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    Recruit Gen-Z to Your Restoration Company

    The blue-collar workforce has shifted considerably over the past several years. These days, recruiting the right talent for your restoration business comes down to attracting Gen Z workers. But identifying the right strategies and tactics to implement so you can attract the right talent is easier said than done.

    This generation has different needs and desires, and if you aren’t meeting them, you’ll struggle to acquire the right team. That’s why we’ve put together this guide to finding and recruiting Blue-Z workers.

    How to Find and Recruit Gen-Z Workers for Restoration

    For restoration businesses looking to bring in more of the Blue-Z workforce into their organization, it requires a re-evaluation of your current recruitment strategies. This means abandoning antiquated recruitment practices if you want your organization to appeal to the younger labor force.

    The modern recruitment process is all about speed. Outdated hiring processes stretch out to a few weeks with many candidates wasting valuable time when they don’t get offers later. This can be resolved by automating the process so that candidates are filtered right off the start. It is also important to give candidates the opportunity to self-filter so they can choose the position that best fits their qualifications and skills.

    As more Gen-Zers are stepping into the workforce, they will create a ripple effect in the workplace, especially since most of them have a radically different perspective from millennials and Gen-Xers when it comes to jobs and careers. For example, many Gen-Zers are values-driven. They choose their employers based on how they align with their personal values and ethics. Another way that they will impact the workforce is their investment in technology. Organizations that wish to attract them must be well-equipped in terms of technology.

    The generational difference also means you can’t rely on traditional methods of attracting young talents into your business. Here are some insights and strategies you can use to help find and recruit young talent:

    Be Tech Savvy

    This isn’t ground-breaking information, and your recruitment team is probably already aware of this but obviously, Gen-Z is more tech-savvy than the generations ahead of it. This means they spend most of their time in the digital space. This also explains why it’s been a challenge for blue-collar industries to hire them as most are inclined to working on a computer.

    In fact, a recent study claims that 91% of Gen-Z workers indicate technology offered by the employer as a crucial factor that would influence the job or career they pursue. This generation also saw the meteoric rise of social media sites like Facebook and Instagram. It is an integral part of their daily life.

    But it’s not just social media platforms that enable restoration businesses to target the younger workforce. Take Tallo, for example, a digital platform designed to match potential candidates with job opportunities. The use of job seeker sites and platforms enable businesses to establish connections with potential Blue Zers. LinkedIn is another example. While it’s not your typical job seeker site because it is all about building social and professional connections first, it is right up the ally of this new generation of workers. Facebook is another – even though it is a social media site, a lot of users rely on it to hire and look for jobs.

    These new job sites are equipped with new technologies, such as candidate job matching, instant messaging, and video interviews to facilitate a recruitment process that would appeal to this audience. When used intuitively, these job seeker platforms can provide the end-to-end hiring solution that restoration and blue-collar companies seek.

    So, to target the recruitment of Blue-Z workers, it’s important to leverage online platforms to reach them. But take note: they will spend more time reviewing job opportunities rather than jumping at the first one they find. They are far more critical about their choices, so you want to evaluate first what they are looking for in a job to ensure you can offer it to them.

    Build Your Online Presence

    The secret to successfully recruiting young talent is not just about searching for them – you need to make your brand more appealing to them, as well. Your brand’s online presence is one of the primary factors that the Gen Zers will look into when evaluating where to seek employment.

    A lot of the young talent these days spends their time researching about companies online before speaking to them. They will look at your social media profiles and a career page on your website (if you have one) to assess your company culture and to get a hint of your brand.

    If you want to attract the right people into your team, it only makes sense to make your company visible online and keep up with these online assets.

    Make sure you leverage your online platform to showcase what your company is about. Do you support any social causes? What is your brand ideal? Generation Z loves philanthropy, so make sure to spotlight any initiatives you have and make that part of your company’s marketing materials.

    Know That Referrals Are King

    As we’ve mentioned, the Blue-Z workforce is a highly discerning bunch. Just like their online consumer behavior, a lot of them spend time researching a company before they choose to pursue a job opportunity. Therefore, referrals can be a powerful tool that you can use to compete for the best blue-collar talent in the market.

    Encourage existing employees to refer friends who they know are skilled enough to fit the job positions that must be filled. While the Gen-Zers are opinionated, they are easily influenced by the opinion of their trusted peers. The key word there is “trusted”. They want to be referred to your company by the people whom they trust.

    This is supported by research conducted by Harris Interactive that claims Gen-Zers trust the people within their network or community more than traditional advertising. A referral system is one of the best recruitment strategies we can suggest due to its proven track record with Blue Zers. Simple, offer rewards to your employees for every successful referral to the organization.

    The new crop of blue-collar workers wants to be able to pursue positions and employers who can guarantee a good paycheck and high satisfactory level. They will base their decisions off the experience of their peers.

    Be Present

    Campus recruitment is another traditional technique that will most likely hold its place despite the changing recruitment landscape. Campus hiring events are considered to be one of the best platforms for hiring young talent. Even though it is known as the best avenue for hiring white-collar jobs, it can also be utilized for hiring blue-collar talent.

    Even if you don’t manage to acquire a direct hire this way, use this opportunity to build relationships with potential hires. Millennials and Gen Z jobseekers cite their relationship with recruiters as one of the deciding factors that influence their job choice. Make it easy to win over young talent by forging a relationship with them.

    It’s a good idea to invest in recruitment tech that automates the process of checking in with passive candidates, such as email engagement, instant messaging, and meet-ups for coffee.

    Recruitment Tips for Blue-Z in Restoration

    With a new generation of employees joining the blue-collar workforce, there is a need for recruitment managers to adapt their hiring practices. As we’ve seen, the expectations are different for Blue-Zers. Use these tips to help…

    Build Relationships

    Building relationships with candidates is something that HR managers should focus on. Young candidates put a premium on their recruitment experience when deciding which company to pursue. Foster that positive experience by providing them what they crave and understanding their needs. That only happens when you take the time to communicate and build a relationship.


    The next step is to collaborate closely with members of your organization to identify challenges and pinpoint which candidates can offer the best solution. Talent and skills are of primary consideration when hiring. Make sure you don’t lose sight of that.

    Never Stop Recruiting

    Even when there are no current vacancies, it is important for your business to proactively source talent. This will enable you to fill in the gaps when you suddenly have slots open. In a tight job market, you need to think one step ahead.

    Portray Your Passion

    Finally, make sure you can acquire successful recruits by selling the opportunity at every stage of the hiring process. Recruitment managers play a vital role in conveying the passion of your business and emanating that to your potential new hires.


    Finding and recruiting the Gen-Z workforce involves adapting your recruitment tactics to appeal to their values and priorities. It’s important to establish your online presence, too, because that is where the talent you are looking for spends most of their time.

    It’s essential that you highlight your organization’s purpose and value. Gen-Z talent is more opinionated than previous generations, and they aren’t shy about walking away from a job offer if it is not in alignment with their values and principles. Keep all of this in mind as you set out to find the right talent.

    For more help with growing your water damage business, visit More Floods or call us today!

    Retain Gen Z in Your Restoration Company

    Hiring Blue-Z’s (blue-collar generation Zers) is not the end goal for your restoration business; the ability to retain them is, and it’s proving to be the most challenging part of the process.

    Many companies have struggled with reducing employee turnover rates for a number of reasons. It could be a low overall job satisfaction rate, lack of benefits, or inadequate compensation. Your employees are your backbone, and if they aren’t sticking around, it’s essential that you figure out why.

    In the case of retaining the Gen Z talent in your organization, you need to take a customized approach – just as you did when hiring them. Let’s talk about the tactics you can use to keep your talent happy so they want to stick with you for the long haul.

    Offer Growth & Career Advancement for Gen-Z in Your Restoration Company

    According to a Gen Z Spotlight Report from the University of Carson College of Business, Gen Z workers worry about their career a lot.

    This is surprising since there is a perception that the younger people lead a more carefree lifestyle and have the infamous YOLO mentality. As it turns out, that’s far from the truth, at least according to the CCB report. In fact, they cited that 68% of these young workers constantly think about their career growth. Meanwhile, 70% of those surveyed envision furthering their careers rather than being stagnant with their current job.

    This is a very insightful piece of data that blue-collar companies need to think about when it comes to retaining talent. You want to be able to deliver stimulating work to the young workforce in order to maintain a high level of job satisfaction. It is also important to provide opportunities for growth and career advancement.

    Align Your Restoration Company Values With Gen-Z

    Another crucial element to retaining Gen Z workers is to emphasize the values of your organization. It is not uncommon to find a disconnect between the values of older colleagues with that of the younger talent in the workforce. It often leads to conflict and miscommunication. If you want to retain young talent in your organization, you need to be sensitive in addressing social matters.

    Many of the Gen Z workers care about sustainability, a healthy work-life balance, and cultural inclusivity. This is one of the most difficult realizations for businesses hiring young talent: to adapt to the culture and method of communication adopted by their Blue-Zers.

    Offer Consistent Feedback to Gen-Z

    Another crucial component to keeping young talent in your business is to provide feedback, promotions, and other forms of rewards. While millennials are team-oriented, Blue-Zers are known for their competitive side. This competitive nature makes them want to be seen and appreciated in the workplace. Therefore, you need to give them timely feedback. In fact, a PRNewsWire report claims that 97% of Gen Z’s are receptive to feedback.

    What does this mean? You need to recognize effort when you see it. Provide constant feedback, especially for superior performance. If you do, then 79% of your employees will likely be loyal to you, especially the Gen Z talents.

    Help Gen-Z Employees Feel Fulfilled at Your Restoration Company

    Since this generation tends to favor jobs over careers, it is very possible for them to leave after only a short period of time. In fact, a lot of young professionals like to take on part-time positions as it gives them the flexibility to leave and pursue other opportunities. This is a fact supported by surveys done by Adobe and Microsoft.

    But why are they leaving their blue-collar jobs? It’s important for employers to find the answer to this because the better you can understand your employee circumstances, the more you can retain them. According to a LinkedIn article, there are two reasons why Gen Z workers (and millennials) leave:

    1) They are seeking higher salaries.

    2) There is a low morale in their current roles.

    Given this, it is important for restoration businesses to nurture the needs of their younger employees. Pay them well and give them a higher sense of satisfaction with their roles so they feel more fulfilled.

    Summary of Gen-Z and Restoration

    Armed with these insights, your organization is in a better position to influence and impact the Blue-Z workforce, making you their employer of choice. With forecasts showing that Gen Zers will produce up to 60 million talents, they will basically make up the majority of the workforce in the foreseeable future. The sooner you start positioning your company to become attractive to them, the more you can bolster your ability to hire and retain talent in a competitive labor market.

    Money matters to the Gen Z workers, but it’s not everything. They are more concerned with who they work for and whether their values are in alignment with their own. When it comes to recruiting young talent, there are a multitude of challenges and opportunities. There’s no one-size-fits-all approach, especially when it comes to blue-collar Gen-Z workers. In the end, the ability to strike a balance between your need for talent and the desires they have for their career is the secret to retaining satisfied and happy employees.

    For more help with growing your water damage business, visit More Floods or call us today!

    Blue-Collar Restoration Workers

    Blue-Collar Labor Market for Restorers

    Even before the pandemic, the “blue collar drought” has plagued the U.S. labor market. It’s a puzzle to many how something that was once the backbone of the American economy has become so difficult to fill in the last few years. Even with decent pay and a wide range of benefits and perks, what has caused the current workforce to shy away from blue collar jobs?

    For restoration business owners, it is important to delve deeply into the factors that have led to such a phenomenon.

    Overview: U.S. Blue-Collar Labor Market

    According to The Conference Board, the US labor market will continue to experience shortage until the year 2030. This finding was based on a survey that was conducted on over 200 HR executives in the US. The majority of those that were surveyed were from blue-collar industries and they cited more difficulty hiring talent than those in the white-collar industries.

    It’s not just the pandemic (and the global economic recession that followed) that is to blame here. This trend has been steadily increasing even before the pandemic. The recent crisis merely highlighted the challenges that were faced by these industries, especially those in the restoration and service businesses.

    Reasons for the Blue-Collar Labor Shortage

    The main reason why the blue-collar labor market is so tight is due to a limited supply of skilled workers and an increasing demand for them. There are also many factors that can be attributed to these labor market challenges, including:

    • The baby boomers, which made up most of the blue-collar labor workforce, are leaving their jobs as most of them are set to retire. They are leaving behind a lot of positions to fill and not a lot of access to talent that can replace them.
    • The younger workforce is opting to avoid trade jobs. Thus, the options continue to shrink among those who choose to pursue blue-collar jobs.
    • There is an overall decline in labor force participation among the younger generation. Many are living with parents and have less need to earn income on their own.
    • The share of Americans choosing to work in blue-collar industries is shrinking as they become more educated or gain a college degree. This has caused a skilled labor shortage in the US labor market.
    • There exists a stigma that blue-collar jobs involve labor-intensive work. And there is a misconception that blue-collar work offers low and stagnant wages.

    Opportunities for Restoration in the Blue-Collar Labor Force

    On the flip side of these challenges, there are also opportunities that are emerging in the blue-collar labor market in the U.S. For example, the shortage in labor workforce translates to bigger paychecks for those being hired. And a higher paycheck leads to a higher level of satisfaction with their jobs.

    This claim is supported in this news report from CNBC, citing a significant wage boom in the blue-collar industry. With the economy reopening, there is a substantial demand for blue-collar workers. The solution that has been considered by employers is to increase the wage per hour for employees in order to entice them to rejoin the workforce.

    How Does Generation Z Fit In to Your Restoration Company?

    Gen Z workers who are looking to pursue a career in the blue-collar industry are quite discerning about their options. Their expectations about joining the workforce are far different from the baby boomers or the generations before them. As a result, it requires adaptation on the part of the employers, particularly those who want to win the recruitment game.

    As the newest entrants to the workforce, recruitment teams must understand this audience in order to execute a successful recruitment strategy.

    Here are some of the things that Gen Z wants in the workplace, especially those looking for a blue-collar job (we’ll call them Blue Z’s):

    • Salary – Salary ranks at the top among Gen Z workers when it comes to considering whether to accept a job or not. However, since many of these workers are first-timers, their expectations are across the board. It is important to keep an open-mind when negotiating salary.
    • Work-Life Balance – Generation Z understands it is difficult to completely shut off work once you step out of the office. Therefore, they are stepping away from the typical concept of work-life balance and demand flexibility in terms of taking time off when needed.
    • Benefits – Just like the generations before them, Gen Z workers expect to receive the most basic forms of employee benefits, including medical insurance, retirement savings, and vacation packages, among other things. New and more innovative benefits programs can also appeal to Blue Z’s.

    These are just some of the ways you can attract talent from the labor pool to join your restoration business. It’s important to put emphasis on providing flexibility and opportunities for growth among the young talent, since they are known to have the tendency to job-hop if they find a better opportunity elsewhere.

    And speaking of other opportunities, the competition is another factor to take into account when hiring young talent into your restoration business as there are other fields they are open to pursuing, as well.

    The restoration and blue-collar industry is not alone in these recruitment struggles. Even the military and law enforcement agencies are struggling to recruit the Gen Z workforce. As the military failed to reach its recruitment goal, they, too, had to devise new strategies to entice younger people to enlist.

    One of the best examples of how the army is thinking outside of the box to bring in more recruits is by venturing into the e-sports community. They are aware that a lot of Gen Z’s are into e-sports, so they are leveraging that exposure to further their recruitment efforts. In times like these, it’s important to get creative and devise unique strategies to help you reach the potential talent you wish to recruit.

    In Summary

    Any form of crisis presents challenges and opportunities. For restoration businesses, you’ll need to appeal to the needs of the blue-collar workforce in order to win the best employees. The Gen-Z workforce is completely different from the generations that came before it. Therefore, you must learn to adapt to these changes if you want to fill your talent pool. Your work begins even before the recruitment process, but it will prove worthwhile when you land the right talent.

    Contact More Floods for more insights into growing your water damage business!

    Benefits of Restoration Company Culture

    Benefits of Fostering a Great Company Culture

    Regardless of the industry, most successful businesses focus on developing a strong company culture. This principle applies to restoration companies: positive company culture fosters employee happiness, which boosts overall customer satisfaction.

    What are you doing to develop good company culture for your team? Here are some of the reasons why these efforts should be high on your priority list:

    1. Employee Satisfaction

    Do your employees show up to work each morning with smiles on their faces and a positive outlook for the day? While work-related stress is unavoidable, you can lighten the load with the right company culture. Ultimately, the goal is to help each employee feel happy and satisfied in their activities each day.

    Creating a good work-life balance is a key principle. Help each person feel appreciated in the workplace, and give them opportunities to prioritize time with their families as well. Vacation days, employee recognition, and positive reinforcement are all steps that help to establish employee satisfaction. Also, look for opportunities to ask for feedback so you can adjust the workplace to accommodate employee needs.

    1. More Sales and Higher Profits

    When you have a positive company culture, it has an impact on employee productivity. Happy employees are more effective in their job responsibilities, which has a downstream effect on how they treat customers.

    In a service-based business, such as the restoration industry, this relationship between employees and customers is significant. Higher employee satisfaction leads to higher customer satisfaction. When you keep the customers happy, you can expect to see a boost in revenue through repeat sales and referrals.

    1. Innovation and Initiative

    Growth and development opportunities in the workplace play a role in the satisfaction of your employees. People like to feel purpose in their jobs, and ongoing training and education opportunities are part of the process. As your employees learn more about the restoration industry, you’ll naturally see innovation within the organization.

    In addition to training, also look for technology investments. Your employees perform better when they have access to use high-tech solutions, such as thermal imaging cameras. These technology advancements elevate the quality of services offered, improving the efficiency and results of inspections and customer consultations.

    1. Hire Top Talent

    Good company culture is an effective way to attract the highest quality employees. When candidates are looking for new work opportunities, company culture will play a role in these first impressions. People want to work in a positive work culture, which gives you an edge in the industry if you are providing a positive environment for new hires and long-term employees.

    Not only is it easier to hire employees when needed, but your company culture will also play a role in employee retention rate.

    1. Strengthen Brand Identity

    What is the message you are sending to employees and customers through your company brand? It’s easier to establish a solid, reputable brand when your company culture is founded on good values and beliefs.

    This brand identity is the “secret sauce” to an effective marketing campaign. If customers feel connected and trusting of your brand, it boosts the likelihood that they will call when restoration services are needed. Good company culture is the engine behind your business reputation, which helps you stand out in the local industry.

    1. Optimize Decisions with Goals

    Let a positive company culture infuse every decision – both large and small. When this company culture focuses on the business vision, mission, and values, it naturally influences the decisions made by management and downstream team members. You need to make sure that every decision aligns with business goals, and this process starts by building a solid company culture to drive these decisions.

    1. Future Growth Opportunities

    Build a strong foundation for your restoration business, and you will enjoy many growth opportunities in the future. You can reach higher levels of success and profitability when your team prioritizes customer experience and quality services. If you are moving forward with a development and innovation mindset fueled by solid company culture, your business will grow.

    As part of your company culture, be open to revamping your business model and looking for improved efficiencies. Keep things fresh for employees and customers, and you will notice a boost to the bottom line.

    How to Strengthen Company Culture in the Restoration Industry

    It’s no surprise that company culture has a downstream effect on almost every aspect of your business. If you are ready to implement the changes that help establish a more robust company culture, check out our free guide: The Secret Weapon for Restoration Company Growth – Company Culture. Click on the link to download your copy.

    What is Restoration Company Culture?

    What is Restoration Company Culture?

    In this first installment of our 2021 series on Company Culture, we focus on how building a successful restoration company requires many strategies, but one of the most important things you can do is foster positive company culture. The environment you create has an undeniable impact on how team members interact with customers and each other – having a domino effect on overall customer satisfaction, quality of service, and more.

    How do the values and beliefs that each person holds contribute to their work each day? These firmly held beliefs are known as company culture. The overarching culture you are building is shared in every interaction, defining the context in how both staff and management conduct themselves in the workplace.

    Restoration Company Culture: What Is It?

    Look up the definition of company culture, and you will see that this phrase means:

    • A set of shared values, goals, and practices that characterize an organization

    Consistency is the foundation of company culture, with consistent behaviors shaping how they show up in the workplace. Seemingly small, constant actions add up to bigger results over time. Forbes emphasizes the nature of company culture and why it matters in business – citing it as a prerequisite to success.

    Defining Cultural Norms Within Your Restoration Business

    Company culture happens organically, regardless of your efforts to deliberately shape the culture within your organization. If you are proactive and intentional about developing company culture, you can establish a mindset and set of principles every team member strives to live by. Otherwise, company culture defaults to the way your staff chooses to show up in the workplace, which can be disastrous if the team members are “just punching the clock.”

    Three specific characteristics define cultural norms:

    • Every team member understands the vision and goals of the company.
    • Every team member knows the right way to respond or act in various situations.
    • Every team member shows the company values through the way they conduct themselves.

    In your restoration business, proactively developing goals and vision is just the first step. Next, you need to communicate these details with your team members and provide ongoing training, so each person understands the most effective ways to interact.

    Focusing on Value-Add in Your Restoration Company Culture

    Effective company culture in the restoration industry focuses on exceptional service and quality results, prioritizing a higher purpose: the satisfaction of your customers. Your services improve the lives of these homeowners and their families. Building a culture of excellence ensures top-notch results every time you show up on the job.

    One satisfied customer can lead to multiple referrals in the future. While the ultimate goal is to build your business, this process happens organically as you focus on the individual. Over time, every project’s personalized approach results in a reputation that stands out in the communities you serve. Customers can feel that your team truly cares about the quality and outcome, fostering a positive relationship that leads to more business opportunities in the future.

    Leadership Shapes Restoration Company Culture

    Where should you start if you want to develop a stronger company culture? It starts at the top – in the way leadership is supporting and training their teams. Your restoration company’s founders and leaders have an undeniable impact on the attitudes each team member carries when they show up for work each day.

    This company culture is set based on the beliefs and values held by management. These values are transparent in every conversation, interaction, and instruction to employees and customers. When leadership is consistent in their commitment to company culture, it imprints the mindset onto employees through discussions, actions, policies, and decisions.

    Where Restoration Company Culture Starts

    While ongoing employee management affects company culture, it’s just as essential to ensure that you start on the right foot. Hiring employees that fit your desired culture makes it easier to shape the overall experience you want to provide for your customers.

    If your restoration business is large enough to have Human Resources (HR) support, then the recruiting team must be on board with your desired company culture. Hiring staff plays a role by promoting the right company culture through the types of employees they choose for the job. Selecting applicants who have the same beliefs and attitude means that these new hires will thrive in the culture you are developing.

    Additionally, company culture is reinforced through onboarding, training, and performance management – with solid continuity throughout the months and years.

    Tips for Strengthening Your Restoration Company Culture

    How are you establishing strong company culture in your restoration business? This article is only an introduction to the powerful strategies you can access in our free guide: The Secret Weapon for Restoration Company Growth – Company Culture. Download your free copy by clicking on the link.