Inspiring the Next Generation: Young Talent as the Key to Solving the Construction Labor Crisis in the U.S.

The U.S. construction industry is at a pivotal moment. From infrastructure to housing to clean energy projects, demand is surging—but the industry is grappling with severe labor and skills shortages. To meet this demand without crippling delays, cost overruns, or compromised quality, recruiting young people into construction careers isn’t just useful—it’s essential.

The Size of the Gap in the U.S.

Here are some of the latest figures:

• Workers Needed
  The Associated Builders and Contractors (ABC) estimates the U.S. will need ≈ 439,000 net new construction workers in 2025 just to balance demand and supply. abc.org+2redhammer.io+2
  Another analysis by the National Association of Home Builders (NAHB) projects that about 723,000 workers per year will need to be hired to meet ongoing demand. National Association of Home Builders+1

• Current Workforce & Apprenticeships
  There are around 8.3 million payroll construction employees in the U.S. as of early 2025. abc.org+2National Association of Home Builders+2
  In 2024, there were over 451,000 apprentices enrolled in construction-registered apprenticeship programs—a 22% increase over the past five years. Apprenticeship.gov

• Future Retirements and Attrition
  The National Center for Construction Education and Research (NCCER) estimates that about 41% of the current construction workforce will retire by 2031. constructconnect.com
  Meanwhile, many companies report that nearly 70% struggle to find enough qualified workers to meet project demands. ABC Central Texas+1

• Diversity Gaps
  Women remain underrepresented: while the number of women in construction trades is growing, in many apprenticeship and construction roles they still make up a small fraction of total workers. IW

How Young Talent Can Fill the Gaps

Given the scale of the shortage, bringing more young people into construction is one of the best paths forward. Here’s how:

1. Expand and Promote Apprenticeships & Trade Programs
   With hundreds of thousands of new roles needed annually, registered apprenticeships offer a proven route. Young people can earn while they learn, gain real, deployable skills, and enter fields like carpentry, electrical, plumbing, and equipment operation.

2. Support Retention, Completion & Upskilling
   It’s not enough to enroll people—programs must help them finish, stay motivated, and grow. Mentorship, structured on-the-job training, and clear paths for advancement are critical.

3. Broaden the Talent Pool
   Underrepresented groups—women, people from minority communities, and those in underserved areas—represent major untapped talent. Increasing outreach, removing barriers, and offering inclusive training opportunities are key.

4. Modernize the Image of Construction Careers
   There’s a persistent stereotype that construction is purely manual labor. But much of the sector now involves cutting-edge technology: digital modeling (BIM), green building, infrastructure modernization, renewable energy projects, modular construction, etc. Highlighting these elements can make construction careers more attractive to tech-savvy young people.

5. Employer & Policy Support
   Employers need to invest in training capacity, adopt flexible hiring & apprenticeship practices, and partner with community colleges and training centers. Public policy (federal, state, local) that funds workforce programs, removes red tape, and supports infrastructure/clean energy investment helps too.

Putting It All Together

Young people represent a huge opportunity to shore up the U.S. construction workforce. The numbers show a significant shortfall—hundreds of thousands of new hires needed annually, many workers projected to retire within a few years. By providing clear entry paths via apprenticeship and trade school, supporting career progression, increasing diversity, and showing what modern construction really looks like, we can begin to close the gap.

At Approach Talent, this means:

• Promoting apprenticeship and trade school options actively in high schools, community colleges, and job fairs.

• Partnering with local unions, contractors, and training organizations to create or expand entry-level and pre-apprentice programs.

• Highlighting real success stories from young people who’ve advanced in construction.

• Engaging in workforce development initiatives to ensure young entrants stay, succeed, and grow.

If we commit to investing in young talent now, we’re not only helping address immediate shortages—we’re building a more resilient, skilled, and future-ready industry.