It’s no secret that recruiting skilled workers continues to be a challenge facing construction bosses. Recent figures shared in industry press suggest that employers aren't simply facing a temporary recruitment challenge; they're competing for a shrinking pool of skilled workers at a time when demand remains high.

An ageing workforce, post-Brexit migration laws, declining numbers in enrolment and completion of construction apprenticeships added to increased demand from housing and infrastructure all contribute to this challenge.  

With businesses finding it difficult to hire qualified workers, what steps can they take to address the issue and improve their recruitment process?

Why recruitment alone won't solve the problem

Upskill existing workers

Recruiting the required levels of new workers to meet current and predicted construction output will not be a fast process. When it comes to filling in-demand and advanced roles in the short term, upskilling the existing workforce is crucial.

An employer with a team of general builders, for example, might be able to develop additional electrical, plumbing or specialist skills within its existing workforce, allowing the business to take on a wider range of work.

While this obviously still leaves gaps in the workforce, these vacancies, in theory, should predominantly be more entry-level roles, which, in turn, would ideally be filled by apprentices and newcomers to the industry in the coming years.

Not only will this help businesses fill their urgent vacancies, but supporting career progression with clearly defined pathways is a highly effective way of retaining your best talent. This is why many employers are turning to upskilling.

Recruit from other sectors

It has become abundantly clear that relying solely on talent pools we traditionally associate with construction training, such as apprenticeships and college courses, will not be enough to meet the projected 36,340 additional workers needed each year between now and 2030.

These routes still offer vital pathways into construction, but for those looking to switch careers or train later in life, commitments like rent, mortgage payments and childcare make them unrealistic prospects.

The construction sector should look to widening its appeal to a broader scope of demographics, improving how it communicates the industry’s benefits and opportunities to those beyond apprenticeship age. A prime example of this could be looking beyond traditional construction talent pools.

Someone moving from a manufacturing or engineering environment may already have experience working with tools, following technical procedures, reading instructions and maintaining strict safety standards, giving them a useful foundation for developing trade-specific skills.

Similarly, military leavers may bring experience of teamwork, discipline, following procedures and working safely in structured environments – qualities that can transfer well to construction.

Invest in apprentices

It might sound simple, but having a properly structured apprenticeship strategy, one that supports young people from their very first steps right through to employment opportunities, is still an effective way to maintain a workforce.

Construction bosses have a responsibility to ensure apprentices receive genuine and meaningful training and guidance throughout this period. This is essential in improving construction’s image and will help the sector attract a new generation of young people.

Construction's recruitment challenges are unlikely to disappear overnight. While attracting new entrants remains essential, employers who invest in developing existing staff and broaden their recruitment strategies are likely to be better placed to navigate the years ahead.

For more than 20 years, Able Skills has trained thousands of learners across plumbing, electrical, gas, carpentry and other construction trades. As one of the UK's largest private construction training providers, working with individuals, employers and industry partners, Able Skills regularly comments on workforce trends, skills development and vocational training across the construction sector.