The highways sector has a much-reported skills shortage. Investment into major infrastructure projects is a priority for government, but scaling up the workforce in response quickly, is already proving to be a challenge.
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Carrington West Team Leader Luke Clifford observed,
“the main concern for major UK organisations in our sector is a shortage of skills. At a recent Tier 1 contractor supply chain event almost all the conversations on the day were focused on how to overcome this. The overwhelming feeling is that attracting and retaining the latest generation to enter the workplace is key.”
The next generation is referred to as Gen Z, and they could be the answer now, and in the longer term. Not only do they have the potential to help us address the current skills gap, but also future proof the industry’s ability to deliver the design, building and maintenance of our infrastructure.
Rather than see this as a challenge, we should consider this an opportunity to, where necessary, improve, adapt and modernise our approach to recruitment.
Research tells us that Gen Z, born between 1997 and 2012, value authenticity, purpose, and a strong connection between a company's image and its internal culture. To appeal to this generation, employers must focus on crafting and showcasing an employer brand that resonates with their priorities. Importantly, this brand promise must align with the real experience employees have once hired.
Gen Z brings fresh perspectives and unique priorities to the workplace. Research from job boards and organisations like the Recruitment & Employment Confederation (REC) reveals key themes:
Purpose and Impact: With 62% of Gen Z actively engaged with climate issues, many want careers where they can drive positive change. However, only one in three currently associate the built environment with opportunities to address the climate emergency.
Career Growth and Stability: Unlike their millennial predecessors, Gen Z values stability, with an average tenure of seven years. This is a striking departure from the job-hopping culture of the past decade. Clear progression opportunities and structured development programmes are non-negotiables.
Authenticity and Transparency: Trust matters to Gen Z. A LinkedIn study found that 89% of job seekers, especially younger candidates, prioritise employers whose branding aligns with the reality of the workplace. Discrepancies between recruitment promises and workplace experiences can lead to disengagement and turnover.
Flexibility and Wellbeing: Gen Z prioritises work-life balance and wants employers who offer flexible working arrangements so they can work better at times that suit them and their personal circumstances. They also prioritise mental health. This includes expecting a culture of trust where mental health can be spoken about openly by leaders and mentors as well.
Your employer brand is the first thing Gen Z candidates encounter. Whether through job ads, social media, or word of mouth, it needs to authentically represent your organisation’s culture, values, and opportunities. Here's how to ensure it resonates with this next generation of talent:
Built environment organisations are pivotal in tackling climate change, from sustainable urban planning to green building practices. However, this isn’t always clear to potential candidates. Employers must close this perception gap by actively promoting their environmental credentials. This could be by highlighting projects with measurable environmental impact, such as net-zero developments or renewable energy initiatives. It helps to use employee testimonials to demonstrate how working in your organisation contributes to meaningful environmental change.
The recruitment process isn’t just about finding candidates; it’s the first step in building trust. Your process needs to mirror the culture and values candidates will experience once hired. The key is to be transparent. Work with your recruiter or talent team to provide clear job descriptions, realistic insights into company or team culture, and provide specific examples of career progression. If flexibility is a core value, explain how employees benefit from hybrid work or flexible schedules. Use real life examples that Gen Z can relate to by showcasing daily life at your organisation through social media and careers pages. Yes, you may need to be on TikTok, but if you aren’t, your competitors will be!
Adam Butler, Infrastructure & Highways Department Manager at Carrington West adds,
“The recruitment process needs to be seamless. Ensure your application process is mobile-friendly and efficient as we are seeing current graduates losing interest if they do not get quick responses and transparent communication from day one. If you don’t deliver on this, then they will assume everything within the organisation moves at a slow pace.”
Gen Z values stability and professional growth so highlighting development opportunities can really grab their attention. Promoting apprenticeships, hands on training programmes or graduate schemes, all demonstrate a commitment to development. Sharing success stories from current employees who have advanced their careers within your organisation will help position your brand as aspirational.
Inclusivity is a top priority for Gen Z, LinkedIn’s “Adapting Hiring Practices for the Next Generation” research highlights that workplaces perceived as inclusive are more likely to attract and retain Gen Z talent. Ensure your employer brand reflects a commitment to equality through initiatives such as diversity training, partnerships with underrepresented communities, and employee-led resource groups. Then promote these initiatives in your job ads, on your website, and across social media. Authenticity matters here—avoid tokenism and focus on meaningful, measurable progress.
Research from job boards like Reed and Totaljobs emphasises that flexibility is now a baseline expectation rather than an added benefit. By demonstrating your commitment to both, you’ll appeal to Gen Z’s priorities. Highlight any flexible working arrangements and wellbeing initiatives, such as employee assistance programmes, fitness subsidies, or mindfulness workshops even at the job advertisement stage can set you apart from other employers in the race to attract talent. Provide examples of how these policies have positively impacted employees, such as increased productivity or reduced stress.
Do you hire and manage a team of multigenerational engineers or technically qualified staff? If so our in-person event, “Building Better Teams” on June 17th in central London maybe for you. Spaces are limited for this free, event with world-class speakers, so sign up now to receive more information.
Carrington West is an award-winning recruitment company providing high calibre technical talent in the UK. We recruit interim, temporary and permanent professionals from entry to board level across multiple disciplines for private and public sector organisations. Founded in 2011, we have grown quickly due to the passion, integrity and excellence of our people who consistently deliver outstanding levels of service so our clients and candidates can achieve their goals.
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