Rebranding Construction as a Modern Career Path
Construction is a sector with an ageing workforce. Attracting workers into the industry is problematic due to its overall perception and reputation as a labour-intensive, particularly to young people considering a career path after leaving education.
A 2024 PBC Today article highlights an Engineering Construction Industry Training Board (ECITB) survey that found only 20% of respondents aged 16-19 would consider a career in construction. The industry’s failure to appeal as a modern career path has created skills gaps which lead to project delays, increased costs and reduced productivity.
Rebranding construction as a modern, tech-driven and inclusive career path is now more necessary than ever before.
To attract younger, diverse talent to the industry, recruiters are now rethinking their construction recruitment strategies. ECITB chief executive Andrew Hockey has commented: “Our Labour Forecasting Tool forecasts a 28% increase in demand for workers in the industry in the next five years amid a boom in project activity.
“Given the low ratio of new entrants to retirees in engineering construction, understanding the career motivations of this group is paramount to ensuring these workforce needs are met.”
The current state of apprenticeships in construction
Apprenticeships represent a principal entry point into construction. As we approach National Apprenticeship Week 2025, let’s explore perceptions of apprenticeships in construction, their take-up and completion in the construction sector.
Below are some of the findings of the State of Construction Apprenticeship Report 2024:
- There were approximately 24,530 new construction apprentices between 2022-23, down 5% from the 26,060 recorded the previous year
- Other than a recovery spike immediately after COVID-19, the apprenticeship uptake in the UK has dropped year on year since 2018 by between 2% and 8%
- The sector continues to trail below the level required to meet workforce demand due to the growing skills gap crisis
- Of the top 100 UK apprenticeships, construction-relevant roles lag behind areas such as data analysis, early years education, accounting, and digital technology
- Plumbing and Domestic Heating Technician (29th) was the most popular construction-relevant position taken up
- Bricklayer roles were the second most popular, at 34th position
- 10% of construction apprenticeships were taken up by women
- 8% of apprentices were from an ethnic minority background.
Apprenticeships in construction could be instrumental in filling the skills gap, but perceptions of the industry need to change alongside an emphasis on modern construction careers. Technology is now a key element of the construction sector. Promoting technology and digital roles could be key to attracting young people to the industry, with a focus on areas such as artificial intelligence.
Modernising perceptions of the construction industry as a career choice
According to the CITB (Construction Industry Training Board), there are significant differences in the perceptions of the construction industry between industry insiders and outsiders. Insiders view construction positively as diverse, flexible and aligned with their values, whereas outsiders consider careers in construction as outdated, labour-intensive, outdoorsy and male dominated.
To overcome the negative perceptions, it is time for HR advisors, company directors and recruiters to champion a new narrative focused on the innovation, technology and career progression that construction offers. The industry should also be promoted as offering an inclusive career path that aligns with the values of a younger workforce.
Ahead of education results in August 2024, The Federation of Master Builders released a statement urging young people to perceive construction differently, and consider a construction apprenticeship to meet the demand of government targets such as building 370,000 homes a year:
“Construction is a positive, lucrative and entrepreneurial career path. Apprentices pass the line into work debt free compared to students. Many construction roles, such as a skilled bricklayer will pay more than many graduate jobs. If we make training more accessible and help provide the opportunities for young people, this will help to achieve what is an ambitious target.”
The value of apprenticeships for construction
Apprenticeships offer construction employers a cost-effective way to recruit, train and retain talent, to bridge the skills gap and build a resilient workforce. They provide a structured pathway with on-the-job training, education, training and mentorship. Apprentices gain practical and theoretical skills which they can use to add value when they take on permanent positions.
With government funding available and lower wages to pay while training, apprenticeships are proven to be a cost-effective way for employers to recruit workers. They also offer a valuable return on investment by improving productivity and providing essential skills through practical experience.
Offering apprentices structured career pathways helps them to grow within an organisation. In return they are likely to develop a sense of loyalty and an appetite to learn, which benefits the company in the long term and supports staff retention.
According to the CITB, apprenticeships are the longest standing and most well-known vocational training for construction businesses. Their 2022 Executive Summary reported that 70% of employers retained successful apprentices 15-25 months after completion, while 58% reported all their fully qualified apprentices were still with the organisation.
Tackling the construction skills gap
To tackle the construction skills gap, a focus on modern construction careers and targeted talent strategies, including partnerships with apprenticeship and outreach programs, is needed. This was evidenced when, in November 2024, the government announced a £140m investment to create 5000 more construction apprenticeships in England.
Partnerships with schools, colleges and training centres, that promote construction careers through workshops and site visits, will help potential construction workers to understand the benefits of working within the industry and ultimately fill the skills gap.
In Wales, Wrexham University, the University of South Wales, and the University of Wales Trinity St David teamed up with the Welsh government to launch new degree apprenticeships in Construction Management, Civil Engineering, Quantity Surveying, Building Surveying, and Real Estate. The four-year programmes began in September 2024.
Gareth Williams, Standards and Qualifications Manager (Wales) for the CITB said: “People wanting to work in construction need clear career pathways into the industry and these new construction degree apprenticeships are a significant milestone towards achieving this.”
Here at Strategic Resourcing we couldn’t agree more with this sentiment and understand that schools often don’t highlight construction as a possible career path.
So, we were thrilled when St. Julie’s Catholic High School invited us to chat about all things construction as part of the meet the professional session with The Big Trust.
Our Founder and Director Deborah BlackHurst, and Operations Manager, Marley Quilty provided students with a comprehensive overview of the industry – covering career paths, potential earnings, routes into the sector, and even sharing their personal journeys.


The cost and ROI of construction apprenticeships
According to the government apprenticeships website, government funding for small employers can cover between 95% and 100% of an apprentice’s training costs. Most larger employers can use their levy to pay for the training. Apprenticeships are not exclusively for young people; they are suitable for applicants of any age and at any level, so they can attract candidates from across the talent pool and also be used for upskilling.
The estimated yearly gain per apprentice is between £2,500 and £18,000, with apprentices providing a net benefit when they surpass their associated costs. The net benefit increases further when the apprentice remains with their employer upon completion.
Invest time in reviewing your talent acquisition strategy
If you are an HR advisor or director in construction, we’d urge you to review your talent acquisition and apprenticeship programs.
The Strategic Resourcing platform streamlines the hiring process by connecting construction companies with the industry’s top talent. We also offer a wealth of resources that support construction companies in talent strategy development. Get in touch for more information using our online contact form. Alternatively, you can call us on 0333 577 7575 or email https://strategicresourcing.co.uk/enquiries.