Finding Good Help Isn't Impossible:
A Contractor's Guide to Hiring in a Tight Labor Market
"You just can't find good help these days."
If I had a dollar for every time I've heard a contractor say this in the last few years, I'd be retired on a beach somewhere instead of writing this article.
The skilled labor shortage is real. With an aging workforce, fewer young people entering the trades, and demand for construction services at record highs, finding and keeping quality workers is tougher than ever.
But here's the truth: some contractors are still managing to build and retain solid teams. They're not magicians, and they're not overpaying by ridiculous amounts. They're just approaching hiring differently than most of their competitors.
Let's break down what actually works in today's market.
The Traditional Hiring Approach (That No Longer Works)
Before we get into solutions, let's identify why the old ways of finding help aren't cutting it anymore:
- Posting a generic "Help Wanted" ad and expecting qualified applicants to line up
- Offering the "standard rate" for your area without considering the total package
- Expecting instant loyalty from new hires without earning it
- Training minimally and expecting workers to "figure it out"
- Hiring only when you're desperate and need someone immediately
These approaches worked fine when there were more workers than jobs. That's not the world we live in anymore.
What Actually Works: The Talent Attraction System
The contractors who consistently find and keep good help have developed systematic approaches to recruiting. Here's what they're doing differently:
1. Treat Recruiting Like Marketing
Smart contractors know that finding employees requires the same effort as finding customers.
Effective strategies:
- Create a simple careers page on your website that sells the benefits of working for you
- Use photos/videos of your actual team, not stock images
- Have current employees create short testimonials about why they like working for you
- Clearly state what makes your company different from other contractors
Real-world example: A mid-sized electrical contractor created 30-second videos of three team members talking about why they chose to work there. These simple smartphone videos, added to their website and social media, generated more quality applications than all their paid job ads combined.
2. Build a Pipeline Instead of Filling Positions
The most successful hiring contractors are always recruiting, even when they don't have immediate openings.
How to implement:
- Create a simple database of potential candidates you meet
- Stay in regular contact with promising individuals
- Consider creating part-time or project-based opportunities to test potential hires
- Build relationships with trade schools and community colleges
Pro tip: Keep a "dream team" list of people who currently work for competitors or other companies that you'd like to hire someday. Check in with them quarterly to maintain the relationship.
3. Hire for Attitude, Train for Skill
Finding someone with the perfect skill set AND the right attitude is nearly impossible in today's market. The best contractors prioritize character and trainability over existing skills.
What to look for:
- Reliability and punctuality
- Willingness to learn
- Problem-solving mindset
- Communication skills
- Cultural fit with your team
Assessment tactics:
- Give candidates a small, paid project before full-time employment
- Have them work alongside your best crew member for a day
- Ask scenario-based questions about how they've handled challenges
- Check references with specific questions about reliability and attitude
4. Create Clear Growth Paths
One of the biggest reasons people leave the trades is the lack of visible career progression. Top contractors solve this by creating clear advancement opportunities.
Effective approaches:
- Document specific skill levels with corresponding pay increases
- Create specialized roles beyond just "helper" and "lead"
- Offer training opportunities tied to advancement
- Share stories of team members who have progressed in your company
Example structure:
- Apprentice Level 1, 2, 3 (with clear requirements to advance)
- Journeyman
- Specialist (residential, commercial, specific systems)
- Crew Lead
- Field Supervisor
- Project Manager
Even in a small company, having visible next steps keeps good people engaged.
5. Offer Benefits That Actually Matter
Competitive pay is important, but it's rarely the only factor in someone choosing (or staying with) an employer.
Benefits that make a difference:
- Predictable schedules (huge for younger workers)
- Paid training and certification
- Quality tools provided by the company
- Company vehicles or gas allowances
- Performance bonuses
- Health insurance options
- Simple retirement plans (even if you can't match contributions)
- Paid time off that actually gets used
The unexpected winner: Many contractors report that offering a simple, low-cost retirement plan dramatically improves retention, even if they don't contribute to it. Why? Because it signals you care about your employees' long-term future.
Expanding Your Candidate Search
Beyond improving your hiring approach, thinking more broadly about where to find qualified candidates can yield better results:
Veterans
- Disciplined, trained to follow processes
- Accustomed to physical work and challenging conditions
- Many have relevant technical training
- Connect with local veteran employment programs
Career-Changers
- Often highly motivated and appreciative of opportunities
- Bring professional skills from other industries
- May have customer service experience
- More life experience and maturity
Underrepresented Groups in the Trades
- Consider outreach to vocational programs targeting diverse candidates
- Partner with community organizations focused on workforce development
- Review your job postings to ensure inclusive language
- Ensure your workplace is welcoming to all qualified individuals
Community College and Trade School Partnerships
- Develop relationships with instructors who can recommend top students
- Offer internship or apprenticeship opportunities
- Participate in career fairs and on-campus recruitment events
- Consider offering scholarships or sponsorships for promising students
Making the First 90 Days Count
The highest turnover occurs in the first three months of employment. Successful contractors focus intensely on this period:
- Create a detailed onboarding plan covering the first week, month, and 90 days
- Assign a specific mentor responsible for the new hire's success
- Schedule regular check-ins at 7, 30, 60, and 90 days
- Provide early wins with progressively challenging but achievable tasks
- Give specific, constructive feedback throughout the probationary period
This structured approach dramatically reduces early turnover and accelerates productivity.
Keeping Your Best People
Finding good people is hard enough—losing them is even worse. Here's what successful contractors do to maintain retention:
- Regular one-on-ones with direct supervisors (at least monthly)
- Pay increases before they're asked for (when deserved)
- Recognition programs that highlight exceptional work
- Involve team members in decisions that affect their daily work
- Create opportunities to learn new skills and systems
- Address problems quickly instead of letting issues fester
The common thread? They make people feel valued, heard, and invested in the company's success.
The Bottom Line
Yes, finding good help is harder than it used to be. But the contractors who approach hiring as systematically as they approach their craft are still building strong teams.
The labor shortage isn't going away—demographic trends almost guarantee it will get worse before it gets better. Treating recruitment and retention as core business functions rather than occasional necessities is the only sustainable approach.
The good news? Most of your competitors are still posting generic "help wanted" ads and complaining about the applicants they get. That creates a real opportunity for contractors willing to approach hiring differently.
Want to discuss hiring strategies with other trades professionals? Join our contractor community where we share what's really working in the field.