Construction workforce shortages are increasing pressure on contractors to recruit, train and retain skilled employees, making structured career-development programs an increasingly important part of project delivery. DPR Construction is addressing the challenge through recruiting partnerships, apprenticeship opportunities, education assistance and leadership-development programs.
The company's Workforce Development-Trades team coordinates recruiting, training and workforce partnerships intended to create entry points into construction and provide opportunities for advancement.
DPR's craft recruiting efforts extend beyond traditional hiring by connecting with schools, trade programs, workforce organizations and community partners.
Recruitment activities include career fairs, networking events, community outreach and hiring events. DPR also has used technology platforms to connect skilled craft professionals with available opportunities.
One recent recruiting event supporting EIG Electrical Systems drew more than 1,500 attendees, demonstrating the potential reach of large-scale workforce outreach efforts.
The recruitment strategy targets candidates with varied backgrounds and experience levels, including people who may not have previously considered construction as a career. The approach also emphasizes factors such as workplace culture, safety, stability and opportunities for advancement.
DPR's workforce strategy extends beyond initial recruitment through apprenticeship and training programs.
Employees can pursue skilled-trade training through programs such as NCCER apprenticeships, while leadership development initiatives provide pathways for craft professionals seeking supervisory responsibilities.
The company also provides education assistance that can help employees pursue additional credentials or degrees related to construction.
One example is Scott Nester, who joined EIG Electrical Systems in 2018 after nearly 25 years as a professional chef. He completed an NCCER apprenticeship, participated in DPR's Foremen Development Program and advanced into a foreman role. He was also recognized as a 2025 Foreman of the Year.
Another employee, Lesli Carrillo, entered DPR as a drywall finisher before completing an apprenticeship and earning an associate degree in construction management through the company's education assistance benefit. She later moved into a project engineer position and is participating in DPR's Builder Development Program.
DPR's approach links recruiting with longer-term employee development, including technical training, mentorship, education and leadership opportunities.
The company is also using coaching and structured development programs to help employees establish career goals and move into new responsibilities. The range of pathways allows workers to remain in skilled trades or transition from field positions into project and leadership roles.
For contractors facing labor shortages, retaining experienced employees can be as important as attracting new workers. Development programs can provide a framework for building skills internally while creating advancement opportunities for existing personnel.
Construction labor availability directly affects contractors' ability to staff projects and maintain schedules. DPR's workforce-development model demonstrates how recruiting, apprenticeship training and career advancement can be combined into a broader talent strategy.
By creating entry points for new workers and advancement opportunities for existing employees, contractors can build workforce capacity while developing skills needed across field, supervisory and project-management roles.
Source: DPR Construction.
