The College Conundrum: Understanding the Talent Shortage in Skilled Trades

The skilled trades industry is facing a talent crisis. At Hunter Recruitment Advisors, we’ve worked with numerous small businesses and have become particularly known for our expertise in the trade sector.

A common complaint we hear from employers in this industry is, “No one is available to work because they’re all going to college instead of getting into the trades.” But is that really the whole story?

The college factor

Undeniably, the push towards higher education has impacted the pool of potential workers in the skilled trades. According to Georgetown University’s Center on Education and the Workforce, enrollment in postsecondary institutions increased by 240% between 1965 and 2016. However, attributing the entire talent shortage in the trades to the rise of college education oversimplifies the issue.

The extended childhood phenomenon

Consider societal shifts over the past 60 years. In the 1960s, the average man was married with one or two children by the age of 22.

Fast forward to today, and many young adults are delaying these milestones, resulting in what we like to call “the extended childhood.” This phenomenon has reduced the urgency for individuals to seek immediate employment, such as in the trades, to support a family.

Other contributing factors

The talent shortage isn’t just about college or delayed adulthood; other factors contribute too.

Today, we have more men incarcerated than in previous generations, reducing available talent. Additionally, many people discount the trades as a viable career path because they haven’t been adequately educated about the benefits and opportunities in this sector.

Rethinking recruitment in the trades

So, what does all this mean for you, the employer? It’s time to get creative and smart about finding the talent that remains. Just because a recruitment strategy worked yesterday doesn’t mean it will work tomorrow.

As small business owners, we must be willing to adapt and adjust to changing circumstances.

It’s crucial to challenge our preconceptions about why people aren’t entering the trades and rethink how we find those who are. We need to promote the trades as a rewarding alternative to college, invest in training programs, and engage with young people early on to foster interest in these careers.

In conclusion, while the college factor does contribute to the talent shortage in the skilled trades, it’s just one piece of a larger puzzle. By understanding the various elements at play and adapting our recruitment strategies accordingly, we can start to address this pressing issue.