Even if you’ve been a leader in your industry, you may have outdated ideas or gaps in your experience that need to be addressed. Being a desirable professional means always updating your skills and knowledge, while also learning how to identify skilled trades candidates.
Knowing the value of a potential employee is essential when trying to fill key roles within your business. Making mistakes when dealing with ideal candidates could lead you to losing out. In this blog, we’ll explore the top mistakes employers make when interviewing skilled trades candidates.
Treating Skilled Trades Interviews Like Corporate Office Interviews
One of the most common mistakes employers make is not conducting interviews in an appropriate setting and instead treating them like corporate interviews. While there are corporate elements to every business, high-value tradespeople can be put off by overly rigid or out-of-touch interview styles, such as overly formal settings or vague, abstract questions. This disconnect from the realities of the job can be off-putting to strong candidates.
Instead, it’s better to conduct interviews in neutral settings, with opportunities to explore facilities and see where work is done. It’s also important to ask straightforward, relevant questions that include plenty of details about the job and the general nature of the work.
Overemphasizing Credentials Instead of Hands-On Experience
Many tradespeople hold multiple certifications, while others have built their skills through real-world experience, creating a wealth of expertise that could far surpass that of their competitors. It isn't always the number of certifications that makes a high-value tradesperson; rather, it's their years of experience and willingness to learn new skills on the job, which are desirable traits in the industry. As well, an already skilled tradesperson can always go on to earn additional certifications as opportunities arise at the job.
Here’s a breakdown of some of the certifications available in Ontario and other areas of Canada:
Provincial Skilled Trades Certifications (Ontario)
Certificate of Qualification (C of Q) in a specific trade (e.g., Electrician, Plumber, Sheet Metal Worker)
Provisional Certificate of Qualification (for journeyperson candidates who’ve completed training but haven’t yet written the final exam)
Certificate of Apprenticeship (earned upon completing apprenticeship training)
Apprenticeship Identification Card (for registered apprentices)
Red Seal Certification (Interprovincial Endorsement)
Red Seal Certification (Interprovincial Endorsement)
Across Canada, there are 50 + Red Seal trades, including:
Red Seal Automotive Service Technician
Red Seal Carpenter
Red Seal Plumber
Red Seal Heavy Duty Equipment Technician
Red Seal Tool and Die Maker
Red Seal Industrial Mechanic (Millwright)
Red Seal Powerline Technician
Red Seal Refrigeration and Air Conditioning Mechanic
Red Seal Welder
(And many more)
Non-Compulsory/Voluntary Trade Credentials
Automotive Painter
Automotive Machinist
Brick and Stone Mason
Cement Mason
Industrial Woodworker
Ironworker
Electronics Service Technician
Farm Equipment Mechanic
Arborist
Cook / Baker
(And many more)
Not Involving Someone Technical in the Interview Process
Avoid hosting interviews with only HR or management. Without critical technical input, candidates can feel misunderstood or even undervalued.
Not only this, but having someone present who understands the job and will offer valuable insight and ask very specific questions, allowing for a greater connection during the interview. This ensures the candidate is properly assessed, and your business can build credibility with the interviewee.
Failing to Clearly Explain the Day-to-Day Work
One of the biggest mistakes employers make when interviewing skilled trades candidates is failing to make the position clear. When dealing with someone with a heavy skill set and years of experience, nothing is a bigger turn-off than a job opportunity that isn’t strongly defined or even vague.
This is worse if the interviewer can’t ask specific questions about the job. Not only will this deter potential candidates from accepting positions, but even if they do, the turnover rate is likely to be high. Employees are more likely to leave such positions; if they feel they have been misled.
Ignoring Culture, Crew Dynamics, and Communication Style
Contrary to what you may believe, it's just as important to choose a candidate and a company based on fit as it is to choose based on skill set.
Too often, employers focus solely on technical ability while overlooking how a candidate will fit into the company culture and get along with the team.
If they can’t collaborate on a job site, handle pressure and deadlines, or if communication breaks down, it can be a deal-breaker for both employer and employee. Culture should come up during the interview to ensure the potential candidate understands the culture and expectations.
Talking Too Much and Listening Too Little
No one wants to feel like an interview is a sales pitch or an intense interrogation; it comes across as disingenuous. This can prevent skilled trades candidates from sharing their own experiences and valuable insights. These professionals are articulate and highly skilled, and having the chance to jump in and share their input allows them to match their skills and expertise to the position.
Also, it is generally just obnoxious to speak over people and not let them get a word in; it comes across as rude, whether you're a professional or just meeting a new person.
Overlooking Growth, Training, and Advancement Opportunities
Plain and simple: many tradespeople are actively seeking long-term positions with stability and opportunities to progress. Employers often miss the mark when they fail to highlight apprenticeships, opportunities to earn new certifications, and pathways into leadership roles. This also includes cross-training options.
If an interviewee feels that the growth at a company is limited, especially as a skilled trades candidate, they’re going to pass the opportunity for another. It’s important that you cover all your bases during an interview, not just the key points that matter to the business. Both parties need to see the potential for benefit and growth.
Underestimating the Importance of Respect and Transparency
In Ontario, skilled tradespeople are in high demand. When the interview comes, if the interviewer is late, unprepared, dismissive, or unclear about the pay, hours, or expectations, it shows the candidate that the business doesn't value them.
This can quickly cause them to walk away from the interview and pursue other offers. Just because a business is offering an opportunity doesn’t mean that the candidate’s perspective and feelings should be disregarded. Respect and transparency should be considered mutual, and failing to provide them in an interview can cost a business a lot.
Moving Too Slowly in the Hiring Process
It is essential to ensure that once a quality candidate is interviewed, the hiring process moves quickly. Dragging things out or fishing for a ton of additional options could lead you to lose out on someone who fits the bill perfectly. Most people don’t like having their time wasted; and when it comes to a skilled trades candidate, hesitating or resting on your laurels provides them with ample opportunity to accept a speedier offer.
Not only that, but it leaves a bad taste in their mouth that the company dragged its feet during the hiring process. It communicates that your company is unprofessional, unserious, or possibly fishing for other options, which indicates a lack of job security. Once you find a candidate who fits, has a high level of skill, and aligns with the company culture, it’s important to communicate and move the hiring process forward without unnecessary delays. If a delay is necessary, it needs to be communicated effectively to the candidate.
Assuming Pay is the Only Motivator
For a skilled trades candidate, there is ample opportunity to earn very good money in today’s economy. However, a big misstep employers make is assuming the only thing a candidate is looking for is a high salary. While pay is important to everyone, employees look for other key factors before considering accepting a job offer, such as:
Company culture and integration
Benefits and additional growth opportunities
Potential to earn new credentials and experience
Reliable hours and stability
Integration with lifestyle and availability
If the only selling point a company offers is a high salary, it doesn’t guarantee that a skilled trades candidate will consider it their main choice; rather, communicating a balanced list of perks in the job description is far more likely to bring in top talent.
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Need to fill critical roles in your company but have a hard time connecting with top talent? Look no further than itec group. Our business connects businesses with ideal candidates who don’t just meet the skill set requirements but also integrate easily into the company culture. Don’t go into things blind, expedite the process, and connect with the right professionals.
