The skilled trades industry is grappling with a significant shortage of qualified professionals, and plumbing is one of the hardest-hit sectors. As demand for plumbing services continues to rise—driven by both residential and commercial construction—companies must adopt effective plumber recruiting strategies to compete for talent. Whether you’re running a growing local plumbing business or managing workforce needs across multiple job sites, strategic recruiting can reduce time-to-hire, mitigate risk, and build a sustainable talent pipeline.
In this article, we’ll share proven strategies that help businesses attract top plumbing professionals, avoid costly hiring mistakes, and meet long-term workforce goals.
Recruiting for Skilled Plumbers: Why a Targeted Approach Matters
Generic job postings and reactive hiring are no longer enough. In a competitive trades market, companies that want to win skilled talent need to take a more precise, proactive approach to plumber recruiting. According to the U.S. Bureau of Labor Statistics, the demand for plumbers is expected to grow 6% between 2023 and 2033, outpacing many other occupations. To keep up, businesses must move fast and use strategies tailored specifically to the plumbing field.
At Hire Velocity, we work with employers across the trades to implement specialized tactics that drive results. Let’s take a closer look at three areas that have the greatest impact: outreach, compliance, and speed.
Proactive Outreach: Build Relationships Before You Need Them
Successful recruiting starts before a job ever opens. Passive candidates—those not actively seeking new roles—make up roughly 70% of the global workforce, according to a LinkedIn study. That means companies must invest in relationship-building to expand their reach beyond job board applicants.
We recommend developing long-term partnerships with local trade schools, community colleges, and plumbing apprenticeship programs. Sponsoring competitions, speaking in classrooms, or offering scholarships can position your company as a top employer among emerging talent.
In addition, leveraging digital tools such as LinkedIn, Facebook Groups, and trade-specific forums helps you reach experienced plumbers in your region. Whether you’re hiring for construction projects or residential service calls, your next great hire might already be working elsewhere—and open to a better opportunity.
For more on trades-specific recruiting, explore our article on Construction Recruiting: Hauling in Qualified Talent.
Licensing Verification: Hire With Confidence and Compliance
Hiring an unlicensed or underqualified plumber can result in serious financial and reputational damage. Fines for unlicensed work can reach up to $15,000, and failed inspections due to improper installations can delay projects or lead to rework. Worse, clients may leave negative reviews or pursue legal action, especially if the job fails to meet state codes or causes property damage.
That’s why every candidate should be fully vetted before they receive an offer. Plumber recruiting should include verification of licenses—especially for out-of-state hires—as well as skills assessments and background checks. At Hire Velocity, our recruiters verify credentials up front, so you know you're only speaking with qualified professionals.
To see how this ties into a broader hiring model, read our insights on credentialing and compliance in construction hiring.
Speed in Hiring: Don’t Lose Talent to Your Competitors
In today’s market, speed is a competitive advantage. The best plumbers often receive multiple offers within days, and employers with slow hiring processes consistently lose out. Companies that streamline hiring—reducing interview rounds, using mobile-friendly communication tools, and making timely decisions—are more likely to land high-performing candidates.
Hire Velocity helps clients reduce time-to-hire by integrating text messaging, scheduling automation, and recruiter-led communication. We also advise offering competitive compensation and responding to qualified applicants within 48 hours. The faster your process, the higher your success rate.
If you're looking for an end-to-end solution that integrates hiring speed with strategic workforce planning, consider Recruitment Process Outsourcing (RPO) to scale your hiring efforts.
Reducing Risk Through Credentialing and Specialized Recruiting
Hiring unqualified plumbers can lead to costly mistakes, compliance violations, and significant operational setbacks for your business. Without proper credentials and training, these workers may perform substandard work that fails inspections, violates building codes, or even creates safety hazards. To mitigate risks:
- Verify licenses and certifications through trusted databases.
- Conduct thorough background checks and reference calls.
- Partner with recruiters who specialize in trades to ensure candidates meet industry standards.
These steps not only protect your business but also ensure you hire plumbers who deliver quality work.
Pro Tip: Partnering with specialized trade recruiters like Hire Velocity adds an extra layer of protection, as we automatically verify credentials and maintain compliance documentation for every candidate.
Pipeline Development: Accessing Future and Current Talent
Having a strong, sustainable talent pipeline is critical for long-term success when it comes to plumber recruiting. According to the Bureau of Labor & Statistics, the plumbing field is expected to grow 6% between 2023 and 2033, which is faster than average compared to other industries. In today's competitive skilled trades market, companies can no longer afford to simply post job ads and hope qualified candidates apply when positions open.
Forward-thinking plumbing businesses are adopting proactive, strategic approaches to continuously cultivate relationships with both current and future talent.
A robust pipeline serves as your insurance policy against labor shortages, ensuring you have access to qualified professionals when:
- Experienced plumbers retire or leave the workforce
- Business expands and new positions open unexpectedly
- Seasonal demand spikes require additional staffing
- Specialized projects require niche skill sets
Here are a few effective ways to build an effective plumbing talent pipeline:
1. Develop Trade School Partnerships
- Establish formal relationships with local vocational schools and community college plumbing programs
- Create apprenticeship-to-hire pathways with clear progression timelines
- Sponsor student competitions and offer scholarships to build brand recognition
2. Implement an Employee Referral Program
- Offer meaningful incentives ($500-$1,000 bonuses) for successful referrals
- Recognize top referrers publicly to encourage participation
- Make the referral process simple with mobile-friendly submission forms
3. Maintain an Active Talent Community
- Create a "Plumbing Talent Network" for interested candidates to join
- Send quarterly newsletters with company updates and industry insights
- Host occasional "meet the team" virtual or in-person events
4. Leverage Technology for Candidate Engagement
- Use CRM tools to track and nurture relationships with potential hires
- Implement text messaging campaigns to stay top-of-mind
- Maintain an active presence on trade-specific social media platforms
5. Develop Internal Training Programs
- Create clear career paths from apprentice to master plumber
- Offer paid continuing education opportunities
- Cross-train employees to increase workforce flexibility
Employee Retention Begins at Hiring
Hiring is just the first step—retention is equally important. To keep your plumbers engaged:
- Align Values: Hire candidates who fit your company culture and long-term goals.
- Offer Growth Opportunities: Provide training and career advancement paths.
- Competitive Compensation: Ensure your pay and benefits match industry standards.
When plumbers feel valued, they’re more likely to stay and grow with your business.
FAQs: What Employers Want to Know About Plumber Recruiting
- What is plumber recruiting and how does it work?
Plumber recruiting is the process of sourcing, vetting, and hiring licensed plumbing professionals using targeted outreach, credential verification, and hiring best practices. - What are the benefits of specialized recruiting for plumbers?
It reduces time-to-hire, ensures compliance, and builds a steady pipeline of qualified candidates, which helps your business grow sustainably. - Why is speed important in plumber recruiting?
Top plumbers receive multiple offers quickly. Delayed hiring processes can result in losing candidates to competitors. - How can Hire Velocity support plumber recruiting?
We offer AI-driven candidate matching, trades-specific job ads, and expert recruiters who understand plumbing industry needs—saving you time and reducing hiring risks.
Fill Plumbing Roles with Confidence
The demand for skilled plumbers continues to rise—but with the right strategy, your business can stay ahead. From proactive outreach and compliance-first hiring to speed and retention, Hire Velocity offers the tools and expertise you need to build a team that delivers results.
Ready to fill open plumbing roles faster? Contact us to speak with a skilled trades recruiting expert today.
