Workforce management Key insights Recruiting has been incredibly challenging recently and comes with a new slate of obstacles. Many recruiters prefer pursing top talent who are currently employed. Passive talent needs to be prompted to reply to recruiters, requiring technique, strategy, and technology. Talent is often hiding in plain sight, so you may need to employ creativity to catch their attention. In some cases, talent is truly hiding, due to recruitment fatigue. Need help attracting top talent? Many construction firms are competing for a limited pool of experienced professionals while trying to keep projects on track and meet growing demand. Much of today's top talent isn't actively looking. They're doing good work where they are, and it takes the right message, at the right time, to get their attention. In many cases, the challenge isn't that talent is gone — it's that we're approaching them the same way as before. The firms winning today are the ones aligning their approach with how people actually make career decisions. Where has all the top talent gone? Work expectations have shifted. Flexibility is key, even in industries like construction where work happens on site. At the same time, the talent pool itself is shrinking. A significant portion of the current construction workforce will retire in the next few decades, removing decades of leadership experience from the bench at the same time demand for project leaders continues to climb. Sample scenario: Recruiting operational leadership in construction A construction company needed to hire a project manager. They tapped referrals, posted the role, and interviewed candidates — but no one was quite right. The position stayed open, straining teams and putting timelines and client relationships at risk. At this point, recruiting shifts online: job boards, LinkedIn, and other platforms. While reach expands, so does digital noise. Hiring managers often see high volumes of applicants who check boxes on paper but don’t align with how the business operates. This scenario is especially true for mid-level roles (project managers, superintendents, construction managers) where day-to-day decisions shape execution, profitability, and client experience. Recruiting tip Shift from "who checks the boxes" to "who can do the work here." Look for leaders who can navigate complexity, align with your culture, and drive results in your environment, not just on paper. And don't go it alone. Internal teams and external advisors who stay close to the market can help you reach talent you won't find through traditional channels. A more targeted approach can make a difference, focusing on people who fit the role in practice, not just on a resume. That means identifying individuals who can lead teams, manage complexity, and align with long-term goals. Where are candidates hiding? They're not gone, they're just harder to reach. Voluntary turnover for salaried construction professionals, project managers, superintendents, estimators, and engineers, is fairly average. But senior superintendents and project managers turn over far less frequently than their non-senior peers. In other words, the very people you want most are the hardest to pry loose. After years of heavy recruiter outreach, many professionals are more selective about what they respond to, or they've simply tuned it out. Some have reduced their visibility altogether. That means broad outreach gets ignored. Targeted outreach gets noticed. Recruiting tip Keep it simple and human. Short, relevant messages stand out. Be clear on why you're reaching out, what the opportunity is, and why it might matter to them. Transparency, including compensation, builds trust early. Why is it so difficult to get candidates' attention? For many candidates, it's not about looking — it's about weighing risk. Some value stability after a few years of disruption. Others are well-compensated and not motivated by money alone. In both cases, "more of the same" won't move them. Recruiting tip Be clear on what makes your organization worth the move. Culture. Leadership. Flexibility. Growth. Team. Don't undersell it; this is your opportunity to tell your story and differentiate in a crowded market. How CLA can help you find top talent Finding the right talent takes more than posting a job, it takes alignment. At CLA, we focus on three things: competency, culture, and chemistry. Because the right hire isn't just someone who can do the job, it's someone who will succeed in your environment. Our talent solutions team brings market insight, targeted outreach strategies, and a consistent process to help you attract, engage, and retain the right people. From search to onboarding and beyond, we work with you to drive long-term success. Contact Us Need help attracting top talent? Complete the form below to connect with CLA. 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