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With advances in energy production and continued growth within the engineering construction industry, the skillsets required o future proof your business are constantly evolving.
A comprehensive report by the Engineering Construction Industry Training Board(ECITB), entitled the ECITB Workforce Census 2024, highlights the pressing issue of skills shortages within the engineering construction industry (ECI). This insightful report evaluates 2024 performance against the 2021 insight gained from ECI employers. Not only does it provide an in-depth analysis of the current state of the workforce but helps to identify skills gaps that need to be factored into future growth plans.
Understanding the industry challenges
The ECITB Workforce Census reveals some key insights into the dynamics of the engineering construction industry, with notable findings on the skills shortages facing the sector. One of the report's stark revelations is the growing difficulty employers face in filling specific roles due to a shortage of qualifications and skills. The report notes that where 53% of employers reported difficulties with hiring in 2021, this rose to 71% in 2024.
These challenges underscore the pressing need for strategies that not only address the immediate skills gap but also lay a solid foundation for a future-ready workforce. Companies must adopt a forward-thinking approach to workforce planning, skill development, and talent acquisition to navigate these hurdles successfully.
This need is echoed by NRL’s Regional Director Emma Lowden, who works with clients to address skills shortages and address future workforce needs.
“It’s a crucial time for businesses to be thinking about how they’re attract the skills they’ll need in the future to meet their engineering projects and growth plans. Wherever the organisation is in the supply chain, the ECITB report highlights that innovative recruitment approaches are needed to think differently to attract the talent needed to meet future demand, and it’s something we’re passionate about when we work with our clients. There needs to be a good balance on focusing on immediate hiring needs as well as talent mapping for the years that follow – and that’s something we’re able to help them with.”
Building the right plan for the future
When it comes to starting initiatives that will develop the next generation of workers, there are several avenues organisations can explore.
Investing in training and upskilling
One of the most effective ways to combat the skills shortages is by investing in training and upskilling existing employees. Employers should identify the skills that are most in demand and provide employees with opportunities to learn and grow in these areas. This could include on-the-job training, professional development courses, or even partnerships with educational institutions.
Fostering apprenticeships and mentor programmes
Apprenticeship and mentor programmes can play a crucial role in preparing the next generation of engineers and skilled workers. By pairing experienced professionals with new entrants to the industry, companies can ensure that critical skills and knowledge are passed down effectively. This also helps in building a pipeline of skilled workers ready to step into more challenging roles.
Embracing diversity and inclusion
The ECITB report highlights improvements in gender and ethnic diversity within the industry, however there is still a long way to go. By embracing diversity, companies can attract a wider pool of talent, fostering a culture of innovation and inclusivity. This involves not only attracting diverse candidates but also removing barriers to entry and progression within the industry.
Anticipating future trends
Understanding and anticipating the future needs of the industry is key to future-proofing the workforce. This means staying informed about emerging technologies, industry regulations, and global trends that could impact the ECI sector. Companies should then align their workforce strategies with these anticipated changes to remain competitive.
Working with a recruitment specialist
Specialist engineering recruitment agencies, such as NRL, can play a pivotal role in addressing the workforce challenges highlighted in the ECITB report. Our specialist recruitment teams possess in-depth knowledge of the engineering construction industry and have access to a wide network of qualified candidates, including those with niche skills that are in high demand.
By partnering with a specialist agency, companies can streamline their recruitment process, ensuring they attract and retain high-quality talent that meets their specific needs. Furthermore, these agencies can offer valuable insights into market trends and provide guidance on workforce development strategies, helping companies to navigate the complexities of any skills gaps effectively.