How tech-driven strategies can solve your construction skills shortages

The UK construction industry faces a significant challenge: a shortage of skilled workers that threatens project deadlines, increases costs, and slows economic growth.

As the government ramps up housing targets and infrastructure investment, construction businesses must find ways to bridge the talent gap, boost productivity, and use technology to stay competitive.

In this article, we explore the current labour crisis and share actionable strategies to help your business attract and retain top construction talent.

This will help you contribute to the UK’s economic ambitions while staying competitive and resilient.

Here’s what we cover:

The state of the skilled labour shortage

There’s a growing gap between demand for skilled workers and the available workforce.

According to the Construction Skills Network UK 2024–2028 report from the Construction Industry Training Board (CITB), many construction roles are unfilled.

While an average of 38,000 vacancies were advertised monthly in 2023, 31% of construction employers said their biggest challenge was finding suitably skilled staff—highlighting the growing pressure to close the industry’s skills gap.

This shortage comes as the UK government prioritises housebuilding and infrastructure projects to drive economic growth, with a mandatory housing target given to councils of 1.5 million new homes.

However, without a skilled workforce to support these ambitious goals, you could face delays, rising costs, and quality concerns, making it harder to deliver projects on time and within budget.

Use tech to address the skills gap

Before spending money on new people, you may want to look at tech to tackle your skilled labour shortage.

Tech has the potential to fill workforce gaps, streamline operations, and future-proof your business.

Here are some technologies making an impact:

1. Automation and robotics

Robotic bricklaying and welding

Automation is changing the nature of construction by reducing reliance on hard-to-find skilled labour.

Machines like robotic bricklayers and welders can take over repetitive tasks, increasing efficiency and lowering costs.

Drones for site surveys

Drones are increasingly used for site inspections, surveying, and monitoring progress, saving time and reducing reliance on specialist surveyors.

3D printing

This technology allows you to rapidly create components or entire structures, eliminating the need for traditional fabrication processes.

2. Artificial intelligence (AI) and machine learning

Optimising workflows

AI-powered tools can analyse project timelines and optimise scheduling, ensuring better resource allocation and reducing delays caused by labour shortages.

Predictive maintenance

AI can monitor equipment performance and predict when maintenance is needed, reducing downtime and the need for specialised technicians.

Talent acquisition tools

AI-driven recruitment platforms can help you identify and attract skilled workers by analysing resumes and more effectively matching candidates to job requirements.

Financial insight

AI-powered financial management tools can provide real-time insights into labour costs, helping you avoid budget overruns and make positive strategic hiring decisions.

By predicting workforce needs in advance, you can stay ahead of industry challenges and ensure you have the right people in place without getting into financial trouble.

3. Building Information Modelling (BIM)

BIM technology creates detailed 3D models of construction projects, letting your team collaborate more efficiently while reducing errors and the need for rework.

This means you can hold off on hiring highly skilled project managers and planners until they are needed.

4. Virtual reality (VR) and augmented reality (AR)

On-the-job training

VR and AR can simulate real-world construction scenarios, offering immersive training for workers.

This could help your new hires and apprentices gain hands-on experience without the risks associated with live projects.

Design visualisation

AR tools allow workers to visualise designs in real time, reducing errors and improving the efficiency of construction processes.

5. Mobile and cloud-based platforms

Collaboration tools

Investigate cloud-based platforms that can support seamless team communication so fewer skilled workers can manage larger projects efficiently.

Field management apps

Look at apps that simplify scheduling, reporting, and documentation, allowing site managers to oversee more tasks without additional staff.

Financial management software

Cloud-based finance software can help your team maintain financial stability, whether you need to track real-time project costs, automate invoicing or improve the visibility of your cash flow.

Better financial insights can help you make better choices when investing in workforce development, training programmes, or emerging technology.

Training and tech adoption

Look at investing in training programmes to upskill your workers.

Here are some three suggestions:

1. Upskill through partnerships

Collaborate with vocational schools, universities, and trade organisations to offer courses in the technical areas mentioned, such as robotics, BIM software, and drone operation.

Take a look at the Construction Innovation Hub’s digital skills framework, Digital capabilities: A framework for early career professionals across built environment disciplines.

By embracing digital working methods, it aims to accelerate transformational change in the sector.

2. Embrace digital literacy training

Ensure your team is comfortable using mobile apps, cloud platforms, and other digital tools for daily operations.

The Supply Chain Sustainability School offers a digital leadership programme, which provides access to learning materials designed to equip leaders with the skills necessary to lead digital change in the construction sector.

3. Make the most of government-backed initiatives

Use grants or apprenticeships that focus on training workers for emerging technology roles in construction.

The UK government has pledged £600 million to address skills shortages in the construction sector, aiming to train up to 60,000 additional skilled workers by 2029.

This investment includes funding for new technical colleges and expanded construction courses. ​

Additionally, T Levels, introduced in 2020, are technical-based qualifications developed in collaboration with employers and businesses.

They prepare students for work in various construction sectors by combining classroom learning with industry placements.

Recruit and retain top construction talent

A lack of skilled construction people is a long-standing issue made worse by factors such as:

• The pandemic, which disrupted training and recruitment pipelines
• An ageing workforce, with many skilled workers retiring and not enough young talent entering the industry
• Fierce competition, as businesses across the sector vie for the same shrinking pool of skilled workers.

The biggest impact has been on skilled workers in the field, affecting various roles within the construction sector, from architects and engineers to tradespeople such as carpenters and electricians.

Attracting and retaining top talent is often easier said than done amid fierce competition for the available talent pool.

But there are ways you can set your business apart, creating an environment that attracts skilled workers and makes them want to stay.

Here are three key strategies that can help your business stand out:

1. Build a winning company culture

A positive company culture is key to attracting and retaining employees. Workers want to feel valued and supported in an environment where they can thrive.

You can build a winning culture by:

• Prioritising integrity and transparency: communicate openly about company goals, challenges, and successes to grow trust and alignment.
• Demonstrating a commitment to wellbeing: showing genuine care for employees’ physical and mental health creates a supportive environment.
• Encouraging open communication: employees should feel comfortable sharing ideas, concerns, and feedback without fear of judgment.

2. Promote career development

People are your construction business’s biggest asset, so investing in them and setting a career path is critical.

Offer training, professional certifications, and opportunities to upskill. This will improve job performance and prepare workers for changing responsibilities.

Clear career progression pathways can:

• Help employees feel more invested in the company
• Encourage loyalty by aligning individual goals with organisational success
• Build a stronger, more versatile workforce capable of adapting to evolving industry needs.

3. Value mental health and wellbeing

It’s common for people in the construction industry to take on increasing workloads as businesses struggle to fill skilled positions.

You can ease this burden and improve job satisfaction by:

• Providing tools and technology to enhance efficiency
• Promoting collaboration to reduce stress and improve teamwork
• Offering flexible work arrangements, generous time off, and mental health resources.

With a supportive and compassionate work environment, you can attract top talent and nurture a resilient and thriving workforce.

Final thoughts

It’s possible to tackle your labour shortages by investing in the right strategies.

Using the right technology, maintaining financial stability, and building a supportive workplace can create an environment where your people feel valued and empowered.

Investing in employee growth, training programmes, and wellbeing will help to attract the right people to your construction business and improve the chances of long-term retention, which will strengthen your workforce.