Construction is one of the fastest-growing industries in the world, with billions of dollars being spent on building, infrastructure and technology. In fact, the UK construction sector contributes £110 billion to GDP each year while employing more than 2 million people. Unfortunately, despite this growth and potential for future expansion, there’s a looming shortage of skilled workers within construction.
The construction industry is facing a skills shortage.
The construction industry is facing a major skills shortage. As the industry continues to grow and age, it needs to attract new talent and retain its current workforce. At the same time, it must train up new talent.
The industry is currently facing a shortage of bricklayers, carpenters and roofers in general—and this trend looks likely to continue into 2022. In the UK, the National Construction College trains 3,000 people a year to fill critical roles in construction, but there are 45,000 vacancies in the industry.
The skills gap is set to reach 73 million people by 2022.
The UK is not alone in facing this challenge, with the skills gap in construction being a global issue. In fact, worldwide there will be a shortfall of 73 million workers by 2022. To address this problem we need to go back to our roots and focus on how we can best work together as a society to create opportunities for everyone to train and build their careers.
Training programs must be developed to suit students’ needs and priorities.
Student learning is often not suited to the long-term needs of industry and many training providers are unwilling or unable to adapt their programs in ways that address this issue. A key example here is the need for greater flexibility in vocational education courses, which could help develop skills relevant to industry whilst also allowing students who prefer a more flexible approach to study at their own pace.
Traineeships and apprenticeships need to become more accessible for young people who struggle with traditional forms of education due either to confidence issues or simply being disengaged from school life altogether. Such programs should also provide more opportunities for those who have dropped out of school before receiving qualifications, giving them another chance at learning valuable skills while gaining employment experience as well as money towards living costs while they do so – all while reducing youth unemployment rates!
Recruiting programs must reach young people
One way to build your talent pipeline is to target young people. There are a number of ways in which companies can do this, from using social media and sports teams to schools, summer camps and internships. For example:
– A company could partner with local high schools on a recruitment program that sends its staff into classrooms to speak about the career opportunities at their firm.
– They could also offer prizes for students who create videos about what it’s like working at the company or post them on social media channels such as Instagram, Snapchat or TikTok – places where future generations are currently spending their time!
– Raise awareness of the benefits of working on-site – many people think it’s dirty, dangerous or boring work but there are plenty of opportunities for career progression once you’ve got your foot in the door.
– Offer ‘try before you buy’ training courses – this could include free taster sessions, virtual reality tours or introductory workshops at no cost to participants (or even sponsored by third parties).