Seasonal hiring strategies: How To Secure Tradespeople For Peak During Off-Seasons

As the seasons change, so do the demands of the construction industry. With spring and summer often bringing a surge in projects, having a proactive plan in the offseason to secure skilled tradespeople is no longer a luxury—it’s a necessity for capitalizing on peak opportunities. A reactive approach can lead to project delays, missed deadlines and strained client relationships.

Let’s explore how to build a dynamic seasonal hiring strategy that ensures your workforce is prepared when peak season comes around again.

Forecast with data, not just a feeling

The foundation of effective seasonal hiring is accurate forecasting. Relying on gut instinct alone is a risky gamble. Instead, look to your historical data to predict your future needs.

Start by reviewing past cycles. Analyze project volumes, timelines and labor needs from previous years. And it’s best to identify which trades were in shortest supply and which projects required the most support.

You should also be anticipating project pipeline. Combine historical data with your current and upcoming project bids. How many electricians, carpenters or HVAC technicians will you need in three months? A clear forecast allows you to start recruiting before the demand becomes critical.

Measure your seasonal hiring success by tracking metrics like time-to-fill and quality-of-hire. This data will help you refine your strategy each year, investing more in what works and less in what doesn’t.

By turning data into your most valuable planning tool, you can transition from scrambling for workers to strategically building your seasonal roster.

Build a talent pipeline in the off-season

The best time to recruit for summer is in the winter. A proactive talent pipeline ensures you have a pool of qualified candidates to contact when the busy season hits and drastically reduces your time-to-hire.

You should start by focusing on reengagement. Your standout workers from the past may be your best hires for the season ahead. Maintain relationships with them through occasional check-ins or newsletters. When you need them again, they already know your company and standards.

Another place to start is by creating a “Join Our Team” talent community. Encourage interested tradespeople to submit their information to your company year-round, even if no roles are currently open. This creates a dedicated list of pre-vetted candidates to tap into first.

And as always, use platforms like LinkedIn or Facebook to stay connected with passive candidates. Showcase your company’s projects and culture during slower periods to keep your business top-of-mind.

Offer competitive and appealing incentives 

To stand out, your offers need to be compelling. With a mix of generations in the workforce, today’s tradespeople often look at more than competitive pay. Take some time in the off season to evaluate the following:

• Seasonal bonuses: Offer completion or performance-based bonuses for workers who stay for the entire season, improving retention.
• Consistent hours: Guarantee a minimum number of hours per week to provide income stability, which is a major draw for seasonal workers.
• Interesting projects: In your job postings, highlight the exciting projects they’ll be working on. Talented tradespeople are attracted to different, high-profile work that enhances their skills and portfolio.
• Rewards and recognition: Recognizing and rewarding workers can boost your crew’s morale and improve recruitment and retention rates. You can choose the rewards that work for your company and employees.  

Partner with a specialized staffing agency

Navigating the ebbs and flows of seasonal demand is challenging. Partnering with a specialized trades staffing agency provides a reliable, flexible solution to scale your workforce up or down as needed.

A trusted partner like PeopleReady Skilled Trades (PRST) specializes in connecting companies with pre-screened, skilled tradespeople ready to hit the ground running. We understand the seasonal rhythms of the industry and can help you develop a staffing plan that ensures you have the right people, with the right skills, at the right time.

Reach out today to build a smarter seasonal hiring strategy in the offseason.