The construction industry has been grappling with a deepening skills shortage for years, a challenge made worse by the post‑Brexit decline in European workers. At the same time, many young people—and those who influence their career choices—are unaware of the wide range of opportunities the sector offers. As a result, construction companies are struggling to attract the new talent needed to meet workforce demand.

According to recent analysis by the economic modeller Lightcast, the industry will need to fill 250,000 job vacancies between 2022 and 2027—a staggering requirement. Without addressing this shortage, the sector risks falling short of its full economic and developmental potential.

Young People Aren’t Choosing Construction

City & Guilds’ “Youth Misspent” research highlights the scale of the problem:

• Only 6% of young adults aged 18–24 said they would consider a career in construction.
• An overwhelming 98% of young women said they would not choose the sector.

The biggest reasons behind their reluctance include:

• Feeling unqualified for construction roles (34%)
• Being put off by the perception of manual labour (35%)
• Lacking awareness of career options within the sector (28%)

These findings point to a systemic breakdown in the talent pipeline. Yet, there are practical steps the industry can take to build a stronger, more sustainable workforce.

Three Key Ways to Attract and Develop Young Construction Talent

1. Engage Young People Through Training Pathways

Construction already has powerful talent‑building tools—apprenticeships, skills bootcamps, and T‑levels—but they remain underused. Employers need to participate more actively in these programmes to nurture future tradespeople.

Stronger collaboration between employers, government, and educators will help ensure training pathways keep pace with industry needs, creating a long‑term solution to the skills gap.

2. Increase Work Experience and Early Exposure

Work experience is often a turning point for young people considering career options. Construction companies can play a crucial role by:

• Offering week‑long placements to local schools
• Supporting T‑level work placements, which many colleges currently struggle to secure
• Showcasing the breadth of roles, from engineering and manufacturing to digital design, procurement, and marketing

Early exposure helps young students understand the reality of construction work—often far more diverse and technologically advanced than they assume. Since many young people form career decisions during early secondary school, early engagement is essential.

3. Make Entry Routes More Accessible—Especially for Disadvantaged Youth

Traditional hiring processes can be intimidating for young people with little work experience. Many never apply for jobs they could succeed in.

A more inclusive approach involves:

• Prioritizing attitude, enthusiasm, and potential over existing technical skills
• Allowing young hires to learn on the job
• Advertising roles in ways that reach underrepresented groups
• Using inclusive, welcoming language in job descriptions

By focusing on mindset and aptitude, employers can open doors to a broader, more diverse young workforce and present construction as an industry that values growth and continuous learning.

Read the full article here: 3 ways to tackle the talent gap and get more young people into construction