How to Attract and Retain Talent in Regional Construction Projects

The Challenge: Finding Skilled Trades for Regional Work

When a construction business secures a tender for a regional project, they often face a bottleneck: finding the right people to get the job done. One company specialising in roofing, building, plastering, and electrical work had this exact problem. They were bidding on projects within their capabilities, but their traditional recruitment approach wasn’t cutting it.

So, what was going wrong?

• High Turnover: Recruitment agencies were charging premium fees but delivering candidates who didn’t stick around.
• Blue-Collar Burnout: Regional work often involves gruelling schedules—six days a week, three weeks on. Many recruits lasted just a fortnight before throwing in the towel.
• Limited Resources: Relying on platforms like Seek wasn’t yielding enough qualified candidates in time to meet project demands.

The Solution: A Shift in Recruitment Strategy

What this company needed wasn’t just more hands on deck—they needed a smarter approach to recruitment. Here’s how the solution unfolded.

1. Treat Recruitment Like a Core Business Process

Instead of outsourcing their recruitment entirely, the company implemented a strategy used for hiring permanent staff and adapted it for trades and procurement. They didn’t just find workers; they built a system to continuously bring in the right talent.

2. Empower Internal Teams

Rather than relying solely on external help, they trained their own team to manage the recruitment process. With guidance and oversight, internal staff could align hiring with the company’s broader goals and contracts.

Breaking It Down: Key Takeaways for Regional Recruitment

Streamline the Hiring Process

A solid process is half the battle. Recruitment for tradespeople isn’t just about placing ads; it’s about knowing where to look and having systems that attract and retain workers.

• Cast a Wide Net: Expand beyond Seek and similar platforms. Tap into local networks, industry groups, and trade schools.
• Build Relationships: Engage with tradespeople long before you need them. Think of it as creating a “black book” of skilled workers who can be called upon when a project arises.

Offer Practical Incentives

Regional work comes with challenges, but strategic incentives can help attract the right people:

• Accommodation and Meals: Ensure workers are housed and fed, removing a significant source of stress.
• Competitive Pay: Blue-collar work is tough, so make it worth their while.
• Clear Expectations: Be upfront about the working conditions to reduce early turnover.

Focus on Retention

Hiring is only the first step. Retaining skilled tradespeople is where the magic happens. How?

• Supportive Onboarding: Help new hires settle in by offering clear training and on-the-job support.
• Fair Rosters: Rotate staff to avoid burnout, even in intensive schedules.
• Recognition: A simple thank-you or performance bonus can go a long way.

Results That Speak for Themselves

For the company in our story, the results were transformative. In 12 months, they successfully hired and retained roofers, carpenters, setters, electricians, and plumbers for regional projects. They went from scrambling to find tradespeople to tendering for—and winning—work with confidence.

What made the difference?

• Scalable Systems: A recruitment process that could handle fluctuations in demand.
• Internal Ownership: Empowered teams capable of managing hiring aligned with the company’s goals.
• Proactive Sourcing: A pipeline of talent ready to step in when needed.

Why This Matters to Your Business

If you’ve ever struggled to staff regional projects, you’re not alone. But the lesson here is clear: it’s not just about finding “cattle” (as one might put it). It’s about finding the right people and building systems to keep them engaged.

Want to tender for larger projects without stressing about recruitment? Start by treating recruitment as a strategic priority—not an afterthought.

Conclusion

Regional construction projects come with unique challenges, but the right approach can turn those hurdles into opportunities. By building robust recruitment processes, empowering internal teams, and focusing on retention, you can not only deliver on your projects but also grow your business.

At the end of the day, it’s all about aligning people, processes, and procurement. Sound like something you need? It might just be time to rethink how you approach recruitment.

FAQs

Why is recruitment so challenging for regional projects?
Regional projects often involve tough working conditions, limited local talent pools, and higher turnover rates, making it difficult to find and keep skilled tradespeople.

What are the best platforms to find tradespeople?
While platforms like Seek are popular, local networks, trade schools, and industry groups often yield better results for regional work.

How can I reduce turnover in regional construction jobs?
Offer fair pay, practical incentives like housing, and clear expectations. Building strong relationships with your team is also key.

Should I use a recruitment agency for regional hires?
Recruitment agencies can help, but building your own internal processes often yields better, long-term results.

How can I scale my recruitment efforts?
Develop a scalable system that includes proactive sourcing, internal management, and incentives to retain workers. A “black book” of trusted trades can also make scaling easier.