Finding the perfect fit for your company

By The Coffee Shops®.  

Improving hiring practices and long-term workforce development attracts top-tier candidates.  

The commercial roofing job market remains candidate-driven, particularly for experienced field and management professionals. In a recent conversation with a Coffee Shops writer, Danielle Anderson, senior manager of recruiting at Hi-Peak Staffing, explained that many employers are not just looking for general construction experience. They need candidates with technical roofing knowledge, leadership ability, technology skills and experience managing complex commercial projects. 

Qualified candidates are also becoming more selective, with many coming into the interview process with an eye on their long-term goals. “They want to have those advancement opportunity conversations well in the interview processes, not just something that they'll bring up as they get the job,” Danielle said. Compensation and benefits matter, but potential employees are closely evaluating stability, travel expectations, work-life balance as well as their professional futures.  

For employers, planning ahead is essential. Danielle advised companies not to wait until a position becomes urgent before beginning recruitment. Many strong candidates are already employed and may need to be approached through established relationships rather than job postings. Once a qualified candidate enters the interview process, companies must also make hiring a priority. A process lasting three or four weeks can allow another employer to move first. 

Companies must sell more than an open position. Candidates want to understand the organization’s vision, culture, backlog and long-term stability. As Danielle explained, “Candidates are interviewing companies just as much as they are being interviewed by companies now.” 

Recruiting alone, however, will not resolve the industry’s labor challenges. Danielle called the shortage a workforce development issue that requires apprenticeship programs, training and stronger mentorship. Roofing companies can also consider candidates with transferable construction skills, provided they are prepared to support their transition into the industry. 

Technology will increasingly help recruiters identify candidates, screen resumes, automate outreach and analyze information, but the human touch will remain central. “But roofing is a relationship business. Recruiting is no different than that,” Danielle said. 

Developing talent now will help the industry prepare as experienced professionals eventually leave the workforce and emerging workers step into leadership roles.