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The construction industry in Brazil is facing a crisis of shortage of qualified workers, but is adopting innovative measures to reverse this situation.
The Brazilian construction industry, a sector that has proven to be vital to the national economy, faces a crucial dilemma.
Although it is responsible for 2,9 million formal jobs in the country, with a strong presence in hiring statistics, the segment is experiencing a moment of transformation.
The shortage of skilled labor, combined with an aging workforce, requires rapid and decisive adaptations by companies in the sector.
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These construction companies, in search of innovation and competitiveness, are betting on new strategies to attract a younger and more qualified audience.
The difficult mission of attracting the new generation
Civil construction in Brazil is experiencing a period of high demand.
With unemployment reaching one of the lowest levels in history (6,6% in 2024), the challenges of finding and retaining qualified workers have never been more evident.
With an average age of 41 among professionals in the sector, construction companies are increasingly investing in alternatives to rejuvenate it.
According to the newspaper Estadão in article published this Sunday (02), this includes not only salary increases, but also the incorporation of new technologies on construction sites and training programs, as well as incentives to attract more women to the sector.
According to Ana Maria Castelo, Construction Projects Coordinator at FGV/Ibre, “with the economy booming and unemployment at its lowest level in history, the challenge for the construction industry is to attract, train and retain labor.”.
However, an innovative strategy has been gaining ground in the market: the digitalization of processes and the industrialization of constructions.
These advances not only aim to optimize services, but also make construction more attractive to young people, digital natives, who are increasingly demanding when it comes to working conditions.
New ways of training and retention
One of the most notable initiatives in this scenario is the “factory-school” concept.
The construction company Tenda, for example, created this model in 2023 to train professionals in more technical roles, such as finishing, painting and ceramic installation.
Lucas Moura, Tenda’s People and Management Manager, states that “one of the main results was the rapid replacement of employees, with minimal impact on the production line, as turnover occurs within the school, and not directly on the construction sites”.
By December 2024, 151 young people had been trained through this initiative, and many of them went on to permanent positions within the company.
In addition, social inclusion programs have been created, such as the hiring of Venezuelan refugees who were welcomed into shelters in the state of Roraima.
According to Moura, the program has been so successful that, in addition to Venezuelans, “we have attracted people from other countries, such as Angola and Haiti.”
Matuvanga Mputu, 41, originally from Angola, is a clear example of this new reality.
He was trained at the factory school and became a full-time employee, with plans to grow in the sector, including bringing his family to Brazil.
The digital revolution on construction sites
While “factory-schools” represent an effective way of qualifying the workforce, digitalization also presents itself as a disruptive force in the sector.
According to Estaão, companies like Vinx are investing heavily in technology to make construction sites more efficient.
Fábio Gato, Quality and Work Safety Manager at Vinx, explains how digitalization has transformed construction management: “Checks on services performed on construction sites and even the arrival of materials at construction sites, for example, are now carried out using tablets and mobile apps.”
This change provides a significant reduction in errors and saves up to 80% of the time previously spent on paper.
By adopting technologies, construction companies can optimize schedules and avoid delays, which is crucial at a time of high demand like the current one.
Digitalization not only improves processes, but also attracts young people, who are more familiar with these technological resources and demand a more modern work environment.
Gato also notes that interns are already asking about the use of digitalization before accepting a position, highlighting the growing importance of technology in the sector.
Higher salaries to attract and retain talent
To combat the labor shortage, construction companies are also adopting an effective measure: raising wages.
Data from Sinduscon-SP, the Civil Construction Industry Union of the State of São Paulo, shows that the sector grew 4,4% in 2024, and one of the ways to attract more professionals is precisely through higher salaries.
The average salary in the construction sector is R$3.661 per month, which is higher than in other segments of the industry.
In addition, some construction companies are adopting a productivity-based remuneration model, which can result in a worker's salary reaching up to R$7,5.
Ana Maria Castelo, from FGV/Ibre, notes that training is essential to increase productivity.
“It is necessary to train people, use artificial intelligence to increase productivity and attract more women to the sector, which currently represents only 12% of the workforce in São Paulo and 6% on a national average.”
The future of civil construction in Brazil
Civil construction in Brazil has significant growth potential.
The Minha Casa, Minha Vida program, for example, was expanded by the federal government, creating more than 200 formal jobs in the sector in 2024.
However, even with this increase in vacancies, there is still a huge shortage of workers.
As a consequence, the The need for innovation in the sector has never been so urgent.
The shortage of labor also implies an increase in costs, directly reflecting on the price of properties.
The National Construction Cost Index (INCC) rose 6,34% between January and December 2024.
Thus, it is increasingly clear that companies need to invest not only in salaries, but also in technologies and innovative forms of process management to ensure their sustainability in the market.
The construction industry is undergoing a transformation: digitalization, new working methods and a focus on young people are the keys to the future of the sector. Do you believe that the labor shortage will continue to be a challenge, or will the market adapt to these innovations?
