Construction sector suffering from one of the worst skills shortage

Amid reports of construction firms struggling to find sufficiently qualified recruits, new research has revealed that the sector is suffering from the second-greatest worker shortage of any UK industry.

The experts at money.co.uk analysed ONS data to reveal the UK industries suffering from the largest workforce shortages and offer tips on how to close the gap. 

The results show that 16% of construction businesses reported experiencing worker shortages. This sector has historically faced challenges in attracting and retaining skilled labour, with an ageing workforce and fewer younger people joining the workforce. 

Additionally, the industry struggles with diversity, particularly in gender representation, as it remains predominantly male-dominated. This lack of diversity makes it even harder to attract new talent.

Kyle Eaton, money.co.uk business bank accounts expert, offers his tips on how companies can close skills gaps and prevent future staff shortages: “Closing current skills gaps and preventing future staff shortages is crucial for businesses aiming to stay competitive and productive. This can be achieved through targeted recruitment and training, including: 

• Build a strong brand as an employer: Attracting top talent begins with establishing a reputation as a great place to work. This involves promoting company culture, values, and career development opportunities through various channels such as social media, job fairs, and industry events.
• Develop apprenticeship and internship programs: Partner with educational institutions to create apprenticeship and internship programmes. These programmes help identify and nurture talent early, providing hands-on experience and a pipeline of skilled workers.
• Enhance your onboarding process: Effective onboarding is crucial for integrating new hires quickly and effectively. A structured onboarding programme should include training on company policies, culture, and job-specific skills. Providing a mentor can also help new employees settle in faster.
• Offer competitive benefits and career development: Attract and retain employees by offering competitive salaries, benefits, and clear career progression paths. Employees are more likely to stay with a company that invests in their growth and provides opportunities for advancement.
• Embrace diversity and inclusion: A diverse workforce brings various skills, perspectives, and experiences. Implementing policies that promote diversity and inclusion can attract a broader pool of candidates and foster a more innovative and adaptable workforce.”