Attracting Young Talent
James Kelly, our founder and Managing Director feels like the construction industry is overdue for a revolution. He has a passion to shake up the status quo with a simple but profound approach: focus on solutions, not problems, and do it all with good grace, charm, and professionalism.
James’s vision isn’t just about building better—it’s about inspiring the next generation.
The construction industry faces a critical skills shortage, with many professionals nearing retirement and fewer young people entering the field.
This thought piece explores ideas to attract and retain young talent. emphasising education, technology, diversity, and communication.
Introduction
The construction sector underpins economic development and provides essential infrastructure. Yet, it struggles with an aging workforce and a perception problem among younger generations.
According to industry data, fewer than 10% of construction workers in the UK are under 25, highlighting an urgent need to make the industry more appealing to young people.
Challenges
Perception Issues
Stereotypes: Many view construction as low-skilled, labor-intensive, and lacking innovation.
Awareness: Students and young adults often lack understanding of the diverse career opportunities available, such as engineering, project management, and sustainable design.
Skills Gaps: Shortages in key areas like digital technology, sustainability expertise, and advanced engineering leave critical roles unfilled.
Diversity Deficit: Women and minority groups remain underrepresented, further narrowing the talent pool.
Ideas for Attracting Young People
Highlight Innovation: Showcase how modern construction integrates cutting-edge technology like drones, AI, and Building Information Modelling (BIM). Virtual reality (VR) tours of construction sites during career fairs.
Showcase Success Stories: Promote young professionals in the industry who exemplify innovation, diversity, and leadership.
School Outreach Programs: Collaborate with schools to introduce students to construction careers via workshops, site visits, and STEM competitions.
Apprenticeships and Internships: Offer hands-on opportunities that allow young people to experience the industry firsthand.
Social Media Campaigns: Use platforms like Instagram, TikTok, and LinkedIn to share visually engaging content that highlights the excitement of construction projects.
Mentorship & Professional Development: Highlight clear career progression paths, from entry-level positions to executive roles.
Diversity & Flexibility: Create a work place where diverse voices are valued and flexible schedules to attract a broader demographic.
Case Study 1: Skanska UK
Skanska launched a digital campaign to showcase sustainability-focused projects, attracting environmentally conscious graduates.
Case Study 2: Balfour Beatty
Implemented an apprenticeship program focused on digital construction, resulting in a 30% increase in applications from young people
Case Study 3: Women in Construction Awards
Highlighting female leaders in construction encouraged more women to pursue industry careers.
Measuring Success
To ensure strategies are effective, the industry must track key metrics. Creating an industry-wide campaign to redefine construction as a modern, vital, and rewarding career for young people.
Conclusion
The construction industry must evolve to attract the next generation of talent. By embracing technology, sustainability, and diversity while actively engaging with young people, the sector can position itself as a dynamic career choice.