Maine’s construction industry has been grappling with labor shortages 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 dimensional lumber, they’re taking a structured approach to recruiting, 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 itself 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 employee-owned firm.
“Like most, we cover the traditional bases: job boards, career fairs and networking. Recruitment is really about casting a wide net with multiple strategies and those are part of the mix,” she says.
Sebago Technics offers a range of services, including civil and structural engineering, surveying and geomatics, environmental services, CADD/3D modeling and graphics, landscape architecture and help with planning and permitting.
Mentorship
Sebago Technics took an aggressive strategy in its recruiting, “investing in early-career professionals rather than competing pretty exclusively for candidates with five-plus years of experience,” 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 existing employees to be “an ambassador,” advocating for the firm and recruiting.
“This one isn’t new to us, but it matters,” Stone says. “Recruitment 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.
Discipline-specific bootcamps. Engineering Manager Brandon Blake developed a four-to-six-week program in civil engineering that walks new professionals through real past Sebago projects. Because the projects aren’t live, participants can learn with the support of a mentor without the pressure of a “client deliverable.”
“It’s been so well received that it has expanded into landscape architecture and structural engineering, and we’re excited to see where it grows from here. When applicants hear about it, it really grabs their attention and has become a genuine standout in our recruiting conversations,” Stone says.
A serious investment in interns and co-op students. Drawing on interns and students in co-op programs allowed Sebago to bring on a record number of interns last year.
“These students come in eager to learn and contribute, and we even put some of them through the bootcamp this past summer,” Stone says. “The feedback was overwhelmingly positive, and a high percentage have come back to us for full-time roles, already knowing our culture and our people.”
A survey team that wrote the book on welcoming career changers. Sebago Technics is known for its surveying skills — which is one reason why the firm is usually at the front end of any construction project. In recruiting, they’ve had results recruiting people from other industries.
“Our survey team has embraced career-change candidates like no other group in the company. They’ve built a culture of real investment in people who are new to the profession, and we have team members who are exceptional trainers and mentors,” Stone says. “It’s a great example of how this philosophy isn’t just a program — it’s how our people show up.”
Challenges and opportunities
Like any employer, Sebago Technics faces challenges in recruiting. Finding Maine workers with specific skills or training can be tough.
“I’ll be candid: the five- to 15-year experience range within our disciplines is still tough. Maine is a small market, and skilled professionals in construction-adjacent fields are hard to find,” says Stone. “We’ve had success opening the door to people who love Maine and want to relocate, but in smaller numbers.”
Elevating women in construction
To recruit women to the construction industry and elevate the women in construction, Maine hosts an annual Women in Construction Week during the first week in March.
In May 2024, Gov. Janet Mills signed an executive order that helps bring more women to construction jobs. Women make up about 15% of the workforce.
The Maine Department of Labor works with partners to increase the level of participation.
“Maine’s construction industry offers a variety of quality high-wage career opportunities, as well as established training pathways to these in-demand occupations, such as registered apprenticeship,” Labor Commissioner Laura Fortman has said. “We are seeing a deep interest in these skilled trades and earn-while-you-learn programs that both meet employer needs and advance Maine’s workforce goals. Through initiatives such as Women in Construction Week and the Governor’s executive order, we are able to amplify these opportunities.”
A Women in Trades webpage (apprenticeship.maine.gov/ women-in-trades) shares stories of women in Maine’s construction industry, highlighting expanded pre-apprenticeships and trainings with industry, union and education partners, promoting networking with women-led organizations such as NAWIC and Tradeswomen of Maine, offering employer resources to build welcoming workplaces, and helping Mainers connect with trades apprenticeship and job opportunities near them.
KVCC ‘digs’ into workforce development
Kennebec Valley Community College has held workforce training demonstrations to help tackle Maine’s shortage of skilled heavy equipment operators.
KVCC’s Heavy Equipment Operator Training Program, which ran from February to early April, brought together industry, workforce and education leaders to prepare construction workers for higher-skilled, higher- wage roles.
The six-week program emerged from a broader Construction Industry Workforce Partnership, where employers worked directly with Maine’s community colleges to design and deliver training that meets the real needs of the construction sector.
