Benefits Are Part of the Labor Strategy Now
You cannot solve a labor shortage with wages alone. Benefits, communication, and family coverage affordability are recruiting tools — not just cost lines.
Construction Workforce Reality
88% of firms with craft openings said they were as hard or harder to fill than a year earlier (83%), and 57% of firms said available candidates lacked essential skills or appropriate certificates/licenses.
Source: AGC/NCCER 2025 Workforce Survey Analysis.
Manufacturing Workforce Reality
More than 70% of surveyed Massachusetts manufacturers reported struggling to recruit and retain workers, even as over half plan major capital investment and nearly 60% anticipate new products or services.
Source: MassMEP 2025 Voice of the Manufacturer report.
Pay Alone May Not Solve the Problem
Raising wages matters. But benefits can help you compete where wage competition alone is unsustainable — and pay transparency is making the full offer easier for candidates to compare.
What Employees Compare
Weekly paycheck
Payroll deductions
Deductibles
Family coverage cost
Dental & vision
Disability protection
Paid time off
Accident coverage
Retirement match
Mental health support
How easy the plan is to use
Total compensation clarity
Two Employers, Two Outcomes
Higher Wage, Weak Benefits
An employer pays slightly more per hour but has expensive family coverage and weak support. Employees accept offers — then leave once family costs become clear.
Competitive Wage, Better Total Rewards
An employer communicates total compensation clearly, offers affordable access points, supports families, and helps employees actually use their benefits. Employees understand the full value of the job — and stay.
Want a recruiting-focused benefits review?
We’ll map your current plan against what construction and manufacturing candidates actually compare.