Labor Market 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 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 16, 2022

Are you interested in making over $28/hour, having a 3-day weekend, with limited previous experience required? Then you may want to consider a position as a Steelworker. According to the Bureau of Labor Statistics employment growth for structural iron and steelworkers is estimated to grow 5.9% between 2020 and 2030, which means that 4,200 jobs are estimated to open during that time period. Steelworking is also rated the #9 Highest Paying Jobs Without A Degree according to U.S. News.

Steelworkers work with iron and steel to “erect, place, and join steel girders, columns, and other pieces to form structural frameworks” ( They are responsible for creating steel building framing, high-rise framing, and much more. Some steelworkers, especially those working with high-rise buildings may find themselves on a crane, attached to scaffolding, and at very high heights. Other projects may not require heights and can be much more simple.

Median Salary: $54,830
Unemployment Rate: 15.1%
Number of Jobs: 4,200

The Bureau of Labor Statistics projects 5.9 percent employment growth for structural iron and steelworkers between 2020 and 2030. In that period, an estimated 4,200 jobs should open up.

So how do you become a steelworker? Typically steelworkers will need to be hired on as an apprentice where they will study the field for approximately 3-4 years working alongside a craftsman to learn about safety and the job itself. During this apprenticeship, you will likely learn how to build the framework for buildings, how to measure, cut, and handle different pieces of metal and steel, how to read blueprint plans working with basic math, and much more. This is usually a position you will need to apply and interview for, and can be found through industrial contractors, local unions, steel companies, and more.

 Overall becoming a steelworker is a  job that many make careers out of and enjoy, especially those that like working with their hands. It is a highly rated career, that shows a high level of demand over the next few years. With the continuation of new construction nationwide, you can expect high job security in this field.

Ready to learn more and apply for yourself? Visit our open positions in steel working here:

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May 27, 2022

Since 1949, May has been dedicated as Mental Health Awareness Month, a time to recognize and be educated on those that struggle with mental health illness or concerns. Recently, employers have taken notice at the importance of maintaining employee’s mental health and implementing strategies to improve employee mental well being. Not only are mental health initiatives helpful to employees, but promoting mental health in the workplace can lead to several benefits for employers.

Impacts of Poor Mental health on the Workplace

Mental health issues influence employees lives inside and outside of the workplace. As an employer, it is important to recognize how mental health issues take a toll on employees and can negatively impact many work-related areas including:

  •   Decreased productivity and performance
  •   Decreased engagement with one’s work
  •   Poorer communication with coworkers
  •   Decreased physical capability and functioning

Employers need to take the importunity presented by Mental Health Awareness Month and look for ways to support their employees.

Here are a few ways to promote better mental health in your workforce:

  • Institute a “no-contact” policy for after work hours: For most employees, personal time valuable and very important to them and their mental health. They don’t want to go home after a long day and continue to be contacted when off their clock. This can cause stress and anxiety and overall lead to burn out over time. So, implementing a no-contact policy do after an employee leaves for the day can relieve those feelings of stress an anxiety.
  • Be Mindful of Your Words and Give Praise: For many employees, a simple praise can make a world of a difference on their day. So try checking in on your employees and check their behaviors for indicators of stress or anxiety so that you can determine if you may need to give this employee some mental health breaks in the coming future or maybe send the employee a mindfulness gift package with tools to help them cope with stress.
  • Employee Recognition: Words of praise can go a long way, so maybe the next time your employee completes a difficult or even simple task, let them know that they are appreciated by you and the company. Sometimes just a few encouraging words can remind an employee of their purpose within the company.
  • Encourage Fun and Team-Building Activities: Your employees may benefit from a break from the mundane 9-5 day, so maybe try taking them for a lunch break at a local restaurant or catering in the office. Try a team building exercise, such as a friendly office decorating competition or video game challenge. Maybe even allow your employees to bring their pets in for a day. Just some events that break up the typical workday in a fun and engaging way.
  • Host a Mindfulness Course: Another way to break up the typical workday that would be beneficial can be to host a mindfulness course with a speaker. You can invite someone into the office to show your employees different ways to manage stress, anxiety, and other mental health concerns both in the office and personally.
  • Mental Health Insurance Benefits: Probably one of the best ways to let your employees know that you care about their mental health is to offer insurance plans that pay for all or a portion of the cost to seek out treatment. Many that struggle with mental illness lack access to treatment for a variety of reasons, so eliminating a monetary burden can really make a huge impact on your employees and show care for their mental well-being. Additionally, offering paid mental health days that can be used without having to take accrued time off or a day without pay can make a huge impact as well.

Addressing your employees mental health concerns is important for your business and its employees. Employees with proper access to mental healthcare tend to perform better and can make the work environment a positive one which, in turn, assists your business and those within your organization.

If you are an employer interested in learning more about what you can do to better support your employees and promote mental wellness, you can find resources at and at

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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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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 3, 2022

March is Women’s History Month and March 8 is International Women’s Day and we want to showcase all the hard work that women do in the workplace, especially in male-dominated industries such as manufacturing. Adding women to your workforce is an important factor in a company’s success. A Deloitte study of 600 women in manufacturing and 20 executives in manufacturing found gender diversity improves innovation, return on equity and profitability for manufacturing organizations.

Many jobs in manufacturing can easily be filled by women, yet often women are paid less or the positions are perceived as “masculine” positions which can deter women from applying. Unfortunately, these perceptions can leave companies with positions to fill. A solution to filling manufacturing employment vacancies could be to target women for these positions by implementing changes in the workplace that make manufacturing jobs more flexible and attractive.

Here a few solutions for attracting more women into the manufacturing space, allowing you to possibly address your hiring needs.

Work-Life Balance is Important

Many manufacturing jobs are perceived as old-school and often follow more traditional job roles which includes a lack of a work-life balance. This can be a large deterrent to women who are often also running a household and raising children. In fact, a recent study found that 37% of women who leave the manufacturing sector cite poor work-life balance as their reason for exiting the field. Understanding the demands of home and work that are placed on women is important and companies that address those demands can see a huge impact in the female response to job postings.

Women are also not the only ones that consider work/life balance as an important factor to a job hiring process. Younger generations are also highly considering this balance when evaluating career choices and applying for new jobs.

Market Your Job Openings to Women

Women need to know that other women already hold manufacturing positions at your facility and are thriving. Utilizing your existing workforce of women to attract others is definitely beneficial. Women value the opinion of others and want to hear testimonials and first hand experiences before diving into a new career. Let them hear from a current employee about your work environment and work/life balance philosophy. These type of testimonials can be a powerful recruiting tool and should lead to better hiring success.

  • Highlight female leaders on a company website and in marketing materials
  • Promote examples of gender inclusivity in job descriptions
  • Feature factors that are important to female job seekers in job descriptions

Look at Adding Benefits that Support Women

Companies need keep an open mind to new trends for women in the workplace. Those trends can include things such as childcare onsite, longer maternity leave, paid family time, etc. These are things that women truly look for and highly consider when taking a new job.

Place Women in Leadership Positions

Nearly 72% of women in manufacturing believe they are underrepresented in their organization’s leadership team. This belief is a fundamental reason many highly qualified women do not explore employment opportunities in manufacturing. However, not only will having women in leadership roles help you attract more females to your firm, the Deloitte report found that when women are placed in leadership roles in manufacturing, companies experienced several benefits:

  • 88%: diverse perspectives in decision making
  • 84%: innovative and creative approaches and solutions
  • 74%: balanced organizational management
  • 49%: improved financial performance

Women are an essential piece to the puzzle for so many companies hiring needs. Closing the gender gap in male-dominated industries can be a key to a company’s hiring success. Encouraging women to apply at your company can contribute to growth in your businesses, provide a more stable workforce and lead to long-term success.

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February 16, 2022

Dozens of companies are hiring for staff to fill their open positions and although you may initially think that you’d be under-qualified or overwhelmed by certain jobs, you may be surprised at the opportunities that exist. There is a high demand for new employees and many employers are hiring candidates with little to no prior experience. This gives you room to break into a new field and learn something new and possibly enhance your current skill set.

Entry-level jobs are projected to see large employment growth over the decade and many provide a great salary. According to the U.S. Bureau of Labor Statistics Occupational Outlook Handbook, May 2020 , here are the Top Ten In-Demand Construction Jobs

PositionMedian SalaryAdditional Jobs 2020-2030Education Needed
Construction Manager$97,18051,400Bachelor’s Degree
Construction Laborer/Helper$37,080109,100High School Diploma
Electrician$56,90066,100High School Diploma
Equipment Operator$49,10024,900High School Diploma
Glazier$46,0802,500High School Diploma
Painter$42,13018,300Not required
Plumber/Pipefitter/Steamfitter$56,33023,400High School Diploma
Sheet Metal Worker$51,3704,800High School Diploma
Solar Photovoltaic Installer$46,4706,100High School Diploma
Structural Iron and Steelworker$53,2105,400High School Diploma

Thankfully, Condustrial has dozens of positions in your area that are hiring for entry-level positions in industries such as:






Warehouse work



And many more

With Condustrial, finding a new job in any of the above fields has never been easier, simply apply online from any device and get connected with an experienced representative to help you find a great new position.

We’re hiring for positions in and around the following cities. Click on a city near you to view our current job openings:

Grand Strand (Myrtle Beach)
Lowcountry (Charleston)
Midlands (Columbia)
Upstate (Greenville/Spartanburg/Anderson)

Interested in starting your next rewarding career? Apply online today by visiting:

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January 28, 2022

As a manager or supervisor, it’s important to always be aware of how your employees are feeling about their job. Oftentimes these are tell tale signs of whether an employee is planning on staying with the company or not. Oftentimes a brief check in with your employees on a regular basis will give you an understanding of how things are going under your or someone else’s management. During these discussions many employees may even give valuable input on practices that could be improved, supervisors should value their employees input and truly take their suggestions to heart. In turn this will lead to higher retention rather than having high turnover rates. In the end, this will save the company not only time and money, but also will allow for a trust to be built among all members of the workplace.

To better understand what your employees are looking for in long term positions, you need to know what factors lead employees to quit. Here are the top 3 reasons why employees quit and what hiring managers should be looking out for to increase employee retention.

Pay Rate
While rate of pay isn’t always the most important thing to a job seeker, it is often very important to those making a job decision. Pay rate not only helps the employee provide for themselves and their family, but also is a way of the employer letting them know they are doing a great job. Especially in today’s times with services like Glassdoor, employees know how much they are worth and what their anticipated salary should be. From a business perspective, the cost of replacing a good employee can be up to 2 times the employee’s salary, between paying others overtime to cover the costs of being understaffed and paying for new-employee training.

Job Conditions
Conditions and circumstances of a position can change regularly as the company grows, as people leave, etc. Sometimes this change can create a new environment that employees don’t like. Additionally, if the position they are in lacks rooms for growth and advancement, which often happens in manufacturing type jobs, then employees may want to seek out other opportunities. Much of this is hard to control from a business perspective, but where there are opportunities to recognize employees dedication and hard work, managers should do so to encourage their employees.

Work Value 
Most people want to feel valued in their work, they want to feel appreciated, and that what they do has a purpose for them, while not feeling under pressure or over stressed by their workload. It’s important for managers to let their employees know that they are doing a good job and to also recognize when they are feeling stressed out. Managers should check in on their employees mental health and feelings towards their jobs to know if adjustments need to be made. The work culture should also be created to make employees feel comfortable enough to speak up when something is troubling them or they are feeling undervalued. Sometimes this aspect of work and appreciation can go even further than a raise and can keep some of the best employees. This also creates a healthy work environment with open communication for all.

While there can be things out of the manager or boss’ control that lead to employees quitting, there are many things a manager can do to check in on their employees and listen to their needs to discourage them from wanting to leave. Creating a positive culture within a work environment is extremely important, especially within younger generations seeking employment. Understand the three above mentioned reasons why employees quit is key to ensuring higher levels of employee retention and getting more potential job-seekers interested in working for you. 

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