The highways technology sector has experienced significant growth over the past decade. As local authorities and contractors continue investing in ITS, traffic signals, CCTV, ANPR, Variable Message Signs (VMS), EV infrastructure and smart city technology, the demand for skilled professionals has increased accordingly.

However, one challenge continues to affect almost every organisation operating within the sector: finding experienced people.

Unlike some industries where there is a readily available talent pool, highways technology relies on specialist knowledge that is often developed over many years. Engineers, technicians, project managers and commissioning specialists typically acquire their expertise through hands-on experience across multiple projects and technologies. As a result, the number of qualified professionals entering the market is often considerably lower than the number of vacancies available.

This has created a highly competitive recruitment environment. Employers are competing for the same individuals, often leading to longer hiring processes, project delays and increased pressure on existing teams.

One of the reasons for this challenge is that many of the best candidates are not actively looking for a new role. Traditional recruitment methods, such as job advertisements, only reach a small percentage of the available talent pool. Many experienced professionals are happy in their current positions and only consider a move when approached with the right opportunity.

This means recruitment within highways technology has become increasingly relationship-driven. Success often depends on industry knowledge, established networks and a genuine understanding of the technical requirements of a role.

The wider industry has an important role to play in addressing the skills shortage. Organisations need to continue investing in apprenticeships, graduate programmes and internal development opportunities to bring new talent into the sector. Knowledge transfer from experienced professionals to the next generation will be essential if the industry is to meet future demand.

Collaboration between employers, training providers and recruitment specialists can also help ensure skills gaps are identified early and addressed effectively.

While there is no quick solution to the talent shortage facing the highways technology sector, a proactive approach to workforce planning and recruitment can make a significant difference. Organisations that engage with the market continuously rather than only when vacancies arise are generally better positioned to attract and secure the talent they need.

As the sector continues to evolve, the ability to find, develop and retain skilled people will remain one of the most important factors in delivering successful infrastructure projects across the UK.