Recruiting for the Highway Department: It’s Not All About the Paycheck

Published on June 9, 2025

Let’s be honest, recruiting good people for highway department jobs isn’t getting any easier. You’re often competing with private contractors who can offer higher wages, especially when it comes to drivers with a Class B CDL in their pocket. Civil servant pay? It’s not exactly going to make the top of the Best Jobs in America list.

But here’s the thing: municipal jobs come with some serious perks – if you know how to sell them.

Sell the Big Picture

Sure, your starting hourly rate may not match what the paving crew down the road is offering, but your job package is more than just the hourly wage. When you’re recruiting, focus on the whole picture:

State retirement system – This is a big one. Private contractors don’t typically offer a pension. For someone thinking long term, that matters.
Good benefits – Health insurance, dental, vision – and usually at a lower cost to the employee than what private companies can provide.
Consistent hours – Most highway department jobs offer steady, Monday-through-Friday work, with the occasional call-outs. That beats chasing hours week to week.
Seasonal overtime – Snow season may be a grind, but it also means a nice bump in the paycheck when the OT kicks in.
Job security – Let’s face it, you really have to mess up to lose a municipal job. For folks looking for stability, that’s a huge selling point.

Target the Right People

Trying to lure someone already making $10/hour more running an asphalt plant might be a losing battle. Instead:

Look for young CDL drivers just getting started – they might value benefits and stability more than chasing top pay.
Retirees from private industry – Some folks are looking to ease into semi-retirement but still want to work. Your consistent schedule and benefits can be attractive.
Local hires – People living in your town may appreciate working close to home and serving their own community.

Build Your Reputation

One of the best recruitment tools is word of mouth. If your department is known as a good place to work, fair leadership, decent equipment, safe practices, you’ll attract better candidates. On the flip side, if your current crew is miserable, word spreads fast and your candidate pool dries up.

You probably won’t win the wage war with the private sector. But not everyone is chasing the highest paycheck. Many people are looking for a balanced life, long-term security, and a solid benefits package. Sell what you have, run a good department, and you’ll find the right people to keep your roads safe and in good shape.

Tagged: Highway Department Employees Highway Superintendent