The Talent Crunch in EPC, Infrastructure & Construction: A Crisis We Can’t Ignore

India’s infrastructure sector is projected to reach $1.4 trillion by 2025. The government's National Infrastructure Pipeline (NIP) program aims to channel significant capital into key areas such as energy, roads, railways, and urban development. This raises an important question: 

Do we have the talent to sustain this growth?

In EPC, infrastructure, engineering, and construction, there have been challenges with increasing the limited pool of skilled professionals faster than we are building roads, airports, railways/metros, and power plants. 

What’s causing this crisis? Five critical talent challenges, that companies must address: 

• Succession Planning: The Industry’s Achilles’ Heel

  • Only 14% of the leaders are effectively implementing succession planning
  • Many top leaders hesitate to pass the baton, leaving no second line of leadership.
  • Merely naming a successor is not enough; organisations must ensure that successors are prepared and aligned with the company’s long-term goals

Solution:

• • Identify future leaders who are aligned with the company’s vision to achieve strategic objectives during times of change.
  • Mentorship is essential for developing potential leaders within the organisation.
  • Treat succession planning as a critical KPI for long-term success.
  • Hiring should focus on future-proofing the organisation, not just filling current roles.

If you don’t build leaders today, you’ll be hunting for them tomorrow.

• The Age Dilemma: It’s Not the Age, It’s the Mileage  

  • The rising sentiment is “We need someone younger". But does age determine capability? 
  • Senior professionals possess valuable institutional knowledge and crisis management skills.
  • Age-related discrimination affects two-thirds of individuals aged 45 to 74, limiting opportunities.

Solution:

• • Prioritise hiring individuals with a strong vision and adaptability to navigate future complexities, while challenging the age bias.
  • Empower experienced workers with managerial and mentorship roles to utilize their extensive expertise.
  • Explore flexible leadership models, including advisory and part-time CXO roles, to enhance organisational agility.  
    

It’s not about your age, but about how effectively you drive change

• The IIT/IIM Fixation: Degrees Open Doors, Skills Build Careers

  • A hiring bias we need to break: "We need an IIT/IIM graduate."
  • Only a handful of Fortune 500 CEOs come from these elite institutions.
    Talent is everywhere—if you know where to look.
  • Hiring managers should prioritise skills and problem-solving abilities over alma mater prestige.
  • Practical knowledge & problem-solving matter more than a brand name

Solution:

• • Focus on competency-based hiring, not just pedigree.
  • Offer training opportunities for talented individuals from diverse educational institutions.
  • Embrace skill-based assessments over degree-based filters.  
    

Want to hire smart? Focus on skills. 

• The Rise of India as a Global EPC & Manufacturing Hub

  • 10 years ago, MNCs saw India as a cost-saving hub. Today, things have changed.  
  • Over 100 global firms established manufacturing plants in India in the past five years.
  • The focus has shifted from outsourcing to high-value innovation and production.  
    The challenge? Retaining the top talent of the country

Solution:

• • Give talent global exposure & leadership opportunities within India.
  • Make India a destination for high-value roles, not just execution jobs.
  • Create global HQ roles in India — fostering strategic leadership beyond mere regional offices.

India is no longer a back office—it’s the new powerhouse of global engineering.

• Talent Drain: Who Will Build Tomorrow’s Infrastructure?

  • Engineering graduates favour IT, fintech, and consulting for higher salaries and improved job prospects.
  • Young professionals perceive EPC, infrastructure, and engineering sectors as slow-moving and outdated.
  • There is a notable decline in the talent pipeline for core engineering disciplines.

Solution:

• • Revamp communication to attract younger talent by highlighting dynamic engineering roles and the transformative impact of cutting-edge technologies.
  • Showcase innovation through automation and AI-driven projects that shape the future of engineering.
  • Collaborate with universities to create a robust talent pipeline, offering relevant courses and internship opportunities.
    Commit to inclusive hiring practices, ensuring diversity is prioritised across all recruitment and development programmes.

If we don’t make engineering aspirational, we’ll lose the builders of tomorrow.

Time for a Talent Revolution 

The EPC, infrastructure, and construction sectors must rethink their approach to talent.

• Succession planning isn’t optional—it’s survival.
• Experience shouldn’t be overlooked in favour of youth.
• Hiring must shift from pedigree-based to skill-based.
• India is ready for global leadership roles — companies must step up. 

What’s your take?
Are these challenges real in your industry? How do you see companies addressing them? 

📩 Get in touch with your local Odgers Berndtson contact on how we can provide you with the best-equipped leaders to guide your journey and inspire others to follow suit.