By NCCER Staff
While demand for new construction projects is projected to rise steadily over the next decade, the availability of qualified workers remains one of the greatest constraints on growth. Research consistently shows that the majority of contractors are struggling to fill craft positions, and the skills gap will only widen as experienced professionals retire in greater numbers.
Addressing this challenge requires a long-term workforce development strategy—one that does more than react to short-term labor shortages. Contractors must actively connect with the next generation, engage them early and create meaningful pathways for them into the industry.
From classroom outreach to structured training, companies that invest in young talent today are better positioned to thrive tomorrow. Here are four ways contractors can connect with and recruit the next construction generation.
1. Engage and Interact with Students
For many students, construction is an unknown career option. Unless they have a family connection to the industry, they may never consider it as a viable or rewarding path. That’s why direct engagement with classrooms is a critical first step in building awareness.
Guest speaker sessions, career days and other types of school visits allow construction professionals to tell their stories firsthand. These relatable and authentic interactions can be very impactful to students, showing them what the construction career journey can look like and the opportunities it can provide.
Hosting school field trips at jobsites can be even more impactful. When students see the scale of a project, hear the sounds of equipment and meet the skilled craft professionals bringing designs to life, abstract career possibilities become tangible.
For an industry that has traditionally faced issues with awareness and perception, classroom connections are a powerful way to reshape how young people view a career in the skilled trades.
2. Partner and Collaborate with Local Schools
While classroom connections spread awareness, long-term collaborations and formal partnerships with local schools can build something much more substantive.
Many districts face limited budgets for career and technical education (CTE), making industry partnerships essential for delivering high-quality training. Contractors can provide financial sponsorship for tools, safety equipment and building materials. They can also contribute expertise by serving on advisory boards, offering guest instruction or helping programs align with real-world industry needs.
Some companies offer pre-apprenticeship opportunities that allow students to gain hands-on experience before graduation. And after graduation, the relationships are already in place to create a direct pipeline of employment.
These partnerships create a mutually beneficial dynamic: schools gain resources and a boost to post-graduate employment rates, while companies gain visibility with students and a spot at the front of the line to hire young talent as they enter the labor pool.
As an added bonus, building relationships with schools also helps position contractors as benevolent community leaders invested in local student success, supporting company reputation and goodwill.
3. Leverage Digital Career Connection Tools
Technology plays an important a role in bridging the gap between students and the industry. One impactful tool is CareerStarter, an innovative platform that connects emerging talent with construction employers.
Unlike traditional job boards, CareerStarter integrates career exploration tools, resume builders and job postings into a single system tailored to the needs of entry-level candidates. Students can research different craft professions, identify companies they want to follow, and document their education and skills for prospective employers.
Employers, in turn, can build profiles that showcase their company culture and projects, post entry-level job openings, browse resumes and identify ideal candidates. The platform’s free sign-up process makes it accessible to companies of all sizes, from national contractors to local specialty firms.
CareerStarter creates a digital meeting ground where contractors can easily connect with students transitioning from education to employment. In an era where young job seekers increasingly turn to digital tools to explore job opportunities, it’s important for contractors to participate and be engaged on the right platforms.
4. Provide Entry-Level Training and Career Development
Training is an important part of onboarding new entrants into the construction industry. While training is obviously key to supporting skill development, productivity and work quality, it also is relevant for recruiting. According to a recent study by NCCER, 80 percent of surveyed construction companies reported a positive impact of offering craft training on recruitment efforts.
Contractors that have formal training programs are more attractive prospective employees. The availability of training indicates a commitment by the company to their workers; that they want to invest in them, their careers and their futures.
A company with a culture of employee investment, development and advancement is highly valued by job seekers, especially those from younger generations. According to Deloitte, learning and development is in the top three reasons why Gen Z chose their current employer.
Along with getting new talent in the door, training programs also help foster loyalty that keeps talent around long-term—84 percent of companies surveyed reported a positive impact of training on retention rates.
Building Tomorrow’s Workforce
The workforce challenge facing construction is complex, but the solutions are within reach. By connecting with classrooms, forging partnerships with schools, leveraging digital platforms like CareerStarter, and investing in entry-level training, contractors can take meaningful steps to attract and retain the next construction generation.
To learn more about resources for recruiting, training and retaining your workforce, contact NCCER today.
