The UK construction industry could struggle to attract its next generation of workers unless schools, employers and policymakers improve how they communicate career opportunities, according to new research from construction management software provider Procore. A survey of 1,000 people aged 16–20 found that limited careers guidance, outdated perceptions and a lack of awareness about construction technology are creating barriers to recruitment as the sector faces demand for approximately 206,000 additional workers by 2030.

Procore Research Highlights the UK Construction Recruitment Challenge

The UK construction industry faces a growing workforce challenge that extends beyond the availability of skilled labour. A significant number of young people approaching working age are unaware of the career opportunities available in the sector, raising questions about how effectively employers and educational institutions are preparing the next generation of workers.

New research from Procore Technologies, Inc. (NYSE: PCOR), based on a survey of 1,000 UK respondents aged 16–20, highlights a disconnect between traditional careers guidance and the changing requirements of the construction workforce.

Only 35% of respondents recalled being introduced to construction or trade careers through school or college guidance. Another 17% said they received no careers advice at all. Meanwhile, 44% would not know where to begin if they wanted to pursue a construction career, and 49% believe schools provide insufficient information about vocational and technical career options.

The findings suggest that recruitment challenges begin well before candidates enter the labour market. For construction employers, the issue is not simply attracting qualified applicants but ensuring that young people recognise the sector as a viable career choice in the first place.

Government Skills Reforms Create an Opportunity

The research comes as the UK Government introduces technical education pathways intended to combine academic and vocational learning for 14–16-year-olds.

The policy direction appears to resonate with younger audiences. When presented with the statement attributed in the research to Prime Minister Andy Burnham that Britain should value the hard hat as much as the graduation cap, 48% of respondents said it improved their perception of construction and trade careers. Only 5% reported a negative impression.

However, the timing presents a challenge. Many current school and college leavers have already progressed through the education system without exposure to the new technical pathways. This creates a gap between long-term education reform and the immediate recruitment needs of construction businesses.

The industry may therefore need parallel strategies: improving technical education for younger students while developing more direct engagement programmes for those already approaching employment age.

Construction Technology Could Help Change Perceptions

One of the more significant findings concerns the role of technology in attracting younger workers. Despite the increasing use of digital tools across construction projects, 41% of respondents were unaware that the industry uses technologies such as artificial intelligence, robotics, drones and virtual reality.

At the same time, 51% said that working with AI or digital tools would make a construction career more attractive. This suggests that technology awareness could become an important part of recruitment strategies, particularly among candidates who might otherwise associate construction primarily with manual labour.

The shift towards digital construction is changing the skills employers need. Modern projects increasingly involve digital coordination, data management, automation and technology-assisted planning. These developments create opportunities for people interested in technology, engineering, project management and data-driven operations, not just traditional building trades.

For HR and talent acquisition teams, this creates a broader employer-branding opportunity. Construction businesses could position themselves alongside other technology-enabled industries by demonstrating how digital tools are used in everyday operations. School demonstrations, site visits, apprenticeships and practical technology workshops could help make these career paths more visible.

The challenge is translating interest into accessible entry routes. Highlighting AI and robotics may attract attention, but employers also need to communicate the qualifications, training requirements and progression opportunities associated with different roles.

Labour Shortages Put Pressure on Employers

The recruitment challenge has wider economic implications. According to the Construction Industry Training Board (CITB), the UK construction industry will need approximately 206,000 additional workers between 2026 and 2030 to meet forecast demand. That equates to an average requirement of around 41,200 additional workers annually.

The wider youth employment picture adds another dimension. The Office for National Statistics estimated that 981,000 people aged 16–24 were not in education, employment or training in April–June 2026, representing 13% of that age group.

These figures do not mean that all young people outside education or employment are immediately available for construction jobs. However, they highlight the importance of connecting vocational training, employment support and industry demand more effectively.

For construction employers, relying exclusively on experienced hires could make workforce planning increasingly difficult. Building relationships with schools, colleges and training providers may help create more sustainable talent pipelines, particularly for occupations where demand is expected to remain strong.

Employers Cannot Wait for Education Reform

Government reforms could improve the visibility of technical careers over time, but their impact will depend on implementation, employer participation and the availability of relevant training.

The Department for Education’s post-16 pathways implementation plan outlines new vocational qualifications, including V Levels, Foundation Certificates and Occupational Certificates. Separately, the Government has indicated that technical education routes from age 14 are being developed, with initial rollout intended in some areas from September 2028.

For employers, this creates an opportunity to contribute directly to curriculum development, provide practical learning experiences and help students understand how classroom skills translate into workplace responsibilities.

Lee Miles, General Manager, EMEA, at Procore, argues that the industry must engage today’s 16–20-year-olds directly rather than wait for long-term educational changes. He identifies work experience, visible role models and demonstrations of workplace technology as important ways to introduce young people to construction careers.

Ultimately, the research highlights a workforce development issue as much as a recruitment problem. Construction companies need to compete for talent by making their opportunities more visible, explaining how technology is changing the industry and establishing clearer routes from education into employment.

The sector’s ability to address its labour requirements will depend not only on how many people it recruits, but also on how effectively it communicates the range of careers available to the next generation.

Market Landscape

The construction sector’s workforce challenge reflects a wider disconnect between education systems and changing employer requirements. As construction companies adopt digital project management, AI-assisted workflows, robotics and connected technologies, traditional recruitment messaging may no longer reflect the full range of available opportunities.

Three developments are particularly relevant:

• Vocational education reform: New technical pathways could strengthen links between education and industry, provided employers actively participate.

• Digital skills demand: AI, robotics, drones and data-driven construction practices are expanding the skills profile required across the sector.

• Youth employment challenges: The combination of construction labour shortages and high NEET numbers creates an opportunity for stronger employer-led training and recruitment initiatives.

For HR leaders, the central challenge is building a workforce strategy that connects skills development, employer branding and early-career recruitment.

Top Insights

• Only 35% of surveyed UK teenagers recalled construction being presented as a career option during school or college careers guidance.

• Some 44% of respondents would not know where to start when pursuing construction employment, highlighting weaknesses in career awareness.

• Although 41% were unaware of construction technology adoption, 51% said AI and digital tools would increase their interest in the sector.

• CITB forecasts approximately 206,000 additional construction workers will be needed in the UK between 2026 and 2030.

• Employers may need to invest more heavily in apprenticeships, work experience, digital skills demonstrations and school-to-work partnerships.

  Join thousands of HR leaders who rely on HRTechEdge for the latest in workforce technology, AI-driven HR solutions, and strategic insights