Across the country, construction leaders face a pivotal challenge: a strong market paired with a shrinking skilled labor pool. In Mississippi alone, more than 100,000 workers are needed to meet construction demand.* Nationally, 94% of construction firms report struggling to fill open positions, and over half say workforce shortages delay projects.**
But within that challenge lies opportunity, especially during the summer months.
A Shift in Momentum: Young Talent Is Paying Attention
We’re beginning to see a shift. More young people are considering the trades and are curious about what a career in construction could offer them. Whether through classroom exposure, shop classes, or local career fairs, students are starting to take a serious look at construction as a viable, rewarding path.
That makes summer the perfect time to connect.
Make Summer Count
While summer is peak season for projects, it’s also the ideal time to invest in future talent. Internships are a low-risk, high-reward way to introduce high school and college students to real-world construction work. Interns get hands-on experience and exposure to jobsite culture, while you get an early read on potential long-term hires.
While internships are great shadowing opportunities, they’re also a chance to teach fundamental skills, reinforce your values, and help young people see a place for themselves in your industry.
How to Sponsor a Student
If you want more qualified applicants in your pipeline, start by opening the door.
Offer summer internships to students from your local high school, community college, or CTE program. These can focus on fieldwork, estimating, safety, or even project management assistance.
Partner with local schools or workforce programs, like Build Mississippi, to promote opportunities within your company. Many schools are actively looking for industry partners.
Sponsor a student’s gear, training, or transportation. Something as simple as paying for steel-toe boots or gas money can be the difference between a student accepting or declining an opportunity.
While summer may be a natural entry point, finding great interns is a year-round effort. Attend fall and spring career fairs, build relationships with instructors, and invite students to tour your job sites. The earlier you make the connection, the more likely they will see a future with your team.
Even a few weeks of exposure can spark lasting interest and set students on a career path they may never have otherwise considered.
Build Skills and Leaders
Technical ability may get someone hired, but communication and accountability help them rise. If you want to build a sustainable team, don’t focus on only hard skills. Interns can learn to manage tasks, lead toolbox talks, and interact professionally with crews and clients.
That early development pays off. The intern who sees how a project manager resolves an issue or communicates a delay is already thinking like a leader.
Think beyond the summer. When internships and leadership development work together, they create momentum. If you invest in them early, the student who starts sweeping a job site this summer could be your next crew lead, project foreman, or superintendent.
You don’t need a complex program. You just need to start.
Because the best construction projects begin with strong foundations, and the same is true for your workforce.
