Industry Archives - Condustrial


October 28, 2022

Construction projects in North America are forecast to grow 2.4% in 2022, reaching $1.94 trillion, up from $1.89 trillion in 2021. Despite rising material cost and labor challenges, the construction industry remains strong and continues to grow.

A mid-year update consensus survey of the American Institute of Architects projects construction spending to rise 9% in 2022 and 6% in 2023

With the passage of the Infrastructure Investment and Jobs Act, the North American construction sector is expected to grow by 3.7% in 2023. Here are a few trends to watch for in 2023 as the construction sector continues to roll along.

Modular Design

When utilizing Modular Design, buildings are constructed offsite and then put together on-site. This process allows for a shorter construction schedule, a greener building process, and smarter design.

Green Building

The construction industry is rapidly shifting its focus towards sustainability and eco-friendly practices. These practices include minimizing material waste resulting from demolitions, switching to eco-friendly building materials, and choosing locally-sourced building products.

New Technologies Continue to Gain Traction

The remote workplace that grew out of the 2020 pandemic will continue to be integrated into the construction industry. Technologies like Building Information Modeling are being utilized to allow firms to visualize the construction design and production process before it even begins. These type of advancements offer significant savings in project time and money and will be an integral part of the construction process going forward.

Labor Challenges Will Continue

As the construction industry remains strong, an aging workforce and persistent labor shortages will combine to drive up costs, wages and the overall price of building in the United States. Currently, here are roughly 25% more unfilled construction positions than hires; magnifying the need to find and retain good workers.

Twenty percent of workers are 55 and older, and 61 is the average retirement age — meaning a fifth of the industry is at risk of leaving within the next six years.

2023 promises to offer great opportunities and challenges to those in the construction sector. At Condustrial, we work hand-in-hand with our partners to help them find and retain the workforce that is vital to our client’s success.

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September 29, 2022

Construction jobs continue to be in demand in 2022 with many professions experiencing labor shortages. In fact, estimates now indicate that the construction industry will need to recruit 216,800 new workers by 2025 in order to meet demand for skilled professionals. For construction workers, however, this figure highlights the opportunities available, if you have the right skills.

These Construction Jobs Are Seeing the Highest Demand

Craft professionals are most in-demand construction jobs in America, and the hardest positions to fill are carpenters, sheet metal installers, and concrete workers.


Carpenters have a wide range of responsibilities on the job site. Here are the primary task given to carpenters in the workplace:

  • Measuring, cutting or shaping wood, drywall, plastic, fiberglass and other materials
  • Checking accuracy using rulers, framing squares, levels and other items
  • Installing fixtures and structures such as doors, cabinets or windows
  • Interpreting and reading blueprints
  • Constructing and repairing structures and frameworks such as floors, doors, walls, furniture, cabinets, shelves, windows, stairways and roofs
  • Determining necessary project materials and estimating the cost of projects
  • Operating a variety of hand tools including power saws, drills and chisels
  • Assisting supervisors with planning, structural design and layout

The path to employment for carpenters usually includes these steps:

  • Obtain a high school diploma: Entry into an apprenticeship program typically requires some form of basic education. Most prospective carpenters choose to get a high school diploma or a GED.
  • Complete an apprenticeship: Apprenticeships are often offered through commercial and industrial employers or construction unions. These programs last about three to four years under the supervision of experienced carpenters and other construction workers. Once you complete an apprenticeship, you can further advance your carpentry skills by obtaining certification, enrolling in trade school or pursuing other vocational or carpenter schooling.
  • Develop Complementary Skills: Consider specializing in renovation, infrastructure, cabinets or roofs. These additional skills will give you a niche that you can use to market yourself effectively in the workplace and pursue higher pay.

Sheet Metal Installer

Sheet metal workers fabricate or install products that are made from thin metal sheets. The path to employment for a Sheet metal workers employed in construction typically involves training through an apprenticeship. Those employed in manufacturing typically learn on the job or at a technical school. There are about 12,300 openings for sheet metal workers are projected each year, on average, over the next decade.

Concrete Worker

To work with concrete, you will need physical stamina. Advanced education is not necessary, although most workers have a high school diploma. Most training is done on the job and certification is not essential, but you can acquire it from the American Concrete Institute (ACI). Pursuing apprenticeship with a construction firm is the best method of acquiring skills suitable for a concrete worker. Pay for concrete workers rises as you gain experience and projections call for roughly 23,300 openings for masonry workers over the next decade.

The most common degree for concrete workers is high school diploma 57% of concrete workers earning that degree.

If you are looking for a new career, construction jobs are in demand and project to remain highly sought after by employers going forward. If you are interested in finding a new job opportunity, please check out our listing of available construction jobs or complete the form below and let us know how we can help you find the job that suits your skills.

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September 21, 2022

There is a lot of discussion regarding a possible recession affecting the American economy in the last quarter of 2022. Whether this recession takes place and how long it persist in still being debated. However one sector of the economy seems well positioned to weather an economic downturn; construction. Here are three reasons construction careers may be a good choice for those concerned about the economy.

Infrastructure Projects Have Already Been Funded

In the United States, 1 in 5 miles of highways and major roads, and 45,000 bridges, are in poor condition. The recently passed Bipartisan Infrastructure Law will reauthorize surface transportation programs for five years and invest $110 billion in additional funding to repair our roads and bridges and support major, transformational projects. These investments will add, on average, around 2 million jobs per year over the course of the decade.

Construction Worker Shortage May Get Worse

As outlays from the infrastructure bill increase, construction spending will expand, widening the distance between supply and demand for labor.  

There are roughly 25% more unfilled construction positions than hires in the United States. This shortage of workers will likely lead to quite a bit of wage growth resulting from high demand for construction services and so few employees. While this scenario represents higher cost for employers, skilled workers will be in high demand and can potentially command higher wages.

An Aging Workforce Creates Opportunites for Younger Workers

There are roughly half a million job openings in the industry, per April projections from the Bureau of Labor Statistics, higher than the previous high of 438,000 in April 2019. But that need is unlikely to be met by a rapidly aging workforce.

Since the end of 2008, the number of construction workers aged 25-54 has dropped 8%, while the number of those 55 and over has risen. In fact, twenty percent of workers are 55 and older, and 61 is the average retirement age — meaning a fifth of the current construction workforce is at risk of leaving within the next six years. This means that younger workers are in an unique position to find readily available opportunities in the construction sector.

While the next few months may present challenges to many in the American economy, construction workers appear to be well positioned to enjoy continued employment and rising wages.

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August 26, 2022

A new trend in the workforce that has gained popularity after being named on the app TikTok is called “Quiet Quitting.” Essentially this is the idea that you have not yet quit your job, but instead have quit going “above and beyond” for your position. This workforce trend come after the last couple of years during the “Great Resignation”  when workers were quitting their underpaying jobs to work from home, find another position that paid better with less responsibilities, and generally take on less stressful positions and focus on mental health.

The Quiet Quitting trend stems from people being tired of dead-end jobs, low wages, a feeling of being unappreciated at work and resentment over being required to put in more hours and take on additional tasks that were not in the job description. Quiet Quitters often feel that life is too short to waste killing themselves with stress and aggravation.

Some signs of quiet quitting include:

  • arriving late or leaving early
  • reducing productivity levels
  • less contribution to team projects
  • lack of enthusiasm or passion
  • not participating in staff events or meetings
  • employees no longer going above and beyond for their position.

While quiet quitting is mostly referring to employees no longer going above and beyond their job description, for some it can mean mentally checking out of work, no longer accepting job duties without additional pay, and simply not putting in as much effort as they used to. While not every employee in the workforce is feeling this way, for those that are, it can be a sign that your office is morale is low and may need a boost.

So how can businesses boost morale and help their employee who are quiet quitting?

The biggest impact an employer can have when it comes to quiet quitting is to enhance the employee experience. Employers should talk with their employees and see if they are struggling and may need some extra help with certain tasks. Employers should be ensuring that their employees have healthy work-life balances and are properly managing their stress both in and outside of work. They also will want to make sure their teams are feeling valued and are being given realistic expectations and workloads. One of the most influential ways to help your employees feel valued is to know their career goals and achievements and help them work toward them. Implementing these things will not only help you build better relationships with your employees, but will help encourage them on a day-to-day basis so that they enjoy their company and job, and don’t feel the need to be searching elsewhere.

Steps all businesses should consider in order to retain their workforce and reduce Quiet Quitting:

  • Discuss ways for employees to achieve a better work-life balance.
  • Help your team effectively deal with mental health issues.
  • Offer ways for employees to advance within your organization
  • Monitor workloads so as to not overwhelm valuable staff
  • Re-evaluate compensation. Raising wages may actually cost less than retraining new hires.
  • Improve time-off policies.
  • Get input from workers as to how your company can improve work life.

In a tight job market, it is important to take steps to retain your best people. Utilizing the steps outlined above should give your firm a head start at identifying and keeping your valued employees.

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August 1, 2022

As summer starts to come to an end, many jobs are becoming become available.
Now is a great opportunity to start searching for your next position or entrance into a new
First, what makes a trade a trade?

A trade position is one that typically requires specialized skills that can be learned on-the-job, through specially training, or vocational classes. Typically these jobs are physically and mentally demanding. And there are dozens upon dozens of positions that are classified as a trade.

To break into your industry, you’ll first want to do some research on the basic qualifications
needed for your trade, typically a high school diploma or GED is needed, and while some
companies hire entry-level positions others may require special classes or training from their

If your trade requires certain certifications or classes, consider looking at your local technical
college for more information on how to get started with these classes. They typically are short
periods of time with a small investment that will give you a leg up in the hiring process and make
you a qualified candidate.


Once your course is completed you may want to consider an apprenticeship, which is
essentially similar to an internship. During an apprenticeship you’ll work alongside someone
who is highly skilled in your trade and will learn tips and tricks from them on how to become a
skilled laborer. You typically can find one of these paid opportunities through a local labor union,
employment agency, and through your training institution. Apprenticeship can take anywhere from about 1 to 6 years to be completed and when you’re finished you’ll likely be a highly qualified candidate with a lot of knowledge and understanding of your trade.

After you have an understanding of your new trade, you may need your own license to operate, if so
you’ll want to seek out this opportunity and do some research on what licensing your trade
requires. Sometimes positions will hire you without the license and will pay for you to complete
the required coursework, or employers can have you work under their license, so keep your eyes open to those opportunities and positions as well.

Finally, once you’ve completed the required schooling and training you can consider yourself a
journeyman. Being a journeyman suggests that you’ve had experience and all certifications
required for your trade and are on your way to being a highly skilled master tradesperson. You
typically can become a master tradesperson after about 1 to 5 years of being a journeyman.
Becoming a master tradesperson allows you to enter supervisory roles with a higher pay

Interested in starting your rewarding trade career? View all of our available opportunities for
those in all stages of the trade industry at

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June 6, 2022

At Condustrial, a full-service supplemental employer of construction, industrial personnel, we always have many different positions we are hiring for at all skill levels. Whether you’re searching for a position in construction, industrial, contracting, mechanical, or anything in between, here is a list of what we are hiring for along the entire East Coast:

The above positions are just a snapshot of all that we are hiring for currently across the Southeast. At varying schedules, experience levels, and pay-scales, we are sure you’ll find something that fits your needs with Condustrial. Visit our job postings page to view all of the positions we are hiring for in your area and get connected with an experienced recruiter to find your perfect fit today!

Job Seekers! Please complete the application below to get started with Condustrial.


April 25, 2022

Understanding employee engagement is crucial for a companies success. No matter the industry, employee engagement impacts turnover rates, product quality, and overall productivity. Knowing how to identify, define and improve employee engagement can significantly impact your business.

In 2000, Gallup began tracking many types of workplace data from all over the U.S. to better understand workers, their needs, and their motivation. They researched and analyzed many workforce trends across the U.S. and laid out a framework on engagement metrics based on this data. Gallup concluded that there are three main types of engagement when it comes to most workers; actively engaged, not engaged, actively disengaged.

Three Types of Worker Engagement

  • Actively Engaged: An actively engaged employee is defined as someone who is passionate about their job. Typically these employees enjoy what they do and manage their tasks with a smile. These are employees who typically always do what they need to in order to make sure a task is complete and they will often go above and beyond in order to solve workplace challenges. They usually form strong relationships to their work and are usually the first to help address any need. As of 2021 Gallup reporting, on average 36% of employees are categorized as “actively engaged.”
  • Not Engaged: The second type of employee Gallup recognized is the non-engaged. The majority or workers fall into this category. The non-engaged employee is typically the person who is just going around in circles. They clock in, do their work, and clock out. This person typically is just there to do their job and put in their time. Many of these employees may have once been actively engaged, but no longer agree with where the business is headed, or where their position is headed. While they are not necessarily a bad employee, they are not long bringing the same energy and often need a push in the right direction to find their inspiration and purpose again. This type of employee makes up 51% of the workforce.
  • Actively Disengaged: This final type of employee is one that is an outlier, but can create a big impact on the team and overall performance. This employee is typically one that is overall unhappy with they’re employment and is not afraid to speak about it. These workers are typically under-performing and are usually seeking other means of employment. These employees may have once felt more engaged, but maybe felt cheated out of a promotion or raise, or may have just begun to no longer like what they do. These employees typically make the most mistakes and can cost the company the most. This type of employee may need some push in the right direction, but may end up leaving if that does not work. Only 13% of employees are actively disengaged.

Research confirms that engagement lowers employees’ intention to leave. The Corporate Leadership Council (2004) found that the most engaged employees are 87% less likely to leave their organization.

Ways to Improve Employee Engagement

To improve employee engagement in your firm, evaluate how your workforce would answer the following questions and actively address the questions where answers are not clear:

• I have the resources and training to thrive in my role.

• I have the opportunity to do what I do best.

• I frequently receive recognition, praise and constructive criticism.

• I trust my manager and believe they have my best interests in mind.

• My voice is heard and valued.

• I clearly understand the mission and purpose and how I contribute to each.

• I have opportunities to learn and grow both personally and professionally.

Being able to understand the levels of employee engagement within your company can be a huge part of your form’s success. By understanding and being able to address areas where employee engagement is not optimal, your company can see great increases in employee retention, productivity and quality.

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April 11, 2022

With the rise of at-home shopping thanks to companies like Amazon, warehouse work has become a booming industry. In fact, according to, of the 1.5 million warehouse workers in the United States, 950,000 of them are employed by Amazon alone. That’s a lot of positions across the country.

So what is the benefit to working in one of these warehouses?

There are many reasons why warehouse work can be a good career choice. Along with flexible hours, variety, and stability, there are several reasons warehouse work offers an attractive employment opportunities. Here are a few things to consider that can help you make an informed career decision.

  • Entry-Level Pay & Benefits: In comparison to many other entry level positions, warehouse work often pays more and offers better benefits. According to Glassdoor, the average warehouse employee can expect to earn $33,841 annually, depending on your location and benefits are often provided, even to part-time employees.
  • Increased Job Security: In the last year many have learned just how important it can be to have a job that offers security. Warehouse workers are in high in demand and positions in this field offer excellent job security.

According to a LinkedIn report, warehouse workers on the frontlines of e-commerce are the most in-demand employees, and this demand is only expected to continue.
  • Opportunities For Growth: In these types of positions, you’ll find that there is easily available room for advancement. Many in warehouse employees find themselves waiting only a few months to be promoted, rather than the years it can take in other industries. In fact, employers in the warehouse industry want to keep employee retention rates high and may even offer to pay for advanced training to help you move up.
  • Ability To Get To Work Quickly: As these positions are clearly in demand, the hiring process is often swift. You shouldn’t expect to encounter too much of a waiting period for these positions. As long as you nail the interview and feel comfortable you should be on your way to your first paycheck in no time. Should you find interviews difficult or uncomfortable, be sure to check out some of our tips for interviewing here.

Overall, a position in the warehouse industry can be what you make of it. It can be the opportunity to make some extra money on the side during the holidays or it can be the next step on your career path. The benefits of the position are vast and with flexible work hours you can surely make this type of position fit into your lifestyle. If you’re interested in learning more about warehouse positions or anything similar, view all of our open opportunities on our website:

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March 15, 2022

With many companies hiring for positions and the job market has changed overall due to the pandemic, entering into a new industry can seem difficult. Fortunately, it’s likely your existing skill-set can help you in more ways than you think.

Recognize Your Skills

Start with identifying your current skills. These skills can come from your current job, how you relate to others, hobbies, how you manage tasks, and any other learned skills. To help identify these maybe write down a list of things you’d say you’re skilled in and then categorize them by the following:

  • Functional Traits: this includes skills such as problem-solving, basic bookkeeping, customer service, communication, and more. These skills are typically the most transferable and what most employers list on job descriptions.
  • Personality Traits: This is how you are as a person, are you organized, a great listener, attentive, punctual, etc. These are great skills to showcase for many different positions and can help differentiate you from other applicants.
  • Learned Knowledge: Maybe you took a course in Microsoft in high school, or you have a degree of some sort, learned knowledge is exactly what it says, knowledge that you’ve learned or studied.

Next Steps: Finding That Next Opportunity

Once you’ve identified your skills and have categorized them, you will have a better understanding of yourself and can match your skills up to what employers are looking for.

Start by looking at some job boards and reading job descriptions, see anything that matches yours? Try to find positions with as many matches as possible to increase your chances of being hired. Be sure to broaden your horizons and look at positions that are similar to your skill-set, some may use different descriptors and synonyms so look out for those too. You may be surprised at how many positions you qualify for based on your current skills.

If you don’t see jobs matching your current skills, view this as an opportunity to enhance what you know by getting more training or certifications. Moving into a new industry can seem difficult but it can also lead to exciting new opportunities that will provide financial stability and personal fulfillment. Identifying your skills and identifying the gaps is a great way to get started on a new career path.

Searching for a new position using your current skill set? View all of our current opportunities at

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March 11, 2022

We recognize that each company has its own unique needs and draw from our 25+ years of experience in Staffing, Recruiting, and Workforce Management to deliver staffing solutions for our clients.

In today’s tight labor market, the cost of employee acquisition and retention cannot be overstated. Condustrial partners with each of our clients to design and deliver a cost-effective, customized solution to assist our client in achieving their desired goals. Here are four reasons a workforce management company may be the fastest, most, cost effective ways to address your hiring needs.

Condustrial Has a Deep Talent Pool

We have spent years building a database of quality candidates to aid in filling jobs with the best talent possible. By having a pool of talent to draw from, Condustrial is also able to reduce our client’s time to hire significantly.

Condustrial Can Save You Money

Your employee cost is more than just their salary. Once you have take into consideration basic salary, taxes, and benefits, the real costs of a company’s employees are typically in the 1.25 to 1.4 times base salary range. In other words, an employee earning $30,000 will actually cost an employer somewhere between $37,500 and $42,000 to employ.

Condustrial eliminates costs used to market, find and attract talent. We also reduce employer’s overhead by eliminating benefits costs, improving an employer’s cash flow.

Condustrial Reduces Your Business Liability

Condustrial covers workers’ compensation insurance, general liability insurance, takes out payroll taxes, pays the worker, and covers other costs associated with employment. This reduces our client’s overhead and the HR headaches associated with new hires.

Condustrial Offers Flexibility

Let Condustrial provide employees based on your current needs. We offer flexible workforce solutions that enable employers to bring on skilled contract workers to complete short term projects and assignments.

Talk to Condustrial and let us develop a plan to help reduce your workforce challenges and make sure your company objectives are completed on time and on budget!

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