Mainebiz

V O L . X X I I N O. X X V I I N OV E M B E R 2 8 , 2 0 1 6 16 Still, the Associated General Contractors of America says construction companies face challenges identifying interested or qualifi ed candidates. Opportunities exist, but candidates might not realize the potential available to them or might not have access to technical training. e challenge is amplifi ed in Maine by an aging workforce and a trend of out-migration by trade professionals opting for higher earning potential in neighboring states. Wright-Ryan has seen employees stay with the company, thanks to the commitment to creat- ing not just jobs but careers. "We've always tried to make careers for people, to give them a place to grow, whether it's within their cur- rent position or in new positions, with the opportunity to explore diff erent aspects of our business," says Ryan. " at has been very important to us." But the workforce is defi nitely aging. "We have a number of people who have been with us 20 to 30 years and another slug of people working with us well over 10 years," says Ryan. Greg Lanou, 17 years at the company and general manager of the Wright-Ryan Homes division, says the age mix in his group leans toward long-timers. "Most of our managers are those who have already served with us for many years and yet still have good careers in front of them." Lanou says. "But we're not seeing as many younger people coming up through the trades into management type positions. Craft positions like carpenters and foremen are our talent in the fi eld, and they're getting older." Generally, Lanou says, construction careers start with carpentry. "We fi nd if we can get smart carpenters, either out of a trade school program or talented kids who have worked summer construc- tion jobs, these are the feeder pool for foremen and superintendents. ose folks are hard to fi nd. It's outdoor work, it's physical and it can be a young person's game. We feel that [the ESOP] is a tool that will recruit younger people. It's for their retire- ment, and maybe they don't have that concern yet, but we feel it's one more tool for recruiting." As far as retention, Lanou says, the ESOP demon- strates to employees "that it's an investment in them, in their collective achievements. Everyone also feels the owner is completely committed to the company succeeding in the future so that the employees actually benefi t from their own success." "Our reputation in the industry is probably our strongest recruiting tool," says Ryan. "We off er competitive wages and benefi ts — that's the price of admission. But what we promote is that there isn't any limit to what you can do. ere's opportunity across the board." e ESOP builds on that culture, he says. "With its focus on the long-term, focus on sharing in the success of the company, focus on that collabora- tive aspect, that we're all in it together — those things present a compelling argument for people who are looking for more than just a job." L S , a w r i te r ba s e d i n B a s s Ha r bo r, c a n b e r e a c h e d a t @ . CONSULTING | AUDIT | TAX | VALUATION Our team of CPAs and consultants can help you gain control of risks, costs, and governance. We provide audit, tax, information technology, and management consulting advice that gives you traction in a changing environment. Know where you stand, with advisors who dig deep. Learn more at berrydunn.com or call 800.432.7202. GAIN FIRM FOOTING Learn more. Visit us at berrydunn.com or call 800.432.7202. » C O N T I N U E D F RO M P R E V I O U S PA G E

• Cover