Why Construction Companies Need to Invest in Training

The construction industry is facing a skilled labor shortage, but simply competing for experienced workers isn't a long-term solution. Construction companies need to invest in training and develop the next generation of skilled workers.

Everyone wants journey-level people on day one. But as Jennifer puts it, for every five people leaving, only one is coming in. The contractors winning work aren't hiring their way out of that gap. They're building stronger talent pipelines.

Jennifer Wilkerson, VP of Innovation and Advancement at NCCER (National Center for Construction Education and Research), joins Ryan Ware to discuss skilled trades training, workforce development, and why training is no longer an expense. It's a strategic investment.

What we cover:
• Why the average craft professional is now 48 to 54 years old, and what that means for your next project
• Why hiring only journey-level workers is a short-game strategy
• How one contractor kept training through COVID while others cut budgets, and grew 30 percent
• How training improves productivity, reduces rework and strengthens safety
• "What if I train them and they leave?" and why it's the wrong question
• How credentials and stackable training build long-term talent pipelines
• Where a career in the trades can lead: foreman, superintendent, business owner, C-suite

The Shift:
Recruiting alone won't close the gap. Architects, engineers, owners, project managers and HR leaders all depend on a skilled workforce that someone has to develop. Construction leadership now means treating people development as part of how you win and deliver work, the same way you treat schedule, cost and safety.

Who this episode is for:
Construction executives, contractors, project managers, superintendents, workforce and HR leaders, and anyone in architecture, engineering or construction responsible for building the teams that build the work.

If this conversation changed how you think about training your people, subscribe to Activating Curiosity for weekly conversations with the leaders shaping the future of the built environment. Then share this episode with the person on your team who decides where the training budget goes.

Links:
Activating Curiosity: https://ActivatingCuriosity.com
Connective Consulting Group: https://ConnectiveConsultingGrp.com
Connect with Ryan on LinkedIn: https://www.linkedin.com/in/ryankware/

Timestamps:
00:00 Why Construction Needs a Stronger Talent Pipeline
01:16 Meet Jennifer Wilkerson
03:29 From the Classroom to Construction
07:49 How the Four-Year Degree Became the Default Path
14:06 What Happens When People Find the Right Path
21:40 Training Is No Longer an Expense
23:39 The Short Game vs. Building Your Own Talent
26:21 Where a Skilled-Trades Career Can Lead
30:27 What If You Train Them and They Leave?
32:50 Why People Actually Pursue Training and Credentials
35:35 Investing in People Changes the Culture
39:00 Why Solving the Talent Problem Matters
44:19 Construction's Role in Building the Next Generation
48:06 The Cost of Not Developing People
55:14 What Success Looks Like
59:25 How Construction Leaders Can Get Involved
1:02:26 Resources from NCCER
1:04:14 Closing Thoughts: Developing the Next Generation