensive. On that note, the available recruitment agencies tend to refrain from endorsing employment agreements with the construction firms. It further implies that the construction firms are expected to run their own recruitment initiatives (Lavender, 14). Unfortunately, the nature of the construction program limits them from accessing the most skilled of the professions.
The salary scope of a skilled system engineer is considered to be a limitation on their recruitment. Apparently, it is rather difficult to predict or quantify the economic value of a skilled system engineer. In addition, the trends of the construction world seem to be favoring affordable construction. Institutions tend to negate possible avenues that may lead to an increase in the cost of the project. Therefore, the involved players consider the prospect of meeting the wage interests of skilled labor as a luxurious endeavor. Furthermore, the option of training the affordable semi-skilled workforce to handle the considered professional duties is considered a rather convenient option due to the associated cost (Preece, Moodley and Smith, 91). On that note, the recruitment of skilled labor force to run some critical engineering system is considered rather expensive for sustainability by the firms in the construction industry.
Auxiliary concerns such as the experience of the targeted employees and the branding with respect to the increased demands for skilled workforce are also to be considered. Apparently, the increased saturation of construction firms in comparison with the inadequate supply of skilled or experienced laborers. On that note, firms are forced to engage in advanced competitive practices for the few available personnel. Among the options considered rather costly and a constraint to the recruitment efforts includes the branding of the firm’s image in relation to the enticing potential employees (Langley, 45). Firms are therefore discouraged from embracing recruitment initiatives due to the limitation associated to such auxiliary concerns.
In conclusion, the recruitment challenges associated with the United States construction industry are related with the professional challenges. Apparently, the available expertise is unable to satisfy the market demand of the industry due to disparities in skills and experience. Besides, the unavailability of adequate supply implies an increase in the cost incurred in wages and salaries. In addition, the failure of having recruitment agencies well positioned to engage in to the employment process on behave of the involved firms has increased the associated cost. Other factors resulting from the unavailability of active recruitment firms assist in shifting cost off the limits of most firms.
- Langley, Billy C. Fundamentals of Air Conditioning Systems. Lilburn, GA: Fairmont Press, 2000. Internet resource.
- Lavender, Stephen. Management for the Construction Industry. Hoboken: Taylor and Francis, 2014. Internet resource.
- Preece, Christopher N, Krisen Moodley, and Paul Smith. Construction Business Development: Meeting New Challenges, Seeking Opportunity. Oxford [England: Elsevier/Butterworth-Heinemann, 2003. Internet resource.
- Sistare, Hannah S, Myra H. Shiplett, and Terry F. Buss. Innovations in Human Resource Management: Getting the Public’s Work Done in the 21st Century. Armonk, N.Y: M.E. Sharpe, 2009. Internet resource.
