Scaling beyond a one-truck operation means hiring, and hiring right is one of the hardest parts of running an electrical contracting business. For apprentices: contact your local IBEW apprenticeship program or IEC program. For journeymen: word of mouth among your professional network is the best source. Post on Indeed and LinkedIn with specific requirements - include your pay range or you’ll attract everyone and filter no one.
Interviewing for technical competence: don’t just take a license at face value. Ask specific technical questions. “Walk me through how you’d size a subpanel for a detached garage.” “What do you do first when you’re troubleshooting a tripped AFCI?” The answers tell you quickly whether someone has actual knowledge or just time in the trade.
Retention: the electrician labor market is tight in most areas, and losing a trained JW to a competitor is expensive. Besides competitive pay, what keeps people is: steady work, good equipment and a stocked truck, a boss who knows what they’re doing and teaches, and some career growth path. Simple appreciation matters too.