The construction sector has over 100,000 unfilled positions in France (source: FFB 2026). The recruitment crisis is structural — and will worsen as the baby-boom generation retires. Yet some 5 to 20-employee companies have no trouble recruiting. Here are their secrets.
Mistake #1: post a job ad and wait
On Indeed or local job boards, a plumber or electrician ad receives an average of 3 to 8 applications, of which 1 to 2 are exploitable. This is no longer enough. Active recruitment (sourcing) has become essential.
Strategy 1 — Direct LinkedIn sourcing
Search "plumber" + your city on LinkedIn. Reach out directly to profiles with a personalised message: "Hello [First name], your profile caught my attention — we are growing and I'm looking for someone of your level. Would you be open to an informal chat?" Response rate: 20 to 35%.
Strategy 2 — Trade colleges and apprenticeship centres
Contact local apprenticeship training centres to offer work placements and apprenticeships. A well-trained apprentice is often the best hire. Reduced cost thanks to apprenticeship grants (up to €6,000 in year 1, source: alternance.emploi.gouv.fr).
Strategy 3 — Become a great place to work
The best candidates choose their employer. What they look for in 2026: (1) Clean and recent company vehicle. (2) Quality tools and equipment. (3) Organised schedule (no last-minute site changes). (4) Salary paid on a fixed date. (5) Team culture (checked via reviews on job sites). These basic elements differentiate you from 80% of your competitors.
Strategy 4 — Structured employee referrals
Offer a referral bonus to your current employees: €500 net paid 3 months after hiring a recommended candidate. It is the most effective and least costly recruitment source — referred candidates stay on average 2× longer.