Need to Know

• Hands-on training can help new tradespeople transition from the classroom to productive jobsite roles more quickly.
• Structured training is linked to improved productivity, retention, safety performance, and reduced rework.
• Apprenticeships and partnerships among contractors, educators, manufacturers, and trade organizations can better align training with jobsite needs.

The challenge is being felt across the construction industry. According to the Associated General Contractors of America's (AGC) 2024 Workforce Survey, 94% of contractors reported having open trade positions to fill, and 94% of those firms said those positions were difficult to fill. More notably, 62% said available candidates lacked the skills, certifications or qualifications needed for the job. Workforce shortages are also impacting business performance, with 54% of contractors reporting project delays tied directly to labor shortages. 

For contractors, those statistics reinforce an increasingly important reality: the workforce challenge is no longer just about recruiting people into the trades. It is about ensuring they are prepared to contribute when they arrive.

The Day-One Disconnect

Ask contractors what they value most in an entry-level employee, and the answer typically extends beyond technical knowledge. Reliability, professionalism, safety awareness, communication skills and familiarity with jobsite tools are often just as important as understanding system fundamentals.

This is where a disconnect can emerge.

Many graduates leave training programs with a solid understanding of concepts such as pipe installation, HVAC system operation, or equipment diagnostics, but they may have limited exposure to the realities of an active jobsite. Coordinating with multiple trades, adapting to changing conditions and maintaining productivity under schedule pressure often require additional experience.

The challenge is not simply finding workers; it is finding workers who can become productive quickly. In AGC's workforce survey, lack of skills was cited as the leading hiring concern, while roughly half of contractors reported that new hires either failed to show up consistently or left shortly after being hired. 

For contractors operating with lean crews and demanding project schedules, every additional week spent onboarding and mentoring employees affects productivity, project timelines, and profitability. Experienced technicians who could be managing projects and serving customers are often tasked with teaching jobsite expectations, safety procedures and tool usage before new hires can work independently.

As experienced workers retire and workloads remain strong, the industry's challenge is no longer just building a talent pipeline. It's ensuring that talent is ready on day one.

Why Hands-On Training Matters More Than Ever

There is a significant difference between learning about a task and performing it.

In the skilled trades, confidence and competence are developed through repetition. Workers learn by threading pipe, operating inspection equipment, using pressing tools, diagnosing system issues, and solving problems in real-world situations. The more opportunities students have to apply knowledge before entering the workforce, the more prepared they are to succeed when they arrive on the jobsite.

That preparation matters to contractors.

A new hire who has already worked with pressing systems, pipe-threading equipment, drain-cleaning technology or diagnostic tools often requires less introductory training than someone encountering those tools for the first time. While mentoring remains essential, prior hands-on experience can shorten the transition from student to productive team member.

The business value of training is becoming increasingly measurable. Recent research from the National Center for Construction Education and Research (NCCER), based on data from more than 1,400 trade professionals and nearly 200 employers, found that companies with structured training programs reported higher productivity, lower rework rates, improved safety performance, and stronger workforce retention. The study also found that 84% of respondents believed training improved retention. 

The financial return was equally compelling. NCCER reported that employers may realize returns of up to $3 for every $1 invested in formal training programs. Companies with formal training programs were also more likely to achieve productivity targets and reported fewer costly errors and rework issues. 

Recognizing this need, vocational schools, apprenticeship programs, and industry-supported workforce initiatives are increasingly creating learning environments that mirror real jobsite conditions. 

For an industry focused on recruitment and retention, hands-on learning is becoming more than an educational strategy. It is increasingly viewed as a workforce strategy.

Partnerships Are Helping Close the Skills Gap

No single organization can solve the workforce challenge alone.

Across North America, contractors, educators, manufacturers, trade associations, and workforce-development organizations are increasingly working together to align training with industry needs. These partnerships help ensure students are learning skills that are directly relevant to today's jobsites while creating clearer pathways into long-term careers.

Apprenticeship programs remain among the most effective examples of this model because they combine classroom instruction with supervised field experience. According to the U.S. Bureau of Labor Statistics, apprenticeship remains the primary pathway into plumbing and pipefitting careers, blending education with extensive hands-on training under experienced professionals. 

The value of apprenticeships extends beyond workforce preparation. A U.S. Department of Labor study examining registered apprenticeship programs found that employers generated approximately $144 in benefits for every $100 invested in apprenticeship training. The study also found that 68% of employers achieved a positive net return after apprentices completed their programs. 

Employers cited benefits that extended beyond apprentice productivity, including improved retention, reduced recruiting and onboarding costs, stronger talent pipelines and enhanced workplace culture. 

Industry associations also play a critical role. Organizations such as the National Coalition of Certification Centers (NC3), the United Association (UA), the Plumbing-Heating-Cooling Contractors Educational Foundation, SkillsUSA and other workforce-development partners provide competitions, educational resources, certifications and career-awareness initiatives that help students build confidence before entering the workforce.

For contractors facing continued labor shortages, retaining employees can be just as valuable as recruiting them. Research suggests that structured training programs contribute to stronger retention, lower absenteeism and improved workforce engagement. 

Training Must Evolve Alongside the Jobsite

The jobsites of today look much different than those of a decade ago.

Contractors increasingly rely on digital documentation, connected equipment, advanced diagnostics and evolving safety procedures. Technicians are expected to understand not only mechanical systems but also the technologies used to monitor, troubleshoot and document their work.

Workforce training must evolve at the same pace.

Programs that remain static risk preparing students for jobs that no longer exist. Effective workforce development initiatives continuously update curriculum to reflect changing technologies, installation methods, regulations, and employer expectations.

Structured training appears to accelerate that readiness. NCCER research found that organizations with formal training programs met productivity targets 65% of the time, compared to 52% among organizations without comparable training investments. The study also found that workers receiving structured training achieved journey-level competency more quickly than those relying primarily on informal, on-the-job learning. 

That advantage matters as contractors adopt increasingly sophisticated technologies and work to do more with limited labor resources. Contractors often identify emerging skills gaps first, while educators and manufacturers help ensure training remains aligned with evolving field realities. The most successful workforce development efforts create a continuous feedback loop between industry and education.

Building the Future, One Skilled Professional at a Time

The skilled trades have always depended on the transfer of knowledge from one generation to the next.

Today's workforce challenges make that mission more important than ever.

Addressing labor shortages will require continued investment from contractors, educators, manufacturers, trade associations and community partners. Recruiting more people into the trades remains essential, but recruitment alone will not solve the industry's workforce needs.

The greater opportunity may lie in preparing new workers to become productive, confident professionals more quickly once they enter the field.