How to Hire and Retain Skilled Plumbing Technicians

Finding great talent is one of the toughest parts of running a plumbing business. You spend weeks, sometimes months, searching for a skilled technician who not only knows their way around a P-trap but also fits in with your team. Then, just when you think you’ve found the perfect fit, they leave for another opportunity. Sound familiar?

This cycle is frustrating, expensive, and all too common. The plumbing industry is facing a major skilled labor shortage, making it harder than ever to build and keep a reliable team. But don’t worry, it’s not an impossible task. With the right strategies, you can attract top-tier plumbers and create a workplace they won’t want to leave.

This guide will walk you through everything you need to know about how to hire and retain skilled plumbing technicians. We’ll cover how to write job descriptions that get noticed, where to find the best candidates, and how to create a company culture that makes your team feel valued.

Understanding the Skilled Labor Shortage

Before we get into the “how,” it’s helpful to understand the “why.” Why is it so hard to find good plumbers these days? A few key factors are at play.

First, the workforce is getting older. Many experienced plumbers are retiring, and there aren’t enough new technicians entering the field to replace them. For decades, high school graduates were pushed toward four-year college degrees, while vocational training and trade schools were often overlooked. This has created a significant gap in the skilled trades.

Career preferences have also shifted. Many younger people are drawn to tech-focused jobs, not realizing the incredible career opportunities, stability, and earning potential that plumbing offers. The perception of plumbing as a “dirty job” doesn’t help, even though modern plumbing involves sophisticated technology and problem-solving skills.

These factors have created a perfect storm: high demand for plumbing services and a shrinking pool of qualified technicians. For business owners, this means the competition for skilled labor is fierce. To succeed, you need to be strategic and proactive in both your hiring and retention efforts.

Crafting an Attractive Job Description

Your job description is often the first impression a potential candidate has of your company. A generic, uninspired posting will get lost in the sea of other job ads. To attract top talent, you need to sell the role and your company.

Think of your job description as a marketing tool. It should be clear, engaging, and highlight what makes your company a great place to work.

Here’s what to include:

• A Clear, Compelling Title: Instead of just “Plumber,” try something more specific like “Lead Service Plumber” or “Residential Plumbing Technician.”
• An Engaging Summary: Start with a short paragraph about your company. What’s your mission? What kind of work do you do? What makes you different?
• Detailed Responsibilities: Clearly list the day-to-day duties of the role. Be specific about the types of jobs they’ll be handling (e.g., residential service calls, new construction, commercial repairs).
• Required Skills and Certifications: List the non-negotiables. This might include a certain number of years of experience, a journeyman or master plumber license, or a clean driving record.
• Your Company Culture and Values: What’s it like to work for you? Are you a family-oriented business? Do you prioritize teamwork and professional growth? Let candidates know what to expect.
• Benefits and Perks: Don’t just say “competitive pay.” List the specifics! Mention your health insurance, retirement plans (like a 401k), paid time off, company vehicle, phone, and any other perks you offer. This is a huge selling point.

A great job description shows candidates you’ve put thought into the role and that you value your employees. It tells them you’re not just looking for a body to fill a spot—you’re looking for a long-term team member.

Effective Recruitment Strategies

Once you have a great job description, you need to get it in front of the right people. Posting on one job board and hoping for the best won’t cut it. A multi-channel approach will give you the best results.

Online Job Boards

While there are big job boards like Indeed and ZipRecruiter, don’t forget about industry-specific sites. Websites dedicated to the skilled trades can connect you with a more targeted audience of qualified plumbers. When you post, make sure to use keywords that plumbers might be searching for, like “plumbing technician,” “journeyman plumber,” or “service plumber.”

Social Media

Platforms like LinkedIn and Facebook are powerful recruiting tools. On LinkedIn, you can search for candidates with specific skills and experience and reach out to them directly. Facebook is great for showcasing your company culture. Post pictures of your team, share positive customer reviews, and celebrate employee milestones. This gives potential candidates a feel for what it’s like to work with you. You can also run targeted ads on Facebook to reach people in your area who have shown an interest in the plumbing trade.

Industry Events and Trade Shows

There’s no substitute for face-to-face interaction. Attending trade shows and industry conferences is a fantastic way to network with other professionals. You never know who you might meet—it could be your next star employee or someone who can refer a great candidate to you. Have business cards and company information ready to hand out.

Partnerships with Trade Schools

Get in on the ground floor by building relationships with local vocational schools and community colleges. Offer to speak to students, host a workshop, or participate in career fairs. You can also create an apprenticeship program to train new talent. This not only gives you access to a pipeline of fresh candidates but also allows you to shape them into the kind of skilled, reliable technicians your company needs.

The Interview Process

A structured interview process helps you fairly and accurately assess each candidate. It’s not just about their technical skills; you also want to find someone who fits your company culture and has a great attitude.

Screening Resumes

When you start getting applications, you need a quick way to sort through them. Look for resumes that are well-organized and clearly list relevant experience and certifications. Red flags might include large gaps in employment or frequent job-hopping.

Phone Interviews

A brief 15-20 minute phone screen can save you a lot of time. Use this call to confirm the basics: Are they legally able to work? Do they have the required licenses? Are their salary expectations in line with what you’re offering? You can also get a feel for their communication skills and professionalism.

In-Person Interviews

This is where you can really dig in. Ask a mix of technical questions and behavioral questions. Behavioral questions (like “Tell me about a time you had to deal with a difficult customer”) give you insight into their soft skills, like problem-solving, communication, and customer service.

Remember, an interview is a two-way street. Give the candidate plenty of time to ask you questions. Their questions will show you what’s important to them and how much thought they’ve put into the role.

Technical Assessments

You wouldn’t hire a chef without tasting their food, right? The same goes for plumbers. A hands-on technical assessment is the best way to verify a candidate’s skills. Set up a mock scenario in your shop that allows them to demonstrate their abilities. This could be anything from soldering copper pipe to troubleshooting a faulty water heater. This practical test will tell you more about their skills than any question you could ask.

Creating a Positive Work Environment

Hiring a great technician is only half the battle. Now you have to keep them. High turnover is incredibly costly, not just in terms of lost productivity but also in the time and money spent on recruiting and training new hires.

Creating a place where people want to work is the most effective retention strategy.

Competitive Salaries and Benefits

This is the foundation of any good retention plan. You need to offer compensation packages that are competitive for your area. Do your research to find out what other companies are paying. But it’s not just about the hourly wage. A strong benefits package—including health insurance, retirement plans, paid time off, and disability insurance—shows your team that you care about their well-being both on and off the job.

Opportunities for Advancement

Nobody wants to feel stuck in a dead-end job. Show your technicians that there’s a future for them at your company. Create clear career paths that outline how they can advance from an apprentice to a journeyman, and then to a master plumber or even a management role. Support their growth by paying for additional training and certifications.

Training and Development Programs

The plumbing industry is always evolving with new tools, technologies, and regulations. Investing in ongoing training keeps your team’s skills sharp and shows them you’re invested in their professional development. This could include in-house training sessions, sending them to manufacturer workshops, or paying for online courses.

A Supportive Company Culture

Company culture is the personality of your business. Is it a place where people feel respected, supported, and appreciated? A positive culture is built on open communication, trust, and teamwork. Encourage feedback, recognize hard work, and make sure your managers are good leaders who treat their team members with respect.

Employee Recognition and Appreciation

Everyone wants to feel appreciated for their hard work. Simple recognition can go a long way in boosting morale and loyalty.

• Performance-Based Bonuses: Reward your high-performers with bonuses for meeting or exceeding their goals. This could be tied to things like revenue generated, customer satisfaction scores, or efficiency.
• Employee of the Month Programs: Publicly recognize employees who go above and beyond. A small prize or a designated parking spot can make a big difference.
• Team-Building Activities: Organize social events like company picnics, holiday parties, or a team bowling night. These activities build camaraderie and help your team connect on a personal level, strengthening their bonds and improving teamwork.

Tools and Technology

Providing your technicians with the best tools and technology not only makes their job easier but also shows that you’re invested in their success.

• Modern Equipment: No one wants to work with outdated, unreliable tools. Investing in modern equipment improves efficiency, reduces frustration, and can even improve safety.
• Mobile Technology: Using tablets or smartphones with field service management software can streamline workflows dramatically. Technicians can access job details, view customer history, create invoices, and process payments all from their mobile device. This saves time, reduces paperwork, and improves communication between the field and the office.

Safety and Well-being

Plumbing can be a physically demanding and sometimes dangerous job. Prioritizing the safety and well-being of your team is non-negotiable.

• Prioritize Safety: Provide regular safety training and ensure all technicians have the proper personal protective equipment (PPE). Create a culture where safety is everyone’s responsibility and where employees feel comfortable reporting potential hazards without fear of retribution.
• Promote Work-Life Balance: Burnout is a major cause of turnover. Encourage your technicians to take their paid time off and try to avoid excessive overtime. A healthy work-life balance leads to happier, more productive employees who are more likely to stick around for the long haul.

Build a Team That Lasts

Hiring and retaining skilled plumbing technicians in today’s competitive market is a challenge, but it’s one you can overcome. It requires a thoughtful, strategic approach that goes beyond just offering a good paycheck.

By crafting compelling job descriptions, using a multi-channel recruitment strategy, and creating a supportive and rewarding work environment, you can build a team of dedicated professionals who are proud to work for your company. Investing in your people is the best investment you can make in your business. It leads to lower turnover, higher quality work, and happier customers—a win-win for everyone.