The roofing industry is feeling the pressure of a growing labor shortage. As seasoned workers retire and fewer young professionals enter the trades, roofing companies across the country are struggling to keep up with demand. To stay ahead, owners must adopt smarter hiring strategies that go beyond job boards and traditional recruiting.
If you want to build a reliable, skilled, and long-term crew, it’s time to rethink how you attract, evaluate, and retain talent.
Understanding the Labor Shortage in Roofing
Labor shortages in roofing aren’t just about finding bodies to fill roles. They’re about finding qualified workers who show up on time, follow safety protocols, and deliver quality workmanship. With construction booming in many regions and competition from other trades, roofing companies must work harder to stand out as a great place to work.
Strategy #1: Create a Strong Employer Brand
Roofers don’t just want a paycheck—they want to feel valued. Use social media, your website, and in-person conversations to show what sets your company apart. Highlight your culture, safety record, advancement opportunities, and the pride of working in your team.
Tips:
- Share behind-the-scenes photos and videos of your crew on jobs.
- Feature employee testimonials and success stories.
- Post about safety milestones, bonuses, or team outings.
Strategy #2: Partner with Trade Schools and Apprenticeship Programs
Many young workers are open to trade careers, but they need exposure. Build relationships with local high schools, trade schools, and community colleges to create a talent pipeline.
What to offer:
- Paid internships or job shadowing programs.
- Entry-level roles with on-the-job training.
- Sponsorship of certifications or OSHA training.
Strategy #3: Implement Employee Referral Programs
Your best workers often know other great workers. Offer cash bonuses or incentives for referring candidates who stick around for a certain period.
How to make it work:
- Keep it simple: “Refer a roofer, get $500 after 90 days.”
- Promote the referral bonus at safety meetings, in payroll slips, and on job sites.
Strategy #4: Offer Competitive Pay and Benefits
Skilled labor goes where the money is—but benefits matter, too. A roofer might leave a job for just a dollar more per hour, but they’ll stay for healthcare, reliable hours, and respect.
Consider offering:
- Health insurance or health stipends.
- Paid time off or paid holidays.
- Career advancement bonuses (e.g., crew leader training).
Strategy #5: Use Digital Tools to Streamline Hiring
Old-school hiring takes time. Use platforms like Indeed, ZipRecruiter, and Facebook Jobs, but go beyond that with automated tools.
Try these approaches:
- Use CRM or project management tools to track applicants.
- Automate interview scheduling and follow-ups.
- Create short application forms mobile workers can complete on their phones.
Strategy #6: Invest in Retention, Not Just Recruiting
Hiring is expensive. Retention is profitable. Create systems that make your current workers want to stay long-term.
Focus areas:
- Regular performance check-ins.
- Training paths for advancement.
- Recognizing hard work with shoutouts or bonuses.
Final Thoughts
Solving the labor shortage in roofing isn’t about waiting for the perfect crew to walk through your door. It’s about being proactive, visible, and strategic in how you hire and retain talent. By building a strong employer brand, creating a clear path for growth, and using smart tools, your roofing company can weather the labor storm—and come out stronger on the other side.