b'HUMAN RESOURCESpeople come in expecting a large wage andThe reality is that we arent going toAsforhowlongemployersmight a top position who dont understand that itfind people who have years of experiencebecontendingwithtalentshortages, takes effort and experience to get there,intheindustrybecausetheygrewupthis is anyones guess. As a veteran in Wall says. Then, when they find out itsinconstruction.Thosearewhatwecallthefield,Giordanohasconfidence going to mean learning a bunch of differentunicorns,becausetheydontexist,saysthatthetidewilleventuallyturn:I skills, working 80-hour weeks, and puttingWall.Whatwecandoisgetoutthere,wasworriedaboutit,butIdofeel in the time, they say, I dont want to dobecomemorevisible.Wecanhireyounglike it is correcting itself. As the older that, and leave. people who might not have that experiencegenerationsstarttoleave,weare were used to but give them as much trainingseeing some of the vacancies get filled. Wall admits that the hours of the job canand support and invest in their careers. Sure,Even in my own company, I see young make it harder to findand keepindustrypeople coming up. We have to make newcomers.Thisisespeciallytrueinawe may lose a certain amount, but hopefully,sure they want tostay. there will be more who stick around.time where work-life balance is of greater importancetoworkersthaneverbefore. Yet while theres merit to discussing ways to make the job more flexible with workers schedules, thats not always an option in the aggregate sector. One of the problems in our industry is that were often confined whenitcomestoschedules,saysWall. Wewouldlovetooffermoreflexibility by running a site 24 hours a day, but were confined by municipal bylaws and forced to operate within a certain timeframe.WalladdstheseasonalityoftheworkInsurance foralso makes it hard to find people: A lot of what we do is confined to weather, and thatOntario Stone, doesnt work for people who are lookingSand and Gravel for that long-term, guaranteed wage for the whole year. Obviously, there are a few topAssociation members people who get that, but there are alwayssince 2005going to be layoffs between seasons, and thats always going to be a challenge when it comes to getting people to stick around. All told, unmet or unaligned expectationsReal risk management solutions forare part of the reason talent can be hard toeveryday business risksfindandkeep.Andwhileemployerscan Exclusive member rateshelp in this regard, potential recruits can also do a little upfront work to ensure they Specialty coverage extensionsknow what theyre getting into. Take time Expert advice from a dedicated team focused on your industryto make sure what youre applying for is Exceptional claims administration and 24/7 claims servicesomething you want to do, says Giordano. Whether its a labourer, machine operator,Other available coverages include automobile, including or whatever, just do a little research so thatfleets, property, contractors equipment, builders risk, liability, youknowwhatyouregettingintoandumbrella liability, and pollution/environmental. what to expect. Because if you get onto the fieldanddontenjoywhatyouredoing, you wont last, and well be down another person again.Contact us today to learn about ourBUILDING ANEW customized insurance programs.So back to the question at hand: Whereprograms@cowangroup.ca|Toll-free: 1-866-912-6926 dideveryonego?Theansweristhatcowangroup.ca/ossgawhilerecenteventsandtrendshaveled workers away from the field, there are still talent pools that can be tapped by todays employers.Theymaynotknowmuch about the aggregate industry, and they mayWe care about what you care about.notconformtotheconstructionworker profiles of old, but they are far from extinct.FALL 2022AVENUES 13'