How to Find Good Tradies for Your Business

Finding tradies isn't always:

The hard part.

Finding:

Good tradies

can be.

You can probably find someone fairly quickly who says:

"Yeah mate, I can do that."

The challenge is finding someone who:

• Turns up
• Knows the trade
• Works safely
• Communicates
• Produces good work
• Doesn't create more problems than they solve

For a small trade business, one good employee can make a:

Huge difference.

They can help you:

Take on more work.

Reduce overtime.

Give the owner some breathing room.

And eventually:

Grow the business.

A bad hire can do:

Pretty much the opposite.

So if you're trying to find good tradies for your business, the answer isn't simply:

Post an ad and hope.

You need to improve:

Where you look.

What you offer.

How you advertise.

And:

How you screen people.

Why Is It So Hard to Find Good Tradies?

There are several reasons.

Good Tradies Are Often Already Employed

This is probably the biggest one.

The tradie you're trying to hire may already have:

A job.

They may not be actively scrolling through:

Job advertisements every night.

That Means Good Candidates Can Be:

Passive.

They're not desperate to leave.

But they might move for:

A better opportunity.

Skilled Tradies Also Have Options

Experienced:

• Electricians
• Plumbers
• Mechanics
• Carpenters
• Boilermakers
• Fitters

can often choose between:

Several employers.

You're Competing for Them

Not just:

Assessing them.

That's an important change in mindset.

Employers Sometimes Expect Too Much

You occasionally see advertisements wanting:

• Trade qualification
• Ten years experience
• Five tickets
• Supervisory experience
• Own tools
• Own vehicle
• Perfect attendance
• Excellent customer service

For:

A fairly ordinary wage.

Then the employer wonders:

Why nobody applied.

The Offer Matters

We'll come back to that.

Start by Defining What "Good" Means

A good tradie isn't necessarily:

The most technically gifted person you've ever met.

For your business, "good" might mean someone who is:

• Competent
• Reliable
• Safe
• Easy to work with

Different Businesses Need Different People

A high-end residential builder may need someone who is:

Excellent with customers.

A Mining Maintenance Contractor

May care heavily about:

Heavy repair experience and safety systems.

A Workshop

Might need someone who can:

Work independently.

Before Recruiting

Write down:

What actually matters.

For Example

You might decide your ideal electrician needs:

• Commercial experience
• Strong fault finding
• Good customer communication
• Reliability

That's much better than:

"Need gun sparky."

Look for Evidence, Not Buzzwords

Almost every resume says:

"Hardworking."

"Reliable."

"Team player."

Those Words Tell You:

Very little.

Instead, look for evidence.

Example

A candidate has worked:

Four years

with the same employer.

That may suggest:

Stability.

Another Candidate Has:

Progressed from apprentice to tradesperson to leading hand.

That shows:

Progression.

Someone Has Worked Across:

Service, maintenance and projects.

That suggests:

Range.

Evidence Is More Useful Than:

Adjectives.

Where Can You Find Good Tradies?

There are several strong channels.

The best businesses don't rely on:

Only one.

Specialist Trade Job Boards

If you're hiring tradespeople, start somewhere focused on:

Trade work.

Specialist boards can help put your vacancy in front of candidates interested in roles such as:

• Electrical
• Plumbing
• Automotive
• Carpentry
• HVAC
• Welding
• Boilermaking
• Fitting
• Mining

Why This Can Work

The audience is:

Relevant.

You're not simply reaching:

Job seekers.

You're reaching people interested in:

Trade employment.

General Job Boards

Larger employment platforms can provide:

Broad reach.

This can be useful when:

• You need more exposure
• You're hiring multiple people
• Candidate supply is reasonable

A Good Strategy

Use:

One targeted trade platform

plus:

One broader platform.

That gives you:

Relevance

and:

Reach.

Employee Referrals

This is one of the best ways to find:

Good tradies.

Ask your existing employees:

"Do you know anyone decent who's looking?"

Tradies Know Tradies

They've worked with people at:

• Previous employers
• TAFE
• Job sites
• Contractors
• Suppliers

A Recommendation Has Context

Your employee might say:

"Yeah, worked with him for two years. Good operator."

That can be far more useful than:

A cold resume.

Consider a Referral Bonus

You could offer:

A small payment

if an employee refers someone who:

Gets hired

and:

Stays for a set period.

Example

$500 after:

Three months.

That's Cheap Recruitment

If it lands:

A strong employee.

Your Existing Staff Are Also Less Likely to Recommend:

Someone completely useless.

Because then they have to:

Work with them.

Ask Industry Contacts

Your suppliers.

Subcontractors.

Customers.

Other trades.

Can all be:

Recruitment sources.

Trade Industries Are Small

People know:

People.

Electrical Wholesalers

For example.

Counter staff often know:

Half the electrical industry within 20 kilometres.

Plumbing Suppliers

Same idea.

Engineering Suppliers

Same.

You Don't Need to Turn Your Supplier Into:

A recruiter.

But letting trusted contacts know:

You're hiring

can generate:

Leads.

Use Social Media

Facebook can still work extremely well for:

Trade recruitment.

Particularly:

• Local roles
• Apprentices
• Labourers
• Regional jobs

Post Through:

• Business page
• Local community groups
• Trade groups

Ask Employees to Share It

That's where the reach can:

Snowball.

Someone sees the ad.

Tags:

Their mate.

Their mate calls:

You.

Trade recruitment has worked like this for:

Years.

Social media just made:

Tagging Dave easier.

Instagram Can Help Too

Especially if your business already shares:

• Projects
• Work vehicles
• Team photos
• Interesting jobs

Candidates Can See:

What your business is like.

This Is Employer Branding

Even if you never use:

That phrase.

Your Company Reputation Matters

A candidate may see your job advertisement.

Then:

Google you.

Check:

Your website.

Look at:

Your social media.

They're Assessing You

Just like:

You're assessing them.

If Your Online Presence Looks:

Professional.

Active.

Well-run.

That's a good signal.

If Your Facebook Page Last Posted in 2016

And every review says:

"Owner never pays invoices."

That may:

Complicate recruitment.

Build a Talent Pool Before You Need Someone

This is one of the smartest things a growing business can do.

Don't Wait Until:

Your best tradie resigns Friday

to begin recruiting:

Monday.

Keep Details of Good Candidates

Maybe someone applies when:

You don't have a vacancy.

If they look strong

keep in touch.

Then Six Months Later

You need someone.

Instead of:

Starting from zero

you already have:

Possible candidates.

Maintain Relationships

This doesn't need to be:

Fancy recruitment software.

Even a simple database can track:

• Name
• Trade
• Location
• Experience
• Contact details

Then when you need:

A mechanic in Brisbane

you already know:

Who to call.

Recruit Before You're Desperate

Hiring under pressure leads to:

Bad decisions.

You're overloaded.

Customers are complaining.

Everyone is working overtime.

Then someone applies.

They're:

Not great.

But:

Available.

So you hire them.

Three Weeks Later

You remember:

Why standards matter.

Recruit Earlier

If workload is steadily increasing:

Start advertising.

Don't wait until:

Everything is on fire.

Write a Job Ad Good Tradies Will Actually Read

Finding better tradies starts with:

A better advertisement.

Your Job Ad Should Be:

Clear.

Specific.

Easy to scan.

Lead With What Candidates Care About

Such as:

• Pay
• Location
• Type of work
• Hours
• Benefits

Don't Start With:

"Founded in 1986, Smith & Sons Mechanical has proudly serviced..."

The candidate is thinking:

How much?

Where?

What am I doing?

Answer Those First

Use a Proper Job Title

Good:

Qualified Commercial Electrician

Better:

Commercial Electrician – $50–$55/hr + Vehicle

Weak:

Electrician Wanted

Terrible:

Rockstar Sparky Wanted

Good Tradies Don't Search:

"Rockstar sparky jobs."

Include the Pay Rate

If you want strong applicants:

Make the opportunity clear.

Example

$48–$52/hour + super + vehicle

is far more useful than:

Excellent remuneration.

"Competitive Pay"

Doesn't mean anything.

Every business says:

Their pay is competitive.

Give Candidates:

Numbers.

Be Honest About the Work

Don't sell:

A dream.

If it's:

Service work with lots of driving

say:

That.

If it's:

Dirty maintenance work

say:

That.

If it involves:

Regular overtime

say:

That.

You're trying to find:

The right person.

Not:

Trick someone into applying.

Good Hiring Is About Fit

Someone may genuinely:

Love breakdown work.

Someone else hates it.

Better to know:

Before they start.

Explain Why Your Business Is Worth Joining

This is where many ads fail.

They list:

Every requirement.

Then offer:

Nothing.

Your Advertisement Says:

"We want a highly motivated qualified tradesperson with excellent communication, strong technical skills and five years experience."

Candidate Thinks:

Cool.

What's in it for me?

Include Benefits

Maybe:

• Vehicle
• Regular overtime
• RDO
• Tool allowance
• Training
• Flexible start times
• Career progression

Even Basic Things Matter

Like:

• Good equipment
• Consistent hours
• Local work

Sell the Real Advantages

Not:

"Fast-paced family environment."

Unless Your Actual Advantage Is:

Being chased by three cousins with a nail gun.

Make It Easy to Apply

This matters more in trade recruitment than some employers realise.

Don't Require:

• Resume upload
• Cover letter
• 20 questions
• Account creation

for every:

Role.

Good Tradies May Be Applying:

On their phone.

During:

Lunch.

Make It:

Easy.

Ask for the Important Information

You can collect more:

Later.

Respond Quickly

A good tradie applies:

Monday.

Employer A Calls:

Monday afternoon.

Employer B Calls:

Next Friday.

Guess who probably gets:

The candidate.

Good Applicants Don't Stay Available Forever

If they look strong:

Call them.

Recruitment Speed Is a Competitive Advantage

Especially for:

Small businesses.

You Don't Have to Wait for:

HR approval.

Then:

Regional manager approval.

Then:

A six-person interview panel.

You Can:

Make decisions.

Use that advantage.

Screen Candidates Before Interviewing

A phone screen can eliminate:

Poor fits

quickly.

Ask:

• What work are you doing now?
• What experience do you have?
• Where are you based?
• What are you looking for?
• What rate are you after?
• When could you start?

Ten Minutes Can Save:

An hour-long interview.

Listen to How They Communicate

This matters if:

They're dealing with customers.

Someone Can Be:

Technically excellent

but impossible to:

Communicate with.

Ask Practical Questions

When interviewing a tradie:

Talk about the work.

For an Electrician

Ask:

"What sort of fault finding are you comfortable doing independently?"

Carpenter

"What type of projects have you worked on most?"

Boilermaker

"What type of heavy fabrication and repair work have you done?"

Mechanic

"What vehicles or equipment do you work on most?"

Real Questions Produce:

Real Answers.

Avoid Pointless Interview Questions

"Where do you see yourself in five years?"

Might occasionally be useful.

But for most trade hires

you're better asking:

"What was the hardest breakdown you dealt with recently?"

You're trying to understand:

Ability.

Not:

Who read an interview guide the night before.

Ask About Their Previous Work

Candidates should be able to explain:

What they actually did.

Dig Deeper

If they say:

"Industrial maintenance."

Ask:

"What equipment?"

If they say:

"Commercial electrical."

Ask:

"What sort of projects?"

Good Candidates Usually Explain Their Work:

Clearly.

Watch for Vague Answers

Someone claiming:

Ten years experience

but unable to explain:

Any actual work

deserves:

More questions.

Verify Qualifications

If the role requires:

A qualification

check it.

Same With:

• Licences
• Tickets

Particularly for Licensed Trades

Such as:

Electrical.

Plumbing.

Don't rely on:

"Trust me."

Good Businesses Verify

Before:

Putting someone to work.

Check Whether Tickets Are Current

Some workplace licences or qualifications may have:

Expiry dates.

Ask For Evidence

Where:

Relevant.

Don't Collect Tickets for the Sake of It

More tickets doesn't always mean:

Better tradie.

You want:

Relevant ones.

A plumber doesn't become twice as good because:

They have 14 unrelated cards in their wallet.

Reference Checks Can Be Very Useful

Especially if you're unsure.

Call a previous employer.

Ask:

• What did they do?
• How was the quality?
• Were they reliable?
• Would you hire them again?

The Last Question Is Excellent

"Would you hire them again?"

A confident:

"Absolutely."

is useful.

A five-second pause followed by:

"Uhhh..."

also tells you:

Something.

Look at Employment History

Job hopping isn't automatically:

Bad.

Tradespeople may move because of:

• Projects ending
• Contract work
• Better opportunities
• Relocation

But Patterns Matter

If someone has had:

Nine jobs

in:

Two years.

Ask:

Why.

There May Be a Good Reason

Or:

There may not.

Reliability Matters More Than You Think

The technically best candidate isn't useful if:

They don't turn up.

Look for Signs of Reliability

Did they:

• Call when they said?
• Arrive on time?
• Provide requested documents?

Recruitment Behaviour Can Predict:

Employment behaviour.

Not perfectly.

But:

Sometimes.

Look for Attitude

You can teach:

Some skills.

It's harder to teach:

Attitude.

A strong candidate might say:

"I haven't worked on that exact system, but I've done similar work and I'm keen to learn."

That's often better than:

Pretending.

Be Careful With Ego

The trades have:

Plenty of talented people.

They also have:

Some very talented people who are an absolute nightmare to work with.

Your Team Matters

One bad personality can:

Damage an entire crew.

Especially In:

Small businesses.

Don't Confuse Confidence With Competence

Someone can interview:

Extremely well.

That doesn't mean:

They're good.

Someone else might be:

Quiet.

But:

Excellent on the tools.

That's why:

Practical questions.

References.

And:

Work history

matter.

Consider a Practical Assessment

For some roles:

This is extremely useful.

Welders

Might complete:

A weld test.

Mechanics

Might be asked to explain:

A diagnostic process.

Fabricators

Might interpret:

A drawing.

Keep It Relevant

You're assessing:

Skills.

Not getting:

Free productive labour.

Check Their Workmanship

Where possible.

Some candidates may have:

Photos of previous projects.

Particularly:

• Carpentry
• Fabrication
• Welding
• Landscaping

Photos Can Help

But:

Don't treat Instagram as:

A trade certificate.

References and actual experience still matter.

Hire for the Role You Have

Not:

The role you might have in five years.

If You Need:

A maintenance fitter

hire:

A good maintenance fitter.

Don't Reject Them Because:

They don't have supervisor experience

unless:

That's genuinely required.

Over-hiring can make recruitment:

Needlessly difficult.

Be Flexible on the Nice-to-Haves

Maybe your ideal candidate has:

Five years experience.

Someone has:

Three.

But:

Great references.

Good attitude.

Relevant skills.

That person may be:

Excellent.

Don't miss good candidates because:

They aren't a perfect checklist.

Consider Training Strong Candidates

Sometimes the best hire isn't:

Already perfect.

Maybe they have:

80% of the skills.

You can teach:

The rest.

This dramatically increases:

Your candidate pool.

Especially in tight trade markets

businesses willing to train can have:

An advantage.

Think About Apprentices Too

If you can't find:

Qualified tradies

you may need to build:

Your own workforce.

Apprentices take:

Time.

But Long Term

They can become:

Excellent employees.

You can teach:

Your systems.

Your standards.

Your way of doing things.

Some of the best tradespeople in a business

started there as:

Apprentices.

Hire for Character

With apprentices especially.

Look for:

• Attitude
• Reliability
• Curiosity
• Work ethic

They're not supposed to:

Know the trade yet.

That's:

Why you're training them.

Pay Matters

This needs its own section.

You can have:

The best ad.

The best website.

The best recruiter.

If the pay is poor

recruitment will still be:

Difficult.

Compare Your Offer With the Market

Look at what similar businesses are:

Advertising.

If Everybody Else Offers:

$52/hour + vehicle

and you offer:

$42/hour

you're going to:

Struggle.

You Don't Always Have to Pay the Most

But you need a reason someone would:

Choose you.

That Could Be:

• Better hours
• Local work
• Great vehicle
• No weekends
• Better culture
• Training

Total Package Matters

Candidates compare:

The whole thing.

Good Equipment Helps Recruitment

Tradies care about:

What they'll be working with.

If Your Business Has:

• Decent tools
• Maintained vehicles
• Good workshop equipment

that matters.

Nobody wants to join a business where:

Every tool is broken.

Especially when the owner says:

"We've always done it this way."

while handing them:

A grinder manufactured during the Howard Government.

Flexibility Can Beat Higher Pay

Not every candidate prioritises:

Maximum income.

Some Want:

• Earlier finishes
• Four-day weeks
• Local work
• Predictable hours

If Your Business Can Offer Flexibility

Promote:

It.

Smaller Businesses Can Have an Advantage Here

You're often able to:

Negotiate directly.

Big companies might have:

Rigid policies.

You may be able to say:

"Yep, we can make that work."

Culture Matters

Good tradies talk to:

Each other.

If your business has a reputation for:

• Treating staff well
• Paying correctly
• Having good jobs

hiring becomes:

Easier.

If your reputation is:

The opposite

good candidates may:

Avoid you.

Pay People On Time

This should be:

Obvious.

Yet:

Trade industries have generated enough stories about late pay to justify mentioning it.

Reliable payroll is:

Recruitment marketing.

Employees talk.

Don't Create a Toxic Crew

One worker can be technically excellent but:

Destroy morale.

If you tolerate:

• Bullying
• Constant aggression
• Unsafe behaviour

good employees may:

Leave.

Then you'll constantly be trying to:

Replace them.

Retention and Recruitment Are Connected

The easiest employee to recruit is:

The one you don't need to replace.

Keep Your Good Tradies

If someone is:

Excellent

make sure they know:

They're valued.

This might involve:

• Pay reviews
• Better responsibilities
• Training
• Flexibility

Don't Wait Until They Resign

Then suddenly discover:

An extra $8 an hour.

Talk to People Earlier

Why Good Tradies Leave

Common reasons can include:

• Better money
• Poor management
• Bad culture
• No progression
• Excessive travel
• Bad hours

Find Out What Matters to Your Team

You can often prevent:

Turnover.

Then Recruitment Becomes:

Growth hiring

rather than:

Replacement hiring.

Should You Use a Recruitment Agency?

Sometimes.

Recruiters Can Be Useful When:

• Role is urgent
• Skill is specialised
• You don't have time to search

They Can Help Source:

Passive candidates.

This Can Be Valuable

Because good tradies may not be:

Applying anywhere.

The Trade-Off

Recruitment agencies usually cost:

More

than:

Advertising directly.

For a Difficult Position

That may still be:

Worth it.

Try Direct Advertising First

For many small businesses.

If the role remains:

Unfilled

then consider:

Escalating.

How to Find Electricians

Be specific about:

The electrical work.

Examples:

• Domestic
• Commercial
• Industrial
• Maintenance

Good Places to Look Include:

• Trade job boards
• General job boards
• Referrals
• Industry networks

Verify:

Relevant licensing.

Sell:

• Vehicle
• Overtime
• Type of work
• Location

Good electricians often have:

Plenty of choices.

How to Find Plumbers

Again:

Use trade-focused channels.

Referrals Can Be Particularly Strong

because local plumbing industries are:

Connected.

Job Ad Should Explain:

• Construction or maintenance
• Location
• Vehicle
• Callouts

Good service plumbers may value:

A decent van

almost as much as:

Pay.

How to Find Carpenters

Carpenters can often be found through:

• Trade job boards
• Construction networks
• Social media
• Referrals

Specify:

The type of work.

Such As:

• Framing
• Renovations
• Fixing
• Commercial

A great framing carpenter isn't necessarily:

The person you need for:

High-end finishing.

How to Find Mechanics

Mechanic recruitment should be:

Specific.

Are You Looking For:

• Light vehicle mechanic
• Diesel mechanic
• Heavy vehicle mechanic

Workshops can also attract good candidates by promoting:

• Equipment
• Training
• Hours
• Workshop environment

Mechanic shortages won't be solved by:

"Above award wage."

Give them a reason to:

Move.

How to Find Boilermakers

Heavy fabrication experience can be:

Important.

Search through:

• Trade job boards
• Engineering networks
• Mining channels
• Referrals

For Mining Roles

Include:

• Roster
• Point of hire
• Rate

Boilermakers care about:

What they'll actually be welding.

Explain it.

How to Find Welders

Be specific about:

The welding process.

For Example:

• MIG
• TIG
• Stick
• Flux-core

Also Include:

Materials.

Such as:

• Mild steel
• Stainless
• Aluminium

Weld tests can be:

Particularly useful.

How to Find Fitters

Mechanical fitters may come from:

Very different industries.

Detail the equipment.

For example:

• Pumps
• Gearboxes
• Conveyors

Relevant maintenance experience can matter more than:

Generic trade experience.

How to Find HVAC Technicians

Be specific about:

• Commercial
• Residential
• Industrial

Good refrigeration technicians may be difficult to:

Recruit.

Promote:

• Vehicle
• On-call structure
• Overtime
• Training

If You Have Great Conditions

Tell:

People.

How to Find Labourers

Labouring roles may produce:

More applications.

Your challenge is often:

Screening.

Look for:

• Relevant site experience
• White Card
• Reliability
• Availability

References can be useful.

For Casual Labour

Communication is:

Huge.

If they don't answer:

The phone

during recruitment

that's worth:

Noting.

How to Find FIFO Tradies

FIFO candidates care about:

Details.

Include:

• Roster
• Point of hire
• Rate
• Flights
• Accommodation

Don't Hide:

The roster.

If it's:

2/1

say:

2/1.

You'll Get Better Applicants

because unsuitable candidates:

Won't waste their time.

Previous Mining Experience

Can be:

Valuable.

But If You're Open To First-Time FIFO Workers

Say:

That.

How to Find Tradies in Regional Areas

Regional hiring can be:

Much harder.

Candidate pools are:

Smaller.

You may need to offer:

• Higher pay
• Accommodation
• Relocation support

Promote the Lifestyle

If the region has:

Affordable housing.

Short commutes.

Great outdoor lifestyle.

Tell:

Candidates.

You're Selling More Than:

A job.

You're potentially asking someone to:

Move.

How to Find Tradies When Nobody Applies

First:

Don't panic.

Then review:

Everything.

Check the Pay

Is it:

Competitive?

Check the Job Title

Is it:

Clear?

Check the Location

Is there a:

Commute problem?

Check the Requirements

Are you asking for:

Too much?

Check the Ad

Does it actually explain:

Why the role is good?

Check Where You're Advertising

Are relevant tradies:

Seeing it?

If Those Things Look Good

Increase:

Distribution.

Use:

• Additional job boards
• Referrals
• Social media
• Recruiters

But Don't Assume More Advertising Fixes:

A bad offer.

If Candidates Apply but Nobody Is Suitable

Your targeting may be:

Too broad.

Make the title:

More specific.

Add:

Essential qualifications.

Explain:

Experience requirements.

Example

Instead of:

Mechanic

use:

Qualified Diesel Mechanic – Heavy Vehicles

That filters:

Candidates

before:

They apply.

If Good Candidates Keep Rejecting Your Offer

Ask why.

Maybe:

Pay is too low.

Maybe:

Location is poor.

Maybe:

Vehicle isn't included.

Candidate Feedback Is:

Useful market research.

Don't Take It Personally

Use it.

Should You Approach Tradies Who Aren't Looking?

Yes.

This is:

Direct sourcing.

Good candidates may be:

Passive.

If Someone Is Recommended

Give them a:

Call.

You Can Say:

"We're growing and your name came up. Not sure whether you'd be open to a chat?"

That's a Much Better Approach Than:

"Want job?"

Keep It Low Pressure

You're starting:

A conversation.

Building a Reputation Makes Passive Recruitment Easier

Eventually you want tradies to:

Know your business.

Then when they're ready to move

they think:

"Those guys seem alright."

That's employer branding in:

The real world.

Your Business Doesn't Need to Be Huge

You just need a reputation for:

Being a good place to work.

Should You Hire Friends?

Potentially.

But Treat Them Like:

Any other candidate.

Check:

• Skills
• Expectations
• Pay
• Role

Put Everything in Writing

Friendship doesn't replace:

Employment structure.

It can actually make unclear arrangements:

More awkward.

Should You Hire Family?

Same answer.

It can work brilliantly.

Or:

Produce Christmas lunch tension for the next 14 years.

Keep it:

Professional.

How Many Candidates Should You Interview?

There isn't a magic number.

If the first person is:

Excellent

you don't necessarily need to interview:

17 more.

But Don't Hire:

The first available person

because:

You're desperate.

Aim for:

Enough comparison

to make a:

Confident decision.

How Do You Know You've Found a Good Tradie?

There are usually several:

Signals.

Relevant Experience

They've done work similar to:

Yours.

Good References

Previous employers speak:

Well of them.

Clear Communication

They explain their experience:

Properly.

Reliability

They do what they say:

They'll do.

Safety Awareness

They don't treat procedures like:

Optional suggestions.

Good Attitude

They're:

Confident

without:

Being painful.

Realistic Expectations

Their pay and role expectations match:

Your position.

None of These Guarantees:

A perfect hire.

But together:

They reduce risk.

Don't Chase the Perfect Candidate Forever

Another mistake is:

Waiting for perfection.

Candidate A

Has:

90% of what you need.

Good attitude.

Good references.

Available.

Employer waits because:

Maybe someone better applies.

Candidate A takes:

Another job.

Two months later

position is still:

Empty.

Know Your:

Must-haves.

Be flexible with:

Nice-to-haves.

Good Employees Can Grow

If someone has:

The fundamentals

you can often develop:

The rest.

The Best Long-Term Hiring Strategy

Isn't simply:

Advertise harder.

It's building a business good people:

Want to join.

That Means:

• Competitive pay
• Good leadership
• Safe work
• Decent equipment
• Respect
• Reliable hours

Then Your Existing Employees Become:

Recruiters.

They Tell Their Mates:

"This place is actually pretty good."

That's extremely powerful.

Finding Tradies Through Tradie Jobs

If you're hiring Australian tradespeople, specialist job advertising can help put your vacancy in front of:

People interested specifically in trade work.

Tradie Jobs Covers Areas Including:

• Electrical
• Plumbing
• Carpentry
• Automotive
• Air conditioning and refrigeration
• Boilermaking and welding
• Fitters and machinists
• Landscaping
• Labouring
• Scaffolding
• Traffic control
• FIFO and mining

That Means You're Not Advertising To:

Everyone.

You're targeting:

Trade job seekers.

Combine It With:

• Employee referrals
• Social media
• General job boards

and you have:

A much broader recruitment strategy.

A Simple System for Finding Good Tradies

If you want to make recruitment repeatable:

Use this process.

Step 1

Define:

Exactly who you need.

Step 2

Check:

Market pay and conditions.

Step 3

Write:

A specific job advertisement.

Step 4

Advertise:

Through targeted trade channels.

Step 5

Ask:

Employees for referrals.

Step 6

Phone screen:

Promising applicants.

Step 7

Interview:

Using practical questions.

Step 8

Verify:

Qualifications and licences.

Step 9

Check:

References.

Step 10

Make a strong candidate:

An offer quickly.

That's It

You don't need:

A giant HR department.

You Need:

A consistent process.

Overall

Finding good tradies for your business is partly about:

Finding candidates.

But it's equally about:

Making good candidates want to work for you.

Start By Improving:

Where you advertise.

Then Improve:

The advertisement.

Then:

Screen carefully.

Look Beyond:

Technical skill.

Pay attention to:

• Reliability
• Safety
• Communication
• Attitude

And When You Find Someone Good

Move:

Quickly.

Because good tradespeople usually:

Have options.

The businesses that recruit well understand one thing:

Hiring is a:

Two-way decision.

You're asking:

"Is this tradie good enough for my business?"

They're asking:

"Is this business good enough for me?"

Get both sides right and recruitment becomes:

A lot easier.

And if you build a reputation as a business where good tradies:

Want to work

eventually you spend less time:

Chasing applicants

and more time:

Choosing between them.

That's a much better problem to have.

Frequently Asked Questions

How do I find good tradies for my business?

Use a combination of specialist trade job boards, general job boards, employee referrals, industry networks and social media, then screen applicants carefully for skills, reliability, safety and attitude.

Where can I find tradies looking for work?

Tradies can be found through specialist trade job boards, large employment websites, social media groups, recruitment agencies, employee referrals and industry networks.

Why is it so hard to find good tradies?

Experienced tradespeople are often already employed and may have several job opportunities, particularly in trades or locations where worker demand is strong.

What makes a good tradie?

A good tradie should generally be technically competent, reliable, safety-conscious, able to communicate and capable of working effectively with the rest of the team.

How can I attract better tradies?

Offer competitive pay and conditions, write a clear job advertisement, explain the benefits of working for your business and make the application and hiring process simple.

Should I include pay in a tradie job ad?

Including a salary or hourly rate can make the job more transparent and help attract candidates whose expectations match your budget.

Where should I advertise for tradies?

Specialist trade job boards can provide targeted exposure, while general employment websites, social media and employee referrals can provide additional reach.

Are employee referrals good for finding tradies?

Yes. Existing tradespeople often know other workers in their industry, making employee referrals a strong recruitment channel.

Should I pay a referral bonus?

A referral bonus can encourage employees to recommend suitable candidates and may be relatively inexpensive compared with other recruitment methods.

Should I use Facebook to find tradies?

Facebook can be useful for local trade recruitment through business pages, community groups, trade groups and employee sharing.

How do I find tradies who aren't actively job hunting?

Employee referrals, industry networking, direct outreach and employer branding can help reach passive candidates who may be open to a better opportunity.

What should I look for in a tradie's resume?

Look for relevant experience, employment stability, progression, trade qualifications and work that matches the role you're hiring for.

How can I tell if a tradie is reliable?

References, employment history, communication during recruitment and whether they arrive on time and provide information when requested can all provide useful signals.

Should I check a tradie's references?

Reference checks can help confirm previous work, reliability and whether a former employer would hire the person again.

Should I verify trade qualifications?

Yes. Employers should verify qualifications, licences and tickets that are necessary for the work being performed.

Should tradies complete practical tests?

For some roles, practical assessments such as weld tests or relevant technical exercises can help confirm skills, provided the assessment is reasonable and appropriate.

Should I hire the most experienced candidate?

Not automatically. Experience matters, but reliability, attitude, safety, communication and team fit can be equally important.

Should I hire someone who doesn't meet every requirement?

Potentially. If they meet your genuine essential requirements and have the right attitude and relevant experience, some missing skills may be teachable.

How can a small business compete with bigger companies for tradies?

Smaller businesses can compete through flexible working arrangements, good culture, direct access to management, interesting work, better hours and faster career progression.

How do I find tradies in regional Australia?

Use national and specialist job boards as well as local networks, and consider offering relocation assistance, accommodation support or other incentives where appropriate.

How do I find FIFO tradies?

Advertise through trade and mining-focused channels and clearly state the roster, point of hire, pay, travel arrangements and site requirements.

Why am I getting no applicants for my trade job?

Review the pay, job title, location, requirements, benefits and where the vacancy is advertised. Poor applications aren't always caused by worker shortages.

Why am I getting lots of unsuitable applicants?

The job advertisement may be too broad. Use a more specific title and clearly explain the qualifications and experience that are genuinely required.

How quickly should I contact good applicants?

As quickly as practical. Strong tradespeople may be considering several opportunities, so slow recruitment processes can result in losing candidates.

Is it worth using a recruitment agency to find tradies?

It can be useful for urgent, specialised or difficult-to-fill roles, particularly when you don't have the time or candidate network to source people yourself.

What's the best long-term way to find good tradies?

Build a reputation as a good employer, retain your existing workers, maintain a talent pool, encourage referrals and recruit before vacancies become urgent.