CONEXPO-CON/AGG is excited to announce the release of its latest e-book, 4 Steps to Hiring and Retaining the Best Workers, designed to help construction business owners attract and retain the best skilled talent. This free comprehensive guide offers strategies and tips proven to help companies find, hire and develop the right employees, ultimately enhancing productivity and maintaining highquality standards.
“We understand the critical importance of skilled and reliable workers in the construction industry,” said CONEXPO-CON/AGG show director Dana Wuesthoff. “Our new e-book provides valuable insights and practical advice to help construction business owners overcome staffing challenges and build a strong, dedicated workforce to move their businesses forward.”
The book was written by Dr. Larry Kokkelenberg— an author, consultant, trainer and entrepreneur who once ran an asphalt company—and based on a seminar he presented at the 2023 CONEXPO-CON/ AGG trade show in Las Vegas.
The e-book covers:
- proven recruitment strategies to attract top talent;
- effective retention techniques to keep employees engaged and satisfied;
- common hiring mistakes and how to avoid them;
- development plans to enhance team skills and boost productivity; and
- tips for how to reduce turnover rates.
To download the e-book, visit CONEXPO-CON AGG’s website and complete the form. Upon completion of the attached form, the full e-book file will be sent from [email protected], to the email address indicated on the form. If you have trouble receiving the email, be sure to check your junk or spam folders.
Held every three years, CONEXPO-CON/AGG is the must-attend event for construction industry professionals. The show features the latest equipment, products, services and technologies for the construction industry, as well as industry-leading education. CONEXPO-CON/AGG is owned in partnership with NRMCA, NSSGA and AEM and managed by AEM. The next CONEXPO-CON/ AGG will be held March 3-7, 2026, in Las Vegas, Nevada. For more information on CONEXPO-CON/AGG, visit https://www.conexpoconagg.com.
AEM, the Association of Equipment Manufacturers, is the North America-based international trade group representing off-road equipment manufacturers and suppliers with more than 1,000 companies and more than 200 product lines in the agriculture and construction-related industry sectors worldwide. The equipment manufacturing industry in the United States supports 2.3 million jobs and contributesroughly $316 billion to the economy every year.
Excerpts from 4 Steps to Hiring and Retaining the Best Workers
Recruiting the right people for the job is the cornerstone of any business’s success.
The right individuals bring not only the necessary technical skills and industry expertise but also a commitment to safety, quality, and teamwork, essential for navigating the complexities on jobsites. “If you bring in the wrong person, you pay the price every day,” says Kokkelenberg.
Effective recruitment ensures a diverse and dynamic crew capable of meeting deadlines, while also reducing turnover rates, saving future time and resources spent on training and onboarding. I honestly would rather see you not hire somebody and work short-handed than to bring in the wrong people, and there are plenty of wrong people out there.” Those with persistent negative attitudes can be especially damaging to the well-being of your company.
How do you get the attention of job seekers that you really want to interview, the ones who would actually bring value to your company? Referrals from current staff.
Referral bonuses can be effective, “especially if it’s a fairly significant bonus.” It should have stipulations; for example, someone comes on and stays for at least six months before the referral fee is paid.
What candidates want
- Salary: No surprise that the top benefit that candidates are looking for in a job is a higher salary.
- Insurance benefits: Offering high quality insurance provides another level of financial peace of mind, a top ask across the workforce.
- Work-life balance: Work-life balance is challenging. Many prefer time off over 60- to 80-hour work weeks. One company switched to a 4 day work week, 12 hour days. Overworked employees often feel the extra money isn’t worth it once they’ve saved enough.
- Job security: Prove that you have sufficient work to keep them busy, preferably year round.
- Leadership: This applies to both strategic decision making and daily onsite leadership. Workers want to know that their bosses genuinely care for and understand them.
- Employee ownership: Top skilled labor are seeking businesses with employee ownership for greater involvement in decisions and a share in the company’s success.
Retaining staff year-round
Retention is not something you do once a year, or when someone comes up and says, “I think I’m leaving.”
Steps to Improve Employee Retention
Pay them well: It’s true that money is not the only thing and that its importance is relative and subject to change, but competitive compensation is foundational to retention.
Be a good boss: Care about your employees. Respect them. Involve them. Ask, “How would you handle this situation?” Turn things over to them. It can be as simple as calling someone by their first name.
Have a culture of appreciation: This can become of itself if the appreciation is not genuine, so look for things to sincerely appreciate them. It can be as simple as calling someone by their first name.
Invest in training: Continue the mentoring process. Negative people are the most damaging to a company but can also benefit most from mentoring and coaching.
Celebrate the small things: Some companies put a lot of thought and effort into special events—Fourth of July picnics, birthday parties, family recreation days, etc., as ways of giving back to the company and the employees.
