Addressing Skills Gaps in Construction Industries: Why the Sector Should Look Beyond Traditional Talent Pools

According to the Construction Industry Training Board (CITB), the UK construction sector is projected to require approximately 225,000 additional workers by 2027, yet employers are already struggling to fill roles today. 

In the search for new talent, many employers are overlooking a capable and often job-ready group: individuals with prior convictions, many of whom have gained valuable construction skills through prison training programmes.

In this article, we're examining how inclusive hiring practices in the construction industry can help address skills shortages, counter misconceptions, and tap into a largely untapped labour pool. For a sector built on hands-on skills, resilience, and reliability, the case for a second chance at employment has never been more compelling.

The Construction Skills Gap: A Growing Concern

Skills shortages have become one of the most pressing challenges facing the construction industry. Factors such as an ageing workforce, Brexit-related workforce shifts, and the post-pandemic labour crunch have all contributed to a decline in available skilled labour. Many firms struggle to recruit for roles such as:

• Bricklayers

• Scaffolders

• Plasterers

• Groundworkers

• Plant operatives

At the same time, demand is only increasing, whether through new housing developments, retrofit projects, or infrastructure upgrades.

The result? Missed deadlines, rising costs, and growing pressure on teams already stretched thin. Traditional recruitment efforts often fail to reach new audiences, making it all the more important to explore alternative talent pipelines.

How Prison Training Equips People for Site Work

In many UK prisons, individuals have access to vocational training schemes that are directly aligned with the needs of the construction industry. These are not casual workshops; they're structured, accredited courses that mirror industry standards and expectations.

Common qualifications include:

• City & Guilds certificates in bricklaying, plastering, tiling, and plumbing

• CSCS (Construction Skills Certification Scheme) card preparation

• Forklift and plant machinery training

• Health and safety modules to ensure site readiness

But the technical skills tell only part of the story. Many people gain strong transferable attributes through prison education and work:

• Timekeeping and routine: Developed through daily structure

• Teamwork and discipline: From collaborative workshops and work placements

• Determination: A real drive to rebuild and move forward

These traits are fundamental, especially on-site, where attitude often outweighs experience. Individuals released from prison frequently arrive with the certifications and mindset needed to start immediately and grow into skilled roles.

Many start in entry-level roles, such as labourers, material handlers, and site support, but quickly progress with the right support and structure.

We’ve supported over 4,000 individuals and helped dozens of businesses improve how they hire. Let’s build a construction workforce that’s fair, skilled, and future-ready. Get in touch with us today to learn more.

Addressing Common Misconceptions

Despite the clear potential, employers can be understandably cautious about hiring someone with a conviction, particularly in safety-critical environments like construction. But many of these concerns can be addressed with proper information, systems, and structures in place.

1. “Isn’t it risky to hire someone with a conviction?”

While many employers already carry out robust vetting for site staff, many roles do not legally require a criminal records check, and where they do, enhanced DBS processes and individual risk assessments are available. We can help you understand when and how disclosure applies.

People with convictions who are given meaningful employment opportunities are also statistically less likely to reoffend. According to the Ministry of Justice, stable employment can reduce the likelihood of reoffending by up to 9 percentage points.

2. “Will they stay?”

As demonstrated by firms such as Timpson, retention among employees who have faced barriers to employment can be as high, if not higher, as that of those who have not. For many individuals with convictions, securing a job isn’t just about earning an income; it’s a symbol of trust and a chance to start anew.

3. “I wouldn’t know where to start”

This is where we can help. We provide resources (such as our free Employing with Conviction guide), peer mentoring, and support for employers interested in inclusive hiring. Our team can walk you through the process, whether you're advertising a vacancy, adapting your recruitment policy, or offering placements for prison leavers.

Summing up

As we head into the second half of this decade, it’s clear that the UK construction sector is facing a defining period. With demand rising and skills in short supply, there’s never been a more urgent need to look beyond traditional hiring routes.

Individuals with convictions, particularly those who have been trained and supported through prison education, represent a powerful and practical solution. When given the opportunity, they can fill labour gaps, strengthen site teams, and make meaningful contributions to the industry’s future.

By choosing to hire inclusively, construction firms aren’t just making a difference; they’re building a more resilient, skilled workforce.

Ready to take the next step?

Download our free Employing with Conviction guide or book a free 30-minute call to find out how we can help you access a new pipeline of site-ready talent.