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How MyCraneCareer.org supports crane industry recruitment
11 February 2025
A student attendee at the Future Farmers of America (FFA) Convention sees what it’s like to operate a crane using virtual reality.
In a bold move to inspire and attract the next generation of crane professionals, the NCCCO Foundation launched My Crane Career in September 2024 – its most ambitious initiative yet. Designed as a comprehensive resource hub, the My Crane Career website offers tools, information and interactive content to guide aspiring workers and support industry recruitment efforts. From career path insights and hands-on quizzes to inspiring videos and ready-to-share social media content, this new platform is shaping the future workforce of the crane and rigging industry one visitor at a time.
The new website is designed to be a resource for those seeking to learn more about careers in the crane industry and a tool for industry companies to use in their recruitment efforts. Examples of the free resources available at MyCraneCareer.org include:
THE CRANE CAREER PATH: An interactive chart providing common career paths to a variety of careers in the crane industry.
CRANE ROLES AND DESCRIPTIONS: Learn about typical duties, salary ranges, required training and general job descriptions for 19 exciting careers.
INTERACTIVE QUIZ: Take a short quiz focused on many key aspects of working in the crane industry to see if a crane career is right for you.
INSPIRING AND EDUCATIONAL VIDEOS: Watch and share quick and interesting crane industry focused videos with real crane operators, riggers and signalpersons talking about why they love their jobs and the awesome world of cranes.
SOCIAL MEDIA: Access premade posts to use on social media to promote the benefits of a crane career.
SCHOLARSHIPS: Links to organizations providing scholarships for crane training.
WHY CRANES? Learn the top 10 reasons to start a crane career.
Industry stakeholders can access a “toolkit” webpage containing these and other resources in one location at www.mycranecareer.org/toolkit.
Under the My Crane Career brand, a new Facebook and Instagram account were also launched to assist in raising public awareness about crane careers through social media. The NCCCO Foundation piloted a targeted paid media campaign in December 2024 to drive people searching for a new career to the website and begin to understand what types of messages best resonate with the job seeking public.
Recruiting the wrong person for a skilled role at a construction jobsite can create long-term challenges, including high turnover, increased training costs and project delays.
Partnering up
The NCCCO Foundation took its show on the road working with the Specialized Carriers and Rigging Foundation (SC&RF) under a new alliance between the two organizations to connect with the future generation of the crane industry. The two Foundations teamed up at two large conferences, Skills USA and Future Farmers of America.
“Both Foundations exhibited together at these conferences with a focus on sharing information with the young student attendees and their instructors about the many exciting opportunities in the crane and rigging industry, as well as providing the hands-on experience of a crane simulator,” said T.J. Cantwell, executive director of the NCCCO Foundation. “Due to the positive feedback from these events, additional exhibiting and outreach activities are being considered by both organizations.”
Hiring and retaining workforce
Labor shortages and high turnover continue to challenge the construction industry. Organizational development expert Dr. Larry Kokkelenberg emphasizes that hiring the right candidates is key to reducing turnover and improving project outcomes.
In the free e-book Hiring and Retaining Good Employees, he highlights strategies such as identifying the traits of successful workers, implementing targeted hiring processes and leveraging employee-driven referral programs.
To address talent shortages, Kokkelenberg stresses strategies for proactive outreach through internships, partnerships with community colleges, shadowing programs and mentoring. An example is the Department of Defense SkillBridge program for transitioning service members to private sector careers.
While AGC’s 2024 Workforce Survey revealed that 94 percent of contractors face difficulties filling skilled roles, Kokkelenberg underscored the importance of training and developing candidates who may lack direct experience, ensuring they grow into valuable long-term employees.
Retention, he said, hinges on competitive pay, growth opportunities and meaningful training.
“Companies must invest in their workforce beyond compliance, demonstrating employees’ value and role in the company’s future,” he said. “By maintaining continuous recruitment efforts and fostering strong workplace environments, construction firms can build stable, skilled teams ready to meet today’s demands and drive long-term success.”
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