BTF works to bring together the creative energy, resources and efforts of builders, trade partners, suppliers and manufacturers and all of our educational partners to rebuild our workforce. 

We start with our education partners where prospective students, parents, counselors and other mentors can help to inform and guide the wide array of talents and skills needed across the industry in skilled trades and construction. We then help to connect these students to internships, scholarships, training and recruitment tools so that they can find the training and jobs to jumpstart their residential construction careers.

At BTF, our goal is to strengthen the residential construction workforce as well as meet the Quality Education and Decent Work & Economic Growth goals of the United Nations Sustainable Development Goals (SDG's). 

Each one of our strategic goals, from building the talent pipeline to building talent connections and talent engagement, is about working with all members of the residential construction workforce sector so that we are able to meet measurable outcomes for the industry and evaluate, improve and achieve a growing workforce. 

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Our Guiding Principles

Collaboration

We believe that collaboration is the most effective path to results‭ ‬‮—‬‭ ‬it helps us to carry the load together by building purposeful relationships‭, ‬networks and strategic partnerships grounded in cooperation and a shared vision‭.‬

Communication

We believe in the critical role of communication
to share experiences‭, ‬learn from each other‭, ‬and reach agreements with every person in our communities and every stakeholder in our
home-building ecosystem toward common sustainability goals‭.

Innovation

We believe in the power of innovation in human capital policies and practices‭, ‬in investing for researching and developing new approaches‭, ‬and in leveraging technology to advance productivity‭, ‬efficiency and the quality of programs‭.‬

Measuring‭, ‬Evaluation‭ ‬&‭ ‬Learning

We believe in the importance of measuring outcomes‭, ‬evaluating results against goals‭, ‬and learning from those experiences‭ ‬so that we can strengthen current programs‭, ‬and inform new initiatives‭.‬

Learn more about our vision.

The Challenge

Our labor market assessment study identified three clusters of challenges in
residential construction:

• The need for more talent entering training and jobs in the sector
• A disconnect between education, training programs, and employers
• A high turnover rate of newly hired employees among  trade contractors

No challenge has a one-fit solution, and accordingly, we found that these challenges show up differently across geographies. However, each local market has its unique characteristics so we designed program models to address each of these challenges. They are flexible enough to be adapted to the specific complexities of each state and city circumstances.

In addition, our program models were designed to align with our mission, vision and strategy. Our three pillars of program models—building the pipeline, building connections and building engagement, also correspond to these challenges.

Learn more about our solutions.

Pillar 1: Building Talent Pipeline

Project-based Mentoring in Schools

Challenge: Young people today do not choose courses and jobs in construction, because they lack accurate career information, exposure to inspiring role models and experience with the joy of building.

Solution: Builders and their trade partners “adopt” a group of students and engage them in build-it-yourself projects, while discussing career opportunities in residential construction.

Partners

• School systems with CTE in construction provide access to students and classrooms.
• Builders’ and trades’ volunteers act as project mentors and role models.
• BTF provides project-based mentoring materials and orientation to volunteers; collects, and disseminates best practices and results.

Benefits

• Young people: Interact with construction professionals, learn about career pathways, get hands-on experience in building projects and connect with possible future employers.
• Educators: Instructors and administrators interact with industry partners, enrich their curricula with up-to-date information and practical exercises.
• Builders and trades: Engage with future job candidates, impart their pride and joy of building homes to the next generation, and influence skills taught in CTE courses.

Learn more about the Building Talent Pipeline.

Pillar 2: Building Employee-Talent Connections

High-Tech and High-Touch

Challenge: Trades employers are not able to recruit and hire enough qualified workers, even from established construction pre-apprenticeship programs.

Solution: Trades rely on a powerful technology platform to post their vacancies, connect with job seekers and hire workers; BTF’s Engagement Directors develop partnerships with viable sources of qualified talent and connect them to trades.

Partners

• Training providers customize their programs to align with employers’ hiring need.
• Trades adopt and leverage the technology platform for hiring workers.
• BTF’s Engagement Directors build relationships with training programs and other sources of job candidates and serve as the communication link between trades and training providers; collecting and disseminating data and best practices.

Benefits

• Jobseekers: Have access to viable employment opportunities, relevant training programs and accurate information on jobs and careers in the sector.
• Builders: Can rely on trade partners to augment their capacity as builders grow their operations.
• Training programs: Have a strong link to employers, to better understand their hiring needs, and align programs to those requirements.

Learn more about Building Employee-Talent Connections.

Pillar 3: Building Talent Engagement

Earn & Learn

Challenge: Residential construction cannot attract career-minded individuals, because there is no clearly defined career progression or standard on-the-job skill development. This absence of skill upgrading also negatively impacts the quality and productivity of trade firms.

Solution: Sector-wide partnerships adopt occupational role descriptions and career pathways standards. Trades engage in defined upskilling programs for their workers through “Earn & Learn” programs with community college partners.

Partners

• Community Colleges customize their programs and schedules to align with employers’ incumbent workers' upskilling needs.
• Trades commit to advancing the skills of their workers and offering progressive career opportunities to employees.
• Builders have access to more reliable, and better-performing labor supply chain.

Benefits

• Workers: Access to skill development, career progression, and higher wages and job satisfaction.
• Builders: Have access to more reliable, and better-performing labor supply chain.
• Community Colleges: Have a strong link to employers, to better understand their hiring needs and align programs to those requirements.
• Trade Employers: Have more productive and better-skilled teams, leading to better performance and quality of project execution and higher retention of workforce.

Learn more about Building Talent Engagement.

Latest Videos

Building Talent Foundation's Video Playlist

Learn more about the Building Talent Foundation by visiting their Coffee Shop Directory. Subscribe to the Building Talent Foundation YouTube Channel. See The Building Talent Foundation in Action Building Talent Foundation Provides Work Opportunities in the Trades Building Talent Foundation: Who We Serve and What We Do Barak Saltzman, D.R. Horton, Shares the Benefits of ...
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