It’s no secret that the labor shortage is keeping many construction pros up at night.
According to the 2025 Autodesk State of Design & Make: Construction Spotlight report, 53% of construction leaders cite lack of skilled talent as a major or moderate concern, and 55% say it’s a barrier to growth (up from 40% in 2024).
These numbers aren’t surprising. Leaders know that having talented teams in their corner is a make-or-break factor, which is why attracting and retaining skilled workers has become a top priority.
This is where technology comes in.
When evaluating employers, today's workforce is paying close attention to the tools they’ll use and the opportunities they’ll have to grow. So, if your firm has a solid tech stack and clear paths for learning and development, you’re far more likely to attract people who want to build a career, not just take a job.
There are several reasons why talent is so tight in the construction industry. One of the major ones is retirement-driven labor loss. Seasoned construction professionals who are exiting the industry are leaving a skills gap that’s hard to fill.
Industry data backs this up: Autodesk research shows that 63% of leaders view the aging workforce as a significant concern.
But it’s not just about people leaving. Not everyone today has the know-how they need to succeed. As digital tools and data-driven processes become part of everyday construction workflows, the current workforce is being asked to adapt to new ways of working.
On top of that, demand for AI and digital fluency is rising fast. In fact, 47% of leaders say AI skills will be a top hiring priority in the next few years.
Technology may not be the first thing that comes to mind when it comes to talent shortage solutions. After all, wages, benefits, and jobsite safety still need to come first.
That being said, technology does play a significant role in shaping how construction firms attract and keep talent. Consider the following.
The youngest people in today’s workforce grew up in a world where digital technology was always within reach. From smartphones to social media, technology has shaped how they communicate and go about their day. Being digital-first is the norm in pretty much every aspect of their lives, and they expect their workplace to be just as modern and connected.
It’s no wonder then that digitally mature firms have an advantage when it comes to attracting younger workers. Based on our findings, 82% of digital leaders in construction actively attract young talent, compared to 62% of emerging users and 55% of beginners.
This tells us that modern tools do more than improve productivity. They signal that a company is forward-looking and willing to invest in tools that make employees' lives easier.
Technology also supports broader diversity goals across the industry. Digital tools can reduce physical barriers, create more flexible roles, and open doors to people who may have been excluded from construction in the past.
That matters, especially as 64% of organizations say they’re aiming for a more diverse talent pool.
Firms that invest in technology can be better positioned to attract talent from different backgrounds and build more inclusive teams.
Being a tech-forward firm requires taking intentional steps and real follow-through. Here’s what to keep in mind.
Digitally mature firms don’t just have the latest tools; they also foster a culture of adaptability and innovation. You can strive to adopt the latest technology, but if the underlying culture is rooted in resistance to change, then implementing tech (and ultimately attracting and retaining fresh talent) will be an uphill battle.
That’s why it’s important to take an honest look at how your teams deal with change and technology, and then assess whether there’s an opportunity to shift people’s mindset and approach.
You can have the shiniest tech, but if it’s not easy to use, then adoption will fall flat. So, make it simple for folks to get started and succeed without a steep learning curve.
Accomplishing that starts with the right tools. When your tech solutions are intuitive and easy to pick up, adoption—even enthusiasm—will quickly follow.
Nothing motivates people to change faster than seeing their peers succeed. Spotlight employees who embrace new tools and show real results. From there, let those wins spread naturally across teams.
New technology sticks when people understand the why behind it. Bring leaders, managers, and frontline teams into the conversation early. Share clear goals, listen to feedback, and show how the tools make day-to-day work easier.
Make sure obtain buy-in from all levels. Doing so will pave the way for smoother implementation.
Internal training plays a big role in closing today’s skills gap. In fact, 64% of construction leaders say they’re implementing continuous learning programs. At the same time, 44% say they lack the resources to design those programs, up 10 points from the previous year.
The takeaway here is clear: training works, but it needs structure, leadership support, and the right tools behind it.
It’s also worth noting that your learning programs shouldn’t just train people for the tech they’re using today. They should also prepare teams for what’s coming next.
Future-ready construction firms are already investing in AI and digital skills that will matter tomorrow. That might start with basic data literacy or hands-on experience with AI-powered tools.
Over time, it creates a workforce that feels confident in adapting to change rather than reacting to it. This approach doesn’t just protect your business. It gives employees a reason to stay and grow.
Ready to leverage tech to attract and retain construction talent? Here are the steps you can take to steer your org in the right direction.
It’s time to rethink the role of technology in your firm. Yes, the right tools can streamline your operations and improve project workflows. But beyond that, technology can also be leveraged to attract and retain talent.
Firms that invest in modern tools, ongoing training, and a culture that supports learning are better positioned to compete in a tight labor market. The companies that win won’t just fill roles. They’ll build teams that want to stay, grow, and help move the industry forward.
