Solving the Labor Shortage Crisis in Restoration: Practical Solutions

The restoration industry is booming with demand—yet contractors struggle to find and keep skilled technicians. This labor shortage is the number one challenge facing restoration businesses in 2025, and it requires creative solutions beyond simply "hiring more people."

Understanding the Problem

Skilled restoration work requires technical knowledge, certifications, physical stamina, and the ability to work irregular hours during emergencies. Meanwhile, competing industries offer more predictable schedules and similar pay. The result? Not enough qualified candidates to meet growing demand.

Solution 1: Build a Strong Employer Brand

Workers today research employers online before applying. Your website, social media, and online reviews shape their perception of your company.

Action steps:

• Showcase your team on social media; highlight individual technicians and their expertise
• Share photos and videos of completed projects that demonstrate pride in craftsmanship
• Encourage satisfied employees to leave reviews on Google and Indeed
• Create career pages that explain growth opportunities and company culture

Solution 2: Invest in Training and Certification

Do not wait for fully trained technicians to walk through the door. Hire motivated individuals with potential and train them yourself.

Offer to pay for IICRC certifications (Water Restoration Technician, Fire and Smoke Restoration, etc.) and provide structured on-the-job training. This approach expands your candidate pool and builds loyalty. Employees appreciate companies that invest in their professional development.

Solution 3: Create Clear Career Pathways

Workers stay when they see opportunity for advancement. Map out clear progression paths:

• Entry Level: Restoration Technician
• Intermediate: Lead Technician or Crew Chief
• Advanced: Project Manager or Estimator
• Leadership: Operations Manager or Regional Manager

Define the skills, certifications, and experience required for each level, and communicate these paths during hiring and annual reviews.

Solution 4: Offer Competitive Total Compensation

Salary matters, but so do benefits and perks. Consider:

• Health insurance: Even basic coverage makes you stand out
• Performance bonuses: Reward efficiency and quality work
• Retirement contributions: Show you are invested in their future
• Flexible scheduling: When possible, offer preferred shifts or time off after large projects
• Company vehicles or fuel stipends: Reduce personal vehicle wear and tear

Solution 5: Improve Retention Through Culture

Hiring is expensive. Retention is more cost-effective. Build a workplace culture that people do not want to leave:

• Recognize and celebrate wins, big and small
• Listen to employee feedback and act on concerns
• Provide modern equipment and tools (nothing frustrates techs more than broken or outdated gear)
• Foster camaraderie through team events or competitions
• Prioritize work-life balance when projects allow

Solution 6: Leverage Technology to Do More with Less

While technology will not replace skilled technicians, it can make your existing team more efficient:

• Project management software: Streamline scheduling and reduce administrative time
• Mobile apps: Allow techs to complete documentation on-site instead of returning to the office
• Automated invoicing: Speed up payments and reduce billing disputes
• Remote moisture monitoring: Reduce unnecessary site visits

Solution 7: Partner with Networks for Steady Work

One underrated retention strategy is providing consistent work. When your team knows there is steady income, they are less likely to jump ship during slow periods.

Joining a TPA or managed repair network like Reli-Able ensures a reliable flow of pre-approved jobs. This stability makes your company more attractive to job seekers and helps you retain talent during seasonal fluctuations.

Looking Ahead

The labor shortage is not going away soon. Restoration contractors who thrive will be those who adapt by building strong employer brands, investing in people, and creating workplaces where talented technicians want to stay for the long term.