Workforce Planning for 2026: Bridging the Skills Gap Before It Widens

Next year will be here before we know it and thinking ahead, what would be on your workforce wish list? A faster time to hire? Increased retention rates? Skilled employees who can perform multiple positions? The list doesn’t necessarily have to be wishful thinking. But there are challenges to overcome.

The construction industry has a skills gap issue. Baby Boomers, those born between 1946 to 1964 and your most skilled workers, are retiring in droves, to the tune of 10,000 every day until 2029. The problem is the industry can’t rely on the same numbers replacing them. People simply aren’t having as many children today, leaving the number of those eligible to work steadily decreasing.

According to a Korn Ferry report, by 2030, more than 85 million jobs could go unfilled because there simply won’t be enough people to take them. Case in point, 2025’s graduating high school seniors is the largest it will be before a long decline begins in the number of 18-year-olds, the traditional age of students when they enter college or the workforce. 

This leaves the construction industry in the lurch as it simply isn’t seeing worker demand for jobs it used to. But while workforce challenges exist, it is possible to get ahead of them by implementing some new strategies that allow companies to work smarter, not harder.

Workforce Strategies to Implement in 2026

It’s no surprise that to develop a successful workforce strategy, old, outdated processes need to be thrown out. Ushering in technology can help transform them to be more streamlined, efficient and productive.

Strengthen Your Talent Pipeline Through Educational Partnerships

Creating strategic alliances with trade schools and apprenticeship programs establishes a reliable source of skilled workers entering the construction industry. These collaborations give companies direct access to motivated learners who possess essential foundational knowledge and hands-on experience.

By investing in apprenticeship sponsorships or offering educational scholarships and mentoring initiatives, your organization can cultivate goodwill while establishing clear pathways to future talent. Early engagement through career fairs, site visits and educational speaking opportunities helps students envision long-term construction careers, effectively connecting classroom learning with real-world opportunities.

Prioritize Employee Development and Workforce Retention

Keeping your existing workforce engaged is equally important as attracting new talent when tackling industry-wide staffing challenges. Continuous learning opportunities and professional development programs are essential for maintaining team motivation and preparing workers for changing industry requirements.

Establishing comprehensive skills development initiatives—including certifications in sustainable building practices, safety leadership and specialized equipment training—enhances both job satisfaction and operational excellence. Creating an inclusive workplace culture that celebrates achievements ensures team members feel appreciated, which reduces employee turnover and preserves institutional knowledge. Strategic retention investments today will strengthen your competitive position for years to come.

Modernize Your Talent Acquisition Approach

The construction sector is transforming at an unprecedented pace, demanding that hiring practices evolve accordingly. Conventional recruiting methods like basic job postings and informal referrals can no longer capture the caliber of professionals needed for today's complex projects.

Forward-thinking companies are utilizing advanced recruiting technologies including AI-powered candidate matching systems, targeted social media campaigns and specialized industry networks to connect with diverse talent pools. Emerging technologies like virtual reality can revolutionize the candidate experience by providing realistic previews of work environments and project opportunities. These innovative approaches not only optimize the hiring process but also establish your organization as a progressive employer of choice.

Building Your Workforce Strategy

Effective workforce planning for 2026 requires honest assessment and decisive action. Start by conducting a skills inventory of your current workforce, identifying both strengths and gaps. Map these against your projected business needs, considering both growth plans and anticipated retirements.

Next, evaluate your recruitment and retention practices. Are your job postings reaching diverse candidate pools? Do your compensation and benefits packages compete effectively in today's market? Are you providing the career development opportunities that keep talented workers engaged?

Finally, establish partnerships that extend your reach beyond traditional hiring channels. Relationships with technical schools, veteran transition programs, and workforce development organizations can provide access to motivated candidates who might not find you through conventional job boards.

The Time to Act Is Now

The companies that thrive through 2026 and beyond will be those that view workforce planning as a strategic business imperative, not just an HR function. By taking action today by investing in training, building partnerships and creating attractive career pathways, construction companies can turn the looming skills shortage from a threat into a competitive advantage.