The Secret to Hiring Rockstars – Proven Tips to Attract A-Grade Tradies

Andy
I remember when we first started our plumbing business and it was definitely a different landscape. You put out an ad and you’d get a handful of really good applicants every single time. But these days it’s a whole different story. 

Ange
So today we’re going to share some insights and strategies that we’ve found effective in attracting and retaining the best tradies. 

Andy
Plus we’ll share a bit about our interview scorecard. So you’re not just selecting someone because you vibe with them. They need to actually fit the bill. 

Ange
By the end of this episode, you’ll have a much clearer picture of what you can do to attract these rock stars into your team and keep them motivated and happy long term. 

Andy
You’re listening to The Tradie Show. This is the podcast for trade business and contracting bosses like you who want to lead with confidence, make more profit and create a better lifestyle.

Ange
We’re your hosts, Andy and Angela Smith. Husband & wife team and co-founders of Lifestyle Tradie. Are you ready to have some fun? 

Andy
Hell yeah! 

The presenting partner for this episode of The Tradie Show is Buy4Tradies. The buying group built by tradies for tradies. Buy4Tradies is giving the bird to the big boys getting all the good deals. And we’re securing huge savings for the little guys on materials, fuel and much more. Find out how much you can save, plus go into the draw to win an unbelievable two grand voucher to help upgrade your tools. Head to buy4tradies.com.au. T&C’s apply.  

It’s no secret, finding and keeping good staff in the trades industry is tougher than ever. Whether you’re in plumbing, electrical, building or any other trade, the struggle is real. And one of the biggest issues we see is the sheer lack of qualified applicants.

Ange
Well, it seems like every time tradie bosses put up a job ad, they’re either getting crickets or a flood of resumes that seriously just don’t fit the bill. And you know what? It’s not just here in Australia. We’re hearing this from tradies all over the world. 

Andy
Yeah, I remember a few years back when we thought we’d be really smart and try to recruit from across the ditch into New Zealand. We figured, hey, they speak the same language, similar culture, why not? So we put out an ad for tradies to come and work in Sydney. And you know what happens? We got responses. But actually not the kind of responses we really expected. 

Ange
Well, it turns out they thought we were a local New Zealand company because of the way we worded the ad. That was a lesson learned. Always be clear and precise in your job postings because by not doing that, we wasted money and time and literally had to start again. 

Andy
And it’s not just about the clarity in your ads. The whole hiring landscape has changed. And depending on where you live, of course, but here in Sydney, there are less kids finishing year 10 and jumping straight into their trade. And it seems like more kids are choosing to finish year 12 with their eyes set on a gap year. And it’s only when they’ve got that out of their system that they think, Oh, maybe I should consider my next steps. And the idea of simply getting a job straight after school, It certainly isn’t as strong as it used to be.

Ange
And let’s not forget the generational shift. Gen X, Millennials, Gen Z and beyond all have different expectations and values. 

Andy
And when I started out as an apprentice, it was all about putting in the hard yards. I was trying to dig harder and faster. I was running back and forth to the truck. It was all about proving to them who I was. And I was about how I could work my way up the chain? 

Ange
Yes, but Today things are different, aren’t they? Today’s younger workforce is looking for instant gratification, a work life balance and meaningful work. 

Andy
Back in my day!  Gosh, obviously we’re sounding old, but it was all about turning up, drinking a cup of concrete and getting stuck into the work.

Ange
Yeah, it’s true. It can be quite a challenge to adapt to these new expectations, right? 

Andy
And let’s not forget the higher salaries everyone’s expecting nowadays as well. And I’m not against paying for the best, but seriously, some of these guys out there at the moment are expecting top notch pay, but they don’t even have the skills to back it up.

Ange
Yeah, so even with competitive pay and great benefits, the mining and construction booms have made it so much harder. 

Andy
Yes, the mining industry. And there’s no doubt there’s certain areas around the country that find it a lot harder to get staff because of that. Because you could be just out of your time. And what I’m hearing is they’re about 150K. And if they have a couple of years of experience, they could be on upwards of  200K. That is serious megabucks. But as everyone knows, Getting that type of money, they work bloody hard for it. And sometimes it’s not the lifestyle that the majority of people want or need. And it depends on your character. If you can actually sustain that for long periods without going a little bit *cuckoo. 

Ange
Right. Oh, Andy, tell us how you really think. 

Andy
Well, one of the questions we’re getting at the moment is how do we compete with that, Andy?

Ange
Well, yeah, look, that’s a really hard one. And it doesn’t help that the job market is so cut throat. We’ve heard stories of tradies being poached right out of the supply stores. One minute you’re picking up materials and the next someone’s offering you a better deal. 

Andy
Yeah. It’s tough out there and everyone’s going above and beyond to find new stuff. That’s for sure. 

Ange

And you know what? It’s not just about finding the right people. It’s actually about getting them to apply. We’ve all been there, right? Put out job ads and get nothing, but applications perhaps from overseas candidates who might not even have the right skills or qualifications. It’s so frustrating. 

Andy
The takeaway from the hiring landscape is challenging and it’s not going to get easier anytime soon, but understanding these challenges is the first step to overcoming them by knowing what you’re up against. You can start to come up with the ideas and have a plan of action to attract and keep top talent. 

Ange
Yeah, good point, Andy. So I actually want to dive a bit deeper into this generational differences that we mentioned before, because this will relate to you, even if you’re a young tradie boss, because as you get older, you’re going to experience your own version of this generational shift. So I really want you to be prepared. 

Andy
When I began my journey in the trades industry 30 years ago now. It definitely was a different world. But back then, the focus was all about hard work and earning your stripes. 

Ange
Yes, but today’s younger tradies have different expectations and values. They want more than just a decent paycheck. They want work life balance, they want a good social life, and they want really quick rewards.

Andy
Basically, they want it all, baby! And they want it now. 

Ange
Well, how can you blame them? They’ve grown up in a world of instant gratification. Think about our kids, they’ve always had the internet at their fingertips with social media for constant connection. Plus, there’s much more of a gig economy offering this flexibility for young guys working now.

Andy
Yeah, I remember a young tradie that we had in our plumbing business and he was a great guy and he was a good tradie. But one day he said, Andy, I need to talk to you. Now we’re talking about a guy just out of his time and already on really good money, really good money. And he said to me, Andy, I want $40 an hour. Now this is going back about 10 years ago. I want a truck and I want a phone and I need to finish every day at 3:30 because I hit the gym with my mates and we catch up at 4. 

Ange
Oh my God, just a little bit demanding.

Andy
I was like, yeah, what? I just couldn’t believe this young kid had the balls to come and demand that. When we’re a maintenance business and no one just finished a hundred percent on 3:30 and when we’re working all around Sydney, how could we guarantee he was going to get home so he could make it to the gym by four o’clock? 

Ange
Crazy, right? 

Andy
It was absolutely crazy. I said to him, mate, we couldn’t accommodate all of that. And he said, it’s just not about the money. It’s about the lifestyle. He said he wanted, you know, he wanted to enjoy his afternoons, have an incredible social life and still earn megabucks. And it really opened my eyes to how much things were starting to change. And that was back then. 

Ange
Well, it’s a different mindset. And as employers, we need to adapt, even if some of us oldies don’t like it. But like we’ve mentioned, it’s not just about money. You know, what else can go a long way? 

Andy
What? 

Ange
Recognition and praise. 

Andy
Yes, it can. 

Ange
So even just saying good job mate or acknowledging their efforts can make such a huge difference.

Andy
Yeah, I have to agree, Ange. I think over the years, many bosses have treated their staff and not on purpose, just like another cog in the machine. And they want to feel appreciated like they’re a part of something bigger. They want to feel like their hard work is really paying off and that everyone is seeing that.

Ange
So let’s talk about something super practical, like crafting an attractive job offer that’s going to draw in these rockstar employees. 

Andy
I have to say that the first thing I want to mention here, Ange, is putting out some generic job ad like the other thousands of tradies that have done before you hoping for the best just doesn’t cut it these days. It does not cut it. 

Ange
Yes, absolutely true. You need to be strategic and thoughtful about what you’re offering. So just like we teach about being in tune with your avatar or your target market when it comes to marketing. This same concept actually needs to be applied to the employment process. So what I mean by that is, you really need to think about who it is you want to attract and write and add and offer the things you know that they want. So what do they want?

Andy
First and foremost, you don’t have to be the highest payer, but you’ve got to be in the ballpark and be really competitive. And you have to offer the money that reflects the value of work in your industry. 

Ange
Ah, yes. But remember, it’s not always about being the highest payer. It’s about the whole package. Benefits play a crucial role too, like the company vehicle or the new tools that you provide. 

Andy
Yeah, there’s no doubt about it. Tradies love to be in the fancy, fancy truck with the greatest tools. And there’s no doubt about it. It does help speed up the work as well. But another benefit that might be appealing is to upskill them in equipment. Like if you’re using jetting machines, teach them how to use a jetter. If you’re doing pipelining, teach them how to use pipelining. Whatever those new things are in your industry, make sure you’re upskilling them to help them become better and better every day. 

Ange
Well, then there’s the work life balance we talked about. So in our plumbing business, Dr. Drip. We made quite a significant shift to the way we operated. We were doing 24/7 work because predominantly we were working back then for the strata industry, who might I add, literally demands this service. 

Andy
But we had a team that had been working with us for a very long time and had been doing it 24/7 for an extremely long time. And it was getting to a phase in their lives where they were married and they had kids. So all of a sudden this weekend work and going out in the middle of the night during the week and on the weekends was just not appealing anymore. 

Ange
Well, when they were younger, they were super keen to earn plenty of overtime dollars, right? But as time went on, they actually told us that they wanted to enjoy their weekends instead. 

Andy
So we made a huge decision to stop offering after hours on the weekend and we stopped the 24/7 work. And we even knew it was actually lucrative work from us. And the business did take a slight hit from that. There’s no doubt about it, but the fellas meant more to us than the money and we’re still a great business. So we had to take that on board.

Ange
Yeah. We still had someone answer the calls after six o’clock at night, but after that, the phone wasn’t answered until 7 am the next day. 

Andy
And sometimes when you’re able to say to a new recruit, you don’t have to work weekends, which is a big thing these days with younger kids who want that lifestyle. It’s a real game changer in the maintenance space. 

Ange
Yes. And the best outcome, a few of our teams stayed with Dr. Drip for over 11 years. Another thing these young guys are after, of course, is career growth and development. They want to know that there’s a path forward inside your business. They’re not interested in being stuck doing the same thing for years on end.

Andy
Think about how you can make your offer more appealing by offering things like training programs, specialized certifications, and clear pathways for advancement.

Ange
Well, what about flexible work hours? Do you offer RDOs or maybe it’s half day Fridays? I know quite a few of our Lifestyle Tradie members have adopted this four or four and a half day work week. They still actually get their 40 hours done and the team is absolutely loving it. 

Andy
Look, not everyone is going to be on board with these four day work weeks, but flexibility can definitely be a real drawcard. 

Ange
Yes. Another draw card can be offering incentives and bonuses.

Andy
Yeah, these can be tied to performance, you know, milestones or even team achievements. This way, they’re getting some extra money here and there while you’re getting a high performing and efficient team. 

Ange
Well, I think people might be interested to hear a couple of examples. Could you share some? 

Andy
Yeah, for sure. Okay. So we have some members who offer their tradies a bit of extra money when they achieve targets, like getting a certain amount of reviews from customers.

Ange
Actually, we dangled a carrot in our ads too, which read, work with us for a year and we’ll send you on an all expenses paid holiday to Bali. It might sound extravagant, but think about it. What’s the cost of not having a reliable tradie for a year or a vehicle sitting on the road for that amount of time doing nothing?

Andy
Yeah, I always talk to the people we work with and I say, well, how much is it costing you a month not having that great tradie? And then when they tell me that figure, I go, well, there you go. That’s how much money you’ve got to find that great tradie. And it’s really worth that investment to keep good staff happy.

Ange
Yes. And remember, it’s not just about what you offer, but how you communicate it too. So your job ad should speak directly to the candidate you want to attract. It should highlight not just the job requirements, but the benefits and the culture of your company too. 

Andy
And what we do is we make it really clear that we value their work-life balance, and we provide top-notch equipment and support their professional growth.

Ange
Yeah. A really cool way of doing this is by using real testimonials from our team to show that it isn’t just us talking about this, it’s our way of doing business. 

Andy
Yeah, it was such a great idea. And most people never even think to do something like this, but our ads always included a video where our team members talked about how they loved working at Dr. Drip. 

Ange
Yeah. Nothing screams truth than hearing it from your own team members directly. 

Andy
Yeah. And hearing it directly from the tradesmen in the business can be very powerful because it’s not just us blowing our own trumpet. 

Ange
Yeah. So speaking of videos, we also created a video that highlighted our work culture and benefits. So we showed our team in action, our top of the line tools and schmick looking work vehicles and uniforms, and even snippets from our team building activities, because this gives such a great visual representation of the truth behind what’s happening in the business. 

Andy
And by doing these videos, what you’re actually doing is helping people imagine themselves in your business and what it would be like to work for you.

Ange
Yeah, I imagine they’re thinking about what they will look like in that gorgeous blue uniform or driving that super cool vehicle down the road. 

Andy
Yeah, like how are they going to pick up all the chicks? Yeah, baby.

Ange
I wouldn’t have gone that far. 

Andy
But in all seriousness, I’m pretty sure you’re getting a sense here that it’s not just about the money. It’s about creating a package that addresses the needs and wants of the modern tradie. 

Ange
And most importantly, it’s about showing them that they’ll be valued and supported in your business. 

Andy
Okay, so it’s one thing to have a great job offer, but you also need to ensure the right people see it. 

Ange
Yes, exactly. So where’s the first place you’d think to put a job ad? 

Andy
Probably one of those sites like Seek. 

Ange
Yes, so that’s a great place to start, but don’t stop there. You need to be where your potential hires are spending their time. 

Andy
And where do you think that is? Social media.  

Ange
Well, potentially, which is why we recommend putting ads on Facebook, Instagram, maybe even TikTok and on Google. Target the right people with the ad and do retargeting. And if you’re not familiar with this, it’s basically when someone sees your ad, but doesn’t apply. Then these ads start following their digital footprint around reminding them of the opportunity. 

Andy
It is called pixel tracking. And also remember to leverage your company website. Add a dedicated careers page that shows job openings, benefits you offer and what it’s like to work at your company. Make sure it’s easy to navigate and includes a call to action that encourages tradies to apply.

Ange
Yes. So another effective strategy is to use your existing network. You can encourage your current employees to refer friends and colleagues. So offer them a referral bonus if the person they recommend gets hired and stays with the company for a set period of time. 

Andy
Yeah. Referrals were quite the goldmine for us because your team knows your company culture and can often identify people who would be a great fit and people they want to work with. Plus when someone joins through a referral. They already have a connection within the team, which helped with onboarding and keeping them in the long term.

Ange
Yes. So don’t underestimate the power of community connections either. So make sure you’re engaging with local TAFEs, your trade schools, and community organizations. Offer to speak at their events or even sponsor their activities. 

Andy
Also talk to suppliers and anyone else you know in the industry. 

Ange
So the point is to always be networking and looking for ways to meet people and get your name out there. 

Andy
Okay, so let’s touch on the actual interview process. I mentioned this because I’ve heard some pretty funny or shocking stories along the way.  And some I probably can’t mention on this podcast.  

Ange
So a lot of trade businesses are based out of someone’s home. So there’s not a traditional office to set up to host a traditional style interview, right? So where are you supposed to meet? 

Andy
Well, I’ve done plenty of job interviews in the backyard or at a cafe, but that was before we had our own warehouse. But I’ve also gone and met people at the pub for a beer as well.

Ange
I wouldn’t recommend that now so much, but that was the idea back then, wasn’t it, right? If you can get along and have a beer with them, then you’d be great to work with. 

Andy
Yeah, but I’ve seen it many times gone too far and I’ve had a chat with some people where they’ve, they’ve gone to meet a prospective new boss and they’ve sat down and four schooners later they’re loving each other thinking it’s the great day, but then they both drove home.

Ange
Oh my God, that is such a red flag. 

Andy
I thought the same. 

Ange
And I can’t imagine that the right kinds of questions were really asked in that situation. So that boss could truly make a really informed decision, right? 

Andy
Yeah, it’s important to follow a proper process and you really risk making a dud higher if you don’t do it that way.

Ange
Yes, and a dud-higher can set you back thousands of dollars and months of wasted time because you need to start All over again. 

Andy
Yeah, we have a set of questions we ask people in our interview process and we have our famous interview scorecard that ranks people from a no-go to not ideal to worth considering and then there’s the top rank is Meets requirements.

Ange
Yes. These are based on questions we ask about experience, their specific skills, their attitude, their goals, for example. And from there you can move forward with the people you think are suitable, whether that be, maybe a second interview, if you think it’s necessary or any tests you may need to do or moving them straight to a trial.

Andy
But getting these guys through the door is just the beginning, right? 

Ange
Yes, exactly. Keeping them engaged and happy is where the real work begins. Yes. And that starts with proper onboarding, which sets the tone for your new hire and their whole experience with your company. 

Andy
Yeah, I really do believe this is where a lot of trade business owners go wrong. They hire a new bloke and have no contact the night before the first day and wonder why they aren’t super excited after their first day. 

Ange
Or they actually forget they’re coming in and just chuck them in a car with one of their other tradies just to get them out of their hair. 

Andy
Yeah, nothing screams, I’m stoked to have you here on your first day, but then forgetting you’re coming in in the first place. What a shocker. That’s why we teach proper onboarding the moment you’ve conducted the interview. 

Ange
You actually need to treat them like you’re presuming they’re going to say yes, And start touch points immediately. A casual text, an email, a call. They’re all very strategically designed to make them feel appreciated.

Andy
Yes. And you continue that right up to the first day of work, and that must be a day as well. When all the team are together, help them bond quickly over an egg and bacon roll, and a cup of coffee. 

Ange
Right to the heart. Hey Andy, that’s bribery with food. 

Andy
100%. And didn’t you know that food has been that bonding agent for centuries?

Ange
Yeah, I couldn’t agree more. 

Andy
And it’s not just about the first day. Onboarding should be an ongoing process. Have regular check-ins to see how they’re settling in, what challenges they’re facing and what support they might need as well. 

Ange
Yes, so continuous feedback and communication are key to ensuring that they feel supported and integrated into the business.

Andy
Now, you have all this information too, so go hire your next A grade rock star.  

It’s Tradie Dilemma time and this is our Q&A segment where you let us know what you’re having trouble with in your business and we give you our best advice. 

Ange
So today we have a question from Sarah in Queensland and she writes, We often have customers who delay their payments and chasing them down has become a major headache. What strategies can we implement to make sure we get payments on time without damaging our customer relationship?

Andy
Yes, that is a great question, but probably the biggest one is to make sure you have your terms and conditions absolutely mint before you work for these people. Now, the other big one for us is making sure that you’re collecting money at the end of the job. And there’s different strategies depending on the type of work you’re working in, right? So if you’re a maintenance style of business, then collect the money at the end of the job. Anyone that’s not doing that is really silly because it’s causing you a headache at the end of the day. But when you’re working with some of these bigger companies, they might have seven day terms and may have 30 day terms  And the challenge with that is keeping them to those terms. I was only chatting with a guy yesterday and they said, well, I’ve got 30 day terms, but I’m sitting at 90 days now. What should I do? So I gave him some benefits to how to go about it. But realistically, he doesn’t want to upset them because if he upsets them, he may lose them as a client. So this is where you need to do this A, B, C, and D when it comes to clients and work out who you want to work for? If you’re working for these companies that are stringing you along time and time again, it is really tough and you’re right. It’s a major headache. 

Ange
It’s definitely around this relationship component. So whoever it is that you’re dealing with, who is that decision maker? And or if it’s like a strata company or whatnot, that your contact is that project manager, yet you actually have to befriend the people in accounts too, because they’re the ones that actually pay the bills. So, that human to human relationship building and reminding them of the fact that they need to make payment, is what’s going to make the difference. Thanks for writing in and sharing your dilemma, Sarah. I hope that helped. Remember, if you have a question or dilemma in your business, reach out to us and let us know what we can help you with.

Andy
Subscribe to The Tradie Show wherever you get your favorite podcasts.  Rate and write us a review or for more information about Lifestyle Tradie, head to lifestyletradie.com.au.