Nick Shelford, director of talent acquisition, and Jeff Satterfield, craft training manager, at Helix Electric of Utah LLC authored this article.
Utah’s skyline is changing, and fast. From tech campuses and high-rises to sprawling infrastructure projects, cranes are part of the landscape — a sign of booming development.
But beneath that visible growth lies a pressing question: Who is going to build all this? As professionals at Helix Electric of Utah LLC (Helix), one of the state’s largest electrical contractors, we see the effects of this labor shortage firsthand. Whether recruiting apprentices or managing craft training programs, we’re continually navigating the gap between demand and supply.
Like the rest of the country, Utah faces a deepening shortage of construction workers. A report released last year by Associated Builders and Contractors estimates the U.S. will need over half a million additional construction workers. While interest in the trades is slowly ticking upward, the pipeline is still too narrow to meet demand — especially in a state growing as rapidly as Utah.
So, what is standing in the way of progress? And what is working? The answers are layered, but a few themes continue to rise to the top.
Rethinking the Narrative Around Skilled Trades
One of the largest hurdles in recruiting new talent is not lack of opportunity — it is perception. For decades, many young people (and their parents) have been steered away from trade work in favor of four-year college degrees. While higher education remains valuable, so too does the ability to build, wire or engineer the physical world around us.
Utah has started to move the needle in that regard. School districts like Granite have invested in hands-on programs that introduce students to trades early, while Salt Lake Community College offers pathways into everything from electrical work to solar installation. The message is getting through: skilled trades are not a fallback; they are a future.
Still, many students do not know how to take the first step. They may hear that the trades offer solid pay and long-term security, but they’re unclear on what training is required, how to apply, or what kind of career progression is realistic. Clarifying that path could be the key to unlocking more talent. Companies like Helix are working to bridge that gap by emphasizing early exposure and education that brings visibility to the trades. At Helix, team members regularly engage with high schoolers, job-seekers and adult learners to explain apprenticeship pathways and real-world career tracks.
Today’s Workers Are Wired Differently — In a Good Way
Utah contractors are seeing something interesting happen: Younger recruits may not know their way around a toolbox on Day One, but they are surprisingly adept at digital tools that are transforming how the industry operates. Blueprints on tablets, scheduling apps, 3D modeling — Gen Z workers are not just comfortable with these technologies; they often expect them.
This shift has opened the door to new kinds of training environments. Rather than throwing apprentices straight onto a jobsite, some companies ease them in through prefabrication shops. There, they learn how components come together, how materials are labeled, and how to use the tools of trade, all before setting foot on an active job site.
From there, many apprentices enroll in multi-year programs like those offered by WECA, combining paid jobsite experience with structured training.
Show Them the Path, and They’ll Walk It
For a generation used to rapid progress, the “long game” can be a hard sell. That is why visible, well-marked career paths are more important than ever. When young workers understand what comes next — and what it takes to get there — they are more likely to stay engaged.
Whether it is advancement into supervisory roles, a transition into project management, or the option to work in the office after field experience, clarity matters. Workers want to know what they are working toward. They want to see the finish line — or at least the next
checkpoint.
Employers who can map out that progression and communicate it clearly are ahead of the curve. At Helix, that philosophy is embedded in how the company structures training, mentorship and internal mobility. It is not about holding hands; it is about setting expectations and showing that the journey is worth it.
Outreach Has to Evolve
Let’s be honest, the days of job fairs in gymnasiums aren’t cutting it anymore. Although that type of engagement still matters, reaching today’s students requires a more engaging, sometimes creative approach.
In Utah, that might look like hosting interactive construction career days or inviting students to try out a hands-on activity like wire-pulling. Some firms are even organizing informal mixers with free food to meet students where they are — and, yes, it works.
Social media and school partnerships are also playing a bigger role. If the industry wants to capture attention early, it must be present, approachable and persistent. Helix has leaned into this shift by combining traditional outreach with student-friendly experiences — from “pull wire” demos to university mixers that give students real interaction with trades professionals.
Utah is Competitive, Complex and Full of Potential
What sets Utah apart? For one, the state has a relatively strong support system for technical training and licensure. Groups like WECA and AGC offer clear programming and help connect apprentices to the workforce. But that structure comes with challenges, too. For example, licensing requirements, while important, can feel like a barrier to those unfamiliar with the process.
Still, most would agree that Utah’s construction market offers a lot to be excited about. It is diverse, with opportunities to work on everything from luxury mountain developments to public infrastructure. It is also growing, which means upward mobility is very much on the table for those willing to stick with it. As the industry continues to grapple with these challenges, companies like Helix are helping lead the way forward. With a firm belief that workforce development is both a responsibility and a strategic advantage, Helix has embraced a long-view approach that emphasizes hands-on education, structured career progression, and early outreach to the next generation. By investing in prefabrication training, mentoring programs, and partnerships with local schools and trade organizations, Helix is demonstrating what it looks like to meet young workers where they are — and guide them toward sustainable, rewarding careers in construction. Helix’s efforts not only serve its own workforce pipeline but also offer a model for other firms navigating similar labor pressures across Utah.
What the Industry Must Do
There is no single fix for the workforce gap. But one thing is clear: Construction companies cannot afford to treat workforce development as an afterthought. Training, outreach and mentorship are not “nice-to-haves” — they are business necessities.
That means investing in talent early. It means helping young workers see a future in the trades, not just through words, but through real opportunities. And it means understanding that today’s workforce values growth, purpose and transparency.
Construction is one of the few industries where you can literally point to your work and say, “I built that.” For a lot of people, that still means something. It is up to the industry to remind them, and to make sure the next generation sees a place for themselves in the process. As Helix looks ahead to powering many more projects and empowering the future workforce that will build them, we encourage the industry to embrace what those words truly mean — don’t forget to invest in the next person as you would in your next project.