Recruiting Skilled Trades Has Changed: Here’s How to Keep Up 

by: Justin King, Solution Design Director |
September 23, 2025

The new reality of skilled trades recruiting 

For decades, recruiting skilled trades talent such as electricians, welders, maintenance technicians, and machinists was straightforward. Employers relied on referrals, union halls, walk-ins, and a steady pipeline from high schools and vocational programs. The supply was strong, demand was predictable, and the recruiting playbook rarely changed. 

Today, that world looks very different. Baby boomer retirements, declining enrollment in trade programs during the 2000s and 2010s, and the disruptions of the pandemic have left many manufacturers struggling to fill critical roles. Recruiting skilled trades has become tougher, more competitive, and more complex than ever before. Yet while the challenge is real, the path forward is clear. Companies that adapt their recruiting strategies to meet today’s trades workforce where they are, and align offers with what motivates them, will outpace competitors. 

How the job search has changed 

Historically, most skilled trades jobs were filled through word of mouth and local networks. Workers heard about opportunities from friends, family, or coworkers, and many employers never had to advertise. Now, the job search is a hybrid of traditional and digital methods: 

  • Referrals and personal networks remain the top source of hires. Skilled trades communities are tight knit, and trust is high when a peer recommends a job. 
  • Job boards such as Indeed and ZipRecruiter are widely used for quick applications, especially for maintenance and production roles. 
  • Social media, especially Facebook groups, have become an important channel. Younger trades workers, particularly Gen Z, are more likely to browse and make career decisions based on community groups than to maintain LinkedIn profiles. Don’t stop there. Instagram, YouTube, Snapchat, and TikTok are also widely used and each offers opportunities to broaden and strengthen your recruiting strategy. 
  • Apprenticeships and career fairs still serve as key pipelines, particularly in regions with strong partnerships between manufacturers and vocational schools. 

The key change is that there is no single channel anymore. Skilled trades employees are finding work through a mix of digital platforms and personal connections, and employers must spread their recruiting efforts accordingly. 

What motivates skilled trades workers to move 

Understanding why trades employees leave is just as important as knowing where to find them. Several motivators stand out: 

  • Respect and recognition: Workers who feel undervalued or disrespected will leave, even for a small pay increase elsewhere. 
  • Pay and stability: Rising wages mean workers know their value and will switch for better compensation or more predictable overtime. 
  • Growth opportunities: Lack of advancement or training pushes younger tradespeople to look elsewhere. 
  • Work-life balance: Burnout from constant overtime or erratic shifts is a leading cause of turnover. 
  • Culture and management: Poor supervision or unsafe environments are deal breakers. 

Trades workers know they are in demand. For many, switching jobs is less about chasing the highest dollar and more about finding an employer that respects their skills and offers a sustainable path forward. 

The Gen Z Factor  

One of the most encouraging shifts is the resurgence of interest in trades among younger workers. Gen Z is questioning the value of a four-year degree, and many are pursuing trades careers in manufacturing, construction, and logistics. Gen Z also brings different expectations: 

  • Social media is central. A Thumbtack survey found that over half of Gen Z respondents said social media influenced their consideration of a skilled trade career. Despite this, most employers have been slow to capitalize on the opportunity. And when they do, it’s often limited to running ads across different platforms. That’s a start, but it’s not enough. To connect with this generation, employers need to post content that actually mimics what they already engage with online: authentic, relevant, and story-driven. While both are useful, the first approach is recruitment marketing; the second is brand building. One gets you applicants, the other builds long-term interest in your company and the trades as a career path. 
  • They expect transparency. Job seekers want to see company culture, pay ranges, and career paths up front. 
  • They value purpose and branding. An employer that can show pride in their trades workforce and highlight real employee stories has an edge. Employee testimonials, day in the life videos, and stories about real employees and their career progression can go a long way. 

For employers, this means recruiting strategies must evolve. Meet young candidates where they are online, speak authentically about culture, and highlight growth opportunities. 

How employers can improve their odds

The fundamentals of good recruiting still apply, but they must be executed with sharper focus: 

  • Write clear, concise, and appealing postings to attract the right candidates and reduce wasted applications. 
  • Promote employee referrals, since tradespeople trust each other and referral programs accelerate hiring. 
  • Invest in employer branding that showcases safety, respect, growth opportunities, and employee pride, both online and in the community. This can include refreshing your careers site, strengthening your presence on review platforms, and sharing authentic employee stories on social media. 
  • Show up where candidates are, whether on job boards, Facebook trade groups, partnerships with schools, or local events. Skilled tradespeople are not traditional candidates so you need to invest time to understand where they can be found, while realizing that old tactics may not resonate with the younger generation. 
  • Offer real value that motivates your target candidates. Competitive pay, career development, and respect will always win over surface level perks when it comes to motivating skilled tradespeople.  
  • Make sure your hiring process prioritizes a positive candidate experience. That means making applying easy, ensuring the process is mobile-friendly, moving quickly and being flexible, and preparing hiring managers to conduct effective candidate-centric interviews. 

Building a stronger skilled trades workforce 

Recruiting skilled trades talent has undeniably gotten tougher. The old methods alone no longer suffice, and the workforce has new expectations. But companies that embrace today’s hybrid reality, balancing digital outreach with traditional networks, listening to worker motivations, and investing in culture and branding, will position themselves to succeed. 

The demand for trades talent is high, but so is the opportunity. The employers who adapt now — by meeting candidates where they are, offering competitive value, and building authentic employer brands — will create stronger, more resilient teams that can thrive in the future of manufacturing. 

Your skilled trades talent strategy doesn’t have to fall behind. Schedule a consultation with one of our recruiting experts to explore how to build a recruitment strategy tailored to your company’s specific workforce needs.