The skilled trades are at a critical turning point. As the construction industry faces waves of retirements, 41% of the current workforce is expected to retire within the next six years. At the same time, the demand for skilled trades workers is increasing due to the surge in construction projects across infrastructure, housing and commercial developments. While 46% of companies plan to adopt and implement digital tools in an attempt to modernize operations and narrow the widening skills gap, the industry still struggles to find and hire the skilled labor needed to meet the growing demand.
To stay competitive, organizations must evolve, especially in how they recruit and train the next generation. Gen Z, a generation of digital natives, is central to this shift. As they enter the workforce, they expect technology to shape their careers, aligning with their personal experiences in a digital world. This change creates new challenges—and opportunities—for employers across the skilled trades.
Understanding Gen Z: A Generation Raised on Tech
Born between the mid-1990s and early 2010s, Gen Z has grown up in an always-on, hyperconnected world. From a young age, they’ve relied on smartphones, streaming video and social platforms to access information and solve problems. Unlike previous generations, they haven’t had to adapt to digital—they were raised in it. That constant exposure to digital living has shaped how they learn, communicate and approach their careers.
In the workplace, this translates to a need for learning that is fast, visual and personalized. Gen Z is less likely to engage with long-form lectures or printed manuals and more likely to respond to short, interactive, mobile-first formats. They prefer hands-on, tech-driven experiences that mirror the tools they already use in everyday life. In other words, training for Gen Z needs to meet them where they are—online, on-demand and hyper-personal.
They also see training as more than a requirement—it’s a reflection of an employer’s values. Recent surveys reveal that Gen Z places a high premium on career growth and continuous learning. When companies invest in tech-enabled development tools, it not only improves job readiness but signals a commitment to helping young workers succeed long-term. It shows Gen Z that the company is forward-thinking and ready to evolve with its employees. This mindset sets the stage for more impactful onboarding, engagement and retention strategies—starting with how training is delivered.
Designing Training That Clicks
Effective training today means meeting learners where they are, and for Gen Z, that’s often online. Tech-driven training tools make it possible to deliver necessary training in formats that are not only convenient, but more likely to stick.
Some technologies that companies look to implement within their training structures include:
Virtual and Augmented Reality: VR and AR simulate real jobsite environments, allowing workers to practice high-risk tasks like welding or operating machinery safely. For example, VR lets workers hone skills in a virtual setting, reducing risks, while AR overlays instructions on physical tasks, improving accuracy and efficiency.
Mobile Learning Platforms: Mobile learning platforms offer short, interactive training modules that workers can access during breaks or on the go. For instance, an apprentice can review safety protocols on their phone before arriving at a jobsite. This flexibility aligns with Gen Z’s learning preferences and ensures key information is always accessible when needed.
On-Demand Video Libraries: On-demand video libraries let workers access training at their own pace. For example, a technician can watch a video on HVAC installation techniques while working or revisit electrical code content as needed. This self-paced format reinforces learning and ensures better retention.
Digital Access to Codes and Standards: Mobile access to building codes and standards ensures workers can quickly find the information they need on site, with critical resources right at their fingertips. In addition to accessing content, users can easily search, bookmark and cross-reference related materials, allowing for faster decision-making and reduces errors.
Building Loyalty From Day One
For Gen Z, access to professional development tools and programs isn’t a perk, but an expectation. Training opportunities often outweigh salary when this generation evaluates job offers. In fact, two-thirds of Gen Z ranks upskilling and career growth as top priorities when considering where to work. That’s why companies that lead with tech-enabled training have a clear edge in attracting young talent.
Showcasing immersive tools like virtual reality, mobile learning, on-demand video, and digital access to codes and standards signals that a company is progressive and invested in worker success. It also helps reshape the perception of the trades, showing that these careers are no longer low-tech or old fashioned, but dynamic, innovative and future-ready. These modern approaches can make skilled trades more attractive to a generation that may not have otherwise considered them.
Once hired, Gen Z workers are likely to stay when their learning needs are met. Personalized digital training paths, flexible formats and real-time progress tracking make employees feel seen and supported, while also fostering a sense of autonomy. According to recent data, 27% of Gen Z employees say they are more likely to seek new opportunities if their current job doesn’t prioritize training and development—underscoring how closely professional growth is tied to retention.
Digital platforms can also capture and share institutional knowledge, allowing experienced workers to pass down insights through searchable hubs. This is critical as the labor shortage continues. According to recent data, 31% of professionals cite a lack of knowledge sharing as a top challenge on the jobsite. By adopting technology, companies can create environments where early-career workers gain insights while experienced workers retire.
Building the Future of the Trades
Tech-enabled training tools aren’t a luxury—they’re a necessity. As older workers retire and demand for skilled trades rises, attracting, training and retaining young talent will be crucial for the industry’s success. Gen Z, with their digital fluency and preference for hands-on learning, is already reshaping workforce expectations. To meet them, companies must adapt to offer the right training and development opportunities.
Digital tools offer a smarter, more sustainable way forward. They improve safety, reduce turnover and help build a workforce ready to navigate future demands. By adopting tech-driven training and knowledge-sharing tools, companies unlock growth, support retention and strengthen the entire industry.
In the skilled trades, the future may still be hands-on—but the path must be digital. The time to act is now: embracing tech solutions will attract Gen Z talent, creating a resilient, skilled workforce prepared for a rapidly changing world.
SEE ALSO: CONSTRUCTION CAN LOOK TO GEN Z AND TECHNOLOGY TO SUSTAIN THE TALENT PIPELINE
