Laing O’Rourke’s Ben Hardie reveals how he was drawn to construction – and what the industry can do to attract a younger generation with digital skills.
Hardie joined Laing O’Rourke straight from sixth form as part of the organisation’s school and college leaver programme. He went on to study for his degree in quantity surveying at London South Bank University and a second, in architectural technology, achieving first-class honours.
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As he progressed his career at the contractor, he transitioned to digital engineering, finding his passion.
His impressive skills and knowledge have earned him the moniker ‘the Swiss Army Knife of digital engineering’ on-site, reflecting his versatility and largely self-taught expertise.
What attracted you to digital construction?
Ben Hardie: I was always fascinated by the built environment from a young age. My obsession with Lego and Meccano models was a testament to that.
“There is a noticeable gap between generations when it comes to digital adoption in construction, but it is definitely something that can be bridged with the right approach.”
Ben Hardie
I always had a sense that I would end up in the construction industry – although I wasn’t sure in what capacity – and I was fortunate enough to be mentored by a digital engineer during my first couple of months as a quantity surveying apprentice at Laing O’Rourke.
I was immediately intrigued by this engineer’s ability to create and manage detailed models that improved project collaboration, efficiency and certainty.
At that point, I knew I wanted to be part of the digital team at Laing. The company supported my decision and now I get to see first-hand how digital tools can enhance our projects, making them safer, faster and more sustainable.
Do you think the UK construction sector is making the best use of digital technology?
The sector has made significant strides in adopting digital tools and BIM, but there’s still a lot of untapped potential. To achieve maturity, we need to encourage a culture of continuous learning and innovation. This can be done by investing in training for our workforce, establishing cross-sector collaboration, and supporting research and development.
It is also essential that we standardise processes and data across projects to ensure consistency and efficiency.
Lastly, with all the recent advancements in artificial intelligence, I think there is considerable potential to see how it can be used to enhance existing workflows and develop new ones.
When it comes to digital, do you think there’s a gap between the older and younger generations working in the industry?
“We need to showcase the exciting and impactful work that is going on. Highlighting how digital tools and innovative technologies are transforming the industry would spark interest.”
Ben Hardie
There is a noticeable gap between generations when it comes to digital adoption in construction, but it is definitely something that can be bridged with the right approach.
Mentorship programmes, where experienced professionals can share their knowledge and younger employees can introduce new technologies, are incredibly beneficial.
In addition, creating a culture of inclusivity and continuous learning ensures that everyone, regardless of age, feels comfortable and competent when it comes to using digital tools.
At Laing O’Rourke, we encourage this type of culture and see the importance of investing in training to keep everyone up to date with the latest advancements.
How can construction attract and retain tech talent, including those who join from other sectors?
We need to showcase the exciting and impactful work that is going on within the construction sector. Highlighting how digital tools and innovative technologies are transforming the industry would spark interest.
Furthermore, offering competitive salaries, professional development opportunities and a clear career progression path are key in attracting and retaining the right talent.
Lastly, creating an inclusive, forward-thinking workplace that values diversity and innovation will make the construction industry more appealing to tech professionals from other sectors.
Read the full interview on CIOB People.
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