By: Alanna Cochran, HVAC Practice Lead & Sr. Recruiter
The struggle of attracting skilled tradespeople in the United States isn’t a new concern. In 2020, an ADP Research Institute report found that Generation Z showed a greater interest in blue-collar jobs compared to other generations. However, more recent data suggests a shift, with their share of employment in these roles leveling off since 2022.
As market demands are on the rise — driven up by pressing issues like the transition to green energy, housing needs, the aging workforce, and climbing infrastructure investments — it’s more challenging than ever to source skilled laborers.
But there’s hope; AllSearch Recruiting’s experts specialize in sourcing the best candidates for a range of disciplines across the trade sector. Learn how to attract skilled trade talent in today’s market from our specialized team of recruiters.
Why Is There A Skilled Labor Shortage?
The skilled labor shortage is a result of many factors. Primarily, the aging workforce and an overall poor awareness of trade jobs and what they entail.
The Aging Workforce
Almost half of the nation’s current workforce will retire by 2031. As fewer young people choose to work in the field, there are significantly less qualified workers to replace the workers who are aging out. The difference between employment rates and retirement rates creates a stark shortage of workers.
Generational Differences
The perception of the job markets started shifting in the 1970s. There was a strong push from parents and educators for younger generations to pursue four-year degrees instead of labor-intensive trade jobs.
The high school to college to full-time office job became the new normal for many US families, and interests and perceptions of trade jobs dwindled.
Stigmas & Misunderstandings of the Job
Trade jobs carry certain stigmas that are deterring the next generation of skilled laborers. Frankly, these stigmas are a result of the lack of education about the industry. As more and more schools pushed students to pursue the 4-year degree path, misconceptions have only increased.
The industry has to fight stereotypes such as “skilled trades workers aren’t smart enough,” “they can only be men,” or “the pay is bad.” (All of which, can easily be debunked with the proper education.)
Demand Isn’t Slowing Down, Your Recruiting Efforts Can’t Either
By 2033, the US Bureau of Labor Statistics estimates a 4-60% growth in demand for skilled tradesmen. These numbers are influenced heavily by the increase in federal funding for construction and energy projects.
If the demand for trade workers isn’t slowing down, your recruiting efforts can’t either. Here are 3 ways you can start making a difference in your industry if you’re still struggling to attract skilled trade talent.
1. Change Perceptions
Perceptions have to change if we expect participation in the trades to increase. As a society, we must dismantle the stereotypes that blue-collar labor jobs are less important than white-collar office jobs, and that pursuing a career in the trades is for less intelligent or ambitious people.
Along with that, we should reinforce that four-year college degrees aren’t the only path to success. In fact, the return on investment of college degrees has dramatically declined over the last 40 years. Since the 1980s, the cost of college has increased by almost 200%, while graduate starting salaries have only increased by 20%.
Most technical schools take half the time to complete and are a fraction of the cost to obtain a degree. Some even offer “learn while you earn” incentives, so trade students can start earning money during their apprenticeships.
These facts can help change the narrative and influence younger generations to find value in a trade career.
2. Build Strategic Partnerships
As young professionals finding a place in the business world, one of the first lessons we’re taught is the value of connections. As a company, you can use this same concept to spread the word about your industry.
Beyond having a presence at career fairs and online job boards, partnering with local middle and high schools can educate students and raise awareness about the wide range of opportunities in trade careers. That education can make all the difference in attracting future talent to the trades.
3. Invest In Your Culture
Attracting skilled trade employees is only half of the battle; retaining them is just as important. Employees who feel valued and treated fairly are more keep their trade job. This means offering competitive salaries, benefits, and opportunities to grow their skills and careers.
In the age of remote working, investing in your culture could also mean offering increased flexibility. Almost all trade jobs require in-person work to complete project tasks and meet deadlines. But that doesn’t mean companies can’t explore more flexible work hours, PTO, or shift-trading policies.
Work With A Recruiting Company Who Specializes In Recruiting For the Trades
Changing perceptions, building partnerships, and investing in culture are powerful, long-term recruiting and retention strategies, but if you’re in urgent need of a new hire, these recruiting tactics aren’t going to cut it.
Consider working with AllSearch Recruiting, an experienced team of industry-specific recruiters with a knack for solving the most complex recruiting challenges.
Our recruiting teams specialize in several trade divisions, including:
- Manufacturing & Plastics
- Construction & Mechanical Services
- Recycling & Sustainability
- Wholesale & Distribution
- Facilities Management
Explore our division pages to learn more about how AllSearch can transform your recruiting strategy.
Our goal is to help you reach yours — contact us today to find the next great addition to your team.