As the construction industry continues to grapple with a labor shortage, apprenticeships have become an increasingly vital tool for drawing in new talent. John Mielke, the newly appointed senior director of apprenticeship for Associated Builders and Contractors (ABC), believes that the key to addressing this workforce gap lies in providing multiple pathways into the industry. With decades of experience as an apprenticeship coordinator and president of ABC’s Badger State chapter, Mielke is uniquely positioned to tackle this challenge.

The construction industry has long faced difficulties in attracting younger workers. According to Mielke, many people still see college as the default route to success, even though it may not align with their long-term goals. Reflecting on his own family’s experience, Mielke shared, “My son went to college for four years, started his job in the working world, and then decided he wanted to be a plumbing apprentice. So, he’s actually in the plumbing apprenticeship program. I think we see a lot of that. People went to college thinking that it was the path to success, but learned it’s not always what they thought.”

Mielke believes that catching these individuals earlier, before they commit to a different path, would benefit both the workers and the construction industry. Younger generations, he argues, are not opposed to hard work—they just need to see the tangible benefits of a trade career.

“Every generation is different or views work differently, but I think it’s a mistake to assume that members of the younger generation don’t want to work. That’s not been our experience,” Mielke said. “People who enter the trades are often drawn by job satisfaction and the tangible nature of the work. At the end of the day, you’ve got something done that you can see. It’s real work.”

A Multi-Faceted Approach to Workforce Development

Mielke identifies three key strategies to get more people into registered apprenticeship programs: recruiting younger generations, diversifying the labor force, and creating more on-ramps into the industry. “We need to reach out to populations that are historically underrepresented,” he emphasized, noting the importance of attracting women, minorities, and veterans to the trades. ABC has already made significant investments in this area, with members spending $1.6 billion on workforce education last year. ABC chapters offer around 800 different craft training and educational programs, including 450 government-registered apprenticeship programs.

While Mielke acknowledges the challenges of an aging workforce, he is optimistic about the progress being made. “The average age of a construction worker in the United States is 42, and when we did our workforce development survey, 58% of our members reported that their labor shortage was severe or very severe. But we’re starting to see more young people enter the industry. A few years ago, the average age of an apprentice was 28; now it’s 25.”

He attributes this shift to outreach efforts in schools and a growing awareness of the benefits of a construction career. “A number of years ago, a career in construction was seen as a second choice. I don’t think that’s true anymore. A lot of people see it as a first choice because of the high earning potential, job security, and job satisfaction.”

Apprenticeships: The Earn-While-You-Learn Model

For Mielke, registered apprenticeships offer an ideal pathway into the construction industry, blending education with hands-on experience. “It’s the ultimate earn-while-you-learn model,” he said. “You can learn a trade that leads to a career in construction, and you’re paid to do that.”

One of the most appealing aspects of apprenticeships is their ability to provide a portable, recognized credential upon completion. “When you can show an apprentice that at the end of their training, they’re going to have a credential recognized by the federal or state government, it’s a great way to retain and recruit workers,” Mielke explained.

Apprenticeships also offer an opportunity to increase diversity within the industry. Mielke believes that having a mentor to provide not only technical training but also support on the job site can help recruit women, minorities, and other underrepresented groups. “If done correctly, apprenticeships can be a great way to bring in people who were hesitant to join the trades for one reason or another,” he said.

As Mielke steps into his new national role, he remains committed to fostering innovation within ABC’s chapters and supporting the development of apprenticeship programs. With construction firms facing high demand for skilled trades to meet the needs of infrastructure projects, the role of apprenticeships will only grow in importance.

By continuing to provide training, support, and multiple pathways into the industry, Mielke is hopeful that construction can become not just a fallback option, but the first choice for a new generation of workers.

Originally published as an interview in Construction Dive, "Apprenticeships help workers see construction as their first choice."

Constructionowners.com offers a distinct viewpoint on apprenticeships and the construction labor shortage by highlighting the specific needs and challenges that construction owners encounter. As industry leaders responsible for delivering large-scale projects, they understand that a skilled and reliable workforce is critical to maintaining project timelines and quality standards. Constructionowners.com advocates for apprenticeships as a sustainable solution to the labor shortage, emphasizing their role in building a diverse, well-trained workforce that can meet the evolving demands of modern construction. By investing in apprenticeships, construction owners not only address immediate staffing challenges but also cultivate long-term talent pipelines that secure the future of their businesses.

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