SMACNA and SMART Partners in Recruitment

The skilled trades recruitment landscape in the United States is facing record-high pressure because of labor scarcity, residual COVID-19 disruptions, and competition for talent, as labor force participation rates for people 55 and older continue to decline past the 2% decrease that has occurred since COIVD-19.

At the same time, Gen Z workers say there is still stigma attached to trades training—largely perpetuated but parents, who feel college is the better route. Still, a recent study says vocational enrollment overall is up three percent since 2018— an important increase, considering the economic and social challenges of the past five years.

In sheet metal, the Bureau of Labor Statistics says employment is projected to grow 2 percent from 2023 to 2033, creating about 11,500 openings each year, on average, over the decade. Across local areas, this means the landscape is ripe for innovative partnerships and out-of-the-box thinking about recruitment and retention.

This issue is all about exactly that: excellent examples of strong labor-management partnerships that are building signatory recruitment and retention numbers across the United States.

Local 9 and SMACNA contractors in Colorado are turning heads with a recruitment trailer that offers a “show me, don’t tell me” experience for people interested in the sheet metal trade, and their families. The trailer is outfitted with equipment that allows visitors to construct a simple project, like a metal tray or toolbox, or try out a skill, like virtual welding. When they come out the other side, a table with labor and management reps is waiting to share all the details of starting an apprenticeship. Check out page 4 to learn more.

Anyone who has ever struggled with the conundrum of whether a college degree or apprenticeship is the best course of career action need look no further than California’s Bay Area for the solution. An innovative partnership between Local 104, SMACNA Bay Area, and Foothill College offers sheet metal apprentices the chance to earn a free two-year degree while they complete their union training. It is one of a few programs in North America that shows students they can, indeed, have it all when building their future in sheet metal. Learn more about how it all works on page 7, “College or a Trade? You Can Do Both.”

In “Diversifying to Recruit” (page 9) we look at practical reasons gender diversity can help companies and unions have more reach. Besides the well-studied behavioral and productivity benefits of a diverse crew, there are practical advantages—female workers, for example, can enter maternity wards, connect with female politicians during advocacy efforts, and be a relatable face behind the table at recruitment events. Fisher Balance Company and Local 19 in New Jersey share their experiences in prioritizing diversity and how it has paid off.

Collaborative Workforce Agreements—agreements that bring underrepresented individuals into the trades, in partnership with non-profits and charity organizations—offer life-changing opportunities to those often overlooked. See “Partnership Power” on page 12 to see how SMACNA Sacramento Valley and Local 104 are filling critical roles in the sheet metal industry while tapping into a new area for recruitment.

So, you’ve got your skilled, union-trained apprentices—but do they have the skills to survive in the real world, outside of work? Money management is a skill young people don’t always have, and it isn’t taught in schools. But it’s never too early to learn about how to handle debt, budgeting, and investment, and those who do so will be better equipped to enjoy the benefits of a steady and secure career. Mark Breslin, author, speaker, and principal at Apprentice Performance Solutions, shares some great resources in “The Crucial Role of Financial Literacy in Completing Apprenticeship Training” (page 13) that can help apprentices start—and stay—on the right path to financial health.

And finally, the Best Practices Market Expansion Task Force has developed a full suite of recruitment materials for your free download, customization, and use. These include posters, flyers, t-shirts, webinars, and Brand Ambassador campaigns—everything you need to collaborate with your labor or management partners for recruitment success. Check out the resources on page 15 and remember that these are just a few of the many tools the Task Force offers to help you grow your partnership. Visit pinp.org and create a free account to see what else is available.

Save the date! One of the most important steps you can take in building your labor-management partnership is to attend the Partners in Progress Conference, scheduled for February 16 –18, 2026 at the Walt Disney World Swan & Dolphin Registration Opens: September 3, 2025, at pinp.org/conferences/pinp26 ▪