Inspire to hire: how to attract Gen Z to built environment careers

The built environment sector has long been a stalwart of our society, touching virtually all aspects of our lives – from the buildings we live and work in, to the roads, bridges and transport networks we use to get from A to B.

In short, the facilities and infrastructure we rely upon simply wouldn’t exist without it.

Despite the vital role that the built environment plays, the sector is facing a severe skills gap when it comes to sourcing new talent. The Construction Industry Training Board (CITB) estimates that another 225,000 workers are needed to meet construction demands by 2027.

Unfortunately, we’re pretty far off from meeting this target as it stands, with the 2016 Farmer Report having predicted a 20% to 25% decline in the available built environment workforce over the course of the coming years.

This, in large part, is due to the vast amount of the sector’s skilled workers now reaching retirement age and not enough talented young people picking up the tools to replace them.

Small wonder then that 75% of subcontractors have reported issues in recruiting, according to the Civil Engineering Contractors Association (CECA).

It’s clear that there’s a problem and, given the integral nature of the built environment to both our economy and wider society, that something must be done to resolve it.

But with teenagers increasingly looking to other lines of work – the likes of healthcare and tech often ranking highly among their career aspirations – the sector faces an uphill struggle when it comes to capturing the imagination of young minds.

This begs the question: what should the industry be doing to attract fresh talent?

What many may not realise is that the answer lies within. As already alluded to, the built environment is something of an ageing industry, with Chartered Institute of Personnel and Development (CIPD) figures showing that more than 1.2 million construction workers are over the age of 65.

Many of these people will have spent their entire adult lives working on sites, honing their craft and accruing the skills and knowledge they now possess.

Given the breadth of their experience, they and other seasoned individuals working in the industry are in a unique position to help build the next generation.

By sharing their wisdom, passion for the job and personal achievements, veterans of the built environment can inspire youngsters with the abilities and enthusiasm to make a success of themselves in the sector.

Indeed, the average salary for construction contractors in the UK currently sits at around £50,000 per year. And with some even earning upwards of double this figure on an annual basis, the financial opportunities that the job has to offer are clear.

This is certainly a message that would resonate well with ambitious young people, and persuade many that working in the sector could lead to significant financial success.

However, reward in the built environment can’t come without hard work, and youngsters joining the profession must demonstrate dedication and a desire to develop their talents.

Under the watchful eye of the sector’s most experienced workers, there’s no reason why young people can’t themselves enjoy a long and fruitful career in construction.  

As such, subcontractor organisations should think about what they can do to engage with youngsters in a more direct sense.

While we appreciate subcontractors are very busy due to the nature of their work, taking the time to engage with young people can actually be very fruitful.

For one, subcontractors can demonstrate both their commitment to the industry and desire to inspire others, thereby promoting their business and adding social value to their local community.

On top of this, their engagement with students can aid recruitment, even persuading some to take up apprenticeships with the firm and, in doing so, address any labour shortages it may be experiencing.

In this sense, student engagement represents something of a win-win for subcontractors who possess the foresight to recognise the benefits.

Engaging with youngsters gives contractors a valuable opportunity to dispel some of the common myths surrounding the job.

Indeed, many who are not in the know will be unaware of the advancements that the industry has made in recent decades.

It remains a commonly held belief, for example, that the built environment is harmful to the environment – a notion that may be dissuading eco-minded youngsters from pursuing a career in the sector.

After all, figures from the World Economic Forum show that roughly 70% of people between the ages of 16 and 25 are extremely worried about climate change.

Given this, it seems unlikely that many youngsters would want to pursue a career in an industry that they believe is harmful to the environment.

By explaining the green efforts that the industry is making, subcontractors can show young people that construction is constantly becoming a more sustainable practice, and one to which they can make valuable, eco-friendly contributions.

This represents just one of the many ways that subcontractors can engage with students and convince them that a career in the built environment industry is their true calling.

We simply can’t expect to plug the significant skills gap that the built environment is currently facing without making considerable efforts to inspire a new generation of construction professionals.

Youngsters can’t be blamed for not realising what working in the sector looks like in 2024. We can all do more to champion the industry and attract fresh, enthusiastic talent.

If we truly aim to plug the gap and help pave the way for a bright future, subcontractors must take meaningful action now to engage with young people – not only for the sake of their own industry, but for society at large.

Robbie Blackhurst is founder and director of Black Capital Group.