If you’re a Baby Boomer or Gen Xer running an offsite construction company, you’ve probably noticed something: it’s getting harder to find young people who want to work in this business. The resumes aren’t piling up like they used to. The referrals have slowed. The energy in the breakroom isn’t what it was a decade ago. And it’s not just you—factories nationwide are feeling it. But here’s the kicker: Millennials and Gen Z aren’t afraid of hard work. They’re just looking for something different—and offsite construction might be exactly what they want, if we present it the right way.
Stop Talking About “Labor” and Start Talking About Tech
Most younger workers aren’t turned off by physical work—they’re turned off by what they think physical work means. They picture dirty job sites, unstable hours, no benefits, and yelling foremen from reality TV shows. That’s not your factory. Most offsite facilities today use automation, precision tools, and advanced equipment that would impress any techie.
We’ve got robotics cutting panels, drones inspecting roofing, and digital BIM models controlling workflow—but are we talking about that when we recruit? Are we showing them that construction has moved beyond hammers and nails?
Millennials and Gen Z grew up with screens, not sawdust. If we want them to picture themselves in our factories, we’ve got to show them how tech-forward offsite construction really is. Post it on social media. Offer plant tours for tech students. Create a short video of your automated framing system and post it on LinkedIn or even TikTok. The tools we use every day are exciting—we just have to show them off.
The Trades Need a Makeover—and You’re in the Perfect Position to Lead It
For decades, the American education system pushed college as the only respectable career path, while construction jobs were framed as backup plans. That stigma stuck. But that’s changing. With rising student debt, a shaky job market, and growing interest in skilled trades, young adults are questioning that narrative—and we need to meet them halfway.
Here’s the truth: offsite construction is the “new trades.” It’s cleaner, safer, and more efficient than traditional construction. It’s located indoors. It follows manufacturing principles. It’s part of the sustainability movement. It’s even being featured in tech and innovation conferences.
If you present your factory as a modern, clean, organized workplace with a mission to solve housing, you’ll get more interest from a generation looking to make an impact and find purpose. Let’s stop acting like we’re just builders and start acting like the solution providers we are.
Map Out the Climb: Show Clear Career Paths
One thing today’s younger workers crave is clarity. They don’t expect to be CEOs in five years, but they do want to know there’s somewhere to go after they start. Many Baby Boomers were fine with “stick around and we’ll see what happens.” Gen Z? Not so much.
A 22-year-old assembler in your plant wants to know:
- Can I move up to team leader?
- Will you train me on machinery?
- Can I cross-train in design or quality control?
- What’s your version of a promotion?
If you want to attract and keep young talent, build and share a visible internal career ladder. It doesn’t need to be fancy—it just needs to be real. Offer certificates, small raises for skills mastery, or badges for cross-training. The more you show them a future, the more likely they’ll stick around to build it.
Your Factory Culture Matters More Than You Think
Here’s something Gen Z pays attention to more than any generation before: culture. They want to work in a place where they’re respected, included, and supported. And while many Boomer and Gen X owners might think of factory work as “just a job,” younger workers often see it as a reflection of who they are.
So what does your company culture say about you? Do your managers listen? Do employees feel seen? Do you celebrate wins or just point out mistakes?
You don’t need to install beanbag chairs or ping pong tables to attract Gen Z. You just need:
- A safe and respectful work environment
- Clear and honest communication
- Recognition for effort and progress
- A few fun, team-oriented events each year
A factory cookout, a monthly spotlight on a rising employee, or even a Slack channel to share photos of great work can go a long way. You’re not just hiring a pair of hands—you’re inviting someone into a team.
Meet Them Where They Learn: Online and in Classrooms
You’ll probably not find your next rockstar employee through a newspaper ad or a job fair at the local VFW. Instead, it’s time to start thinking like a recruiter and meet young people where they are:
- Talk to your local high school tech-ed teacher and offer plant tours.
- Partner with community colleges offering construction tech or CAD programs.
- Create internships or paid “intro to offsite” summer jobs.
- Go to bootcamps or STEM events and introduce your company as an option.
And online? That’s where the magic happens. Showcase your factory on Instagram or YouTube. Post a 60-second behind-the-scenes reel of your modules being craned into place. Show the assembly line running at full tilt. Create a post about a young employee’s journey from floor to foreman.
If we want younger people to imagine themselves in our industry, we need to show them the image.
The Future Isn’t Lazy—It’s Different
Millennials and Gen Z aren’t avoiding work—they’re rejecting outdated models. They want meaningful jobs that offer stability, technology, growth, and respect. Offsite construction is uniquely positioned to give them exactly that, but only if we change the way we recruit, train, and relate to them.
Baby Boomers and Gen X built the foundation of offsite construction. Now it’s time to pass the torch and build bridges, not barriers. By embracing the next generation, we don’t just secure our workforce—we secure our legacy.
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Gary Fleisher, The Modcoach, writes about the modular and offsite construction industry at Modular Home Source.
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