5 Ways To Hire Top Contractor Talent in North Carolina

5 Ways To Hire Top Contractor Talent in North Carolina
Last Updated: August 30, 2023

A contracting or home improvement company is only as good as its contractors. As a human resources professional, attracting, hiring, and retaining the best talent can be difficult. New general contracting companies constantly show up, threatening to take your best contractors from you. We have compiled a list of techniques you can use to find the best contractor talent.

Offer Good Benefits

A competitive salary isn’t enough in today’s market. Interested employees look at the whole package rather than simply the hourly pay. In fact, some contractors may be willing to accept a lower per-hour rate if it means better health insurance or retirement benefits.

Other ways to make your company stand out from the employers in the area include offering benefits to part-time employees or shifting to a full-time payroll versus contractor agreement. In addition to the necessary benefits, including insurance and paid time off, sweeten the compensation package a little more with gym perks, parental leave, vacation time, and bonus potential. A hiring bonus can also be an excellent way to get new workers in the door. It’s crucial, however, that you don’t stop there. Make sure you continue taking care of your employees to prevent them from seeking other employment elsewhere.

Assist With Training


General contractors in North Carolina are required to complete eight hours of continuing education each year. Providing your contractors with the tools they need to do this can make it easier for them to maintain their licenses, which means more workers ready to complete projects. 

Designing comprehensive training programs that offer additional skill-building opportunities can also help your contractors improve. A comprehensive training strategy ensures all hiring managers within the company are choosing the best contractors for the business.

Train Those Interested in New Careers

You may be limited to the small pool of contractors within your area when hiring. You might consider extending your hiring reach to contractors who live in other states or those working in other careers who have been considering employment as a general contractor. You may find that aspiring contractors are willing to complete the necessary training if they’re told exactly how to do so and where to seek pre-licensing education. Obtaining a general contractor license requires candidates to be at least 18 years of age, show good moral character, demonstrate minimum financial requirements, and successfully complete the state’s licensing. As the licensing exam can be rigorous, be sure to provide them with exam prep resources for the NC general contractor license test.

Companies can reach potentially interested candidates by talking with hourly team members who may be answering phones or scheduling customers now. You can also attend a local job fair to reach new high school or college graduates who may be looking for a new career. In addition to mentoring future general contractors, you’ll find that they’re likely more loyal to your company.

You can also encourage contractors licensed and working in other states to relocate to the state by assisting them with necessary training. The state requires a license for any general contractor to complete work valued at over $30,000. Assisting contractors in other states review reciprocity agreements and testing requirements can boost your staff numbers.

Prioritize a Work-Life Balance

Studies show that as many as 72% of employees prioritize a good work-life balance. Failing to offer sufficient time off and vacations can reduce employee morale, which in turn, often leads to higher turnover rates. Human resource professionals can promote work-life balance by communicating boundaries, getting to know team members, and prioritizing quality time.

Human resource professionals can also work with management to ensure work-life balance continues to be a priority. Modeling work-life balance is also important when working in any management position.

Request Feedback

One of the best ways to learn about employee morale is just to ask. Many team members will be willing to share their ideas, especially if it’s in a confidential setting. Additionally, requiring off-boarding whenever an employee or contractor leaves the job can help you understand where improvements need to be made.

One of the biggest reasons that general contractors may leave a company is poor project management or leadership. Understanding when inefficiencies may deter work or limit a general contractor’s payment can help the company overcome them and keep workers happier. It’s necessary to focus on clear, detailed bookkeeping and planning when overseeing contractor work.

Many organizations have annual performance reviews, where supervisors or management meet with each employee and grade them. Allowing all team members, including hourly and contractors, to submit feedback can also help the company and management know how well they’re doing.

Boost sales and customer satisfaction by ensuring your company’s contractors are satisfied. This can lead to lower turnover rates, which costs the company less and keeps customers happy. Focus on things like work-life balance and a fair compensation package. Assisting new and experienced contractors with licensing and continuing education can also help your company maintain good employee numbers.

Editorial Team
This article was written by Editorial a Consultant at Industrial Psychology Consultants (Pvt) Ltd

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