3 Ways a Simulation Training System Supports Inclusive Construction Recruitment
Summary
To stay competitive amid a growing labor crisis, construction companies are using simulation technology to recruit from untapped talent pools and evaluate operator skills more effectively, improving both hiring and training outcomes.
The construction industry is confronting a labor shortage. According to a survey by the Associated General Contractors of America and Arcoro, 94% of construction firms report open positions they’re trying to fill, and the situation is growing more dire. According to a 2024 survey by Equipment World, 70% of operator respondents were over the age of 50, meaning that before long, a large segment of the workforce will be due to retire, leaving the industry even more shorthanded.
By tapping into a larger pool of candidates, construction companies can stay ahead of the labor crisis and gain a competitive edge. ConExpo recently published an article offering five inclusive recruitment strategies for supporting underrepresented groups. In addition to these strategies, a simulation training system can also help companies recruit more veterans, women, immigrants, people recently incarcerated, neurodivergent people, and other populations that are often less likely to pursue a career in construction.
1. Stand Out at Inclusive Recruitment Events
Attending career fairs, job fairs, and other construction recruitment events, particularly those servicing underrepresented groups, is an effective way to broaden, expand, and diversify your labor pool. At these events, showcasing the live experience with a portable simulator at your booth or a Mobile Training Center can be a powerful strategy for standing out and getting noticed.
John Kelly, Manager of the National Construction Training Centre in Mount Lucas, explained, “Awareness is our biggest challenge. You need something new and exciting that grabs people’s attention. Once you do that, you can have a conversation about what you do and what the career opportunities are.”
Samantha DeAlmeida Roman, President of ABC New Jersey, has also found that using a Mobile Training Center at construction recruitment events boosts interest. “The feedback and the excitement it’s garnered has certainly blown me away,” said DeAlmeida Roman. “I love when we take it to events, because not only is it educational, but we have guys and ladies that go in there, and they are truly interested in wanting to sit in that simulation and operate the machines and do a good job.”
Several organizations have found it to be a powerful tool for inclusive recruitment. For example, Build a Dream, a Canadian non-profit organization founded in Ontario, uses its Mobile Training Center to help open more career paths for women in construction. The mobile trailer offers young women an immersive experience that helps them see, feel, and hear what heavy equipment operation is really like. By giving them such a tactile, true-to-life operator experience, it demonstrates that women have the potential to thrive in the field and encourages them to pursue careers in heavy equipment operation.
Creating the “Ah-ha!” Moments that Launch Careers
Part of the reason why simulators are so powerful at inclusive recruitment events is that they help to create “ah-ha” moments that generate excitement in careers in construction. One major barrier to inclusion is that many underrepresented individuals self-select out of the field before they’ve even tried. They might worry that they don’t have what it takes to succeed, or believe that they wouldn’t find satisfaction from this career path. For many, not having a prior background in construction makes trying heavy equipment for the first time an intimidating experience.
Simulation training is the great equalizer. It allows anyone to try their hand at heavy equipment operation without the risk and pressure that comes from using live equipment in the field. They can test the Intellia Excavator Simulation Curriculum, fail, and try again in total safety. This first exposure leads to an “ah-ha!” moment, where the operating experience can be demystified.
It works because of the outstanding realism of the simulation training system. Every detail from the physics of shifting dirt to the tire treads on the equipment is recreated exactly. Gary James, an equipment operator with over 20 years of experience, was astounded by the sensation, saying, “If I were blindfolded, I wouldn’t know if I were on an actual piece of equipment or a CM Labs simulator. It blew my mind the first time I tried it. When engaging the hydraulics, swinging the arm, or lifting the bucket filled with dirt, you can feel the reaction of the machine in the controls and in the seat. What’s more, the feedback is real time and accurate, not scripted. I couldn’t believe how close it was to the real thing.”
This realism delivers an authentic experience. Simulation conveys what working in the field will truly be like. When a person who had never imagined a future in heavy equipment operation completes their first exercise, something clicks. It doesn’t feel like a game. It feels real. They handled the controls, made a few things work, and can walk away with new confidence, dispelling whatever apprehensions they had when they first sat down.
2. Evaluate Candidates During the Hiring Process
Simulation training supports inclusive recruitment by helping recruiters find talent using objective data and skills testing. Rather than relying solely on resumes, interviews, and references, simulation training can be used to test candidates to see who has what it takes. This functions as a great way to eliminate any implicit or unconscious biases influencing hiring decisions. Simulation training yields clear, conclusive performance data that can be compared against other applicants to support an objective hiring process.
Simulation training also helps uncover candidates with great potential. Perhaps one applicant has fewer years’ experience but performs better on the machine than other applicants, or someone hired for a different role shows promise in equipment operation.
ElectriCom, a utility construction company based in Indiana, tests all new employees on its simulators for two reasons. First, it validates the skills operators are hired for, and secondly, it also reveals aptitudes that other employees might have. Each new employee spends at least 30 minutes on the simulator while monitored by an instructor. Shane Matthews, Director of Training and Development at ElectriCom, explained, “We’re watching and assessing things like hand-eye coordination,” Matthews said. “Maybe someone was hired to be an overhead power lineman. But after orientation and observing them on the simulator, we think, ‘Wow, it would be a pretty short learning curve to get them trained to be a competent equipment operator.’” This approach helps boost construction recruitment and employee upskilling.
3. Enhance Training Programs or Mentorship Programs with Simulation Training
In-house training and mentorship programs are strong strategies for promoting inclusion. They can provide entry-level training on the job, pair novice operators with experienced ones to accelerate learning, and appeal to underrepresented groups. These types of training programs can be especially beneficial when recruiting veterans, who are making a career change and might need support learning the basics before moving on to more advanced lessons.
Simulation training makes these programs even more effective. To start, simulation training dramatically accelerates training times for operators. Conewago Enterprises, for example, was able to reduce its onsite training time from 6 months to 7 weeks with the help of simulation. To bring new hires from zero to safe, effective operation, simulation training is an essential accelerant.
Simulation training’s flexibility also allows instructors to tailor the learning experience to different trainees, which can help train individuals with different learning styles. Instructors can implement custom learning paths, for example, or spend more time on an area where a trainee may need more assistance. Detailed performance analytics can also be used to tailor feedback. In addition, simulation training can be offered in different languages, making it easier for recent immigrants to get the training they need to thrive.
Simulation Training Improves Construction Recruitment and Offers a Solution to the Labor Crisis
Construction companies can overcome the labor crisis with simulation training and an inclusive recruitment strategy. By attracting and hiring more women, immigrants, people of color, recently incarcerated persons, neurodivergent people, and veterans in construction, companies can open new career paths for people, increase equity across the country, and replenish an aging workforce. While no single solution will solve the labor crisis, simulation training can support inclusive recruitment in construction and help companies thrive.
