Recruiting a Craftsperson or Skilled Worker

200,000+

Unfilled crafts positions/year

40,000

Annual retirements

1,800-2,600€

Skilled worker salary

2-4 months

Average recruitment time

Understanding the challenges of craft recruitment

The trades and manual professions sector faces growing employment market tension. Over 200,000 positions in crafts struggle to be filled each year. The causes are structural: retirement of baby-boomers, devalued image of manual trades, decades of steering towards general education paths.

Faced with this shortage, craft enterprises that succeed in recruitment are those that care about their employer brand, offer attractive conditions and invest in training.

Structural shortage in manual trades

Ageing of professionals and lack of appeal of manual training create lasting shortage. Adapt your strategy accordingly: apprenticeships, career changes, partnerships with training centres.

Qualification levels in crafts

Qualification levels and indicative salaries

Level	Training	Autonomy	Gross salary/month
Apprentice	Alternation training	Supported	Based on age (% minimum wage)
Unskilled worker	No specialist diploma	Simple tasks	Minimum wage to 1,600€
Skilled worker	Vocational certificate	Autonomous routine tasks	1,800-2,300€
Highly skilled worker / Journeyman	Professional diploma, apprenticeship tour	Expert, potential supervisor	2,100-2,900€
Team leader	Professional diploma + field experience	Team management + organisation	2,500-3,500€

Writing an effective job posting for crafts

Craftspeople and skilled workers don't necessarily respond to standard job posting codes. Favour a direct, concrete and honest style:

Be clear and factual: "We're looking for a qualified plumber-heating engineer to join our 5-person team" is more effective than HR jargon
Value the trade: show pride in work well done, customer satisfaction
Be transparent on conditions: salary, hours, travel, equipment provided
Highlight your strengths: tight-knit team, quality equipment, variety of projects

Distribution channels suited to crafts

Specialised platforms

Batiactu Jobs (BTP), ParuVendu, regional job boards for manual trades. Sector-specific sites depending on your speciality.

Training centres and vocational schools

Contact training centres in your region. Participate in job fairs and offer internship opportunities.

Chambers of trades

Chambers offer employment-training services, apprenticeship grants and recruitment events. Priority contact.

Craft associations

For excellence profiles trained in high standards and mobility. Contact regional branches.

Local network and word of mouth

Your suppliers, peers and customers might know the ideal candidate. Don't overlook window displays and local Facebook groups.

Assessing skills: the practical test is essential

The practical test: criterion number 1

To truly assess a craftsperson's skills, nothing beats a half or full day trial on a representative project. Observe: mastery of techniques, speed, finish and care, safety compliance, team integration.

Evaluation grid for craftsperson and skilled worker

Criterion	What you observe	Scoring
Technical mastery	Techniques, precision, tools used	0-5
Execution speed	Productivity vs quality	0-5
Safety compliance	PPE, procedures, signage	0-5 (eliminator)
Autonomy	Handling of unexpected issues, initiative	0-5
Team integration	Communication, helpfulness, attitude	0-5
Finish and care	Quality of final result	0-5

Building attractive remuneration

Beyond base salary, several levers strengthen your business appeal:

Bonuses and variables: year-end bonus (13th month), project bonus, seniority bonus

Benefits in kind: company vehicle, travel covered, work phone, meal allowances, work clothes

Training and development: regular training (new techniques, standards, safety), funding for certifications, prospects for team leader role

Frequently asked questions about craft recruitment

How do you recruit a craftsperson when there are few candidates?

Facing shortage, multiple complementary strategies are essential: develop apprenticeships (up to 6,000€ aid for an apprentice), train career changers via POE (Operational Employment Preparation), care for your employer brand so candidates come to you, activate your local network (suppliers, peers, chambers of trades), and don't overlook promising novice profiles you'll train to your methods.

Is a diploma mandatory to recruit a craftsperson?

No, field experience can offset lack of diploma. Many excellent craftspeople learned on the job. What matters is validating real skills through a practical test. However, certain qualifications are mandatory and not replaceable by experience (electrical qualifications, asbestos certifications, refrigerant licences). Always verify these points before hiring.

How do you retain a craftsperson in your business?

Retention comes through recognition (praise good work), quality equipment (craftspeople care about tools), respectful working conditions (hours, work-life balance), clear development prospects (team leader, specialisation), fairness (equitable treatment between colleagues). Word of mouth works in small sectors: if you're known for treating teams well, candidates will come to you.

Is apprenticeship a good solution for recruiting in crafts?

Yes, it's even the best route in crafts. You train a young person exactly to your methods, benefit from significant financial aid (up to 6,000€ first year), advantageous salary costs and excellent probability of permanent contract conversion after. The apprentice-to-employee conversion rate is high in crafts. Contact your sectoral fund and Chamber of Trades for procedures.

What support schemes exist for craft recruitment?

Several schemes exist: apprenticeship aid (6,000€ max first year via state), professional development contracts (for adults in career change), POE (Operational Employment Preparation, up to 400 hours funded training), employment incentive (for disadvantaged areas), and sectoral fund aid. Contact the employment office, Chamber of Trades or your sectoral fund.

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Recruiting a Craftsperson or Skilled Worker | Complete SME Guide

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