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Technology is changing construction hiring both behind the scenes and on the job: digital tools can support recruiting and workforce administration, while employers increasingly seek people with technical and digital skills. But software cannot make qualified candidates appear. In AGC and NCCER’s 2025 survey, 92% of companies said they had difficulty filling open positions, with skills, attendance and credentials among the reported challenges.
What is driving change in construction hiring?
Contractors face a mix of candidate shortages and job-fit problems. AGC and NCCER’s 2025 Workforce Survey found that 92% of responding companies had difficulty filling open positions. The survey is not a census of every contractor, but its results show why hiring remains a pressing issue.
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- 57% cited candidates’ lack of skills and qualifications.
- 48% cited new hires who did not show up or quit quickly.
- 41% cited candidates lacking required credentials.
- 45% reported worker shortages as a leading cause of project delays.
These findings point to a practical role for technology: help employers communicate requirements, organize applications and coordinate hiring steps. They do not establish that software can resolve labor shortages, verify qualifications automatically or improve retention on its own.
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1Scan for outdated or missing drivers - takes under a minute2Repair Windows errors before they cause bigger problems3Fix the driver behind crashes, sound loss and screen glitchesHow can technology support recruiting and workforce administration?
Construction-focused HR and recruiting software is one part of the shift. Such tools may support recruiting, employee development and retention workflows, but the available evidence does not establish which features are common, how widely these systems are used or what outcomes they produce.
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In an August 2024 AGC release, Carrie Gardenhire, then Director of Association Partnerships at Arcoro, said HR technology could make contractors’ recruiting, employee development and retention efforts “more efficient and impactful.” That is a vendor representative’s perspective, not an independently measured result.
For employers considering a platform, evaluate whether it fits the actual hiring process rather than assuming that digitizing it will make it better. Useful questions include:
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- Can it represent the roles and credentials the contractor hires for?
- Is it usable on mobile for field applicants and hiring managers?
- Can it connect with payroll, onboarding and workforce systems already in use?
- Can applicants and staff with varied digital skill levels complete the process?
- What are the setup and ongoing software costs?
- How does the vendor handle candidate data and any automated screening?
These are evaluation criteria, not verified features of a particular product. No evidence cited here shows that applicant tracking software eliminates bias, confirms credentials accurately or guarantees better hiring outcomes.
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Technology is also changing the skills visible in construction job postings. Infrastructure Australia’s 2025 report, summarizing 2024 data from GlobalData, says 7% of construction job postings were for technology roles and postings seeking AI skills rose 21%. The report also identifies demand growth in 3D modelling, drone operation, building information modelling (BIM), big data, cybersecurity, asset management and modular construction.
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These figures describe job-posting trends, not universal requirements for tradespeople or every construction role. Some employers need technology specialists; in other roles, digital tools may be part of broader work. The report does not quantify the hiring share for each of the listed skills, so applicants should check the requirements of the specific job rather than infer that every site role calls for AI or advanced software expertise.
Why do digital tools not remove hiring barriers?
Digital readiness and implementation costs vary. The UK Department for Education’s sector overview cites the 2024 Lloyds Bank UK Consumer Digital Index: 65% of UK construction workers could not complete all 20 essential digital work tasks in the index’s framework. That finding is specific to the UK and to the index’s measure; it should not be generalized to workers elsewhere.
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A 2025 NSW Government report on a Building Commission NSW and Western Sydney University study of class 2 builders and designers found 57% of builders and 48% of designers were at a basic digitalisation stage. In that study, 67% cited software and licence costs as a barrier. These results apply to the studied NSW segment, not every construction market or type of contractor.
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What should applicants and employers expect next?
Hiring is likely to involve both familiar construction qualifications and a wider range of digital capabilities, with the balance depending on the role. Employers can make that transition clearer by stating required credentials and skills plainly and using tools to coordinate—not replace—human assessment. Applicants can use job descriptions to distinguish mandatory qualifications from specialist technology skills.
The evidence supports a changing mix of hiring workflows and skill demand, not claims that AI is replacing construction recruiters or that all construction hiring is moving online. Technology can help organize the process; qualified people, accessible training and realistic hiring requirements remain central.
Quick Recap
Sources
- AGC and NCCER, 2025 Workforce Survey release
- Infrastructure Australia, 2025 Infrastructure Market Capacity Report
- UK Department for Education, Construction Skills Mission sector overview
- NSW Government, digitalisation study of class 2 builders and designers
- AGC, 2024 release on Arcoro and construction HR technology
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