The Engineering and Construction (E&C) industry is failing to recruit enough young professionals. Unfortunately, attracting talent is not the only problem. Retaining them is proving difficult as well. Considering that the typical engineering professional is in their late 30s to early 40s, it is imperative that proactive measures be taken to rectify this situation as it is only going to get worse unless action is taken. This paper describes a study commissioned by the Construction Industry Institute (CII) and concluded that solutions are indeed available. Through literature searches, questionnaires, and over 270 personal interviews with prospective, recent, and experienced industry professionals; specific benefits, programs, and other incentives that young people are looking for when choosing a career path and a prospective employer were identified. Companies should consider career path and advancement opportunities, improved compensation and benefits packages, continued education and training, and a host of other ideas identified in this study. This paper summarizes the findings of the study and examines the top eight factors that influence the success of recruiting and retention. The E&C industry would do well to take note of the examples being set by others, such as the healthcare and information technology industries, and to remove some of the key barriers that are causing young, talented professionals to look away from construction as a lifelong career. The industry needs talented young leaders, and recruiting and retaining them is critical to the future of construction.