How to Attract Young Talent to Trades

The United States doesn't have enough young factory workers. That could be a problem for companies that want to bring more production to America. For most of this year, the monthly gap between U.S. manufacturing job openings and hirings has hovered at about 100,000 positions. Factory owners and operators I spoke to for this story said high schools are too busy pushing kids into four-year bachelor’s degrees while neglecting associate degrees that can be more appropriate, as well as more lucrative, for some students. One company, Blum USA, runs an apprenticeship program in which high school graduates are paid to spend one day a week in the classroom and four days in the factory. They graduate after four years with a journeyman’s certificate in a trade, an associate degree in mechatronics, no debt, and a salary of about $50,000 per year. https://lnkd.in/e7GsyK7z

If your sector is experiencing skills shortages, here's how your early in career strategy can work towards bridging that gap. It involves educating young people on your sector/business MUCH sooner than you think. I'm talking from primary school age and those just starting secondary school. This also involves running attraction campaigns all year around, rather than just before/during the period when your roles are open. I work with employers on a yearly basis to help them recruit their next cohorts of apprentices. We target people from age 13 via social media (so not just the school/college leavers that they are recruiting this cycle). To show them things like: 👉 Day In The Life content 👉 Stories of people who have worked their way up from being an apprentice 👉 What roles are in the industry 👉 How the industry benefits the world & much more. All the topics relate to Health, Wealth & Relationships. As well as Pay, Progression & Purpose. Which are key areas that spark their interest. This is also super important to help change students misconceptions about apprenticeships being a second option & only for the trades. At what age did you start thinking about your future career?

Who Will Build Britain in 10 Years? We're facing a critical challenge in construction — and no, it’s not just rising costs or planning delays. It’s 'people' ! As skilled tradespeople retire, the manual labour force that keeps the industry moving is shrinking fast. Meanwhile, fewer young people are entering the trades — especially in roles like bricklaying, plastering, fencing, groundworks, and general site operations. If this continues, we’re looking at serious capacity issues in just a few years. So how do we fix it? A few thoughts come to mind:- - Rebrand manual labour as essential, skilled, and respected work — not a last resort. - Improve pay and conditions to reflect the value of physical trades. - Look to promote hybrid pathways and combine hands-on training with digital tools and certifications. - Engage early and bring construction into schools with real-world projects and relatable role models. - Rebuild pride in building — remind people that this industry 'literally' shapes the country! We can’t automate our way out of everything. We need hands, skills, and boots on the ground. What’s one thing you think would help protect our manual labour resource pipeline?

Manufacturing doesn’t always get the best PR. Say the word “factory” and too many people picture dark, greasy places where joy goes to die. But we’ve got robots, lasers, 5-axis machines that can mill shapes Michelangelo couldn’t dream of, and software that makes you feel like you’re playing a real-life video game. And that’s exactly how we need to start telling the story, because if it’s not fun, the next generation won’t even glance our way. The younger crowd grew up with Minecraft, Fortnite, and TikTok. Attention spans like hummingbirds but creativity through the roof. If we can show them that machining is basically real-world Minecraft, that welding is like controlling fire with superhero powers, and that programming a robot is cooler than any cheat code they’ve ever unlocked, then suddenly manufacturing looks like an adventure. Shops that build culture, that celebrate wins, that make the day-to-day more than just punching a clock, they attract talent and keep it. When the next generation sees that they can create, solve problems, and actually enjoy the ride, they’ll line up. Manufacturing is already the backbone of everything. Now it’s up to us to show that it’s also the playground of innovation. If we nail that, then the skills gap shrinks, the future looks brighter, and the shop floor becomes the coolest hangout in town. Irene Shogo Tom Rick

Every week on the road, I hear the same message from mills across America: we are entering one of the most defining moments in our lumber history. Global economic shifts from Canadian supply tightening to growing demand for housing, infrastructure, manufacturing - they all rely on lumber. And the U.S. must strengthen its sawmilling capacity now. But the biggest bottleneck isn’t equipment. It’s people. Operators, technicians, millwrights, trades, supervisors the backbone of the Wood World. And let me say it clearly: America doesn’t need to import its talent. America needs to inspire its own youth. We need to show young people what this industry really is today: high-tech, sustainable, essential. Modern mills aren’t “old-school dirty work” instead they’re advanced manufacturing facilities running automation, optimization, scanning, real-time data, robotics. These are well paid jobs to make a solid living in rural places because not everyone wants to live in the city. If we want capacity to grow, we need to grow the next generation. That means mentorship, training, storytelling, and giving them a path they can believe in. I see their potential every week. I meet the students personally. I talk to the young operators. The passion is there. But it’s on us to open the door. America already has the timber, the mills, the demand. Now we need the workforce that will run the future. Are we doing enough to bring them into the Wood World, or will we stand by while another generation grows up not knowing the industry that built this country? V #WoodWorld

I attracted 53% of my old employer’s apprenticeship talent, with 1 simple tool and £0 budget. . I’ll be completely transparent… I LOVED my old job at Heathrow . In fact, I loved the airport so much, it poured out of me and overflowed onto the internet. . For over 5 years, I would pick up my phone and make daily videos about: . Things I was getting upto Things I was learning, and Advise I wish I knew earlier . The result? . A walking talking job description in the form of short, sharp and educational videos across instagram and TikTok… . “A Digital Twin” of my experience, so to speak . Now here’s the interesting part: . These videos were made with £0 budget and just my phone… as a result they were NOT: . Silky smooth shots Highly edited Scripted or planned . Instead they were: . Authentic Raw REAL! . They built trust and connection… . This resulted in THOUSANDS of messages with questions about the role I was doing… . And most importantly, how could they get this role too? Yeah… I answered all of them . Before I knew it, this online community had grown so rapidly it overtook the number of followers that Heathrow Airport had across its own social media channels 😅 . This is something every organisation can learn from… . Your best talent attraction strategy…is your own talent! . Allow them to have a voice! Allow them to use it! . This authenticity is the only thing that will stand out on social media and cut through the noise. . Anything else will just look and feel like an advert… . And we all know what happens when we see an Ad.. . *Skip* . . . Some organisations penalise their staff for speaking about their job on social media… . Those days are over. . The organisation that will attract the best talent of the future are the ones that encourage, empower and, dare i say it, TEACH their staff how to use social media! . Yes, thats right! Invest in building your own internal “influencers” . Give them a social media master class, teach them where the red lines are and encourage them to share their day to day experiences at work . Then sit back, and watch the magic happen. . Ps - If you like the idea of getting ahead of the curve and developing your own internal team of “influencers”, let’s talk. . #TheAirportGuy . #TalentAttraction #Aviation

Shop class isn’t coming back. Neither are the tradesmen aging out. And regurgitated statistics from ChatGPT? Also, getting old. The problems are clear. And for those who live it? The solutions are simple: 1️⃣Educate. (Attract) Start showing up in schools and change the perception surrounding the trades. Hands on activities, leverage success stories, highlight the life changing opportunities and benefits offered. 2️⃣Mentor. (Retain) Invest 1:1 time with the next apprentice/helper coming into the industry. Create accountability, confidence and ownership early on. Be someone they can trust. 3️⃣Train. (Develop) Integrate scalable training programs built specifically by those who’ve done the work. Invest in emerging leaders BEFORE drawings are handed over by pop up workshops and coaching. That’s workforce development 101. Educate. Mentor. Train. It’s people-focused and field-driven. Now, as much as I’d love to see shop back in school… It’s not happening any time soon. So, all we can do is pivot and take action where it matters most. What are some other ways we can continue to invest in the future of our industry? Repost, like and share your thoughts. International Brotherhood of Electrical Workers (IBEW) Miller Electric Company National Electrical Contractors Association (NECA)

AI Can’t Lay Bricks — So Why Are We Still Shutting Out Half the Workforce? Ian Hodgkinson DIYSOS Project Manager and someone who loves the industry.. The Education Secretary, Bridget Philipson, has said what many in the trade already know: jobs like bricklaying, electrics, and construction are “future-proof” careers. AI might change parts of our industry, but it’s not laying bricks, running cables, or plastering walls any time soon. So why are we still missing out on half the potential workforce? On a recent visit to a technical college in Derby, Philipson met apprentices including young women who want in. But they’re still facing outdated barriers: PPE that doesn’t fit, careers advice that steers them elsewhere, and a lack of visible role models. These are not big problems to solve. The fixes are simple:    •   Proper kit designed for women.    •   Better careers guidance that shows the reality and rewards of the trade.    •   Work experience opportunities that prove the site is a place for everyone. We have a skills crisis in construction. Sites need people. Communities need homes. Yet we’re shutting out skilled, motivated candidates simply because the path into the industry hasn’t been made clear or welcoming enough. Trades aren’t just jobs; they’re secure, well-paid, and adaptable careers. And right now, they’re careers that will outlast the AI revolution. It’s time to open the doors, remove the barriers, and make sure the future of construction is built by the best no matter who’s holding the trowel. Gabrielle Blackman Tom Davis Poppy PR Derby Bricklayers Online ™️ 🧱 Carl Harris

The average age of a U.S. manufacturing worker is now 44.6 years. Even more concerning? Only 27% of young people see manufacturing as a desirable career. This should be a wake-up call for the country. Manufacturing isn't the factory floor stereotype of decades past. Today's plants are powered by robotics, AI, digital twins, and highly-skilled problem solvers. Yet, we still struggle to tell that story. If we want to attract the next generation, we need to: ✅ Showcase the real opportunities in modern manufacturing ✅ Invest in STEM and skilled trades education ✅ Create workplaces that offer purpose, creativity, and career growth ✅ Show young people that manufacturing isn't just a job — it's a high-tech, high-impact career The talent gap isn't coming — it's here. And the good news? We have the tools, the technology, and the stories to change perceptions. But we have to start now. How is your company helping to inspire the next generation of makers?

AI isn’t taking all the jobs. And that’s exactly why marketing matters more than ever. While headlines scream about automation, the real story is this: Skilled trades are booming. Electricians, welders, HVAC technicians, and machinists are in higher demand as the current workforce retires and younger generations look elsewhere. AI can’t replace hands-on work. You can’t outsource a plumbing repair or a solar panel installation to ChatGPT. These jobs require human skill, adaptability, and pride in craft. But here’s the twist → the bottleneck isn’t the work. It’s the people. To attract the next generation into trades, businesses need more than “Help Wanted” signs. They need marketing engines: ✅ Recruitment campaigns that make trades look exciting, modern, and full of growth ✅ Culture stories that spotlight mentorship, safety, and pride in the craft ✅ Brand awareness that builds community trust (and wins more contracts) ✅ Sales systems that convert reputation into revenue In other words → Marketing isn’t just for products. It’s the lifeline for people-powered industries. The future of work won’t be AI vs. Humans. It will be AI + Humans, where marketing bridges the gap between opportunity and talent. 👷♀️⚡🔧 The trades are ready for a renaissance. It’s our job to make sure people see it. Agree? ___________ ♻️ Repost to help others + Follow Jennelle McGrath for more insights