Recruitment Strategies for the Restoration Industry

The property restoration industry is one of the many industries that continues to be impacted by The Great Resignation – an ongoing economic trend. Not only are Baby Boomers reaching retirement age, but Millennials – who became the majority of the overall workforce in 2016 – are more frequently quitting their jobs to pursue what they believe are better opportunities.

Labor shortages and employee churn are realities for property restoration contracting companies. To overcome these problems, restoration contractors must rethink their recruitment strategies so that they can attract quality members of a younger workforce and also retain good employees.

Below we discuss recruitment strategies for the restoration industry that help to achieve both of these goals if you choose to pursue in-house talent acquisition.

Step 1: Take inventory of your needs and define your required roles

Attracting and identifying talent within the restoration industry takes money and time. To make the most of both, it is best to advertise for multiple jobs at once.

So the first step is to take inventory of what roles your restoration business needs filled. Classify each role as either temporary or permanent – and also the level. Are you hiring for management roles or entry level positions?

Putting roles into different categories will help because you will potentially advertise different types of restoration jobs in different ways and places.

Once you determine the exact roles you need, build out detailed job descriptions for each.

Start job descriptions by using specific job titles typically found within the restoration industry. According to a 2020 study conducted by the job search engine provider, Indeed, concluded that “36% of job seekers that use job sites search for a job using the title of the job they’re looking for.”

Then, summarize both the role and your company; candidates want to know about their potential future employer. From there, outline responsibilities and day-to-day activities and describe where the position is hierarchically – who will this person be reporting to?

Include a list of requirements – including expertise, which degrees the candidate must have, and both hard and soft skills. Keep this list relatively concise, though, because you don’t want to deter candidates from being overwhelmed and not applying to the position.

Also, include information about salary and benefits. You don’t want to waste your time – or the candidate’s time – if the salary won’t meet their expectations from the get go.

Finally, in job descriptions, mention technology that your employees use to remove manual tasks and make their jobs less tedious and more fulfilling (we will talk more about these technologies later).

Step 2: Utilize technology as part of your recruitment strategy

In today’s digital world, those in the restoration industry  must leverage technology resources as part of their recruitment strategy. Your target audience includes Millennials and members of Generation Z, so successful recruitment strategies will have you meeting them where they are: online – and on their phones.

Before you can do all this, however, you must prepare your own website.

First, your entire website as a whole should accurately reflect your restoration brand. You want to give an accurate portrayal of where your candidates will be working.

You also want to make sure your website is mobile phone friendly – according to a Glassdoor study in 2022, “mid-career workers—35-44 years old—are the most likely to look for jobs on their mobile phones.” The same study found that 56.3% of job seekers in construction, repair, and maintenance used their phones versus desktop computers to look for opportunities.

Next, have a designated page where you list open opportunities, along with detailed instructions on how to apply. Ideally, you will use the right plugins for your website so that job seekers can apply directly from the site (and thus from their phones).

Utilize social media campaigns for job recruitment

In addition to posting job listings to your website, you should strategically leverage your social media channels to post jobs in restoration: LinkedIn, Facebook, Twitter, and Instagram. Publish organic posts on all your accounts that link back to the job listings – and application pages – on your website.

Not only should you publish organic posts on your social media channels, but create social media campaigns on the platforms that make the most sense for your target audience. Depending on the type of professionals you are hiring for, you focus more on specific channels. Where people looking for managerial positions are more active on LinkedIn, manual laborers spend more time on social media sites like Facebook. In fact, in 2021, the Pew Research Center found that seven in U.S. ten adults use Facebook.

Use job recruitment sites

You can’t ignore job recruitment sites. Figure out where your target audience within the restoration industry is looking for jobs, and post accordingly. For example, according to a 2023 article in SHRM, recruiters found that “skilled trades workers” – like field technicians, for example – were “most likely weren’t looking on LinkedIn, but rather on Indeed and Craigslist.”

Also remember that job boards like Indeed will often automatically post your open job listings on their sites. However, you can sponsor job listings on these sites so that they are the first listings to appear when candidates type in the keywords that align with your job titles.

Job boards exist beyond the major players like Indeed, Glassdoor, or even LinkedIn. You can conduct a simple Internet search to see the job boards most frequented by the types of restoration employees you are seeking. For instance, The Balance rated Snagajob as the best job site for hourly workers. There will also be specific job sites tailored to the restoration industry, including for temporary and contract workers.

Consider unique recruiting approaches

While advertising on job boards and social media are ‘must do’s when recruiting for reconstruction jobs, there are other places to put your company out there, too. There is a whole world out there online where different types of professionals are congregating, seeking out advice or support from peers. For example, you can post jobs on popular Reddit forums for people in the restoration industry.

Step 3: Engage past candidates

Chances are, you’ve been through the recruiting process before. So, you probably have contact information from previous candidates who were close to making the cut last time, or who didn’t accept an offer. Re-engage with these people and let them know what has changed with your company, or what extra benefits or compensation that employment might come with at this time.

Also, reach out to temporary and contract employees you have worked with in the past. Perhaps at one point you didn’t need their services full-time, but now you do.

When reaching out to any qualified past candidates or former temporary workers, make the conversation personal. Mention to them what you remember about their previous application or work – and be specific about the values they both would bring and get from working with your company.

Step 4: Start a restoration job referral program

Let your current employees do the heavy lifting for you, when possible. Involve your current employees as part of your recruitment strategy by creating an employee referral program that incentivizes them to dig into their own networks within the restoration industry.

In the words of an SHRM article, “high-performing employees refer high-performing candidates.” Also, this same article states that many studies show that employee retention is greater among employees who were referred by other employees.

So, your best recruitment strategy will involve a job referral program. The key is to make the referral process easy – so that high performing employees have nothing standing in their way of encouraging their peers to apply for open positions.

To set up a referral program, establish a reward for people who successfully refer candidates to your company. The reward could be cash or a gift card, depending on your budget and the level of role it is. Also, determine how long the person has to remain employed with your company before the reward is issued.

Step 5: Retain restoration employees

Getting high-quality employees to sign on the dotted line is only half the battle, especially in the property restoration industry. Having a strategy in place to retain employees is every bit as important as attracting great candidates.

So, how do you mitigate turnover and keep employees engaged?

The answer lies in technology.

You want your employees working smarter, not harder – and that’s what they want, too.

When you implement technologies like automated workflow solutions and Artificial Intelligence-driven platforms, you decrease the repetitive, administrative tasks that are typically required within the restoration industry. They make work quicker and more meaningful for employees, who are accustomed to using technology in all other aspects of their day-to-day lives.

Technology solutions for the restoration industry can also remove procedural and data silos between all stakeholders across the insurance supply chain – speeding up reimbursement and payment cycles. In turn, restoration contractors get paid faster for the work they do, and can thus hire more professionals and take on more projects.

Having technology in place to make jobs more fulfilling, quicker, and to facilitate faster payments are integral to attracting and retaining an effective workforce. A satisfied worker, after all, is a better performer and employee.

Implementing your best recruitment strategy

With all the challenges that recruiters face within the property restoration industry, it is important to have a comprehensive recruitment strategy in place when filling restoration jobs. It must focus not only on getting the right people in place – but keeping them there, happy, satisfied, and performing to their full potential.

Having a digital-first mindset will be key to executing the best recruitment strategies – both for reaching candidates and for keeping them employed.

To learn more about technologies – including platforms and applications that incorporate Artificial Intelligence – that enable restoration contractors to hire and retain better employees, contact us today. For more ways restoration companies can prepare for busy seasons, read our blog.