Of course, recruiting skilled plumbers is crucial for the growth and success of your plumbing business. Finding and hiring top-notch talent isn’t always easy, though.
As many experienced plumbers approach retirement age, it can be difficult to find young, trained professionals entering the field to replace them – especially as younger generations often overlook plumbing as a viable career path, favoring university degrees over trade skills.
The plumbing industry also seems to struggle with an image problem; often perceived as a dirty and physically demanding job, a career in plumbing is not particularly inviting to potential candidates.
Lastly, there’s fierce competition among companies for the limited pool of skilled plumbers that are on the job market. Offering competitive salaries and benefits can be challenging, especially for smaller businesses with tighter budgets.
These factors combined make the recruitment process in the plumbing industry quite an undertaking. This guide will provide you with effective strategies on how to recruit plumbers and overcome these obstacles.
1. Going Digital with Job Postings
In today’s digital age, utilizing online platforms like LinkedIn, Facebook, Indeed, and your business’s website can broaden your reach to potential candidates. Craft compelling job postings that highlight the benefits and opportunities your company offers and circulate them online.
Each platform has its unique advantages.
- Facebook is a social networking site with over 2.9 billion active users worldwide, making it a fantastic platform for reaching a wide audience. With Facebook’s targeted advertising, you can specify the demographics of your ideal candidate, ensuring your job posting reaches the right people. Additionally, Facebook groups related to plumbing can be a valuable resource for finding potential hires.
- LinkedIn is a professional networking site that caters to 900 million users, including a vast number of professionals in the plumbing industry. It allows you to view candidates’ professional profiles, including their skills, endorsements, and recommendations. This means you can assess their suitability before even inviting them for an interview.
- Indeed is one of the largest job boards globally for job seekers across all industries, including plumbing. Indeed allows you to post jobs for free (with the option to boost visibility through paid promotions), use screener questions to filter applicants, and view resumes directly on the platform.
- Your Business’s Website can be an extremely effective place to post job vacancies, as it ensures that potential hires are already interested in your company if they’re browsing your site. It also gives you a chance to showcase your company’s culture, values, and benefits in more detail. Make sure your careers page is easy to find and navigate, and that the application process is user-friendly.
- Job-Specific Platforms with dedicated job posting boards for industry-specific job openings, like Work With Your Handz, allow you to target your job posting specifically to experienced professionals in the plumbing industry.
Make sure your job postings are engaging, clear, and provide all the necessary information about the role.
2. Offering Competitive Benefits and Career Growth Opportunities
Plumbers, like any other professionals, look for attractive benefits and career growth opportunities. Packaging these benefits attractively in your recruitment process can tip the scales in your favor. For example, offering a competitive salary, health insurance, and continuous training opportunities can make your company more appealing to potential hires. Make sure to highlight these benefits clearly in your job description.
3. Developing an Employee Referral Program
The solution to your recruitment needs might be right there in front of you – your existing employees could be the key to finding new talent. By developing an effective referral program, you can leverage current employees’ networks to find qualified plumbers. Offering incentives for successful referrals can motivate your employees to participate actively in the recruitment process.
Follow these steps to create an effective referral program:
Establish the Program’s Goals
Before anything else, determine what you want to achieve with your employee referral program. This could be filling a specific role, improving the quality of applicants, or increasing the retention rate.
Outline the Referral Process
Make it as easy as possible for your employees to refer someone. This could involve creating a form on your internal HR system where employees can submit referrals, or setting up a dedicated email address for referral submissions.
Set Clear Rules and Eligibility Criteria
Clearly define who can be referred and who can make a referral. Also, determine when and how the referrer will be rewarded.
Decide on Incentives
Determining the right incentive can motivate your employees to participate in the program. This could be a monetary reward, additional vacation days, or even recognition at a company meeting. The key is to choose something that will truly motivate your employees.
Promote the Program
Ensure all employees are aware of the program and its benefits. Regularly remind them about the program through emails, meetings, and posters.
Track and Review the Program
Keep track of the program’s progress, including the number of referrals made and hires resulting from these referrals. Review this information periodically to assess the program’s effectiveness and make any necessary adjustments.
4. Conducting Efficient and Thorough Interviews
An efficient and focused interview process is essential in assessing a candidate’s skills and suitability for your company. Prepare a set of questions that will help you evaluate the candidate’s technical knowledge, problem-solving abilities, and interpersonal skills. Remember, the right hire should not only be skilled but also fit well with your company culture.
5. Tapping into Apprenticeship Opportunities
Apprenticeships offer a valuable pool of potential hires. These individuals are eager to learn and grow in the industry, making them ideal candidates for your plumbing team. You can find apprentices through trade schools, trade-focused social media groups, or bulletin boards.
6. Creating an Appealing Company Culture
A strong, appealing company culture can be a unique selling point in your recruitment process. A positive work environment that values teamwork, continuous learning, and work-life balance can attract skilled plumbers. Remember, happy employees are more likely to recommend your company to their networks.
7. Leveraging Professional Recruitment Agencies
Professional recruitment agencies specializing in skilled trades can provide you with a shortlist of qualified candidates, saving you time and effort in the recruitment process. However, it’s essential to select the right agency that understands your business’s needs. Consider factors such as the staffing agency’s track record, fees, and terms of service before entering into a contract. The right recruiter will boost your industry image and play a significant role in attracting top talent. Choose a staffing agency that’s well-versed in effective plumbing recruitment strategies.
Kickstart Your Business Growth with Work With Your Handz
Recruiting the right plumbers is not a one-size-fits-all process. It requires strategic planning, effective execution, and continuous improvement. Contact Work With Your Handz to learn more about recruiting plumbers and to find out how a staffing agency can save you the time and stress of recruiting – so that you can focus on other aspects of your business as quality applications roll in.