The Talent Gap in Construction: How can we attract the next generation of skilled workers?

The construction industry faces a significant talent gap that's only getting wider. With an aging workforce and a lack of incoming skilled workers, the sector is at a crossroads. The question isn't just how to fill the gap but how to attract and retain the next generation of talent to secure the future of construction. To solve this problem, we need to understand the causes and implement strategies that resonate with younger generations.

𝗧𝗵𝗲 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗦𝘁𝗮𝘁𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 𝗚𝗮𝗽 𝗶𝗻 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻

The construction industry is one of the largest sectors worldwide, contributing significantly to the global economy. However, it is also among the most affected by a talent shortage. According to a 2023 report by the Associated General Contractors of America (AGC), 80% of construction firms report difficulty finding qualified workers. This shortage is not just a temporary issue; it's a growing problem with severe implications for project costs, timelines, and quality.

𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝘀 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 𝗚𝗮𝗽:

• The U.S. Bureau of Labor Statistics reports that the construction industry will need to add 1 million new workers by 2028 to keep up with demand.

• A survey by ManpowerGroup found that 40% of employers in the construction sector are struggling to find skilled labor, compared to 33% across other sectors.

• The average age of a construction worker is 42.6 years, and nearly one-quarter of the workforce is over 55, signaling a wave of retirements in the coming decade.

𝗙𝗮𝗰𝘁𝗼𝗿𝘀 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗶𝗻𝗴 𝘁𝗼 𝘁𝗵𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 𝗚𝗮𝗽

𝟭. 𝗔𝗴𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲:

Many skilled workers are nearing retirement age. As they exit the workforce, there aren't enough younger workers to replace them. The U.S. Bureau of Labor Statistics states that the average age of a construction worker is 42.6 years, and many are expected to retire within the next decade.

𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆: 𝗧𝗵𝗲 𝗨𝗞 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆

The UK construction industry faces a similar issue. A 2022 report by the Construction Industry Training Board (CITB) found that 23% of the workforce was over 50, and there were significant concerns about a “retirement crisis” affecting the sector.

𝟮. 𝗣𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻 𝗜𝘀𝘀𝘂𝗲𝘀:

Construction work is often viewed as physically demanding and low-paying, which discourages young people from pursuing careers in the industry. There is a lack of awareness about the diverse roles within construction, from project management and engineering to technology integration and sustainable design.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗧𝗵𝗲 𝗛𝗼𝗺𝗲𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗖𝗮𝗿𝗲𝗲𝗿 𝗖𝗲𝗻𝘁𝗲𝗿

The Homebuilding Career Center in Texas has successfully rebranded construction careers by showcasing the diversity of roles within the industry. Their campaigns highlight careers in project management, design, and technology, improving perceptions and attracting a more diverse range of candidates. 

𝟯. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀:

High schools and vocational programs have moved away from promoting trades, emphasizing four-year college degrees instead. As a result, fewer young people are exposed to the construction industry as a viable career option.

𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆: 𝗧𝗵𝗲 𝗕𝘂𝗶𝗹𝗱 𝗠𝘆 𝗙𝘂𝘁𝘂𝗿𝗲 𝗣𝗿𝗼𝗴𝗿𝗮𝗺

The Build My Future program, launched in Missouri, connects high school students with hands-on construction experience. By partnering with local schools and businesses, the program has increased interest in construction careers among young people.

𝟰. 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗔𝗱𝘃𝗮𝗻𝗰𝗲𝘀:

As construction technology evolves, there is a growing need for tech-savvy professionals who can work with Building Information Modeling (BIM), drones, AI, and other innovative tools. However, the current workforce lacks these skills, and younger generations are not being adequately prepared.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 𝗧𝗵𝗲 𝗦𝗺𝗮𝗿𝘁 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗴𝗿𝗮𝗺

The Smart Construction Program at the University of Arizona offers students training in advanced technologies such as BIM and drone surveying. This program has successfully prepared students for the technological demands of modern construction.

𝗪𝗵𝘆 𝗪𝗲 𝗡𝗲𝗲𝗱 𝘁𝗼 𝗔𝘁𝘁𝗿𝗮𝗰𝘁 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻

The talent gap in construction isn't just about filling empty positions—it's about ensuring the industry remains competitive, innovative, and sustainable. Younger workers bring fresh perspectives, adaptability to technology, and a desire for meaningful work. Their skills are crucial for adopting new technologies and meeting future challenges, such as sustainability and digital transformation.

𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝘀 𝗼𝗻 𝗬𝗼𝘂𝘁𝗵 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁:

• A 2023 survey by the National Association of Home Builders (NAHB) found that 62% of young professionals in construction are motivated by the opportunity to work on cutting-edge technology.

• According to a report by Deloitte, 63% of Gen Z workers prioritize work that aligns with their values, including sustainability and social impact.

𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗔𝘁𝘁𝗿𝗮𝗰𝘁 𝗬𝗼𝘂𝗻𝗴 𝗧𝗮𝗹𝗲𝗻𝘁 𝘁𝗼 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻

𝟭. 𝗥𝗲𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆'𝘀 𝗜𝗺𝗮𝗴𝗲:

The first step in attracting young talent is changing the industry's image. Construction should not just be seen as a manual labor job; it's a dynamic field where people can build careers in management, design, technology, and more.

• 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀: Highlight stories of young professionals who have found success in roles such as project managers, architects, safety experts, and technology specialists. For instance, Emily Johnson, a 29-year-old project manager in New York, successfully led a multi-million-dollar sustainable building project, showcasing the career potential in construction.

• 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗦𝗼𝗰𝗶𝗮𝗹 𝗠𝗲𝗱𝗶𝗮 𝗮𝗻𝗱 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲𝗿𝘀: Use platforms like Instagram, LinkedIn, and TikTok to showcase the exciting aspects of construction projects. Collaborate with influencers who focus on careers and trades to reach a younger audience. The "Construction Heroes" campaign, featuring influencers in the trades, has successfully boosted interest among high school students.

𝟮. 𝗘𝗺𝗽𝗵𝗮𝘀𝗶𝘇𝗲 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴:

Educational institutions play a critical role in filling the talent gap. Promoting vocational training, apprenticeships, and certification programs is essential to prepare young people for construction careers.

• 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝘄𝗶𝘁𝗵 𝗦𝗰𝗵𝗼𝗼𝗹𝘀 𝗮𝗻𝗱 𝗖𝗼𝗹𝗹𝗲𝗴𝗲𝘀: Develop partnerships with high schools, community colleges, and universities to introduce construction-focused programs that highlight both traditional trades and modern construction technology. For example, the partnership between the New York City Department of Education and local construction firms has created specialized programs in high schools.

• 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗔𝗽𝗽𝗿𝗲𝗻𝘁𝗶𝗰𝗲𝘀𝗵𝗶𝗽𝘀 𝗮𝗻𝗱 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽𝘀: Offer paid apprenticeships and mentorship opportunities to provide hands-on experience. These programs can help bridge the gap between education and employment while providing real-world experience. The Construction Apprenticeship Program in Chicago has successfully increased youth participation by offering structured training and career progression.

𝟯. 𝗔𝗱𝗼𝗽𝘁 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝘁𝗼 𝗔𝘁𝘁𝗿𝗮𝗰𝘁 𝗧𝗲𝗰𝗵-𝗦𝗮𝘃𝘃𝘆 𝗪𝗼𝗿𝗸𝗲𝗿𝘀:

Today's younger generation is digitally native, meaning they are more likely to be attracted to industries that use cutting-edge technology.

• 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗧𝗲𝗰𝗵 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻: Showcase how the construction industry is using AI, drones, 3D printing, virtual reality (VR), and Building Information Modeling (BIM) to improve efficiency and safety. The use of VR for virtual site tours and 3D printing for rapid prototyping are examples of how technology is transforming the industry.

• 𝗖𝗿𝗲𝗮𝘁𝗲 𝗧𝗲𝗰𝗵-𝗙𝗼𝗰𝘂𝘀𝗲𝗱 𝗥𝗼𝗹𝗲𝘀: Offer roles like Construction Technologist or BIM Specialist that cater to tech-savvy individuals interested in digital innovation. The "Tech-Driven Construction" initiative by a leading firm has created new roles specifically focused on integrating technology into traditional construction processes.

𝟰. 𝗢𝗳𝗳𝗲𝗿 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀:

The perception that construction jobs are low-paying can be a significant barrier to attracting young talent. Competitive salaries, benefits, and career progression opportunities can make a big difference.

• 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗣𝗮𝘆 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝘀: Provide clear information about pay scales and potential for advancement. Use data to show how construction salaries can compare favorably to other industries. The Construction Industry Compensation Report shows that salaries for skilled trades can exceed $80,000 annually, making them competitive with other sectors.

• 𝗔𝗱𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗣𝗲𝗿𝗸𝘀: Offer benefits such as flexible working conditions, health insurance, retirement plans, and opportunities for continued education and professional development. The "Employee Benefits Package" by a leading construction firm includes tuition reimbursement and wellness programs, attracting a broader range of candidates.

𝟱. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗣𝘂𝗿𝗽𝗼𝘀𝗲:

Young people today are more environmentally conscious and driven by purpose than ever before. The construction industry must align with these values to attract the next generation.

• 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗚𝗿𝗲𝗲𝗻 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀: Highlight how construction companies are adopting sustainable practices, using eco-friendly materials, and focusing on energy-efficient designs. Projects like the Bullitt Center in Seattle, known as the "greenest commercial building in the world," demonstrate the industry's commitment to sustainability.

• 𝗦𝗵𝗼𝘄𝗰𝗮𝘀𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝗜𝗺𝗽𝗮𝗰𝘁: Emphasize the positive impact construction has on communities—whether it's building schools, hospitals, or sustainable housing. The "Habitat for Humanity" initiative highlights how construction professionals contribute to building homes for those in need, emphasizing the industry’s role in community development.

𝟳. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗠𝗼𝗱𝗲𝗿𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀:

To appeal to younger generations, the construction industry must modernize its recruitment strategies.

• 𝗨𝘁𝗶𝗹𝗶𝘇𝗲 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝘁𝗳𝗼𝗿𝗺𝘀: Leverage digital platforms like LinkedIn, Glassdoor, and Indeed to reach younger job seekers. Use targeted ads and engaging content to showcase the industry’s opportunities. The "Construction Careers Online" platform has successfully attracted young professionals through interactive job postings and virtual career fairs.

• 𝗦𝘁𝗿𝗲𝗮𝗺𝗹𝗶𝗻𝗲 𝘁𝗵𝗲 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗰𝗲𝘀𝘀: Simplify the application process with user-friendly interfaces and quick application options. Implementing mobile-friendly applications and online assessments can make it easier for young people to apply for jobs. The "One-Click Apply" feature on various job boards has increased applications from younger candidates.

𝗖𝗼𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻

The talent gap in construction presents a significant challenge, but it also offers an opportunity to reshape the industry for the future. By rebranding the industry, emphasizing education and training, adopting technology, offering competitive compensation, focusing on sustainability, promoting diversity, and modernizing recruitment practices, we can attract and retain the next generation of skilled workers. Addressing these areas will not only fill the talent gap but also ensure that the construction industry remains innovative, competitive, and capable of meeting future demands.

What innovative strategies is your construction organization using to attract young talent in construction?

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