Attributed to Des Duddy, Joint Managing Director at Protrade

The construction industry faces a major challenge, with 36,000 job vacancies unfilled as the government pushes to build 1.5 million homes by 2030. To meet demand, companies must attract and invest in talent now.

To grow the apprentice talent pool whilst improving staff retention, here are three key steps for construction companies:

Step 1: Outreach to schools and colleges should be a priority

Working with local schools and colleges is essential for raising awareness about the construction industry and careers it can offer, particularly for students who may have misconceptions about the industry.

There are many different trades and career pathways available, most of which now have better pay. However, this isn’t highlighted enough – according to a CSN report, 57% of the public assume construction salaries are below the UK average. That’s why this type of outreach lets students, particularly Gen Alpha, understand what the industry actually entails and just how many jobs you can find within it.

On top of this, work experience programmes and T-Levels allow students to gain hands-on experience before fully committing to an apprenticeship. These should always be highlighted to schools and colleges because they allow students to develop more basic skills from a young age, helping them look more employable when they eventually leave education – even if it isn’t to go into construction.

Step 2: Flexibility should be encouraged in both training and paid work

There should be an increased importance placed on digital training, particularly when it supports a balance for flexible apprenticeships. This could simply exist as online learning platforms for construction theory, or health and safety matters, but there is also an opportunity for this learning to extend to VR capabilities. For example, students who are interested in construction can ‘experience’ the day of a tradesperson without having to risk missing days of school or other personal commitments.

Ultimately, flexibility should be a key factor in construction apprenticeship training, and this adaptability may also encourage students who are less represented in the construction industry – women and pupils from diverse backgrounds – to find more interest in what has typically been perceived as quite rigid apprenticeship structures.

Step 3: Partnerships and collaborations with other initiatives are key

Construction companies should make the most of possible collaborations with local governments and initiatives. It is important to foster industry partnerships and work with local groups to create a unified approach to apprenticeships, ensuring that all young people wishing to get involved in construction have the same training opportunities.

An example of this could be partnering with organisations such as the Construction Inclusion Coalition. Considering that there was only a 1% increase in apprentices from diverse backgrounds in 2023/24 compared to the previous year, and only 1 in 10 apprentices are women as of this year, the industry needs to work harder to foster an inclusive environment for potential apprentices. Construction isn’t just for one type of person – it is for everyone, and the more awareness and collaboration to encourage this, the better.