AI in construction: 6 ways it’s changing the industry
AI is already driving value in the construction industry, boosting efficiency and safety across planning, engineering, delivery and operations.
Interest in specific professions ebb and flow over the years as trends in the market shift. As a millennial, I remember my parents and teachers preaching to me a four-year-degree from a college was essential, and a “white-collar” job is the way to go. That’s how you make it in this world.
In 2024, that’s not the case. College is unimaginably expensive where student loan debt balance in the U.S. has increased by 66% over the past 10 years. Millennials (those born between 1981 and 1999) and Gen Z (born between 1997 and 2012) are well over $100,000 in debt. And with many companies downsizing, the traditional “white-collar” jobs aren’t as prevalent, making it hard to pay down student debt.
A seismic shift is happening in talent attraction. The need for four-year degrees and white-collar jobs isn’t being hammered into young minds as before. Now, many are looking towards vocational and trade schools and want to take a different route, whether that’s working in construction, railways, shipping, or other industries. What was once perhaps not so glamorous is now very appealing.As a mother of Gen Alpha children, I’m introducing my kids to options outside a four-year university degree. I want them to be successful and not feel the stress of an unstable job market.
AI is already driving value in the construction industry, boosting efficiency and safety across planning, engineering, delivery and operations.
To attract younger talent, these companies need to market and showcase how they are on trend, even ahead of the curve. Here are five talent attraction techniques construction and transportation companies should consider. They’re also applicable to businesses in many other industries, including manufacturing and hospitality.
See how AI-enabled solutions can help you attract and hire the next generation’s best talent.
Once they’ve attracted young workers, companies need to take steps to keep them. Training is core to attracting workers and keeping them happy and safe.
Training the next generation is crucial with the ongoing “silver tsunami” of Baby Boomers heading into retirement. Longtime workers with knowledge and experience are leaving, and those stepping in need to learn a vast amount, quickly.
Companies need to implement streamlined and scalable learning and development processes to ensure successful employee development.
There are several factors to keep in mind when creating onboarding and continuous education programs, including:
As the career paths Gen X and Millennials were told to take become less and less viable, we need to pave a path for Gen Zers and Alpha kids to find vocations they enjoy and ensure stability and happiness in life.
Construction and transportation industries that take the right steps and leverage new technologies can attract, onboard, and retain this new talent so their businesses flourish for years to come.