The construction industry is facing a significant challenge. As demand for infrastructure, housing, and sustainable buildings increases, the sector is struggling with a widening skills gap. With an ageing workforce and fewer young people entering the industry, construction businesses face a shortage of talent that threatens their ability to meet future demand.
However, this isn’t just a numbers game—it’s about the lack of essential skills, including digital expertise, proficiency in modern construction methods, and a strong grasp of sustainable building practices.
To solve this challenge, the construction industry must reimagine itself to attract and engage the next generation of workers. This article explores the skills gap in UK construction, why it exists, and how businesses can position themselves as appealing destinations for young talent.
The Reality of the Skills Gap
The UK construction industry needs to recruit over 217,000 new workers by 2025 to keep pace with rising demand. This shortage of skilled labour is a global issue, but the UK is particularly hard-hit due to the combined effects of an ageing workforce, Brexit, and a lag in training the next generation of workers.
One of the primary reasons for this gap is that construction is still seen as a traditional, manual industry that doesn’t appeal to young people. While other sectors have embraced digitalisation, construction has been slower to shake off its image as a physically demanding and low-tech profession. This perception, combined with a lack of clear career progression, discourages many young people from considering construction as a viable career path.
Why We Need to Attract Young Talent
Ageing Workforce
The construction workforce is getting older, with many skilled tradespeople approaching retirement. The average age of construction workers in the UK is over 40, and as these experienced professionals retire, they take with them decades of knowledge and expertise. Without a steady influx of new talent, the industry will struggle to fill these gaps.
Demand for Innovation
Construction is undergoing a technological revolution, with advancements like Building Information Modelling (BIM), Modern Methods of Construction (MMC), and offsite manufacturing transforming the sector. These innovations require a fresh set of skills that the current workforce often lacks. Young talent, particularly those with digital proficiency, is essential for driving forward these innovations.
Sustainability
With growing pressure to address climate change, the construction industry is increasingly focused on sustainability. Achieving net-zero targets and adopting environmentally responsible building practices requires young people who are passionate about eco-friendly solutions and equipped with the knowledge to implement them.
Diversity and Inclusion
Construction has long been seen as a male-dominated industry. To evolve and thrive, the sector must become more inclusive, attracting people from diverse backgrounds who bring new perspectives and fresh ideas. Encouraging young women, ethnic minorities, and those from underrepresented communities to enter the industry will strengthen its ability to innovate and adapt to future challenges.
How to Attract the Next Generation of Workers
How can construction businesses make the industry more appealing to young people? The key lies in transforming the sector’s image and enhancing the experiences it offers. Here are some strategies:
1. Showcase Cutting-Edge Technologies
Young people are naturally drawn to industries that embrace innovation and technology. Construction businesses need to highlight their use of advanced technologies such as drones, Artificial Intelligence (AI), virtual reality (VR), and 3D printing. By showcasing these innovations, construction can shed its outdated image and position itself as an exciting, forward-thinking industry.
Actionable Steps:
Invest in and promote new technologies within your business.
Provide training for young workers in digital construction tools and software.
Share real-life examples where technology has transformed projects and enhanced efficiency.
2. Emphasise Sustainability
Sustainability is a top concern for younger generations. They want to work for companies that are actively reducing their environmental impact and contributing to a greener future. Construction businesses must focus on their sustainability efforts—whether through eco-friendly materials, waste reduction, or energy-efficient designs—and communicate this clearly in their recruitment strategies.
Actionable Steps:
Commit to sustainability standards like BREEAM or LEED and highlight these in job adverts.
Partner with schools and universities to promote sustainable construction practices and offer students internships or apprenticeships.
Create opportunities for young workers to participate in sustainability projects, such as reducing carbon emissions or improving biodiversity on construction sites.
3. Offer Career Development and Growth
For many young people, a job is not just about earning a wage—it’s about opportunities for personal growth, learning, and career advancement. Construction businesses that invest in developing their employees through mentorship programmes, leadership training, and clear career progression paths will be more attractive to top talent.
Actionable Steps:
Establish mentoring schemes where experienced workers can pass on their knowledge to the next generation.
Create clear career development pathways and promote these in recruitment campaigns.
Offer continuous professional development opportunities through industry certifications, courses, or workshops.
4. Foster a Culture of Inclusion and Collaboration
To appeal to a broader range of young people, construction businesses must cultivate inclusive, supportive, and collaborative working environments. This means challenging the traditional image of construction as a male-dominated industry and making diversity and inclusion a core part of your company culture.
Actionable Steps:
Build diversity and inclusion into your business values and make it visible in your recruitment messaging.
Showcase women and individuals from diverse backgrounds thriving in your organisation through blogs, case studies, and social media.
Encourage collaboration by valuing the fresh perspectives and ideas that young employees bring to the table.
5. Modernise Your Brand and Recruitment Methods
Your company’s brand is crucial in attracting young talent. If your business is perceived as old-fashioned or slow to embrace change, you’ll struggle to attract the next generation of workers. To stand out, construction businesses need to embrace modern, digital-first recruitment strategies and present a brand image that reflects innovation, inclusivity, and growth.
Actionable Steps:
Invest in your online presence, including a user-friendly website and engaging social media platforms.
Create video content that showcases what it’s like to work in your company, focusing on the people, projects, and technologies involved.
Attend school and university careers fairs, collaborate with apprenticeship schemes, and build relationships with educational institutions to engage young people early on.
The Importance of Leadership and Mentoring
Strong leadership is vital in shaping the future workforce. Young employees are looking for leaders who are empathetic, forward-thinking, and invested in their development. By offering mentorship from experienced professionals, businesses can help young workers develop their skills, feel supported, and envision a future in the construction industry.
Building a culture of leadership development is also key to promoting diversity of thought, which will help tackle unconscious bias and encourage innovation across the business.
Conclusion: The Time for Change is Now
The construction industry in the UK is facing a critical skills gap that requires more than just short-term fixes. Addressing this challenge demands a shift in how businesses attract, engage, and retain young talent. By embracing technology, promoting sustainability, offering clear career development, and fostering inclusive cultures, the industry can rebrand itself as a dynamic, innovative, and rewarding sector.
If construction businesses are to close the skills gap and thrive in the future, they need to act now. The key to securing the industry’s future lies in rethinking how we present it to young people and ensuring that the next generation sees construction not just as a job, but as a career full of opportunities.
Ready to attract the next generation of construction leaders? Contact us today to discuss how we can help future-proof your business and close the skills gap!
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