Beyond the Job Ad From Specification to Onboarding
Building a Hiring Process That Works for Skilled Trades Roles It’s easy to think a great job ad is enough. However, if there’s one thing I’ve learned about recruitment, especially when working with skilled trades, it’s that real hiring success doesn’t happen when you post; it happens when you prepare, engage, network, and follow through….
Building a Hiring Process That Works for Skilled Trades Roles
It’s easy to think a great job ad is enough. However, if there’s one thing I’ve learned about recruitment, especially when working with skilled trades, it’s that real hiring success doesn’t happen when you post; it happens when you prepare, engage, network, and follow through. Skilled trades professionals, such as boilermakers, fitters, mechanics, or welders, expect more than a simple listing. They’re looking for trust, structure, and clear communication, as well as a job description from the first phone call to their first day on the job.
Strong hiring processes are required for trades roles, and these need to commence before the job ad goes live on job boards, continuing long after the candidate has clocked their first shift.
Start with solid specifications.
Before posting any role, it’s worth clarifying exactly what the business needs. A detailed job specification must list qualifications and experience, and it must define what success looks like in the role. For example, do you need someone with experience in heavy diesel maintenance, a boilermaker with specific welding tickets, or an auto electrician confident with diagnostic software?
Move beyond “post and pray”
Too many companies still rely on the “post and pray” method, posting a job ad, waiting…. and hoping…. that the right person applies. Did you know that the best candidates are rarely sitting on job boards? They’re often working elsewhere or waiting for the right opportunity to come to them.
Proactive sourcing is a game changer. Building relationships with training providers, trade schools, and apprenticeship networks can create a long term talent pipeline. Building your database and employee referrals a goldmine! Tradespeople know tradespeople! And they’ll often recommend those they trust. Social media, too, can work wonders when used authentically. A short video showing your workshop, safety standards, or team culture can give candidates a sense of what it’s really like to work with you. That stands out in the crowds over job ads alone.
The best hiring processes will fill vacancies and attract the kind of people who want to stay.
Screening with purpose
Once you receive applications, screen them efficiently, but keep in mind that skilled trades roles require a combination of technical and soft skills, and these are best understood through conversations. Phone or video chats can reveal much more than a CV does. You can ask about their recent work, the equipment they’ve handled, their preferred shifts, and how they view safety on the job.
You’re looking for more than capability. You want to know if this person takes pride in their work. Do they communicate clearly? Are they reliable? Checking references early in the screening process will save you time later and provide insight into how they perform on site or under pressure; these are the strongest predictors of long term retention.
Interviews that build confidence on both sides
By the time someone reaches an interview, they should already feel well informed. This stage is about practicality and transparency. Ask situational questions, not trick questions, to reveal both technical and problem-solving skills.
Employers should also be upfront about what the job really involves, the hours, the pace, the culture, and the expectations. We covered this in our previous blog
Unethical Tricks Some Recruiters Use (And How to Spot The Red Flags)
The best interviews feel like a two way conversation, not an interrogation. When communication is nice and clear, trust is built, and trust is one factor in what keeps good people from walking out after a few weeks.
Seamless offers and onboarding
The gap between “you’re hired” and “welcome aboard” is where many recruitment processes fall apart. Skilled workers often have multiple offers on the table, so speed and clarity matter. Once you’ve selected your ideal candidate, get to them and make the offer quickly, and outline the terms clearly, send the documentation digitally, where possible. This is efficient and easier on both sides.
However, onboarding doesn’t stop here, the first few days should be supporting your new hire. Such as a team leader or mentor showing them around, introducing them to key people, and walking them through safety procedures.
A structured onboarding program doesn’t have to be complicated; even a simple one can reduce early turnover and improve the retention rate. Checking in at one week, one month, and three months shows the employee they’re not just a number and nurtures the relationship you’ve built. And when people feel valued, they give back through reliability, productivity, and loyalty.
Retention starts on day one
Hiring is only half the job. Retention is where businesses often struggle, and it’s where a great recruitment process truly proves its worth. The best employers don’t stop at onboarding; they invest in their people through ongoing training, clear communication, and visible progression paths.
Workplace culture also plays a part. Respect, safety, and recognition go a long way in industries where the work can be physically demanding and time sensitive. People stay where they’re treated well, so creating that environment begins at the recruitment stage.
Measure, learn, and refine.
Building a hiring process that works isn’t a one off project. It’s something you refine over time by tracking results. Keep an eye on metrics such as the time to fill, retention rates, and performance of recent hires. Learn where your best candidates come from, is it’s referrals, LinkedIn, or your database.
Recruitment is both an art and a science. The art lies in understanding people; the science lies in improving your process through facts and evidence!
So, there’s no need to reinvent the wheel here; just start by tightening every bolt so the process runs smoothly. Write that thoughtful job specification, onboard and retain, every stage should communicate professionalism, respect, and understanding.
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