The Pipeline Problem
The construction industry does not have a hiring problem. It has a pipeline problem. There are not enough people entering the trades to replace those leaving, and the gap widens every year.
Nicole Davis of Fortitude understands this challenge at a fundamental level. On the First Shift Podcast, she talked about her work redirecting young people who have hit dead ends, whether through failed college plans, job market frustration, or simply not knowing what options exist, into construction and trade careers.
Her perspective cuts to the core of the issue. The talent exists. It just has not been introduced to the opportunity.
What Workforce Development Programs Look Like
Workforce development programs bridge the gap between people who need careers and industries that need workers. In construction, these programs take several forms.
Pre-Apprenticeship Programs
These short-term programs (typically 4 to 12 weeks) introduce participants to the construction trades. They cover basic tool use, safety training, physical conditioning, workplace expectations, and exposure to multiple trades so participants can discover what interests them.
Pre-apprenticeship programs are the front door of the pipeline. They take people with zero construction experience and give them enough foundation to enter a formal apprenticeship or an entry-level position.
Formal Apprenticeships
Registered apprenticeship programs combine paid on-the-job training with classroom instruction over a period of two to five years, depending on the trade. Apprentices earn while they learn, and they graduate with a nationally recognized credential.
Key statistics:
- 91% of apprentices who complete the program are still employed nine months later
- The average starting salary after completing an apprenticeship exceeds $72,000
- Apprentices earn an average of $300,000 more over their careers than non-apprentice peers
Youth-Focused Programs
Programs targeting high school students and recent graduates are critical for long-term pipeline development. These include:
- Career and Technical Education (CTE) programs in high schools
- Summer employment programs that place students on job sites
- Mentorship programs connecting young people with working tradespeople
- Construction career fairs and hands-on demonstration events
Nicole Davis's work at Fortitude specifically focuses on this demographic. Young people who feel like their initial plans have not worked out and need a new direction. The trades offer exactly that: a clear path with good pay, no student debt, and genuine career advancement.
Second-Chance Programs
These programs serve individuals who face barriers to employment, including formerly incarcerated people, those in recovery from addiction, and long-term unemployed workers. They combine trade skills training with support services like transportation assistance, counseling, and financial literacy education.
For contractors, second-chance programs are an underutilized resource. Many participants are highly motivated, grateful for the opportunity, and committed to proving themselves.
Why Contractors Should Get Involved
Direct Access to Trained Workers
By partnering with workforce development programs, you get access to a stream of pre-screened, pre-trained candidates. Instead of posting job ads and hoping, you build a direct pipeline of workers who have already demonstrated commitment by completing a training program.
Reduced Hiring Costs
Training a completely green worker on the job costs time, money, and productivity. Workers coming through development programs arrive with safety certifications, basic tool competency, and realistic expectations about the work. Your onboarding timeline and costs shrink significantly.
Community Impact and Brand Building
Companies that visibly invest in workforce development build stronger reputations in their communities. This matters for winning public sector projects (many of which have workforce development requirements) and for attracting employees who want to work for companies that give back.
Tax Credits and Financial Incentives
Many workforce development partnerships come with financial benefits.
- Work Opportunity Tax Credit (WOTC): Up to $9,600 per qualifying employee
- Registered Apprenticeship Tax Credits: Available in many states, ranging from $1,000 to $5,000 per apprentice per year
- Grant funding: Some programs cover a portion of wages during the training period
- Reduced workers' compensation premiums for companies with formal safety training programs
How to Get Started
Step 1: Identify Programs in Your Area
Contact your local workforce development board, community colleges, and trade unions. Ask about pre-apprenticeship programs, registered apprenticeships, and youth employment initiatives that feed into construction.
Organizations like the National Association of Home Builders (NAHB), Associated General Contractors (AGC), and the Home Builders Institute (HBI) maintain directories of programs nationally.
Step 2: Start Small
You do not need to take on 20 apprentices at once. Start with one or two program graduates. Assign them to experienced crew members who are willing to mentor. Evaluate the experience and refine your approach before scaling up.
Step 3: Build the Relationship
The best workforce partnerships are ongoing, not one-time events. Visit the program. Speak to the participants about what a career in your trade looks like. Offer your job sites for field trips. Provide feedback to program administrators about what skills are most important.
When program operators know you are a reliable, committed employer, they send their best candidates to you first.
Step 4: Create Internal Support Structures
Program graduates often need additional support during their first 90 days. Assign mentors, set clear expectations, provide regular feedback, and check in frequently. The dropout rate for new construction workers is highest in the first three months. Intentional onboarding dramatically improves retention.
Making It Work Long Term
The companies that get the most from workforce development partnerships treat them as strategic investments, not charitable donations. They track metrics like retention rates, time to productivity, and employee satisfaction. They provide feedback loops to training programs. And they promote success stories internally and externally.
Nicole Davis's message on the podcast was powerful. There are thousands of young people in every city who would thrive in the trades if someone would just introduce them to the opportunity and show them the path. Contractors who step up to be that introduction build more than a workforce. They build a legacy.
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