The construction industry in North and South Carolina faces record demand and a workforce that cannot keep pace. North Carolina added 14,400 construction jobs between December 2024 and December 2025—a 5.3% increase—bringing the total to approximately 282,200 employees. Charlotte alone accounts for 79,700 construction jobs, while Raleigh-Durham holds 51,700. Federal Infrastructure Investment and Jobs Act funding continues fueling backlogs in heavy civil, commercial, and industrial projects across both states.
The skilled labor shortage traces back to the 2008 recession, when fewer young people entered skilled trades, compounded by an aging workforce and competition from manufacturing, logistics, and tech-related jobs. Electricians, HVAC technicians, heavy equipment operators, concrete finishers, and experienced foremen remain in the highest demand. For these roles, candidates must demonstrate the ability to deliver quality work, work efficiently with teams, and contribute to overall project success. Many companies report 6-10 week fill times for experienced roles versus 2-4 weeks for entry-level openings.
The impact on contractors is real: longer timelines, wage pressure (up 4.4% annually), overtime reliance, and turning down projects due to a lack of people.
To ensure reliable, high-quality hires, employers should conduct thorough safety record checks and perform comprehensive background and reference checks to verify licenses and work quality. Construction hiring now means both recruiting and retention—losing one experienced superintendent can set a project back more than any single new hire can fix.
Before posting openings, build a 12-24 month workforce plan tied to your backlog, bids in pipeline, and expected projects in your local markets. Whether you operate in Charlotte, Raleigh-Durham, Charleston, or Greenville-Spartanburg, segment needs by role and pay close attention to detail when defining specific responsibilities and requirements for each position:
| Role Category | Planning Considerations |
|---|---|
| Concrete finishers | Infrastructure project timing |
| Heavy equipment operators | Heavy civil project peaks |
| Electricians | Data center and commercial schedules |
| Project engineers | BIM expertise requirements |
| Safety professionals | Compliance milestones |
| Create a simple spreadsheet mapping how many team member positions you need by quarter, by job, and by location. Include retirements and promotions expected through 2027. This planning step lets you decide where to invest in training versus external recruiting. |
Involve field leaders—superintendents and foremen—in forecasting. They know which capabilities are missing on crews and which roles will be critical on upcoming projects.
Additionally, create clear, detailed job postings that specify labor roles and required certifications, such as OSHA 10/30, to attract qualified candidates. Certifications such as OSHA 10 are often required for workers on construction sites to ensure safety compliance.
Your employer brand is the reputation your company holds among craft professionals, subs, and training programs across communities in the Carolinas. It determines whether candidates apply or scroll past your openings. Diversity and inclusion initiatives, including efforts focused on empowering women in construction, can broaden your talent pool and connect your company to a wider world of candidates.
Highlight these elements on your careers page:
Transparent career pathways are essential for attracting long-term talent in the construction industry, helping workers see opportunities for advancement.
Use real employees in photos and short videos that show actual job sites and equipment. Stock photos signal inauthenticity. Top candidates want to see clear pay ranges, travel expectations, per diem policies, overtime practices, benefits, and training opportunities in plain language.
Align messaging with merit shop principles: rewarding performance, offering equal opportunity employer standards, and linking skill development directly to pay progression. This commitment to fairness attracts professionals seeking stable, long-term employment and demonstrates your role in building a more inclusive construction world.
Indeed, and generic job boards alone won’t fill skilled trade roles in today’s market. Expand your channels:
Apprenticeships and earn-while-you-learn programs are central to solving the skilled labor shortage. A formal program includes a defined curriculum, on-the-job hours, classroom training, wage progression, and a clear path to journeyman-level pay, similar to the Apprenticeship and Craft Education programs available through ABC Carolinas.
Partner with ABC Carolinas and local community colleges to build pipelines, leveraging dedicated workforce development and training programs. Partnering with trade schools and apprenticeship programs also helps construction firms access new graduates and apprentices before they enter the general market. Internships and early career opportunities are designed to help college students gain real-world experience in construction. Additionally, organizations like Habitat for Humanity offer service opportunities that allow individuals to learn and develop new skills while contributing to community needs.
Showcase apprenticeships in recruiting materials:
This approach appeals to career-minded candidates who want to learn skills, build expertise, and work independently while earning full-time wages. Workforce development initiatives through ABC Carolinas—safety training, craft training, high school outreach, and career fairs—connect members directly to these resources and encourage innovative thinking in safety and management education.
Build sustained relationships with high schools, CTE programs, and technical colleges across the Carolinas. Recurring classroom talks, jobsite tours, and internship programs matter more than one-off visits.
Veterans represent a prime talent pool. Work with military transition programs at Fort Liberty, Camp Lejeune, and Shaw AFB to access disciplined, safety-focused candidates with mechanical aptitude, and connect them to construction career and apprenticeship resources. Engage local workforce boards and non-profit training programs focused on underemployed adults and second-chance hiring.
Participate consistently in career fairs, networking events, and “signing day” events, and consider engaging in an annual sponsorship program to keep your brand visible to candidates and industry partners. Showing up year after year builds your reputation as an employer of choice. ABC Carolinas often co-hosts construction safety, networking, and educational events, making it easier for smaller firms to access these pipelines.
Even small contractors can use simple tech tools to streamline hiring. An applicant tracking system (ATS), an organized spreadsheet, or a structured workforce development management system keeps track of candidates, referrals, and seasonal workers so they aren’t lost between projects.
| Metric | Benchmark |
|---|---|
| Time to hire (skilled) | 45 days |
| 90-day retention | >85% |
| Referral source percentage | 25%+ of hires |
| Cost per hire | $4,000 average |
| Use calendar tools and automated reminders for consistent follow-up and interview scheduling. Search your data on project awards and historical staffing loads to anticipate when specific trades will be in the highest demand. |
In today’s construction industry, attracting and retaining top talent goes far beyond offering a standard paycheck, and strategic benefits such as a construction healthcare captive for contractors can further differentiate employers. As an equal opportunity employer, ABC Carolinas members understand that skilled trades professionals and general contractors expect more than just competitive hourly rates—they seek a total compensation package that reflects their expertise, commitment, and impact on every project.
Leading construction companies in the Carolinas are raising the bar with transparent pay structures, regular wage reviews, and opportunities for profit sharing tied to project success. This approach not only rewards hard work and dedication but also fosters a sense of ownership and pride among team members. Many organizations also offer performance-based bonuses, ensuring that professionals who go above and beyond are recognized and rewarded.
Benefits packages are designed to support every stage of a construction career, from entry-level roles to seasoned leadership positions, often using customized insurance and benefits solutions tailored to construction firms. These often include comprehensive health coverage, retirement plans, and paid time off, demonstrating a long-term commitment to employees’ well-being and financial security.
If you’re looking to join a company that values your skills and offers real opportunities for advancement, explore open positions with ABC Carolinas member firms. Whether you’re an experienced general contractor or just starting out in the skilled trades, you’ll find a supportive environment where your contributions matter and your career can thrive. Join us to discover how a commitment to fair pay, profit sharing, and professional growth can help you build a successful future in construction.
A thriving construction career isn’t just about the work you do—it’s about the life you build along the way. Recognizing this, ABC Carolinas member companies are committed to creating a workplace where team members can achieve true work-life balance, making construction a great place to grow both professionally and personally.
Flexible scheduling options, including remote work for certain roles and adaptable project assignments, empower employees to work independently and manage their responsibilities with confidence. By providing access to the latest equipment, technology, and resources, companies ensure that every team member can deliver quality results while maintaining a healthy balance between work and life.
Support doesn’t stop at the jobsite; companies increasingly use construction career and culture videos to communicate opportunities and expectations. Employees are encouraged to join a vibrant talent community where collaboration, innovation, and safety are at the forefront. This culture of respect and continuous learning helps professionals develop new skills, pursue their interests, and contribute to projects that make a real difference in their communities.
If you’re ready to join a company that values your well-being and supports your success, explore our website to learn more about our culture, search for open positions, and use our contact page to connect directly with our team. At ABC Carolinas, we’re committed to helping every team member build a rewarding career—and a fulfilling life—through access to the best resources, training, and opportunities the industry offers.
In the 2026 labor market, keeping a skilled employee is often cheaper than recruiting a new one. Benchmark wages against regional data annually. NC 2025 salary guides show foremen at $110-150k and operators at $60-90k—competitive ranges that customers and clients expect you to meet.
Create transparent career paths showing how craft professionals can advance into lead, foreman, superintendent, or project manager positions with specific milestones. Invest in supervisor training on communication and coaching—people often quit their boss, not the business.
A strong safety culture directly impacts recruiting. Workers share which companies protect their people and which cut corners. Visible safety commitments—OSHA 10/30 training, daily huddles, near-miss reporting—reassure candidates and their families about long-term well-being.
Ethics and merit shop philosophy attract professionals who want stable careers: paying fairly, honoring commitments, and rewarding performance regardless of background. Communicate your culture clearly in interviews and onboarding. Set expectations for respect on the jobsite, zero tolerance for harassment, and support for contributing new ideas.
ABC Carolinas promotes ethical construction practices and provides guidance, training, and peer examples of strong safety and ethics programs, including events hosted at locations such as the Metcon Office in Charlotte.
Days 1-30:
Days 31-60:
Days 61-90:
Explore ABC Carolinas resources during this period: attend a workforce development and safety event, safety training, or networking session to discover what peers are doing and meet potential hires.
ABC Carolinas serves commercial contractors, subs, and suppliers across North and South Carolina through collaborative leadership and chapter governance. Member services directly support hiring:
Advocacy work on regulatory and workforce issues, supported by member committees focused on safety, workforce, and government affairs, helps create a stable, business-friendly environment for long-term workforce investments. Networking opportunities—member events, career fairs, peer groups—connect companies to innovation in recruiting and potential employees.
Join us to strengthen your construction hiring efforts. Visit the ABC Carolinas website to learn more about membership opportunities and leadership development programs, workforce development programs, and upcoming events.
High-demand roles include experienced electricians, HVAC technicians, heavy equipment operators, concrete finishers, structural ironworkers, and foremen for commercial and industrial projects. Project managers and estimators with strong BIM and software knowledge are also in short supply due to increased project volume. Identify your critical roles and prioritize dedicated pipelines and compensation strategies for those positions.
Expect 2-4 weeks for entry-level and general labor roles, and 6-10 weeks for experienced craft positions or foremen depending on location. Track time-to-fill by role so you can benchmark your process. Building a standing bench of pre-qualified candidates and maintaining relationships with former employees can significantly shorten timelines.
Compete through flexibility and growth opportunities: more predictable schedules, less bureaucracy, direct access to owners, and faster promotions. Emphasize local work with less travel, personalized training, and giving workers a voice in how the organization grows. Partner with ABC Carolinas to access shared training and apprenticeships that level the playing field.
Use clear messaging about earnings potential and the speed to full-time income relative to college debt. Create short videos featuring day-in-the-life experiences and success stories from apprentices who recently started and are already advancing. Maintain a consistent presence in high schools and community events to shift perceptions of construction from a last resort to a great place to build a future career.
Review job postings, interview questions, and selection criteria regularly to remove unnecessary barriers. Train hiring managers on employment law, equal opportunity principles, and structured interviewing for fair decisions. ABC Carolinas connects members with legal and HR resources to keep hiring processes competitive and compliant.
