The construction industry faces a critical workforce shortage, with 456,000 unfilled jobs as of February 2024 and nearly a third of skilled workers set to retire within the next decade. Universities are stepping in to address this gap by collaborating with businesses to create specialized talent pipelines. These efforts focus on:
Recruitment services like iRecruit.co complement these efforts by providing pre-screened candidates for immediate hiring needs, linking companies with university-trained professionals skilled in areas like BIM, MEP systems, and project management.
Construction Workforce Crisis: Key Statistics and University Partnership Solutions
Start by checking accreditation standards and ensuring programs offer specialized technical training. In the U.S., the American Council for Construction Education (ACCE) and the Accreditation Board for Engineering and Technology (ABET) are the two main organizations certifying construction management programs. As of 2022, there were 72 ACCE-accredited bachelor's programs and 14 associate degree programs. Roughly 4,700 students graduate from these programs annually.
"Graduates of ACCE-accredited programs meet the highest standard of excellence for construction education and are in high demand by construction employers." - American Council for Construction Education
The ACCE Degree Program Accreditation Map is a useful tool for verifying accreditation by region. Companies can use this resource to identify universities that align with their hiring needs in construction management. From there, it's worth reviewing top programs to find those that align with specific organizational goals.
Highly-ranked programs often balance academic rigor with strong industry connections. For example:
Many programs include the Certified Associate Constructor (CAC) exam as a capstone requirement. This ensures graduates are well-versed in professional ethics and safety standards before entering the workforce. Such programs not only focus on academic achievement but also emphasize technical training for specialized roles.
Construction projects that are considered mission-critical require expertise in areas like MEP systems (Mechanical, Electrical, and Plumbing), industrial estimating, and commissioning. Programs with dedicated tracks in industrial or commercial construction prepare students for managing projects like data centers, advanced manufacturing facilities, and infrastructure developments. For instance, the UA Local 290 College of Mechanical Systems & Technology (COMSAT) in Tualatin, Oregon, offers ACCE-accredited training emphasizing mechanical systems and leadership skills for today’s workforce.
When evaluating technical training, look for programs that offer hands-on experience with tools like Oracle Primavera P6 for scheduling and project controls. The University of Virginia's Industry Consortium collaborates with leaders like DPR Construction and Clark Construction, ensuring students gain proficiency in industry-standard tools and approaches. Training in BIM (Building Information Modeling), digital twins, and automation is also essential for keeping pace with modern construction demands.
Field experience is another critical component of effective programs. For example, Purdue University's Bowen School of Construction requires students to complete at least 800 hours of real-world construction work before graduating. This ensures they can bridge the gap between classroom knowledge and on-site application.
Once you've pinpointed top construction management programs, the next step is to build formal partnerships. These collaborations go beyond just recruiting on campus - they require active engagement between your company and university leadership to establish long-term priorities and commitments.
One way to ensure success is by developing a data-driven business case together. Use workforce demand forecasts to identify potential bottlenecks and set clear, measurable hiring goals. For instance, BHSH System invested $19 million in a partnership with Grand Valley State University to increase nursing graduates from 1,000 to 1,500 annually. This included funding for clinical placements, grants, and simulation tools. Although this example is from healthcare, it highlights the level of investment often required for effective workforce partnerships.
"It is important to 'get to no' early instead of engaging in lots of discussion. Nonstarters must be defined early on." – Philomena Mantella, President, Grand Valley State University
Defining deal-breakers early is crucial to avoid wasting time and resources on partnerships that won’t work. Setting up a centralized engagement team - comprising representatives from both your company and the university - can streamline coordination across departments and activities. Partnerships like these ensure that academic programs are aligned with industry needs, preparing graduates to tackle today’s complex technical challenges.
Formal agreements can help solidify these partnerships and ensure mutual accountability.
MOUs establish clear commitments from both sides. For example, your company might pledge to hire a certain percentage of graduates, while the university agrees to increase the number of graduates in specific fields.
A strong MOU includes elements like workforce planning and curriculum co-design. These ensure that students develop the technical skills needed for critical roles . A great example is the partnership Mizzou Engineering formed in September 2025 with six companies: ARCO, Brinkmann Constructors, Burns & McDonnell, Emery Sapp & Sons, Kiewit, and P&D Electric. This collaboration created a construction workforce pipeline, including an undergraduate minor completed by over 300 students since 2020 and a graduate certificate integrated into the MBA program.
"Our consortium partners' input has also been vital in the creation of new courses in construction estimating, planning, safety and more." – Praveen Edara, Chair of the Department of Civil and Environmental Engineering, University of Missouri
Consider adding provisions for faculty integration. For example, your company’s experts could serve as adjunct faculty, or university professors could shadow industry professionals to gain practical insights. This keeps curricula up-to-date, which is especially important given that technical skills now have a half-life of fewer than five years. Additionally, setting outcome-based measures - like tracking graduate placement rates and their retention in technical roles - helps gauge the partnership’s success.
Incorporating internships, apprenticeships, and co-ops into academic programs can significantly cut onboarding time and better prepare students for real-world challenges. One standout example is the BlueSky Tennessee Institute. This partnership between BlueCross BlueShield of Tennessee (BCBST) and East Tennessee State University launched in fall 2022. It offers an accelerated 27-month bachelor’s degree in computing, conducted at BCBST headquarters. Employees act as mentors, and graduates are offered jobs upon completing the program.
"Businesses need to step up to better define their needs for future strategic workforce talent and 'skilling' in order for higher ed to be able to respond effectively." – Bradley Leon, Executive Director, BlueSky Tennessee Institute
Financial incentives can also strengthen these programs. For instance, forgivable loans - where students receive tuition assistance in exchange for committing to work for your company for a set period - are highly effective. The AGC Education and Research Foundation has awarded over $7.5 million in scholarships to nearly 3,000 students since 1970, supporting construction management programs at 190 colleges and universities. Additionally, supporting student chapters focused on construction management can help prepare students for specialized roles like project management, estimating, and technical operations.
When combined with MOUs and strategic planning, these initiatives create a comprehensive approach to meeting critical hiring needs.
Once your partnership framework is in place, it’s time to tap into university talent pools to find candidates who are already trained for mission-critical construction roles. Focus on university programs that specialize in areas like data centers, industrial facilities, and infrastructure projects.
Many universities with strong construction management programs offer focused concentrations tailored to mission-critical work. Take Purdue University, for example. Their construction management program includes a concentration in "infrastructure construction", which combines heavy civil projects (like bridges and roads) with industrial construction for power plants, chemical plants, and chip manufacturing facilities. This type of curriculum ensures graduates are prepared to tackle the unique demands of mission-critical environments right from the start.
Beyond coursework, practical experience is another key element to look for. In December 2025, Purdue’s Kiewit Scholars program utilized the Lennar Foundation Construction Lab to provide hands-on training. This program, limited to 21 students (seven per cohort), pairs participants with mentorship from Kiewit Executive VP Tom Shelby and uses actual materials sourced from solar fields and industrial plants. Programs like this accelerate the development of future leaders.
"Leadership and the ability to communicate is so critical to our business." – Tom Shelby, Executive Vice President, Kiewit
Universities are also placing an emphasis on soft skills, which are crucial for managing high-pressure, complex projects. Through workshops like improv acting, students learn quick thinking, conflict resolution, and effective communication under stress. These skills complement technical knowledge, equipping graduates to handle the challenges of mission-critical construction.
For specialized roles, technical credentials are non-negotiable. Certifications validate that graduates are equipped for roles in scheduling, quality management, and data center commissioning. One example is the Certified Associate Constructor (CAC) exam, offered by the American Institute of Constructors. Many universities integrate this certification into their degree programs as a capstone requirement, ensuring students graduate with verified skills in technical knowledge, ethics, and safety.
For more advanced roles, the PMI Construction Professional (PMI-CP) certification is a standout. It emphasizes contracts management (50% of the exam), stakeholder engagement (30%), and strategy (15%). This certification is particularly valuable for project managers handling tasks like change orders and contract negotiations on complex projects.
"The PMI-CP helped me solidify my construction education by reinforcing my existing construction knowledge and introducing me to a new wave of emerging technologies that are coming to the construction industry." – David Anthony Gray, Longenecker and Associates
When hiring from university talent pools, prioritize institutions that embed certifications like the CAC into their curriculum. Schools such as Texas State, LSU, and Boise State incorporate this exam into their programs, ensuring graduates meet a professional baseline. Additionally, organizations like the AGC Education and Research Foundation have awarded over $7.5 million in scholarships to nearly 3,000 students since 1970, supporting a pipeline of credentialed candidates across 190 institutions.
Beyond certifications, university research projects further enhance students’ expertise in emerging construction technologies.
Collaborating with universities on research initiatives provides access to students who are gaining hands-on experience with cutting-edge technologies essential to mission-critical construction. These partnerships often introduce courses in Building Information Modeling (BIM) and Construction Planning, while also integrating tools like drones, VR headsets, and Lidar into classroom settings. Industry staff frequently collaborate with universities to test automation and new technologies, creating a dynamic learning environment.
This "living laboratory" approach equips students with both tools and field-ready processes. For instance, universities like the University of Alabama and Penn State have developed programs where campus construction projects serve as a training ground for graduate students. These students use real-world campus data to complete M.S. and Ph.D. research, while universities benefit from the academic insights applied to their operations. Such partnerships foster practical problem-solving skills, preparing graduates to make immediate contributions to the workforce.
"The culture of Kiewit is to train and develop our people. In a sense we are teaching them how to be professors in their own areas of expertise." – Jim Rowings, Vice President, Kiewit University
University partnerships have made strides in training skilled talent, but expert recruitment services are now stepping in to ensure those skills translate into successful hires. While universities provide access to trained graduates, the process of coordinating with academic departments can be slow, especially when project deadlines are tight. Expert recruitment services solve this issue by acting as a central link between employers and universities. They maintain pools of pre-qualified candidates and facilitate programs like internships, which can cut onboarding time by as much as a year. Instead of navigating multiple university offices, companies can work with a single contact who understands both academic programs and the immediate needs of construction projects.
Timing is a big hurdle here. Universities take years to prepare graduates, but construction firms often need workers right away. Take McCarthy Building Companies, for example. In February 2026, they placed nearly 300 interns across over 100 projects, with a 90% offer rate for their Southern Pacific region's largest-ever class. This kind of success shows how expert coordination can help bridge the gap, delivering pre-qualified talent that’s ready to contribute.
Another key role of these services is helping employers define specific skill requirements rather than relying on broad job categories.
"Businesses need to step up to better define their needs for future strategic workforce talent and 'skilling' in order for higher ed to be able to respond effectively." - Bradley Leon, Executive Director, BlueSky Tennessee Institute
For roles in areas like data centers, energy infrastructure, and advanced manufacturing, this means clearly outlining skills in MEP systems, commissioning processes, and digital workflows - not just labeling the position as "construction manager." By aligning academic talent pipelines with specific job requirements, recruitment experts make it easier to source candidates who are ready to hit the ground running.
Expert services are now taking academic partnerships a step further by pre-screening candidates for critical projects. iRecruit.co specializes in delivering pre-screened talent for complex construction needs. Instead of wading through hundreds of resumes from generic job boards, companies receive candidates with proven experience in areas like data centers, energy facilities, pharmaceutical manufacturing, and defense-tech projects. This targeted approach saves time and ensures firms get candidates who meet the specific demands of their roles, such as project managers, cost estimators, and commissioning leads.
The pre-screening process evaluates both technical qualifications and hands-on experience. For example, candidates are assessed on their knowledge of Building Information Modeling (BIM), MEP systems, and the safety and compliance standards unique to high-stakes environments. This is especially important as 44% of current skill requirements in infrastructure are expected to change in the next five years. Firms need workers who can adapt to new technologies and processes.
For leadership transitions, such as craft professionals stepping into Assistant Superintendent roles, iRecruit.co identifies candidates who are skilled in digital workflows. While much of construction learning happens on the job - around 70%, according to studies - the foundational technical skills must already be in place. By combining fresh university talent with experienced professionals, this service offers solutions for both entry-level and senior roles.
iRecruit.co’s pricing is tied to hiring outcomes, making it a practical choice for companies with multiple vacancies. For a single role, there’s no monthly fee - companies only pay a success fee of 25% of the first year’s salary (or 3% monthly over 12 months) after a successful hire. This eliminates upfront costs and ensures the service is incentivized to find the right candidate quickly.
For two open positions, the monthly fee is $8,000 ($4,000 per role), with a reduced success fee of 20% of the first year’s salary (or 2% monthly over 12 months). Firms with three or more roles pay $10,500+ per month ($3,500 per role) with the same 20% success fee. This tiered system works well for large-scale hiring efforts, like those required for the $10 billion Meta Data Center project in Indiana, which demanded specialized construction expertise.
The model also includes a 90-day search credit for replacements, offering peace of mind in case of early attrition. With 88% of business leaders agreeing that higher education institutions can help candidates acquire advanced technical skills, combining academic partnerships with recruitment expertise creates a steady pipeline of talent. This pricing approach fits seamlessly into a broader strategy to build a skilled, reliable workforce for complex projects.
University partnerships play a key role in creating steady talent pipelines for essential projects. With construction manager positions expected to grow by 9% by 2034 and a median annual salary of $107,000, the need for skilled professionals is only increasing. Collaborations between employers and universities help cut training costs, boost retention, and prepare graduates with the technical expertise needed for critical projects like data centers, energy systems, and advanced manufacturing facilities.
However, timing poses a significant challenge. While university programs typically take three years to produce graduates, companies often need qualified talent immediately. This is where expert recruitment services step in. iRecruit.co blends the advantages of academic partnerships with a pool of pre-screened candidates skilled in MEP systems, commissioning, and digital workflows. By combining long-term academic pipelines with short-term recruitment solutions, companies can meet hiring demands more effectively. For firms managing multiple roles, iRecruit.co’s success-based pricing - ranging from $0 per month for a single role to $10,500+ per month for three or more positions - ensures hiring costs are tied directly to successful placements.
For example, in February 2026, McCarthy Building Companies placed nearly 300 interns across 100 projects, with 90% accepting full-time or return offers. Additionally, most business leaders agree that aligning educational curricula with job requirements can address skill gaps. By leveraging both university partnerships and targeted recruitment strategies, construction firms can build a workforce equipped to handle the complexities of mission-critical projects. Explore more about construction workforce trends shaping the industry today.
To locate ACCE-accredited programs, check out their official Degree Program Accreditation Map or browse their main website for more information. For ABET-accredited programs, use their Find Programs tool to search for construction management or related fields. Both organizations offer tools and resources to help you confirm program accreditation and understand their criteria.
Graduates aiming to excel in data center projects must have a solid grasp of MEP systems (Mechanical, Electrical, and Plumbing), along with expertise in project management, commissioning processes, and vendor oversight. Beyond technical know-how, strong leadership abilities are critical. This includes skills in clear communication, effective decision-making, and safety management - all of which play a key role in successfully managing complex projects.
iRecruit.co speeds up hiring from university talent pools by offering pre-screened candidates and using its recruitment know-how in construction management for high-stakes projects like data centers and energy facilities. By prioritizing strong university partnerships and aligning closely with industry demands, the company creates streamlined talent pipelines. With services such as consulting and Recruitment Process Outsourcing (RPO), iRecruit.co helps businesses develop targeted university hiring programs, cutting down time-to-hire and ensuring skilled graduates are brought on board efficiently.
