If you’ve been trying to staff up your crews lately, you already know: the next generation of tradespeople isn’t walking onto the jobsite the same way their predecessors did. Gen Z workers—those born roughly between 1997 and 2012—are entering the workforce with different expectations, different motivations, and different communication styles.
That’s not a bad thing. But it does mean that old-school recruitment, onboarding, and mentorship strategies may not cut it anymore. Here’s a practical look at what’s working (and what isn’t) when it comes to attracting, training, and retaining younger workers in the trades.
What’s Working with Gen Z Recruitment
Gen Z is looking for more than just a paycheck. They want to understand the bigger picture and how their work fits into it. Smart subs are adjusting how they appeal to this new generation by focusing on:
- Highlighting purpose: Emphasizing the impact of building something real, lasting, and important.
- Offering growth paths: Showing clear examples of how field workers can advance into lead roles, project management, or even business ownership.
- Using digital communication: Posting job opportunities on social media, texting applicants instead of just emailing, and using video to showcase company culture.
What Isn’t Working
Some traditional approaches are falling flat when it comes to connecting with younger candidates:
- Rigid, outdated processes: Long, paperwork-heavy hiring procedures can turn off candidates who expect quicker feedback loops.
- Lack of mentorship: Throwing new hires into the deep end without structured support is a fast track to turnover.
- Old-school attitudes: Talking down to younger workers or dismissing their ideas shuts down engagement before it even starts.
Example in Action:
A commercial mechanical contractor revamped their apprenticeship recruiting by adding short videos to their careers page, featuring young workers talking about their experience. They also assigned every new hire a ‘peer buddy’—someone just a few years ahead of them—to check in regularly. The result? First-year retention rose by nearly 20% over the previous year.
Practical Strategies for Sub-Trades
If you’re looking to build a crew that can carry your business into the future, here are some steps to consider:
- Modernize your outreach: Make sure your online presence reflects your professionalism, culture, and opportunities for advancement.
- Streamline hiring: Move fast when you find promising candidates—good ones have lots of options.
- Invest in onboarding: The first few weeks are critical. Make sure new hires feel supported, welcomed, and part of a team.
- Focus on mentorship: Pair new workers with experienced leads who are willing to coach, not just criticize.
Final Thoughts
Hiring Gen Z isn’t about lowering standards or changing everything you do. It’s about recognizing that different doesn’t mean worse—it means adapting to meet workers where they are.
By adjusting how we recruit, onboard, and mentor, the trades can tap into a huge pool of motivated, capable young people who want to build great things—if we’re willing to meet them halfway.
*Brought to you by Plexxis Software: Offering software solutions for the construction industry that integrates cloud, mobile and on-premise software to improve and enhance team performance.
Chad Pearson
Sr. Start Team Leader
