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🔍 Hiring Field Workers

The labor shortage is real. Winning the talent war requires being intentional about how you recruit and hire.

Key Principle

You're always recruiting. The best time to find good people is before you desperately need them.

The Labor Challenge​

Why It's Hard​

  • Aging workforce retiring
  • Fewer young people entering trades
  • Competition from other industries
  • Stigma around construction careers
  • Immigration policy changes

The Opportunity​

  • Good workers want good employers
  • Reputation matters (word travels fast)
  • Training can bridge skill gaps
  • Culture is a competitive advantage

Where to Find Workers​

Referrals from Current Employees​

Your best source:

  • They know good people
  • They pre-screen candidates
  • New hires come with a connection

Make it work:

  • Ask specifically and regularly
  • Offer referral bonuses
  • Thank employees who refer
  • Follow up quickly on referrals

Trade Schools & Apprenticeships​

  • Community college programs
  • Union apprenticeships
  • Vocational high schools
  • Trade-specific training programs

Build relationships:

  • Speak to classes
  • Offer internships
  • Sponsor programs
  • Hire graduates

Job Boards & Online​

  • Indeed, ZipRecruiter
  • Trade-specific boards
  • Facebook groups
  • Craigslist (still works)

Tips:

  • Good job descriptions
  • Competitive pay posted
  • Easy application process
  • Respond quickly

Other Sources​

  • Competitors (be ethical)
  • Supply houses (they know who's good)
  • Other contractors (non-competing)
  • Career fairs
  • Military transition programs

What Good Workers Want​

Compensation​

  • Competitive pay (know your market)
  • Consistent work hours
  • Overtime opportunities
  • Benefits (health, retirement)

Beyond Pay​

  • Respect and fair treatment
  • Safe working conditions
  • Quality tools and equipment
  • Training and advancement
  • Stable employment

The Hiring Process​

Job Description​

Include:

  • Specific trade/skills needed
  • Experience level required
  • Physical requirements
  • What you offer (pay range, benefits)
  • Your company's differentiators

Screening​

  • Review applications promptly
  • Phone screen first
  • Check for obvious red flags
  • Assess communication skills

Interview Questions​

Technical:

  • Describe your experience with [specific task]
  • What tools do you own/prefer?
  • How would you approach [specific scenario]?

Behavioral:

  • Tell me about a challenging project
  • How do you handle conflict with coworkers?
  • What did you like/dislike about your last employer?

Cultural:

  • Why are you leaving your current job?
  • What are you looking for in an employer?
  • How do you handle feedback?

Skills Assessment​

For key positions:

  • Practical skills test
  • Working interview (paid)
  • Reference checks (actually call them)

Onboarding​

First Day​

  • Someone assigned to welcome them
  • Paperwork ready (not a surprise)
  • Safety orientation
  • Introduction to team
  • Tools and equipment ready

First Week​

  • Paired with experienced worker
  • Clear expectations set
  • Check in daily
  • Answer all questions
  • Make them feel valued

First 90 Days​

  • Regular feedback (not just criticism)
  • Training as needed
  • Increasing responsibility
  • Check for cultural fit
  • Decide on long-term fit