Trades, Training And The Next Generation Of Construction

There is a shortage of workers in construction. In fact, the industry needs to hire more than 400,000 new workers this year to keep up with demand, according to the Associated Builders and Contractors. This highlights a significant need for skilled labor.

A blog by the National Center for Construction Education Center and Research (NCCER) noted a few reasons for this shortage, including the Great Resignation and an aging workforce. Post-pandemic, many people across industries quit their jobs rapidly or retired earlier than usual. And with thousands of baby boomers expected to retire this year, including those in the construction space, who will replace them?

I believe training and safety also play key roles in the worker shortage. Learning a new trade, such as construction, requires extensive training and can take multiple years, depending on the skill. Moreover, according to the U.S. Bureau of Labor Statistics, construction is one of the top 10 most dangerous jobs, which can hinder entry into the field.

As the CEO of a national construction company, I see the daily demand for young workers entering our industry. The good news is that it’s happening. With the rising costs of higher education, some younger individuals are favoring trade jobs over traditional college degrees. In particular, more members of Gen-Z are opting for skilled labor and blue-collar jobs.

What’s Driving Younger Generations Toward Skilled Trades

Traditionally, college and obtaining a four-year degree was the gold standard for young individuals. But that’s not necessarily the case for everyone today. A survey by Pew Research Center found that 35% of respondents believe a college degree is “somewhat important.” In contrast, 40% said a degree is “not too or not at all important.”

It’s often costly to obtain a college degree.

The average in-state student attending a public four-year institution and living on campus spends $27,100 for one academic year, according to the National Center for Education Statistics. For students attending a private nonprofit four-year college and living on campus, that number jumps to almost $60,000.

In addition, those in their 20s and 30s are facing economic challenges due to rising student debt, housing prices and insurance costs, to name a few.

Fluctuating job markets and a desire for practical, hands-on work are compelling reasons for younger generations to pursue skilled trades. Trade jobs can offer steady employment opportunities and often come with competitive salaries without the burden of student loans. With an emphasis on earning while learning, trades may appeal to younger individuals eager to gain financial independence and practical experience.

Strategies For Attracting New Workers

I feel strongly that leaders can make the future of construction a safe landing for younger generations by taking a few important steps.

1. Address the skills gap.

Focusing on training for trade jobs, including construction, can help companies cultivate a new generation of skilled workers to meet current and future demands. Construction companies should invest in training and development, including mentorship programs. I also recommend offering continuous learning opportunities with workshops on technical skills, like using specific equipment or technologies and soft skills, like communication and teamwork. This ensures workers keep their skills relevant and develop their careers.

At my company, for example, we offer safety and construction training and continuing education programs, which have resulted in more than 4,800 certifications since 2019. We also collaborated with a local university to create a summer camp that teaches STEM education to local youth. Initiatives like these can help young adults enter the construction workforce and usher in the next generation of engineers and construction workers.

2. Provide hands-on training.

Vocational programs are increasingly integrating modern technologies into their curriculums, and I’ve found younger generations, who are digital natives, typically thrive in environments that incorporate innovative technology tools.

Construction companies can consider implementing programs that assess and certify competencies in specific tasks or technologies. Examples include implementing augmented and virtual reality to create immersive training experiences that simulate real job-site scenarios without the risks associated with actual work environments. Additionally, using mobile applications that provide on-the-go training can feature interactive content, quizzes and video demonstrations, catering to the preferred learning styles of younger workers.

3. Keep it safe.

Fostering a culture committed to training and safety can lead to higher safety on job sites, better performance and team member satisfaction. When executives demonstrate a commitment to safety through their actions and communications, it signals to all employees that it’s a top priority. Leaders should regularly engage with employees on safety initiatives, conduct site visits and participate in safety training sessions.

I also encourage creating an environment where employees feel comfortable discussing safety concerns, asking questions and suggesting improvements. An open-door policy facilitates communication and underscores the importance of employee input. For instance, we have a safety academy that trains our team members. It establishes regular safety meetings and debriefs to discuss incidents, near misses and successes. Gathering feedback from team members helps identify areas for improvement and share lessons learned.

4. Promote diversity.

As the construction workforce diversifies, it opens doors for a new generation of workers, including women and minority groups, to increasingly pursue careers in the trades. From my experience, it’s essential to be committed to creating an inclusive work environment. Acknowledge and celebrate diversity by recognizing different cultural backgrounds, beliefs and contributions. This helps develop a sense of belonging and fosters an open culture where employees can voice their opinions and concerns about any issue. Lead by example to demonstrate your commitment to diversity by advocating for inclusive hiring and holding yourself accountable for progress.

As younger generations embrace trades and vocational training, particularly in construction, the industry stands at the threshold of significant change. This shift toward skilled labor can offer a pathway to fulfilling careers and address the pressing skills gap faced by the construction sector. By leveraging this emerging workforce’s unique strengths, the construction industry can attract the next generation and thrive.

By James Barlow, Forbes Councils Member for Forbes Business Council

https://www.forbes.com/councils/forbesbusinesscouncil/2025/03/14/trades-training-and-the-next-generation-of-construction/