This week we revisit a conversation we had with DPR's Chris Bell and Will Sheane last October.Today we welcome Chris Bell and Will Sheane, two members of the team at DPR Construction. We start with some multi-generational hard hat chat. If you’re interested, check out the helmet conversation we mention with Dr. Bottlang. DPR and Recruiting We ask Chris and Will to talk about how DPR is recruiting and training young workers. They talk us through the variations between states in regard to uni...
This week we revisit a conversation we had with DPR's Chris Bell and Will Sheane last October.
Today we welcome Chris Bell and Will Sheane, two members of the team at DPR Construction. We start with some multi-generational hard hat chat. If you’re interested, check out the helmet conversation we mention with Dr. Bottlang.
DPR and Recruiting
We ask Chris and Will to talk about how DPR is recruiting and training young workers. They talk us through the variations between states in regard to union training resources and the amount of on-the-job training that needs to be coordinated by construction companies.
Eddie asks Chris and Will to discuss specific trades where the gaps are the greatest. Chris moves on from to explain how DPR has needed to make the case to prospective workers about how a job in the trades can be a great fit for them.
Catching Their Attention
Tyler asks what employment factors have the biggest attention-getting factor with prospective employees. Chris explains that DPR pays 7 holidays and 2 or 3 weeks of PTO depending on the employee’s tenure. Eddie mentions that he didn’t see this sort of information as part of a path of career progression when he was working in the field. Tyler refers to this earlier episode with Lee Causey.
Chris explains that DPR is different from many construction companies in the sense that it handles a broad number of trades. This enables them to offer opportunities for workers to step from one trade to another as they get a sense of what might be a better fit. Tyler discusses the value of transferability that he’s experienced in his life.
The Big Picture
We discuss how rare it is that we show new employees the plans that enable them to understand the big picture of which they are a small part. Unfortunately, technology has made this a bit more difficult in some respects. Tyler and Eddie discuss their dad’s and grandpa’s experiences in that respect.
Mentorships and Open Arms
Chris explains how central mentorships have become to DPR’s recruiting efforts. “Who we build is as important as what we build.” Will chimes in with some examples of how classroom learning relate to hands-on application of knowledge.
Eddie shares some memories of the mentors that showed him how to tie, frame, and plumb. He explains that these mentorships can extend beyond construction skills to broader employability skills and life skills.
What if…
Tyler asks Chris and Will to share about what they might have been interested in doing if they could go back and do their career over again. Chris hearkens back to his work with concrete. Will echoes that idea. They both found concrete work to be enjoyable and not as stressful as some other work. Will also mentions electrical work because of the fascination with electrical theory.
Advice about Apprenticeships
Tyler asks Chris to share advice with other contractors, and Chris makes the strong business case for the ways that strong apprenticeship programs are good for the whole organization. Will mentions NCCR curriculum as a helpful resource for contractors in non-union areas. Chris mentions that these resources are available in Spanish as well as English.
Chris and Will talk through the nuts and bolts of the DPR program, including book-learning components and on-the-job training. They share a bit about the ways that quality training programs lead to word-of-mouth recruiting.
Megaphone Message
We ask Chris and Will what they want to say to the construction industry.
Will says he’d like to see the industry change the way it looks at mistakes. If we can look at mistakes as learning opportunities, people will come to work knowing that they can learn from mistakes.
Chris says that he would like the workers to be proud. The things you do make a difference to people’s everyday lives.
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