Attract Top Plumbers with These Expert Insights

The plumbing industry is experiencing a significant labor shortage, with an estimated 55% gap due to retirements outpacing new entrants.[1]

In addition, approximately 42,600 plumbing, pipefitting and steamfitting job openings are projected annually through 2032.[2]

As a result, contractors are responding by enhancing hiring practices as well as leveraging technology to maximize workforce efficiency. To remain competitive in the industry, businesses must take immediate action to stay ahead of and tackle the ongoing plumbing labor shortage.

Understanding the Plumbing Labor Shortage

Younger generations aren’t entering the trades fast enough to replace outgoing workers, which is causing a plumbing labor shortage. The average plumber is 41 years old, while master plumbers are an average of 58 years old, signaling a looming wave of retirements.[3]

However, the demand for plumbers is rising due to new construction, infrastructure spending, smart plumbing systems and water efficiency mandates. As a result, the plumbing labor shortage is causing increased costs and project delays—all of which impact the availability of essential services (e.g., flood recovery, building upgrades).

Strategies Top Plumbing Businesses Use to Attract Great Talent

Despite the plumbing labor shortage, there are still several ways businesses like yours can attract great talent.[4]

1. Competitive Pay and Benefits

While it might seem obvious, many plumbing businesses are increasing pay and offering hiring bonuses to attract top talent. In 2025, the average field service business in the trades can expect to increase wages by about 3.5% across all skills levels.[5]

At a minimum, your plumbing business must meet these industry standard pay raise averages to keep competitive enough to attract the right plumbers.

2. Career Pathing and Mentorships

Forty percent of employee turnover is due to a lack of career development. Likewise, 82% of employees quit if their employer doesn’t offer career pathing.

In addition, 77% of employees feel their employers aren’t offering career development. Meanwhile, only 30% of employees feel someone at their work encourages career development.[6]

By providing clear career pathing and mentorship opportunities, you can stand out from other plumbing businesses in your area.

3. Strong Employer Branding

Only 2 in 10 employees feel connected to their company’s culture in the US—resulting in a detached team with higher turnover.[7]

A strong company culture simultaneously improves your labor shortage issues while helping your bottom line. Here’s how a strong company culture increases your key performance metrics:

●       50-point increase in employee engagement (over a three-year period)

●       25% workforce growth (over a three-year period)

●       85% net profit increase (over a five-year period)

●       138% improvement in patronage (over a five-year period).[8]

Look at a few simple ways to reinforce your company culture:

●       Provide paid time off and sick days

●       Host company events to create a sense of community

●       Recognize and reward employees for accomplishments and milestones

●       Offer unique perks (e.g., snacks, parental leave, educational assistance, volunteer days, etc.)

4. Streamlined Onboarding Process

When it comes to lessening the impact of the plumbing labor shortage on your business, hiring speed is crucial. By moving candidates quickly through hiring, you reduce the risk of losing candidates to competitors.

5. Promotions

Many contractors promote their use of technology (like plumbing software) as a recruiting advantage. Plus, younger plumbers want to work for tech-forward companies. In fact, 64% of Gen Z employees view emerging technology positively.[9]

Building a Talent Pipeline Beyond Job Boards

Since the competition is too fierce in the plumbing industry, job boards alone aren’t enough anymore. To build a talent pipeline beyond job boards, it’s crucial to be proactive.

These are a few key effective strategies contractor businesses are using to combat the labor shortage:

●      Local Networking: Build relationships with trade schools, start apprenticeship programs and engage earlier with young talent.

●      Establish Partnerships: Host “Plumber Days” or partner with local workforce development programs to get proactive in pipeline building.

Remember, building a pipeline allows your contracting business to create warm candidates who are ready when you need to scale quickly during the busy season.

The Cost of Taking Too Long to Hire

There are implications for your plumbing business if you take too long to hire:

●       Overworked teams lead to burnout, lower morale and higher turnover

●       Service delays lead to angry customers and bad reviews

●       Revenue opportunities are lost when companies can’t meet demand

●       Competitors with faster hiring processes can poach candidates, new service contracts and even loyal customers.

Using Technology to Bridge the Gap

Contractors who are short-staffed are using field service software to maximize efficiency. While plumbing software won’t solve the labor shortage, it can give you additional time to reduce friction and improve efficiency while you continue building your workforce.

1. Easy Dispatching: Quickly assign plumbers to the right jobs based on their skillset and job location. Drag-and-drop scheduling features help reduce delays and boost job accuracy.
2. Accounting Integration: Modern plumbing platforms often sync directly with accounting software, allowing seamless updates across field and office in real time—no duplicate entry required.
3. Customer Management: Access full customer histories, service agreements, quotes, and equipment records in one place, so your plumbers can deliver consistent, high-quality service on every visit. 
4. Anywhere Invoicing: Enable plumbers to update invoices in the field, email them to customers, and accept payments on the spot—helping you reduce billing cycles and improve cash flow.
5. Mobile App: Empowering plumbers to view work orders, complete forms, add job notes, and upload photos—all while on-site. This improves communication, accountability, and customer satisfaction. 

Conclusion

Contractors who act now—by investing in their employer brand, hiring strategies and technology—will be best positioned to succeed. The labor shortage isn’t temporary—it’s the new reality—businesses that can adapt to the plumber hiring shortage will dominate in 2025 and beyond. 

[1] Home Builders Institution, 2021