A new national survey suggests what many contractors have been sensing: anxiety about artificial intelligence is changing how young adults think about work, and the skilled trades are benefiting from that shift. For ABC Carolinas members, the opportunity is not abstract. If more Gen Z candidates now see construction as a more stable path than some entry-level office roles, contractors in North and South Carolina have a better chance of recruiting them into real apprenticeship and craft careers.
Thumbtack’s 2026 Future of the Skilled Trades Report surveyed 1,000 Gen Z adults ages 16 to 30 in July 2026. According to the report, 80% believe AI will eliminate many traditional entry-level jobs, 52% believe career paths are less stable than ever, and 92% say they have changed at least one part of their career strategy in response to current conditions.
That does not mean every office role is disappearing, and it does not mean every trade career is insulated from change. It does mean many younger workers are reassessing the old assumption that the safest route is a four-year degree followed by an office-based entry role. In that environment, the skilled trades can look more visible, more tangible, and more durable.
That shift in perception is the real story. AI may be changing white-collar expectations, but the survey’s central finding is about behavior: more young adults are looking at hands-on careers because they believe those roles offer stronger long-term security.
The Thumbtack report describes a national snapshot, not a Carolinas-specific labor forecast. That distinction matters. Contractors should treat the findings as evidence of a recruiting mindset change, not as a guarantee that applications will automatically increase.
Still, the shift is significant. Thumbtack reports that:
For employers, this matters because interest alone does not fill apprenticeship seats. Employers must convert interest into action through better messaging, faster follow-up, and a clearer explanation of what a trade career actually looks like over the first several years.
ABC Carolinas members are operating in a region with active commercial, industrial, and infrastructure work across markets such as Charlotte, the Triangle, Charleston, and Upstate South Carolina. In that environment, labor competition remains intense. A national shift in how Gen Z views job security does not solve the workforce challenge on its own, but it does create a better recruiting conversation.
Instead of trying to persuade young candidates that construction is simply “another option,” contractors can now speak to a question many are already asking: which careers still look stable in an AI-disrupted economy?
That is where the Carolinas opportunity is strongest. Employers that can explain the reality of apprenticeship, skill development, and long-term advancement have a better chance of converting curiosity into applications. Employers still relying on generic hiring language may miss candidates who are actively looking for security, direction, and a path they can understand.
Job security is emerging as one of the strongest themes in this discussion. Young adults watching AI change administrative, content, research, and other entry-level office tasks may see the trades differently than prior generations did.
The appeal is not that trade work is untouched by technology. It is that construction and maintenance work still happens in physical environments that require judgment, coordination, adaptability, and hands-on execution. AI may assist with planning, documentation, or communication, but it does not replace the need for trained craft professionals on job sites.
For recruiting purposes, that means contractors should avoid oversimplified claims such as “AI can’t touch the trades.” A better message is more credible: technology is changing every industry, but skilled trade careers still offer a clear path into work that remains essential, visible, and locally rooted.
That message is especially effective when employers can show how someone moves from entry-level helper or apprentice into higher-responsibility roles over time.
Job security gets attention, but candidates also need to understand the economics of the decision. Verified U.S. Bureau of Labor Statistics data shows that the median annual wage for electricians was $63,190 in May 2025, and the median annual wage for plumbers, pipefitters, and steamfitters was $63,800.
Those national figures don’t capture every regional wage variation, but they show that skilled trade careers can provide strong earnings without requiring a traditional four-year degree.
The bigger advantage for many young workers is structure. An apprenticeship lets them earn while they learn instead of postponing income until after graduation. ABC Carolinas’ Apprenticeship and Craft Education program is built as a four-year model that combines classroom instruction with on-the-job training for employees of member companies.
A clear advancement message might look like this:
When contractors make that path visible, they answer the practical question many Gen Z candidates are asking: where does this lead?
The survey is not an argument against technology. It is evidence that technology is influencing career decisions. That means contractors should be prepared to talk about AI in a balanced way.
On many projects and in many construction businesses, digital tools already support estimating, scheduling, coordination, documentation, and communication. In that sense, AI and related tools are part of the broader modernization of construction. But the key recruiting point is that those tools generally support field execution rather than replace the people doing the work.
For Gen Z candidates, that is often encouraging. They do not have to choose between “technology” and “the trades.” A modern trade career can involve both: hands-on work in the field and growing familiarity with digital tools that make teams more efficient.
That is a more accurate and more persuasive message than suggesting the trades are somehow separate from technological change.
The biggest gap is usually between interest and action. A student or young adult may believe the trades are a smart option, but still fail to apply if the next step feels vague, outdated, or difficult to navigate.
That is where Carolinas contractors can improve results. Focus on touchpoints where career decisions are already happening, such as high school career events, community college programs, workforce outreach, and relationships with families and counselors.
In those settings, the message should be direct:
Just as important, remove friction. If a handout, presentation, or social post encourages interest, it should also point people to a clear next step, such as ABC Carolinas’ workforce development page or the guide to becoming a construction apprentice.
Use this checklist to review whether your current recruiting approach matches what the survey suggests Gen Z is thinking about:
If you want to know where to focus first, use this three-part screen in a leadership or HR meeting:
Can a 17- to 24-year-old quickly understand why your company offers a stable path in the skilled trades?
Can you clearly explain what the first year, the training process, and the next promotion step look like?
Can an interested candidate easily take the next step today?
If all three answers are yes, your company is better positioned to capitalize on the current perception shift.
Contractors do not have to build every workforce solution from scratch. ABC Carolinas already provides programs and resources that support the exact concerns this survey brings into focus.
The association’s Workforce Development resources emphasize earn-while-you-learn opportunities and connect people to construction careers across the region. Its Apprenticeship and Craft Education program gives member companies a structured four-year training path that combines classroom instruction with full-time field experience.
For members, that means the response to this Gen Z shift can be practical:
Days 1 to 30: Review career pages, job postings, and apprenticeship descriptions. Remove generic language and add clearer explanations of stability, training, and advancement. Make sure the next step is easy to find.
Days 31 to 60: Choose one or two outreach channels in your market, such as a school event, community college relationship, or local workforce touchpoint. Update your talking points to address AI-driven career uncertainty directly and credibly.
Days 61 to 90: Formalize a repeatable recruiting process tied to apprenticeship and workforce development. Assign ownership internally and connect that plan to ABC Carolinas programs and resources.
Thumbtack’s 2026 survey points to a real shift in how many Gen Z adults evaluate career options. AI anxiety is not just a technology story. It is a workforce story, and the skilled trades are increasingly part of the answer young workers are considering.
For Carolinas contractors, the implication is straightforward: this is a moment to sharpen the message, clarify the path, and make it easier for interested young people to enter the trades. The firms that do that well will be better positioned to build their next generation of craft talent.
Below are answers to common questions about this topic.
Be direct and realistic. Explain that no career is risk-free, but skilled trade work remains essential and less susceptible to full automation than many entry-level office tasks. Position technology as a tool that supports the work, not as something your company is ignoring.
Usually it is the message. If your recruiting materials do not clearly explain the career path, the earning model, and the next step into training or apprenticeship, interested candidates may never apply.
Smaller firms can still compete by offering mentorship, a visible path to advancement, and a clear connection to structured training through ABC Carolinas. Candidates often respond to clarity and personal development as much as company size.
Start where your company already has relationships or visibility. That could mean high schools, community colleges, local workforce partners, or industry events. The key is consistent follow-up and a simple next step for interested candidates.
ABC Carolinas gives member companies a way to turn interest into action through workforce development resources, apprenticeship and craft education, and construction career information that candidates and employers can use right away.
