With the construction industry so busy these days, it can be a challenge to find enough qualified roofers for all your projects. Here are some tips to find new workers, what qualities to look for, and how to keep the right people on your team.

New ways to find new workers

Just posting a help wanted ad is no longer enough these days to find the people you need. You have to try a number of different ways to find experienced roofers or people eager to learn the trade. 

• Start with your own staff and ask for referrals. Offer an incentive to reward them for a good recommendation.
• Post job openings on your social platforms. You can use social media like Instagram, Twitter, Facebook, and Twitter to attract new workers while you promote your business. 
• Keep the careers section on your website current. List all of your available jobs with sufficient details about what’s required and make it easy to apply.
• Sweeten the deal for prospects by offering new types of employment incentives. Consider a full package of benefits instead of just an hourly rate.
• Find out if there are any local employment or apprenticeship programs in your area. Look for schools that are interested in co-op work term placements.
• Ask satisfied roofing customers to provide online reviews, eg. on Google My Business, BBB, or HomeStars. While this may not directly recruit new employees, it reassures potential new workers that you’re a reputable company. The other bonus of course is that the positive reviews help grow your business.
• Ask your suppliers for recommendations. A great way to hire new roofers is to talk to the people who come in and out of supplier stores. At our different Gibson Building Supplies locations, we’re often asked if we know any roofers who’re looking for a job. We’re always happy to pass along a name if we can.

Qualities to look for

When it comes time to interview potential new hires for your roofing crew, here are some of the key qualities to look for in a good employee.

Positive attitude. Roofing is tough and there’s always the chance of injury. Look for someone who can maintain a positive outlook and work well with a team despite the hardships and challenges of the job.

Willingness to learn new technology. The roofing industry keeps introducing new technology such as construction apps and other devices to improve the roofing process. Whoever you hire, whether they’re new to the industry or an experienced roofer, they should be open to adopting new technology.

On-the-job professionalism. Roofing involves physical labour, but also a lot of professionalism. Your new hires need to be reliable, arrive on time, make homeowners feel comfortable, and get the job done right. 

Safety-first mentality. Any roofers you hire must be willing to be safety conscious at all times to avoid serious injuries for themselves or others. They also must have their Working at Heights certificate. If they don’t have it already, your company could consider covering the cost of it as an added incentive to attract new workers.

New ways to keep them

You’ve done all the hard work of finding good workers. Now how do you keep them? Here are some ways to promote loyalty and reward performance that aren’t all about the money.

Provide new types of bonus opportunities. Set individual targets for bonuses as well as the opportunity for bonuses for the whole crew based on the overall performance of the company. Create different types of bonuses, such as for roofing crews who receive kudos from customers or get the customer to leave a positive review online.

Create a sense of team. Make your roofers feel like they’re all valued members of a team. Recognize their contributions and show appreciation for their efforts.

Encourage constructive feedback. When your employees know you want to hear what they have to say and that you’re willing to act on their suggestions, it goes a long way to making people feel valued. Plus, your business benefits from the insights.

Provide opportunities for advancement. For roofers that want to improve their skills or learn something new, look for ways they can take on new roles or responsibilities within your company. Maybe they can mentor new hires or master new technology, or take on a leadership role for their crew.