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Hiring highly skilled, trustworthy tradesmen for the home services industry has become an uphill battle. The landscape has shifted dramatically, making it harder than ever to find the right talent and it’s not slowing down anytime soon. Many factors are contributing to this ongoing shortage, and understanding these is the first step toward overcoming it.

What’s Causing the Hiring Struggle?

Outdated Hiring Practices

Many companies still rely on hiring methods designed for a different era. They lack real-time insights into workforce needs, leaving them reacting rather than proactively sourcing top candidates.

Retirements

A significant percentage of skilled tradespeople are reaching retirement age. Recent estimates indicate that around 45 percent of the experienced workforce is nearing retirement or has already retired in the past few years, creating a widening gap that’s tough to fill.

Neglect of Trade Careers

There was a huge decline in vocational education and training programs over the past years. Fewer young people are pursuing trade careers, which means the pool of newly trained talent is shrinking. (It’s starting to shift a little bit, thank goodness.)

Perception Issues

Trade jobs often carry a stigma, viewed as less prestigious compared to white-collar roles. This perception discourages many potential candidates from considering careers in the trades.

Economic Downturns

Broader economic challenges have made it harder for companies to attract skilled workers. When unemployment rises or economic uncertainty looms, top talent tends to hold off on switching jobs or entering new fields.

All of these factors combine to create a shortage of skilled tradespeople that is projected to persist well into 2026 and beyond. For employers, this is a serious challenge and adapting is essential.

What Has Changed in the Market and Recruitment Platforms?

Gone are the days when placing an ad on ZipRecruiter or Indeed would flood your inbox with qualified resumes. The market is different now. A combination of fewer trained tradespeople, aging workforce retirements, and increased competition means you need to be more strategic. 

While there’s been a renewed push to encourage young people into the trades, it takes years of schooling, documented hours working under licensed master tradespeople to earn licenses in many fields. The tests are hard and not everyone prepares. Some give up and don’t have the license but have the experience. The process is rigorous and expensive, often putting resource-strapped young people with growing families at a disadvantage. (And let’s not forget that some people have background issues…making things even more challenging.)

What Should You Do? 

Adopt an “Always Be Looking” Mindset

The most important mindset shift is to continuously seek new talent. This isn’t about reacting to openings it’s about being proactive. Because the window for hiring quality tradesmen is shrinking, think about hiring like your marketing and advertising…always in motion. Your marketing is a percentage of your annual revenue. Recruiting should be approached the same way because if you do not have the people to fulfill the leads, then what’s it all for?

In the past, a few weeks running an ad on a hiring platform would produce good candidates to interview. Now it can take months to find the right candidate, and the best ones go fast. They’re snapped up quickly by competitors who are quicker to respond. If you're not out there consistently building your pipeline, you risk missing top-tier talent altogether.

Partner with Trustal Recruiting

Want to avoid the pain of traditional hiring delays? We work with our clients on flexible retainer arrangements to ensure you're “always looking” and reaching out to highly qualified candidates. We help you attract skilled tradespeople as efficiently and affordably as possible, so your team stays stocked with the talent needed to grow and reach your business goals. 

The Bottom Line

The world of trades hiring has changed drastically. But with the right approach - proactive sourcing, smart partnerships, and a shift in mindset - you can overcome these challenges. Contact us at Trustal Recruiting today and let us help you build the team that will take your business to the next level.

If you're a small business owner in the home services industry - roofing, HVAC, electrical, plumbing, flooring, remodeling, or similar - you’ve probably felt like you’re carrying the weight of the world on your shoulders. You’re doing everything. Managing jobs, handling customer calls, overseeing staff, and still trying to grow. It’s exhausting, and often, it feels like you’re fighting a losing battle. But here’s the truth: you don’t have to do it all; and you shouldn’t.

At Trustal Recruiting, 95% of our clients are locally owned and operated home services entrepreneurs just like you. You’re passionate, hardworking, and dedicated to your craft. But you’re also overwhelmed, stuck in the day-to-day, and unsure how to break free from the cycle of endless work. The good news? There are solutions - ways to scale faster, avoid burnout, and create a truly thriving business.

Why Do You Feel Like You're Doing It All?

Small business owners often wear multiple hats because they believe they must. They’re driven by the desire to serve their customers well, keep the business afloat, and make their mark. Over time, this can lead to feelings of being stuck, overwhelmed, and alone - especially when things aren’t growing as quickly as hoped or when new challenges crop up daily. 

This mindset stems from a common misconception: that success equals working harder and longer. But the real game-changer lies in your mindset and in understanding what you should be focusing on versus what you should delegate or automate.

There Is a Better Way: Clarity and Mindset Shift

Change begins with clarity. You need to identify what only you can do - the high-value, energy-boosting tasks - and what can be delegated, automated, or eliminated. The book Buy Back Your Time by Dan Martell is a game-changer. It offers a blueprint for reclaiming your time, getting unstuck, and building the empire you’ve always envisioned.

Martell’s core message? Your success isn’t about working more. It’s about designing your schedule so you can focus on owner things - activities that generate revenue, bring you energy, and fulfill your purpose. When you do this, your business scales faster and more profitably, without burning out.

How to Scale Your Business Fast Without Burning Out

Here are proven ways to grow your business quickly while giving yourself space to breathe:

Trade Money for Time

Invest in hiring good people to take over routine tasks. This frees up your calendar for strategic planning and high-impact activities. It’s about buying back your time, not just saving money. 

Create Clear Processes and Systems

Establish standardized procedures for everything—from quoting jobs to customer communication. This makes delegation easier and ensures consistency as you scale.

Build a Strong Team

Hire reliable, skilled team members who can handle operational tasks. Use good recruiting practices to find candidates who align with your culture and growth goals.

Use Technology

Automate where possible. From scheduling and invoicing to customer relationship management, technology can streamline operations and free up your capacity.

Prioritize High-Value Activities

Focus on activities that directly impact revenue and growth. Delegate or eliminate low-value tasks that drain your time and energy.

Reclaim Your Calendar for Owner Things

Block time for strategic thinking, business development, and personal renewal. This space is where innovation happens and where you reconnect with your purpose.

Remember: Success Is About Design, Not Hustle

The secret isn’t to work harder but to work smarter. By intentionally designing your time and focusing on what truly matters, you’ll unlock new levels of success and fulfillment without the burnout.

Ready to Scale? We Can Help

At Trustal Recruiting, we know the power of building a strong team and freeing up your time. If you’re ready to grow faster and work less, contact us today. We’ll help you hire the right people, so you can focus on scaling your business and living your best life.

Ready to revitalize your hiring game? At Trustal Recruiting, we know the home services industry faces unique challenges and we’re here to help you crush them. Let’s dive into the top three issues that keep popping up in our conversations and how you can turn them into opportunities.

1. Employee Engagement and Retention

Keeping your team engaged and loyal is a winning strategy - especially in trades like electricians and plumbers where skilled workers are in tight supply. Some of our clients are already acing onboarding and building a strong culture. Many are still figuring out how to keep top talent thriving.

The secret? Focus on building a vibrant culture and fostering engagement from day one. It’s vital to connect with the next generation of workers - Gen Z and Millennials – both who crave purpose and recognition. When your employees feel valued and part of something bigger, loyalty naturally follows.

2. Competitive Compensation

Struggling to find the "sweet spot" for pay? You’re not alone. Salaries vary widely depending on trade, location, and responsibilities. Some clients compete with fast-food chains offering $19–$20 an hour and benefits, while others can't afford those rates.

The key is understanding what your candidates value most - whether it’s higher pay, benefits, or flexible terms. Sometimes, negotiating a fair package that reflects their skills and contributions is enough to secure top talent. Remember, it's about the overall value and how well your offer aligns with what they bring to the table. Flexibility is the name of the game when smaller organizations aim to hire highly skilled, trusted, and dependable top talent.

3. Remote and Flexible Work Options

While skilled trades mainly work on-site, administrative roles and project managers are increasingly seeking flexibility. Some clients are exploring hybrid models or offering remote work for certain positions. Can this position be one where they head straight to the job site verses having to come in the office first (except for morning meeting days of course). Others are sticking to traditional setups due to the nature of the work.

Technology opens new doors for flexible arrangements that can save time and boost satisfaction. The challenge is finding the balance that keeps your team happy and your business efficient.

Looking Ahead

These issues are not going away; they’ll likely be top of mind for a long time to come. Whether it’s engaging your team, offering competitive pay, or embracing flexibility, the right strategies make all the difference.

Want expert guidance? Contact us at Trustal Recruiting. We’re ready to help you attract, hire, and retain the best talent to keep your home services business thriving!

Creating a strong company culture is vital, especially for home services businesses where employees work independently in customers’ homes. A positive culture builds trust, reliability, and customer loyalty. When staff feel valued and supported, their commitment and the quality of service improves. It encourages open communication, teamwork, and a sense of belonging, reducing turnover and attracting motivated talent.

The Importance of Your Company’s "Why"

Culture is rooted in your company's "Why" - your purpose or mission that drives everything you do. It’s the foundation of your business structure. When potential hires and employees buy into this purpose, they develop genuine care and pride in their work. This organic connection benefits everyone - employees become more engaged, the business delivers better service, and customers experience higher satisfaction. Sharing your "Why" creates alignment and a shared sense of purpose that fosters passion and responsibility across your team.

Key Elements of a Positive Workplace Culture

• A healthy culture in home services is built on:

• Effective communication where team members feel heard and understood

• Trust and transparency in management and colleagues

• Recognition and appreciation of achievements

• Opportunities for growth and skill development

• Inclusivity and respect for diversity

• Work-life balance that supports personal well-being

• These elements create an environment where employees thrive, leading to better service and stronger team cohesion.

Attracting Top Talent Through Your Purpose and Culture

A positive culture is a magnet for quality candidates. More than just a paycheck, today's professionals want workplaces where they are valued, supported, and aligned with the company’s mission. Demonstrating a strong culture, signals that your business invests in its people and shares their values. 

At Trustal Recruiting, culture is a core part of our screening process. We help clients articulate what makes their company unique and attractive, ensuring they attract candidates who not only have the skills but also the right attitude, goals, and values to succeed and contribute to the organization’s growth.

Strategies for Cultivating a Positive Culture

To nurture and maintain a strong culture, start with clear communication and define core values that align with your mission. Hire individuals who embody these values and are committed to the same purpose. Foster open dialogue and feedback to make employees feel heard.

Recognize and reward accomplishments regularly to boost morale. Invest in ongoing training and development to help team members grow. Promote teamwork and collaboration to strengthen relationships and trust.

Focusing on these strategies will help you build an enduring culture that motivates employees, enhances job satisfaction, and improves service delivery.

If you'd like to learn more about how we can help you articulate and promote your company culture, contact us at Trustal Recruiting today.

An onboarding process for new hires is critical. It’s the foundation that promotes engagement, retention, and long-term success. When new hires are guided effectively, they integrate seamlessly into your culture, understand their responsibilities, and start contributing quickly.

Effective onboarding boosts morale and productivity while reducing turnover. High turnover costs both time and money taking a toll on your team, workflow, and customer relationships. Investing in onboarding isn’t optional; it’s essential for sustainability.

Creating an effective onboarding process is a challenge for many business owners because it requires careful planning and organization. 

Key obstacles include: 

• Not having a clear plan for the new hire’s first day

• Identifying who will be responsible for training

• Lacking a job-specific training manual for consistency

• Not having an Employee Handbook to communicate policies and culture

• Finding the time to pull all these elements together

• Knowing how to organize and execute the process effectively 

With guidance, a structured schedule, and a strong commitment, onboarding can be completed within a few weeks. The payoff includes higher engagement, faster integration, and better long-term retention.

Key Metrics on Onboarding Success

Data shows that organizations with comprehensive onboarding see:

• Eighty-two percent improvement in new hire retention Over seventy percent increases in productivity A fifty percent higher likelihood that new employees stay longer

• The Society for Human Resource Management reports that replacing an employee costs six to nine months’ salary. These costs include advertising, recruiting, training, and lost productivity. Strong onboarding reduces these expenses by fostering a sense of belonging and commitment from day one.

The Power of Well-Structured Onboarding

Effective onboarding isn’t just about paperwork; it’s about engagement. It helps new hires understand their role within the larger mission, aligns them with organizational values, and builds confidence. When employees feel welcome and equipped, they’re more likely to stay and excel.

Minimizing Replacement Costs

High turnover drains resources, disrupts team cohesion, and damages client trust. Hiring replacements involves direct costs such as job ads, recruitment fees and indirect costs like lost productivity, time spent onboarding, and potential morale issues. Repeat cycle costs escalate, impacting your bottom line.

At Trustal Recruiting, we recognize the challenges small businesses face. Resources are tight, and training new hires can seem overwhelming. But the reality is, no one can "hit the ground running" without proper onboarding. We help streamline this process, ensuring new candidates integrate efficiently and start delivering value right away.

Interested in refining your hiring process? Contact us to learn how DISC and effective onboarding strategies can transform your workforce.

Trustal Recruiting believes that recruitment isn’t about pigeonholing candidates; it’s about sharpening instincts, asking smarter questions, and aligning the right candidates with the right opportunities for your organization.

This past year, our team experienced the DISC assessment firsthand during a dynamic training session. We took our individual profiles, shared insights, and learned how to communicate more effectively both internally and with potential candidates. It was engaging, insightful, and eye-opening.

Through interactive games and activities, we identified different communication styles and practiced adapting our approach. Laughter flowed freely, but the takeaway was serious. DISC is a powerful tool - not just for better teamwork but for smarter hiring.

The training enhanced our ability to recognize traits that align with our clients’ needs. We now ask more insightful questions and gain deeper understanding of how people think, work, and connect which are crucial for making meaningful matches.

Why Trustal Uses DISC in Hiring

Incorporating DISC into the recruiting process offers compelling advantages.

• It provides a clear picture of a candidate’s behavioral patterns and communication style. It helps predict how a candidate will fit within your team and company culture. It enables you to select individuals who possess both the technical skills and interpersonal qualities aligned with your values.

• DISC insights reveal candidates’ strengths and development areas, allowing us to match them to roles where they can thrive. This leads to higher satisfaction, lower turnover, and better productivity; everyone benefits when the fit is right.

• Moreover, DISC promotes objectivity. It creates a common language for discussing personality traits, reducing biases and subjective judgments. Plus, the insights inform onboarding and development, ensuring new hires are set up for ongoing success.

How Trustal Implements DISC

We leverage DISC in two key ways.

• Internally, we use it to strengthen our team communication and collaboration. With clients, we incorporate DISC assessments to enhance their hiring processes and team dynamics.

• If you’re ready to improve your hiring, team communication, or onboarding with DISC, let’s connect. We can help you attract and retain candidates who truly fit your company culture. 

Contact us today to see how we can support your talent strategy.