Hiring Welders in Quebec: What to Do When Applications Are Scarce

At a Glance

If your search for welders in Quebec is not producing results, start by distinguishing the skills required on day one from those workers can learn in your plant. Then check whether your employment conditions match the local market.

Temporary staffing can address an immediate production need, while a temp-to-perm arrangement lets you assess fit before making a long-term hire, subject to the agreed terms.

A specialized staffing agency can help you define the candidate profile, screen applications and organize onboarding.

Why Is It Difficult to Recruit Qualified Welders in Quebec?

The challenge goes beyond the number of applications. An experienced welder is not automatically ready for every position: welding processes, materials, positions and quality requirements vary from one plant to another. The pool of suitable candidates may therefore be smaller than it appears.

Competition among employers, retirements and the need to train the next generation also contribute to recruitment challenges. Depending on the region, transportation, commuting distance and available shifts can further limit applications.

People who are already employed also need a good reason to change employers. A vague job posting, an unpredictable schedule or a lengthy hiring process can discourage their interest, even when the pay is competitive.

Common Mistakes That Hold Up Hiring

When orders pile up, it is tempting to repost the same job ad and hope for a different result. Yet some obstacles stem from the recruitment process itself rather than worker availability.

Review your candidate journey, from the job posting to the offer. Can a welder quickly understand what the work involves? Can they learn about the employment conditions before travelling to your site? Will they receive a response while they are still considering your position?

• Looking for the perfect candidate: requiring every welding process and several specializations can exclude someone who could succeed with targeted support.
• Leaving employment conditions unclear: specify the pay offered, applicable premiums, schedule, work location and overtime expectations.
• Adding too many steps: coordinate HR and production to avoid repetitive interviews and drawn-out decisions.
• Assessing only the résumé: relevant experience deserves a practical assessment tailored to the role, not just screening by years of experience.
• Overlooking onboarding: even a strong new hire may leave if instructions, equipment or supervision are not ready.

Define the Right Candidate Profile Before Restarting Recruitment

Bring your HR lead and production supervisor together to describe the actual work. Do you primarily need a welder, or a welder-fitter who can read drawings, prepare parts and check dimensions? This distinction directly affects candidate selection.

Next, divide your criteria into two groups: essential requirements and skills you can develop. Never lower safety requirements or mandatory qualifications for your work; focus instead on skills specific to your internal methods.

Plan a relevant, supervised practical assessment. It should allow you to observe work quality, understanding of instructions and safe work habits, using clear, consistent criteria.

• Welding processes used: MIG/MAG, TIG or stick welding, depending on your operations.
• Materials, thicknesses and welding positions encountered daily.
• Drawing interpretation, fitting, tolerances and the expected level of independence.
• Required qualifications or certifications, where applicable.
• Work shift, physical environment and desired start date.

Temporary Welder Staffing for Immediate Needs

Temporary staffing can be a suitable option for handling increased production, covering an absence or supporting a contract. It allows you to seek additional help without automatically treating every need as a permanent position.

Its effectiveness depends on clearly defined requirements and the availability of suitable candidates. Give the agency your technical requirements, employment conditions and job constraints. Ask how skills are assessed and how follow-up will be handled.

Before work begins, clarify each party’s responsibilities for onboarding, supervision, health and safety, protective equipment and tracking hours. Working with an agency does not replace thorough onboarding at your plant.

Temp-to-Perm Staffing to Assess Long-Term Fit

When the need appears to be long term but fit still needs to be confirmed, a temp-to-perm arrangement may be an option. It gives both the company and the worker a chance to assess the role in practice before a potential direct hire.

This approach must be transparent from the outset. Explain the possibility of a direct hire, the assessment criteria and the transition terms agreed with the agency, including any applicable fees. Do not present permanent employment as guaranteed if it is not.

Assess progress, quality, reliability and teamwork, then provide regular feedback. Structured onboarding, a designated colleague for support and realistic expectations help set the placement up for success, particularly when the worker needs to learn your manufacturing methods.

Move Your Recruitment Forward with L'Agence AW

Before publishing another job ad, identify your main obstacle: too few applications, a skills mismatch, unappealing employment conditions or difficulty retaining new hires. The solution should address that specific problem.

L'Agence AW supports Quebec businesses with temporary staffing and placement services, including welders and welder-fitters. Explore our [welder placement service](/services/placement-soudeurs), then contact our team to discuss your welding processes, shifts and production needs. Together, we can explore a suitable approach based on available candidates and possible arrangements.