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The skills gap in construction is cavernous: 251,500 extra workers are required to meet construction output by 2028, and in 2023 10,000 more people left than joined the sector.

But these figures oversimplify the issue for construction, where its many subsectors and industries have varied and vast skill needs. Many construction-related roles at the coal face of delivering carbon net zero-ready buildings require skills very different to the stereotypical muddy boots job.

ºÚ¶´ÉçÇø energy performance measurement and testing is one field where skills needed span construction, net zero and a broader education in STEM subjects. With a workforce comprised of technological innovators, energy efficiency measurement specialists and surveyors, roles often look very different.

This purpose in decarbonising buildings is key to attracting talent

Careers in building energy performance assessment are typically split into two routes. One around the development of technology and another around gathering and interpreting building performance data.

People who enter the industry mix a passion for the built environment and sustainability, but they are also deeply comfortable with data and many have strong STEM backgrounds.

At our firm, Build Test Solutions, we have a team of 10 hailing from an array of different professional backgrounds: physicians, scientists, innovators, mathematicians, project managers, manufacturers and engineers. And we find that many of the traditional recruitment models based around construction trades don’t work for building energy performance.

Career entry points blend apprenticeships, degree students and also career swappers whose skills are highly transferable such as technology, data analytics and statistics, manufacturing and engineering, as well as scientists.

We also find many existing construction employees sidestep here. Domestic and non-domestic energy assessors and chartered surveyors often train in related disciplines because they want to add an additional dimension to their work. People moving into retrofit assessment and coordinator roles often add training in building energy performance to increase the quality of data they can collect.

The relatively young industry in which we operate has been growing for around two decades, with energy performance certificates (EPC) and a clutch of energy efficiency regulations such as the Energy Performance of ºÚ¶´ÉçÇøs Regulations 2012 impacting the industry during this time.

This, as well as an increasing urgency to reverse the effects of climate change and address issues such as fuel poverty and poor health in housing, has further fast-tracked industry growth.

The issue of how SMEs positively influence the skills pipeline is not a new one. Capacity is often a problem, but there are a range of tried and tested techniques to support recruitment

ºÚ¶´ÉçÇø energy performance is increasingly being viewed as the evidence base and strategic insight needed to inform retrofit and carbon net zero-ready new housebuilding. This purpose in decarbonising buildings is key to attracting talent.

The growing profile of measurement is also important. It now evident in regulations such as the Future Homes Standard and Minimum Energy Efficiency Standards (MEES), EPC reform and government funding benchmarking including Warm Homes: Social Housing Fund Wave 3, ECO 4 and GBIS. It is also a part of planning conditions for some councils, including Milton Keynes where developers must monitor energy performance in 10% of plots for five years post-completion.

The issue of how SMEs positively influence the skills pipeline is not a new one. Capacity is often a problem, but there are a range of tried and tested techniques to support recruitment.

Our industry must shout about our purpose in driving towards net zero goals in order to attract career swappers and new talent. Being heard is a lot about treading the boards with government, growth hubs, trade associations and member organisations, and at conferences. It also includes doing more work with media and on social media, as well as working with career fairs, local schools, colleges and universities.

As SMEs we can do this locally and regionally, making a collective impact together. We know from getting involved in this way that events, initiatives and campaigns that offer careers advice are still a major information point for young people and their parents.

ºÚ¶´ÉçÇø energy performance still feels relatively new in construction career terms, and that is partly what makes it a compelling offer. Purpose, profile and longevity are some of the key messages the industry must communicate to existing and new talent if it is to fulfil future demand.

Luke Smith is managing director at Build Test Solutions