Gen Z Follows a New Path

The group of people born between 1997 and 2012 is known as Gen Z. These 20-somethings have started a career shift that many in the construction industry are noticing. “Genzers” are accepting more trade jobs and apprenticeships. 

Many recent studies are piquing our interest around this trend: 

• A May survey from Resume Builder of 1,434 Gen Z adults showed that 42% are employed in or working toward a skilled trade job. That includes 37% of respondents with a bachelor’s degree.

• The National Student Clearinghouse reported enrollment in high-vocational public two-year colleges went up 20% since spring 2020.

• ADP Research showed that as of January 2024, 18.6% of workers who are 20–24 had blue-collar jobs. This is 2.3% more than similar research from January 2019 and 2.5% higher than workers ages 25 to 39.

• ABC’s Construction Confidence Index reported 55% of contractors expect their staffing levels to increase during the second half of 2025. 

  
  

While statistics may be reassuring, they always come with a word of caution. No one knows how long any of these trends will last. Is Gen Z truly changing paths, or did people take construction positions waiting for something better to come along? 

Without the answers, smart employers will lean into the statistics and make strong recruiting efforts to build up the future workforce. Some ways to do this include partnering with local schools and apprentice programs. You can attend schools’ career fairs and reach out to professors to participate in lectures. One of our goals is to reach more architects to expose them to curves as a design concept, and we do this via a scholarship with the University of Oklahoma’s Gibbs School of Architecture in Norman. Offered every one to two years, the scholarships keep us connected with future architectural decision-makers. You can read more about the scholarships in past blogs, like about Allison Winn and Tathiana Volpe-Ruiz. 

You also may need to invest in technology to pull in more of Gen Z—and keep them. This is a generation that grew up with technology, and they want the latest features at work. Consider incorporating platforms that enhance everything from applying for jobs to inter-company communications to shared document platforms to apps for payroll and shift scheduling. You can take advantage of TikTok, YouTube, and other social media platforms to find workers and highlight their accomplishments. Did you ever think you would be asked to make a TikTok video of a project? Well, it’s happening. 

To retain employees, benefits and career enhancement are vital. Gen Z flips the table on hiring and retention because they want to see why they should choose you as an employer. They want to feel protected, and they want to see stepping stones to career advancements. This happens with additional training, tuition reimbursement and apprenticeship opportunities. This group also seeks out enhanced benefits, like mental health support and flexible work schedules (as much as possible in construction!). 

We have a culture that inherently criticizes other generations for their differences. That thought process is not going to get you anywhere when it comes to hiring and retention. By meeting Gen Z where they are instead of where you want them to be, you might find an easier path to expanding your workforce.  

For more intel, consider heading to the Gen Z in Manufacturing podcast, a podcast that asks young people about their journeys, how they intend to influence the industry and what they are looking for from an employer.