Introduction

Construction employment is at a pivotal moment in 2026, with national and Ohio Valley trends diverging in ways that matter for contractors, job seekers, and industry professionals. This article explores both the national construction employment landscape and the unique dynamics in the Ohio Valley region, providing actionable insights for those hiring, seeking jobs, or planning projects. The topic is especially relevant given ongoing labor shortages, evolving hiring strategies, and significant regional differences that shape how companies and workers approach the construction industry.

Whether you are a contractor looking to staff up for new projects, a job seeker interested in entering the construction field, or an industry professional tracking market trends, understanding the current state of construction employment is essential. Labor shortages are reshaping hiring practices, and regional strengths—like those in the Ohio Valley—are creating opportunities that defy national headwinds.

Summary: What You Need to Know About Construction Employment in 2026

The construction industry is experiencing high demand for workers, with thousands of job openings available each year across various roles, from general labor to skilled trades. A significant labor shortage, driven by federal and local infrastructure investments, means employers are actively seeking new talent. Many construction jobs do not require previous experience, making it easier for individuals to enter the industry and start working in entry-level positions. Due to this labor deficit, employers are willing to hire entry-level candidates and fast-track them through on-the-job training. This environment creates strong opportunities for both experienced tradespeople and newcomers looking to build a career in construction.

Background: Career Paths in Construction

The construction industry offers diverse career opportunities, primarily split into two main paths: Skilled Trades and Construction Management. Skilled Trades include roles such as electricians, plumbers, carpenters, and equipment operators, typically accessed through vocational training and apprenticeship programs that allow individuals to earn while they learn. Construction Management roles, such as project managers and site supervisors, often require a Bachelor’s degree in Construction Management or Engineering. To start a career in a building trade, individuals usually complete an apprenticeship application and contact their local trade office for further steps, which may include training and job placement. Apprenticeships play a crucial role in developing the next generation of skilled workers, providing practical experience and a pathway to long-term employment.

Key Takeaways

• March 2026 national not-seasonally-adjusted construction unemployment reached 6.7%, up 1.3 percentage points from March 2025, according to Associated Builders and Contractors’ analysis of U.S. Bureau of Labor Statistics data.
• Ohio and Louisiana were the only two states where construction unemployment improved year over year, while 44 states saw rates climb.
• National construction employment remains historically large at about 8.3 million seasonally adjusted payroll workers, 9.3% above the February 2020 pre-pandemic peak, but 20 states are still below that benchmark.
• ABC Ohio Valley is still tracking an estimated 60,000-worker construction labor shortage across its 40-plus county footprint, driven by manufacturing, infrastructure, logistics, and industrial growth.
• For the next 90 days, Ohio Valley contractors should continue recruiting, protect bid margins, reserve apprenticeship seats, and use ABC Ohio Valley’s TOOLS Program, Gen Z initiative, Safety Day, and membership resources to stay ahead.

Ohio Valley vs. The Nation: Why Our Construction Jobs Market Looks Different

Contractors in 44 states are watching their local labor market tighten on the wrong side of the equation. Ohio firms are operating in one of the only state economies where construction employment is heading in the right direction year-over-year.

That is the boardroom headline from the latest March 2026 state-by-state data: while much of the country is facing a cooling construction jobs market, Ohio and Louisiana are the only two states where the construction unemployment rate improved compared with March 2025.

For contractors in Southwest Ohio, West Central Ohio, Northern Kentucky, and Southeastern Indiana, this is not just an economic footnote. It changes how you should think about hiring, wage strategy, project pursuit, and backlog risk.

ABC Ohio Valley represents merit shop contractors across a region where 9 out of 10 construction workers are non-union. That workforce is building the Dayton-Cincinnati corridor, Springfield, Lima, Northern Kentucky river corridor, Southeastern Indiana industrial parks, and I-75/I-71 industrial sites.

This regional strength creates opportunity. But it also raises the stakes. The firms that move first on talent, training, safety, and bidding discipline will be better positioned to win work while competitors in weaker markets are taking a defensive posture.

To understand how these trends impact contractors on the ground, let’s look at the latest employment numbers.

Headline March 2026 Construction Employment Numbers Contractors Must Know

Associated Builders and Contractors’ May 18, 2026, analysis of U.S. Bureau of Labor Statistics state-level data should be treated as planning intelligence, not abstract statistics.

Here are the numbers every contractor should have in front of them:

Metric	March 2026 Signal	Why It Matters
National NSA construction unemployment	6.7%	Up 1.3 percentage points from March 2025
National payroll construction employment gain	58,000 jobs year-over-year	Twelfth straight month below 100,000
Seasonally adjusted construction employment	About 8.3 million workers	9.3% above the February 2020 pre-pandemic peak
States below February 2020 construction employment	20 states	Recovery remains uneven
States below March 2019 construction unemployment	19 states	31 states are worse than March 2019
States improving year-over-year	Ohio and Louisiana	Only two states improved while 44 worsened

The national not-seasonally-adjusted construction unemployment rate reached 6.7% in March 2026, a 1.3 percentage point increase from March 2025, according to ABC’s analysis of BLS data. That reflects a slower national construction cycle and seasonal conditions hitting harder than last year.

Payroll construction employment still grew by 58,000 jobs year over year. But this was the twelfth consecutive month in which national year-over-year gains remained below 100,000. That is the definition of a slower expansion phase.

At the same time, the U.S. construction employment landscape requires approximately 349,000 net new workers to fill slots, bringing total employment to about 8.33 million. The construction industry remains large, but the labor market is tight.

For Ohio Valley firms, the takeaway is clear: do not mistake national cooling for local weakness. The national trend says be disciplined. The Ohio trend says be ready.

Next, let’s examine the factors dragging on national construction employment and how they translate to jobsite realities.

What’s Dragging on National Construction Employment? Markstein’s Diagnosis

Bernard Markstein, president and chief economist of Markstein Advisors, conducted the ABC analysis behind the March 2026 construction unemployment data. His diagnosis explains why 44 states saw worsening rates.

The first pressure point is energy. Markstein pointed to the war in Iran and the resulting spike in global energy prices as a drag on construction. Higher diesel, asphalt, freight, and fuel costs are felt quickly on construction sites, especially for contractors moving crews, materials, equipment, concrete, steel, and prefabricated components over long distances.

The second pressure point is insurance. Premium increases for general liability, builder’s risk, and professional lines are affecting complex industrial, infrastructure, and multifamily projects, as well as some residential projects. When insurance costs rise faster than bids allow, margin disappears.

The third pressure point is labor. Escalating labor costs and shortages of skilled workers continue to strain the construction industry. Electricians, plumbers, and heavy equipment operators are in high demand due to specialized technical requirements, and employers are paying more to attract and retain those skills.

The fourth pressure point is financing. Elevated interest rates are forcing owners and developers to revisit pro formas. Some projects are being scaled back, delayed, put on hold, or abandoned entirely.

That is how macro risk becomes a jobsite problem:

• Fewer project starts
• Slower award decisions
• Thinner private-sector backlogs
• More cautious hiring
• More pressure to protect bid margins

This does not mean contractors should freeze. It means contractors must know which markets are slowing and which markets are still moving forward.

With these national headwinds in mind, let’s explore why Ohio’s construction labor market is bucking the trend.

Why Ohio’s Construction Labor Market Is Moving in the Right Direction

Ohio is one of only two states where construction unemployment improved year-over-year in March 2026. That performance reflects a different economic mix from that of many weaker states.

Ohio is benefiting from an industrial resurgence. Advanced manufacturing, automotive, EV supply chain work, logistics, warehousing, data centers, water infrastructure, roads, bridges, and utility upgrades are all creating demand across the state.

The Intel Ohio semiconductor campus in Licking County is part of that story. The site is east of ABC Ohio Valley’s core footprint, but its supply chain effects reach into the Dayton-Springfield and Cincinnati regions. Semiconductor work does not stop at one site. It creates demand for suppliers, maintenance facilities, transportation capacity, power, water, cleanroom support, and specialty contractors.

The construction industry must manage strict project timelines due to massive capital investments flooding the market. When billions of dollars are tied to production dates, owners expect contractors to have the people, tools, equipment, safety systems, and supervision ready.

Federal and state infrastructure investments are another driver. Bridge rehabs, interstate widening, airport improvements, water and wastewater upgrades, and utility work are supporting demand for the building trades across Southwest Ohio, West Central Ohio, Northern Kentucky, and Southeastern Indiana.

Ohio’s merit shop contractors have also been investing for years in workforce development, apprenticeship, and safety. That matters now. A contractor with trained apprentices, foremen, safety credentials, and a reliable recruiting pipeline can bid with more confidence than a firm hoping to find jobs and workers at the last minute.

As we see, strong demand doesn’t eliminate the labor shortage. Let’s break down what the shortage looks like in the Ohio Valley.

Inside the Ohio Valley Construction Jobs Labor Shortage: 60,000 Workers Still Needed

Better unemployment numbers do not mean the labor problem is solved.

ABC Ohio Valley is still tracking an estimated 60,000-worker shortage in construction talent across its 40-plus-county footprint. That shortage is driven by federal and local infrastructure investments, industrial expansion, retirements, and a long-term gap between project demand and workforce supply.

The shortage looks different across the region:

Dayton-Cincinnati corridor:

• Industrial, commercial, healthcare, logistics, and infrastructure projects need electricians, HVAC technicians, plumbers, pipefitters, and carpenters.

Springfield and Lima manufacturing clusters:

• Plants and maintenance facilities need craft laborers, welders, sheet metal workers, equipment operators, and helpers.

Northern Kentucky river and logistics corridor:

• Distribution centers, roads, bridges, and utility work require crews capable of installing systems safely and on schedule.

Southeastern Indiana industrial parks:

• Site development, steel structures, concrete work, roofing, painting, and repair work are stretching available crews.

Shortage does not mean there are no construction jobs. It means the region does not have enough skilled workers to meet the committed and forecast project volume.

The construction industry is experiencing high demand for workers, with thousands of job openings available each year across various roles, from general labor to skilled trades. Local construction job openings remain strong even as national construction employment gains slow.

That is why firms cannot afford to ease off recruitment, training, or retention. The contractor who stops recruiting because the national market looks soft may discover six months later that the best people have already been hired.

With the labor shortage in mind, let’s discuss what this means for hiring, wages, and bidding strategies in the coming months.

Implications for Hiring, Wages, and Bidding in the Next 90 Days

Contractors are asking three questions right now:

1. Should we ramp hiring or hold?
2. How aggressive should we be on wages?
3. Do we lean into growth or protect margin?

Here is the practical answer for the Ohio Valley.

Keep hiring for critical trades

Maintain proactive hiring for high-demand field roles. Firms should also consider candidates without prior construction-site experience when their attitude and reliability are strong. The 60,000-worker gap and strong manufacturing/infrastructure pipeline justify continued recruitment. For entry-level field hiring, willingness to learn and work hard can matter more than a long resume.

Prioritize:

• Electrical
• HVAC
• Plumbing
• Pipefitting
• Carpentry
• Roofing
• Sheet metal
• Sprinkler fitting
• Heavy equipment operation
• Concrete and site work

Be more selective on office overhead positions unless the backlog supports the hire.

Budget for continued wage pressure

National wage pressure is not going away. Even where local supply improves, skilled workers know their value.

Construction jobs typically pay more than 35% compared to other jobs, with the average annual income for a construction worker in Alaska being $81,600, plus benefits. Alaska is a useful comparison because it shows how labor scarcity, geography, and project demand can drive up compensation.

In the Ohio Valley, review hourly rates, benefits, travel pay, per diem, training support, safety incentives, and total compensation. A better paycheck matters, but workers also respond to career path, steady work, safety culture, and a clear opportunity to advance.

Recruit from stalled markets

Ohio’s improving rate gives merit shop contractors a recruiting advantage. Experienced workers in states where projects are slowing may be ready to relocate or travel for better work.

Your message should be direct: steady backlog, strong safety culture, paid training, clear career progression, and the chance to build major industrial and infrastructure projects.

Bid aggressively, not recklessly

Ohio Valley contractors can pursue growth, but underbidding based on unrealistic labor assumptions is a fast way to lose money.

Before submitting a bid, ask:

• Do we have the workers or apprentices to staff this?
• Can we protect the schedule if material prices move?
• Are we matching crew availability to project sequencing?
• Have we included escalation for energy, steel, electrical components, and HVAC equipment?
• Is the owner financially ready to proceed?

The goal is not simply to win work. The goal is to win profitable work that your crews can execute.

With these strategies in place, the next step is leveraging workforce programs and top employers to fill job openings.

Leveraging ABC Ohio Valley Workforce Programs and Top Employers to Fill Construction Job Openings

ABC Ohio Valley’s workforce development ecosystem is the primary lever members can pull right now to fill construction job openings and build long-term crew capacity.

Registered Apprenticeship Programs

The chapter’s nine-trade registered apprenticeship program covers:

• Carpentry
• Craft Labor
• Electrical
• HVAC
• Pipefitting
• Plumbing
• Roofing
• Sheet Metal
• Sprinkler Fitter

Training is delivered at Diamond Oaks in Cincinnati and Sinclair Community College in Dayton. These programs give contractors a structured way to train apprentices, align internal development with industry standards, and plan workforce growth against multi-year backlogs.

There are many paths into the construction industry, including various apprenticeship programs that allow individuals to earn while they learn, providing a practical way to gain skills and experience. Many management roles in construction require a Bachelor’s degree in Construction Management or Engineering, while trades often favor vocational training and apprenticeships.

For someone ready to start a career in a building trade, the usual step is to fill out an apprentice application and contact the local trade office for further steps, which may include training and job placement.

Maximizing Apprenticeship as a Workforce Strategy

Contractors should use apprenticeship as a workforce strategy, not a side program:

• Sponsor apprentices before the labor crunch hits your project.
• Set internal mentors for new apprentices.
• Map apprenticeship milestones to raises and responsibilities.
• Use ABC credentials to document qualifications.
• Align field supervisors with classroom progress.

The Ohio Valley Construction Education Foundation supports this work by funding and expanding workforce development capacity. It is one of the chapter’s most important resources for solving the 60,000-worker shortage.

For cohort start dates, enrollment deadlines, and customization options, members should contact the ABC Ohio Valley workforce development staff directly.

To ensure a strong pipeline for the future, let’s look at how the next generation is being engaged.

Building the Next Generation: TOOLS Program, K–12 Pipeline, and Gen Z Initiative

Apprenticeships help address today’s construction employment needs. The TOOLS Program, K–12 outreach, and Gen Z workforce initiative help solve tomorrow’s.

TOOLS Program and K–12 Outreach

ABC Ohio Valley’s CURT award-winning TOOLS Program brings construction-industry exposure, hands-on learning, and career planning to middle and high schools across the region. It helps students explore construction before they default to a four-year path that may not align with their interests.

Members can engage by:

• Hosting site visits
• Sending ambassadors to classrooms
• Offering internships
• Creating summer construction jobs
• Sharing project portfolios
• Explaining how apprentices get paid while they learn
• Showing students how new skills become long-term career value

Gen Z Workforce Initiative

The relaunched Gen Z workforce initiative is designed to meet young people where they are: digital channels, campus partnerships, community organizations, and employer storytelling. Before a student searches Google for “construction career near me,” ABC Ohio Valley wants them to see real people, real projects, real compensation, and real advancement.

This matters because the next generation sees construction differently. They expect technology, safety, flexibility, purpose, and growth.

Contractors are increasingly adopting advanced technologies such as robotics, drones, and Building Information Modeling (BIM). That gives employers a better story to tell. Construction is not just hard hats and hammers. It is drones, digital layouts, robotics, BIM coordination, smart tools, advanced equipment, and complex structures.

Members should integrate their own workforce branding into these programs. Show students what your firm builds. Show them your foremen, project managers, superintendents, apprentices, and safety leaders. Show them how helpers become crew leaders, and how a first job can become a career.

With a strong workforce pipeline, merit shop contractors gain a unique advantage in a shifting labor market.

Merit Shop Advantage in a Diverging Labor Market

The merit shop philosophy is simple: compete on safety, quality, value, skills, and performance regardless of labor affiliation.

That approach is resonating across Ohio, Kentucky, and Indiana because 9 out of 10 construction workers in the tri-state region are non-union. ABC Ohio Valley members represent the core of this workforce and deliver much of the commercial and industrial construction across the region.

In a diverging labor market, flexibility matters.

Merit shop contractors can often adjust staffing, training, incentives, productivity systems, and crew structures more quickly than competitors locked into rigid models. When national construction unemployment is rising, but Ohio construction employment is strengthening, that flexibility becomes a competitive advantage.

Under President Doug Bolton’s leadership, ABC Ohio Valley is aligning advocacy, safety, workforce development, and member services around one practical goal: to help merit shop contractors win work, increase productivity, and enhance profitability.

That includes helping members read the data correctly.

If you read only the national numbers, you may become too cautious. If you read only the Ohio numbers, you may underestimate energy, insurance, materials, and interest-rate risk. The right strategy is both: lean into regional opportunity while protecting against national headwinds.

As you plan for growth, keep an eye on external risks that could affect your business.

Risk Radar: Energy Prices, Insurance, Materials, and Interest Rates

Even in a strong regional labor market, external risks can quickly change construction employment trajectories.

Energy

The Iran war-driven energy price spike is increasing costs for diesel, asphalt, shipping, and manufactured materials. Contractors should stress-test project budgets against further volatility and avoid assuming today’s fuel price will hold for the full project duration.

Insurance

Rising insurance premiums are affecting general liability, builder’s risk, auto, professional lines, and umbrella coverage. Safety performance matters here. Contractors who invest in safety programs can use results to negotiate better terms and protect profitability.

Materials

Materials cost uncertainty remains a serious problem, especially for steel, electrical components, HVAC equipment, and specialty systems. Build contingency into bids and schedules before mid-project price movements become margin events.

Interest rates

Elevated interest rates continue to challenge privately financed commercial work. Office, retail, some multifamily, and speculative development may remain slower than public infrastructure and industrial projects.

Contractors should monitor these risks monthly. Do not make one-time decisions based only on March 2026 data. The better approach is to update hiring, backlog mix, capital spending, and bid assumptions as conditions change.

With risks in mind, let’s outline the immediate steps contractors should take to stay ahead.

How ABC Ohio Valley Members Should Act Now

The next 90 days matter.

Ohio Valley contractors should move with discipline, not hesitation. Use the current construction employment data to make specific decisions.

Your 90-day checklist

1. Audit workforce needs by trade across the next 6 to 18 months.
2. Identify which awards are likely, which are uncertain, and which require immediate labor planning.
3. Reserve apprenticeship seats at Diamond Oaks and Sinclair for high-demand trades.
4. Review compensation and benefits against local and national construction jobs markets.
5. Assign an internal champion to coordinate with the Ohio Valley Construction Education Foundation, TOOLS Program, and Gen Z initiative.
6. Revisit bid assumptions for energy, insurance, materials, interest rates, and labor productivity.
7. Protect your best foremen and superintendents with retention plans.
8. Use chapter events to build relationships with owners, suppliers, and other members.
9. Save chapter links to apprenticeship, workforce, and member resources so teams can follow up faster.

This is not the time to wait for perfect clarity. The firms taking action now will have a better chance of staffing projects, controlling costs, and capturing opportunities while national competitors are distracted by rising unemployment.

For those ready to take the next step, ABC Ohio Valley offers direct support and resources.

Connect with ABC Ohio Valley: Membership, Apprenticeship, and Safety Day

ABC Ohio Valley is the strategic home base for merit shop contractors navigating construction employment decisions in 2026.

Membership gives commercial contractors, specialty trade firms, suppliers, and industry professionals access to labor market intelligence, advocacy, safety education, workforce development, networking, and peer benchmarking.

If your company needs workers, apprentices, training support, or help building a stronger talent pipeline, start with ABC Ohio Valley.

For apprenticeship enrollment, contact VP of Education Wendy Harris at wendy@ovabc.org for details on trade offerings, class schedules, and how to sponsor apprentices.

The Annual Safety Day Conference & Expo is another signature touchpoint for field supervisors, safety directors, executives, and emerging leaders. It is where firms sharpen safety culture, connect with peers, learn practical risk controls, and position themselves as employers of choice.

For a broader market context, use the direct resource links to read ABC Ohio Valley’s Construction Industry Outlook 2026 and the chapter’s Construction Workforce Shortage page for more details on the regional 60,000-worker gap.

Merit shop firms that align with ABC Ohio Valley’s programs and data insights now will be best positioned to win work, keep crews busy, and grow profitably as the national labor market continues to shift.

FAQ: Construction Employment and ABC Ohio Valley Resources

What are the main career paths in construction, and how do I get started?

The construction industry offers diverse career opportunities, primarily split into Skilled Trades and Construction Management.

• Skilled Trades: These are hands-on roles such as electricians, plumbers, carpenters, welders, and equipment operators. Entry is typically through vocational training and apprenticeship programs, which allow individuals to earn while they learn. To start, fill out an apprentice application and contact your local trade office for further steps, which may include training and job placement.
• Construction Management: These roles include project managers, estimators, and site supervisors. Most require a Bachelor’s degree in Construction Management, Engineering, or a related field. Management roles often involve overseeing projects, budgets, and teams.

Apprenticeships are a practical way to gain skills and experience, and many construction jobs do not require previous experience, making it easier to enter the industry.

What do ‘Skilled Trades’, ‘Construction Management’, and ‘OSHA 10/30’ mean?

• Skilled Trades: Occupations in construction that require specialized training and hands-on skills, such as electricians, plumbers, carpenters, and HVAC technicians.
• Construction Management: Professional roles focused on planning, coordinating, budgeting, and supervising construction projects from start to finish.
• OSHA 10/30: Basic safety certifications required in the construction industry. OSHA 10 is a 10-hour training covering general safety and health hazards for entry-level workers, while OSHA 30 is a 30-hour program for supervisors and those with safety responsibilities.

How can my company quickly find qualified construction workers in the Ohio Valley right now?

The fastest route is to engage directly with ABC Ohio Valley’s apprenticeship and workforce development team. Members can access current apprentice pools, recent graduates, partner training pipelines, and recruitment guidance across the chapter’s 40-plus county footprint.

Contractors should also post construction job openings through chapter communication channels and events. Electrical, HVAC, plumbing, carpentry, pipefitting, roofing, sheet metal, sprinkler fitting, and heavy equipment roles are especially competitive.

This is not a bot-driven job board approach where a company posts on a page and hopes. The better strategy is active matching: talk with ABC Ohio Valley, define qualifications, identify openings, and connect with people who are ready to work.

Many construction jobs do not require previous experience, making it easier for individuals to enter the industry and start working in entry-level positions. Due to a labor deficit, employers are willing to hire entry-level candidates and fast-track them through on-the-job training.

Temporary construction jobs can also provide immediate income, allowing workers to get paid as soon as they complete their assignments, which is beneficial for those in need of quick cash flow.

What if my projects are outside Ohio but my headquarters is in the Ohio Valley region?

ABC Ohio Valley membership supports contractors operating across state lines, including work in Kentucky, Indiana, and beyond.

Use Ohio-based apprenticeship and training infrastructure to develop a mobile workforce capable of traveling to multi-state projects. Labor conditions differ by state, so firms should compare local wage pressure, job openings, backlog quality, and project risk before assigning crews.

The construction industry in Alaska employs over 20,000 people and generates over $6.5 billion in economic output annually, indicating strong demand for construction jobs. The Alaska Department of Labor and Workforce Development anticipates a need for at least 17,260 new skilled-trade construction workers by 2028, underscoring significant job opportunities in the sector.

The construction industry in Alaska is projected to need at least 17,260 new skilled trade workers by 2028, underscoring the demand for apprenticeships and training across various building trades. That example matters because it shows that talent competition is national, not only local.

How should we adjust our wage strategy when national pressure is high but local supply is improving?

Benchmark pay against both local competitors and national averages for comparable construction jobs. Do not assume local improvement means workers will accept below-market compensation.

Prioritize wage and benefit adjustments in critical shortage trades and leadership roles such as foremen, superintendents, and safety-sensitive field leaders. Use non-wage incentives where they matter: training, safety culture, predictable schedules, career ladders, and the opportunity to learn new skills.

Basic safety certifications like OSHA 10 or OSHA 30 are universally required in the construction industry. Contractors can use those certifications, apprenticeship progress, productivity, and safety results as clear markers for raises and advancement.

The best compensation strategy rewards workers for skills, safety, reliability, and leadership.

Can smaller, family-owned firms benefit from ABC Ohio Valley programs as much as large contractors?

Yes. Many ABC Ohio Valley members are small- and mid-sized, family-owned employers that rely on the chapter for resources they could not build on their own.

A smaller contractor does not need a massive internal training department to benefit. A firm can sponsor a few apprentices, attend Safety Day, participate in TOOLS events, send one ambassador to a school, or use chapter networking to form partnerships with larger members.

The construction industry offers diverse career opportunities, primarily split into Skilled Trades and Construction Management. That variety helps smaller firms recruit people with different goals, whether they want to work with wood, install systems, operate equipment, manage tasks, or eventually lead work from the office.

Shared chapter resources help level the playing field.

Where can I get more detailed projections beyond March 2026 to guide multi-year planning?

Start with ABC Ohio Valley’s Construction Industry Outlook 2026 for medium-term forecasts on construction employment, project pipelines, and sector-specific trends, and use the chapter’s forecast and workforce resource links when building multi-year plans.

Then combine ABC national updates, BLS data, owner feedback, supplier input, and internal backlog analysis. Review the results at least twice per year, and more often if energy prices, interest rates, or materials costs move sharply.

Members should also participate in ABC Ohio Valley briefings, roundtables, apprenticeship updates, and Safety Day programming. These are the places where contractors, suppliers, and owners exchange the kind of forward-looking intelligence that does not always show up in public data.

If your firm is ready to apply this data, contact ABC Ohio Valley, reserve apprenticeship seats, connect with Wendy Harris at wendy@ovabc.org, and put your team in position for the future of merit shop construction.