How to Get Young People Interested in the Trades

Ahhh, the age-old question. How do we get more young people interested in the trades? We all know our industry needs more machinists, welders, plumbers, HVAC technicians, and electricians - we see the statistics almost every week on LinkedIn...but are we actively doing anything to change that? Are the people who are in power...doing anything to change that?

And in case you haven't seen the statistics, I've done some research:

The American Welding Society (AWS) projects about 320,500 new welders needed by 2029, with 80,000 jobs to fill between 2025–2029. Retirements are creating these massive gaps and labor shortages: for every five retirees in welding, only two new ones replace them. https://weldingonlineacademy.com/the-state-of-welding/

The Bureau of Labor Statistics projects about 73,500 electrician job openings per year through 2032, due to retirements, growth, and other trends. The BLS also estimates that the U.S. will need 11% more electricians by 2033, that's around 80,000 openings per year. So over a period of five years, that means about 370,000–400,000 new electricians are needed. You can read more about this here: https://www.cnbc.com/2024/07/27/americas-demand-skilled-electricians-boom.html

Okay, now enough of that - what are some things employers can do about it? I realized that I have an amazing "sample" (there's some statistics class lingo for you) of people whose inputs matter. So no more numbers, here are some answers and opinions from the Sisterhood of Trades members.

1. What are some ways employers can market their companies to a younger audience?

"Be open to change. I find that in the trades, everyone is so set on doing things a certain way, but we live in an ever-growing and changing world. Younger people and females are typically better at adapting to changes." - Member, 3rd Year Apprentice from Alberta, CA. 

"I think employers can market themselves better to us by being present and intentional in schools, communities, and online as well, not just with flashy ads or bland job postings, but with mentorship, dialogue, and actual access. Hands-on opportunities are key: open shop tours, paid internships where we’re treated as learners, not cheap labor, workshops that demystify the trades while building confidence." - Natalie Macias. You guys need to pay Natalie for this advice because it's a GOLDMINE.

"Use platforms we're on...start with social media like TikTok and Instagram. Yeah there's such a pushback on getting on less "professional" social media platforms but...what even is a professional social media app...because from what I've personally seen on LinkedIn lately it's not really all as professional as people make it out to be - and nothing is wrong with that...just stop bashing newer media platforms. It's tiring hearing the older generation harp on and on about TikTok this and Instagram that, and "young people don't wanna" this, that, and the third, time's have changed - to grow you need to adapt, and if part of your growth means hiring the next generation then you have to meet them where they are. Not sure if this'll be controversial or not, but this is how I've been feeling on the topic of hiring."

"Representation matters, women, men, people of color, immigrants, etc. Show women in your marketing. Tell stories of real female employees in photos, videos, and interviews - not staged stock photos or AI-generated images. Highlight success stories of your people, the people on the floor matter just as much as those in the office - give the people on the shop floor a chance to represent themselves. I always enjoy seeing interviews of mechanics and highlights from accounts like Snap-on Makers and Fixers on Instagram - real people, real stories, real experiences...real impacts."

2. How can employers get more young people interested in the trades? What are some things they should offer?

"Offer entry-level positions. It seems like all of a sudden there’s never any entry-level stuff. Either your entry-level employees aren’t good enough to grow within the company, or growth isn’t even offered, which will eventually tank the industry." - Member.

"Offering more apprenticeships and training programs that pay while you learn. Make it easier to climb/see the career growth ladder (apprentice → journeyman → foreman → manager → business owner)."

"I think if employers invested in their workforce by helping with certifications to build skills, they'll see that their employees will feel more engaged with work - in turn bringing more value to the company. And if you see an eager young individual who wants to grow more, INVEST IN THEM. I know business owners and financial teams are always looking at losses, and retention is one of them, so a lot of owners see paying for training as a waste of money. I get it, I do, but that doesn't mean you stop letting your team grow. Especially if someone is eager to learn. Let them learn with you, because if not, they'll be on to the next..."

"Build a supportive culture - inclusive environments where women, minorities, and nontraditional candidates feel welcome. We're not asking to be treated differently, but respect is something that should be basic."

"Perks!! My current job offered me tuition reimbursement for my welding classes, and they give me a tool allowance! I don't actually really need it at the moment because I was able to get all of my tools with a student discount from my welding school. But still! The fact that they even offer assistance with tooling is awesome, especially because most of my coworkers are also in their early 20's and early 30's, so we're all still collecting tools." 

"A lot of the times, kids don't go into the trades because they don't know about it until after high school, so if companies partnered with high schools, trade schools, and community colleges to introduce trades early, I think it would benefit students a lot. Even going to middle schools and helping them fund science camp trips would be something that the kids would remember. I think the word for it is lowkey brand loyalty, because even when the kids grow into adulthood, they'll remember the companies that supported them."

Host hands-on workshops, shop tours, or competitions to spark interest.

"I know it's controversial to offer summer jobs or paid internships, but...how else do kids get experience? I mean they expect us to apply to ENTRY LEVEL positions and have 5 years of experience...I'm sorry, 5 years of experience doing what while I was in high school? Like obviously if I'm applying for this internship I want to learn, and if it's not actually entry level, don't say it is."

3. What are some things that companies should do to help entry-level employees?

"Make sure there is good and open communication. Communication is everything. Don’t talk down to them like they are stupid, talk to them like a reasonable human being, like you’re just helping them grow." - Member

"It starts with trust and opportunity. Companies should invest in training, pair apprentices with mentors who listen not just instruct, and create environments where asking questions isn’t seen as a weakness. Pay attention to culture, not just output. Give us the room to learn, fail, grow, and be heard. Entry-level jobs may also be first-time jobs for many, so it's important to give people grace and room to grow into the person for the job." - Natalie. Again, Natalie with the facts. 

And as an extra: What are the things that catch your attention about certain jobs or companies? 

"The things that catch my attention most are transparency, real representation, and purpose. When a company shows not just what they do, but who’s doing it and why it matters. I think young people, especially women and those of us from underrepresented communities, respond to storytelling that feels real, not just a setup. Don’t just show polished machines or titles, show the faces and voices behind the work. Share the journeys and stories of young or first-generation individuals. " - Natalie

3 for 3 Natalie, thank you for bringing up how important underrepresented voices are, I hope I'm doing a good job passing the microphone over. If you've made it this far, be sure to check out Natalie's newsletter MADE Sparks! https://www.linkedin.com/newsletters/7355725791399178240/