Finding experienced skilled tradespeople is getting tougher by the day. But here's the good news—you don’t always need experience to find a great employee. In fact, some of the best long-term team members start with little more than a strong work ethic and a willingness to learn.
The key is having a solid plan to hire and train entry-level workers in a way that sets them up for success—and keeps them with your company for the long haul.
1. Look for Attitude Over Experience
When hiring entry-level candidates, focus on soft skills like:
✅ Reliability
✅ Coachability
✅ Work ethic
✅ Communication
✅ Problem-solving
These traits are often more important than technical experience because you can teach skills, but not attitude. A motivated, respectful individual can quickly become one of your most valuable team members with the right guidance.
2. Write Job Descriptions That Attract New Talent
If you want to hire green workers, your job listings should say so clearly. Highlight things like:
🔹 “No experience necessary—training provided”
🔹 “Great career path for hard workers”
🔹 “Start your skilled trades career with us”
Also include info about:
✔ Paid training
✔ Tools or equipment provided
✔ Long-term advancement opportunities
✔ Certifications they’ll earn along the way
Pro Tip: Post your entry-level jobs on platforms like Blue Collar Recruits where motivated workers are actively looking for a path into the trades.
3. Build a Structured Onboarding & Training Program
Once hired, entry-level employees need clear direction and support. A structured training program will:
✅ Help them feel confident
✅ Improve their performance
✅ Reduce mistakes and rework
✅ Increase retention
Include:
📘 A 30-60-90 day plan with clear benchmarks
🛠️ Hands-on, supervised work with senior techs
🗣️ Regular check-ins for feedback and progress tracking
🎓 Access to trade school programs or online learning (like The Blue Collar Virtual Trade School)
4. Assign Mentors to New Hires
One of the most effective ways to train entry-level workers is through peer mentorship. Pair each new hire with a seasoned team member who can:
✔ Answer questions
✔ Demonstrate best practices
✔ Share real-world insight
✔ Model your company’s values
This also builds camaraderie and gives your experienced techs leadership opportunities.
5. Set Clear Expectations from Day One
Be upfront about what you expect:
✔ Punctuality
✔ Safety protocols
✔ How to interact with customers
✔ How performance will be measured
At the same time, communicate what they can expect from you:
✅ Fair pay
✅ Growth opportunities
✅ Respect and support
When expectations go both ways, trust and accountability follow.
6. Recognize Progress and Celebrate Wins
Entry-level workers need encouragement. Don’t wait until they’re fully trained to give recognition. Celebrate the small wins:
🎉 First solo service call
🎉 Mastering a new skill
🎉 Completing a training milestone
Recognition builds confidence—and confident employees stick around.
7. Map Out a Career Path
The best way to keep your entry-level workers long-term? Show them where they’re going.
Create a clear path from:
➡ Helper → Technician
➡ Technician → Lead Tech
➡ Lead Tech → Supervisor or Manager
Give them something to work toward, and they’ll be far more motivated to grow with your company instead of leaving for another opportunity.
Final Thoughts: Train Them Right, Keep Them for Life
Hiring entry-level workers is one of the best investments you can make—if you’re willing to train them right.
🔹 Don’t wait for perfect candidates.
🔹 Build them from the ground up.
🔹 Show them they have a future with your company.
At Blue Collar Recruits, we connect you with motivated, entry-level job seekers who are ready to roll up their sleeves and get to work.
👉 Post your job today and start building your next great team member from Day One.