Mainebiz Special Editions

W O R K F O R M E / S P R I N G 2 0 2 6 10 M aine's construc- tion industry has been grappling with labor short- ages for more than a decade now. The issue got worse during the pandemic, when workers were reluctant to get out there. But, just as construction firms and related businesses work with a blueprint, fixed budgets and di- mensional lumber, they're taking a structured approach to recruit- ing, hiring and retention. Sebago Technics, a South Portland-based engineering firm that is typically at the front end of any construction project, is coming off a strong growth year. "We grew our workforce by 25%, and while the growth it- self was a happy outcome, the approach that got us there was very much intentional," says Shannon Stone, who is head of human resources at the employ- ee-owned firm. "Like most, we cover the tra- ditional bases: job boards, career fairs and networking. Recruit- ment is really about casting a wide net with multiple strategies and those are part of the mix," she says. Sebago Te chnics offers a range of services, including civil and structural engineering, surveying and geomatics, envi- ronmental services, CADD/3D modeling and graphics, land- scape architecture and help with planning and permitting. Mentorship Sebago Technics took an aggres- sive strategy in its recruiting, "in- vesting in early-career profes- sionals rather than competing pretty exclusively for candidates with five-plus years of experi- ence," Stone says. "The thinking is simple: today's new professional is tomorrow's skilled contributor." She says the firm still recruits from a pool of candidates with industry experience. But it was ready to commit to what was needed to bring on inexperienced but promising candidates. "Stepping back from those 'experience required' postings … takes more time, energy and commitment, but our team is all in because they see the value these individuals bring now and know what they'll bring down the road," Stone says. Senior staff members stepped in to mentor younger employees. "They're learning from some of the best in their fields right here at Sebago, and our senior staff have stepped up as outstanding mentors," says Stone. She says Sebago leans into ex- isting employees to be "an ambas- sador," advocating for the firm and recruiting. "This one isn't new to us, but it matters," Stone says. "Recruit- ment isn't just an HR function at Sebago. Everyone on our team is an ambassador, and sometimes that means building business and sometimes it means building the bench." Recruiting tools Sebago Technics relies on three recruiting tools. C o n s t r u c t i o n / T r a d e s Firms in the construction industry take an 'intentional' approach to hiring B Y P E T E R V A N A L L E N Mark Adams, president and CEO of Sebago Technics Inc. The South Portland-based engineering firm expanded its workforce by 25% in 2025. Its hiring approach was "very much intentional," its HR rep says. F I L E P H O T O / T I M G R E E N W A Y The thinking is simple: today's new professional is tomorrow's skilled contributor. — Shannon Stone, Sebago Technics C O N T I N U E D O N PAG E 1 2 »

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