This article is the second in a series exploring the skilled labor crisis in the construction industry, its causes, and potential solutions.Click hereto view the full series.

Skilled trade businesses are in desperate need of talent.

How urgent is this need? Just listen to the story told by Donald "Bo" McNabb, a senior lecturer in construction management at Indiana State University's College of Technology. McNabb shared an experience of his son, a career and technical education teacher: when he took his class on a tour of a limestone quarry in Bloomington, Indiana, the site manager said, "We're almost at the point now where we'll take almost anyone with a good attitude who's willing to learn, and we'll hire them on the spot." McNabb said.

For McNabb and other interviewees, this issue is not new to construction employers. In fact, sources say they have been aware for decades that the industry was heading toward a talent crisis, as experienced workers retire without clear successors. An analysis of 2019 federal employment data this year found thatthe median age of construction workers is 41, which further increases the difficulty for employers to find scarce young talent.

Today, this long-standing issue meets a labor market characterized by the "Great Resignation." A report last month estimated that more than a quarter of employees who started new jobs in 2021left their positions without finding a new job. Although the motivations of individual workers may not be clear, observers often link some of the turnover to the pandemic.

"When people think about careers, it's like they're on an educational conveyor belt," said Casey Welch, CEO of Tallo, an employment and scholarship platform for young workers. "Some people may stop after high school, college, or military service and ask themselves 'What do you want to do?' But the pandemic has stopped the conveyor belt for some, and they are open to different industries."

Current research suggests this openness is particularly pronounced among young workers. Survey data released by Adobe in August showed that more than half of Gen Z employee respondents said theyplanned to look for a new job in 2021, and 59% of this group ranked lowest among all generations in job satisfaction.

The problem is that when these workers seek new directions, they are unlikely to consider the construction industry.

Welch noted that a report released by Tallo in April analyzed preferences of more than 29,000 Gen Z high school and college students regarding brands, industries, and career paths. In a ranking of 22 industries, constructionranked near the bottom, attracting interest from only 16.7% of respondents, with only forestry ranking lower.

When asked why a generation already willing to try new things might not consider construction at all, construction employers, consultants, and educators pointed to multiple factors and numerous perceived failures. Nevertheless, some believe opportunities still exist, but a concerted effort is needed to bring future generations to the job site.

An industry in need of reinvention

When it comes to building a long-term talent pipeline, the construction industry is not what it used to be.

According to the U.S. Bureau of Labor Statistics, in 2003 the U.S. construction industry had 1 million workers aged 16 to 24. That number peaked in July 2006 at over 1.7 million, then bottomed out at 547,000 in January 2010. As of last month, the number of young workers in the industryhas still not recovered topre-recession levels from the mid-2000s.

Part of the problem may lie with the candidates themselves, said Paul Crovella, an assistant professor at the State University of New York College of Environmental Science and Forestry, who specializes in sustainable construction. Specifically, he said the young workforce has less hands-on experience. As schools shift focus toward computer and software training, this may mean students have fewer opportunities to be exposed to the physically intensive skills needed in the construction field.

But the industry itself also has problems, including gender, socioeconomic, and other stereotypes about construction workers, Crovella said. "That's why construction companies today are striving to be open and inclusive," he continued. "Unfortunately, this stereotype is still prevalent in the industry and causes serious problems."

Given that the next generation of workers comes from a group that, according to Pew Research Center data,is more racially and ethnically diverse than any previous generation, it is not surprising that some contractors are openly discussing their plans to address diversity and inclusion.

Cincinnati-based Messer Construction funds diversity scholarships at multiple universities in the Midwest, including the University of Dayton and the University of Kentucky. According to Nick Apanius, the company's senior vice president overseeing human resources and professional development operations, these scholarships are a way for Messer to give back to its partner institutions to cultivate diverse talent. The company is also working to expand partnerships with historically Black colleges and universities, said Isabel Perez, a recruiter at Messer.

Another initiative—Messer'sUrban Workforce Development Program—aims to cultivate talent by focusing on where the company builds. According to Messer's website, the company partners with local nonprofits to provide participants with free training, social support, and a commitment to full-time employment upon completion of the program.

The company's 2021 diversity hiring goal was 20% of all positions, and Apanius acknowledged that Messer has not yet achieved this goal. "We're working on it," he said regarding workforce diversity and inclusion. "Over the years, our economic development department has made some progress, but a lot of work remains."

Messer is not alone; stakeholders across the industry have launched similar outreach programs, although Crovella believes "it will take a generation to see the effects of these outreach efforts."

Zachary Phillips, associate editor at Construction Dive, contributed to this article.