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August 25, 2025
In an increasingly competitive U.S. labor market, the demand for skilled field service technicians is surging. As
of June 2025, the Bureau of Labor Statistics (BLS) reports robust job growth, declining unemployment, and
persistent labor shortages. This paper examines the current state of the market, with a targeted focus on
service technicians, highlighting key challenges and strategies to attract top talent.
For maintenance service providers and companies managing their own facilities, securing reliable technicians
is more critical and challenging than ever. Streamlining recruitment, reducing time-to-hire, and building high-
performing teams is more important than ever. By leveraging market insights and targeted sourcing, you
outpace your competitors in a tight talent pool.
Here’s how these dynamics impact your hiring efforts:
The U.S. labor market in 2025 demonstrates remarkable resilience amid economic uncertainties. The June
2025 Employment Situation report from the BLS reveals positive indicators across the board, signaling
sustained recovery and growth opportunities for employers.
Key highlights include:
• Job Growth: +147,000 nonfarm payroll jobs added, exceeding economists' expectations of 110,000
and edging out the revised May figure of +144,000.
• Unemployment Rate: Fell to 4.1%, better than the forecasted 4.3% and indicating a tightening market
where job seekers hold more leverage.
• Job Openings: Approximately 7.1 million unfilled positions, underscoring persistent demand and a
favorable environment for skilled workers.
• Wage Growth: Average hourly earnings increased by 0.2% month-over-month and 3.7% year-over-
year, surpassing inflation rates and empowering workers to negotiate stronger compensation
packages.
• Demographic Shifts in Hiring: Native-born workers saw significant gains, adding 830,000 jobs in
June alone and 2,079,000 year-to-date. In contrast, foreign-born employment declined by 348,000 in
June and 543,000 year-to-date.
• Labor Force Participation: Dropped to 62.3%, the lowest since late 2022, driven by a shrinking labor
supply and demographic factors.
These trends point to an improving market overall, but one where competition for talent is intensifying.
Employers must adapt quickly to secure skilled workers, especially in high-demand service fields.
The FST and trades sector stands out as a powerhouse of growth within the broader labor market. Projected to
expand by 8% through 2028, this area is fueled by technological advancements, infrastructure needs, and the
ongoing maintenance demands of industries ranging from manufacturing to facilities management.
However, the sector faces acute challenges:
• Strong Hiring Demand: FST roles remain highly competitive, with steady job additions contributing to
the overall +147,000 growth in June. Wages have risen +16% since 2020, reflecting the premium
placed on skilled labor.
• Impact of Demographic Shifts: While specific nativity data for technicians is limited, the overall
decline in foreign-born employment (-543,000 year-to-date) reduces a traditional talent pipeline. This
shift increases reliance on U.S.-born workers, heightening competition.
• Labor Shortages: With 7.1 million job openings nationwide, the service technician market mirrors this
imbalance. Employers report difficulties filling roles due to skill gaps, geographic mismatches, and
evolving worker preferences.
In this environment, traditional hiring approaches fall short. Maintenance service providers and companies that
maintain their own facilities risk prolonged vacancies, operational disruptions, and escalated recruitment
expenses if they don't pivot to proactive, talent-centric strategies.
To thrive in this competitive landscape, employers must prioritize factors that resonate with field service
candidates. Based on industry surveys and our extensive experience in technician recruitment, we've ranked
the top influencers in order of importance. Implementing these can boost your appeal, accelerate hires, and
improve retention.
1. Hiring Speed (Top Priority)
80% of skilled technicians receive two or more offers within two weeks of starting their job search, and the first
competitive offer wins 75% of the time. Delays allow candidates to "shop" for better deals, often leading to
lost opportunities.
Recommendation: Aim for a streamlined process of 17 business days from application to start date (7
days to offer + 10 days from offer acceptance to onboarding). Leverage specialized recruiters like our
team to pre-screen candidates, automate workflows, and expedite decision-making. Our clients
typically reduce time-to-hire by 30-40%, ensuring you secure talent before competitors.
2. Competitive Pay & Benefits
85% of technicians cite pay as their primary decision factor, with 60% expecting signing bonuses or relocation
assistance for in-demand roles. Comprehensive benefits, such as 401(k) matching, can increase offer
acceptance rates by 25%, especially for experienced candidates.
Recommendation: Regularly benchmark your compensation against market rates using tools like BLS
wage data and industry reports. Consider tiered bonuses for critical hires. Our company provides
customized compensation analyses and negotiation support, helping clients craft offers that stand out
while aligning with budgets.
3. Work Schedule (Overtime, Weekends, Shift Work)
55% of technicians favor flexible schedules over mandatory overtime, while 40% are drawn to seasonal or
optional OT for supplemental income. Rigid schedules can deter top talent seeking work-life balance.
Recommendation: Offer customizable options, such as flex-time, no mandatory weekends, or
performance-based OT incentives. Highlight these in job postings to attract a wider pool. Through our
targeted sourcing, we connect you with candidates who match your scheduling needs, reducing
mismatch risks and turnover.
4. Travel Requirements (Local vs. Extended)
70% of technicians prefer local travel (under 50 miles), with 65% more likely to accept roles offering mileage
reimbursement or company vehicles. Extended travel can be a deal-breaker in a market where family and
lifestyle priorities prevail.
Recommendation: Emphasize local opportunities and provide clear perks like fuel allowances or fleet
vehicles in your offers. For roles requiring travel, bundle them with premium pay or rotation schedules.
Our recruitment experts map candidate preferences to your job specs, ensuring higher fit rates and
faster fills.
By focusing on these areas, you not only attract better talent but also foster long-term loyalty. Tailored
strategies yield results.
In a market where every day of vacancy costs time and revenue, going at it alone is risky. Our company
specializes in recruiting for maintenance service providers and facility managers, delivering:
• Market Expertise: Deep insights into FST trends, backed by data.
• Rapid, Targeted Sourcing: Access to a vetted network of technicians, reducing hiring timelines and
costs.
• Customized Solutions: From compensation consulting to interview coaching, we handle the heavy
lifting so you can focus on operations.
• Proven Results: Clients see 25-50% improvements in hire quality and retention, navigating shortages
with ease.
Whether you're scaling operations or backfilling critical roles, we're here to assess if we're the right fit for your
needs.
The U.S. jobs market is rebounding, with June 2025 BLS data showing +147,000 jobs added, a 4.1%
unemployment rate, and strong wage growth. Yet, for the service technician and trades market, there is
intense competition. Projected 8% growth through 2028 offers opportunities, but only for those who adapt.
Over the next 6-18 months, success hinges on embracing talent attraction best practices amid economic and
technological shifts. Don't let labor constraints hinder your growth.
Contact us today to see if we might be a good fit for you - Let's build a stronger team together.
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