There’s a lot of work in your favor if recruiting blue-collared workers. The job market for these jobs is getting more competitive: The unemployment rate is very low, but where’s all the talent available to be filled?

 

The majority of construction companies are experiencing problems filling these positions. They also believe that the situation will remain this way. the hiring of blue-collar workers is a problem. The skilled older workers are starting to retire, while younger workers are being encouraged to pursue degrees that require four years of study rather than pursue a trade, possibly decreasing the number of blue-collar jobs available very shortly.

 

In light of these problems with an eye on the future, how can you achieve success in blue-collar recruitment? How do you identify and assess candidates to fill vacant positions quickly and with the best candidates with these Blue collar assessments?

 

The following seven tips can help you find blue-collar employees in an extremely competitive market

 

If you’re wondering how to locate blue-collar workers you should consider combining your candidate’s attraction strategies (or more specifically look for where you can locate blue-collar employees).

 

Here Are A Few Strategies You Can Use:

 

1.) Post Jobs On Niche Job Boards

 

Job boards that specialize in niche jobs allow you to target the correct target audience and reduce the number of irrelevant applications. If you’re not receiving enough applicants by posting open positions on traditional job boards, you can try targeting websites for jobs in addition.

 

If you’re in search of construction workers, for instance, advertise on top job boards for construction. Production jobs (e.g. welding and machinist) are available on job boards like Manufacturing Jobs, Manufacturing Crossing as well as Jobs In Manufacturing. Other job boards specifically covering a range of blue-collar occupations are also available.

 

2) Recruit Veterans

 

There was a pool of highly educated and experienced people who are often in search of jobs. The military veterans have a lot of training in construction, supply chain driving, logistics as well as other areas and their skills can easily be transferred into non-military jobs.

 

Therefore, consider the possibility of incorporating a veteran hiring program in your recruitment strategy. Here’s how to advertise job openings for veterans, promote your business as a friendly employer for veterans, and much more.

 

3) Utilize Referrals

 

Referrals from employees are among the most effective methods of hiring as referred employees are more likely to stay with the company longer and are more comfortable with the company’s culture. Therefore, you should ask your employees whether they know of candidates who have the qualifications to be able to fill the vacant positions.

 

Begin your referral plan by determining the rewards you’ll give for referrals that are successful, and how you’ll inform your employees. For instance, your recruitment software could have a built-in referral feature to assist you with referral requests and help your employees locate the right people within their networks to recommend.

 

4) Enhance Your Apprenticeship Programs More Effective

 

The good news is that the millennials are beginning to appreciate the importance of blue-collar work. Employers who hire blue-collar workers could take advantage of this to motivate high school students to take up these professions.

 

You can create partnerships with local colleges and schools to offer apprenticeships as well as different training programs. This program could be targeted toward students, but it could also be targeted at employees who are unemployed or in other professions that are struggling with their current job.

 

5.) Blue-Collar Jobs Should Be Promoted For Their Positive Aspects

 

Certain blue-collar positions are hazardous and, exhausting and often lack the glamour that is associated with other fields like law, medicine or STEM-related jobs. However, there are benefits that you can showcase to potential employees.

 

Consider blue-collar aspects of jobs that are appealing to young people for example, working outside as well as being active and so on. And bring job satisfaction, meaning, and vision to other tangible benefits. Develop a unique promotion plan or work with other companies to increase your reach. Think about including incentives that could draw candidates in, like lunch-time meals for free from the lunch truck and gym memberships.

 

6.) Methods Of Evaluation Need To Be Adapted To The Needs Of The User.

 

However, with a few exceptions, most blue-collar positions do not require a university or college degree. This means that the traditional tests for personality and cognitive abilities as well as their complicated exercises and long explanations could be difficult for certain candidates especially those who are from the older generations. This means that you could be losing some great candidates right at the beginning of the process of hiring.

 

Explore new methods for evaluation like videos and work examples (e.g. or paying an applicant to be a part of your team for one day) or gaming. Gamification, specifically, can enhance the experience of candidates by making the process of assessing more enjoyable or interesting for job-seekers.

 

7) Be Mobile-Friendly

 

According to a study that blue-collar job applicants have a higher likelihood than other employees to make use of their mobiles to search for work. That means that if the careers pages or application forms aren’t mobile-friendly and if you don’t have mobile-friendly forms, you could lose candidates who are qualified.

You may do the following:

  • Ask the development department to conduct tests of your career pages and application form on different mobile devices.
  • Review the application process on your mobile device to determine the presence of any problems (aesthetic or functional.)
  • Check that your forms for application aren’t complicated or take too long to fill out because this could result in more abandonment of mobile devices (where the screen size is smaller, which makes it harder to finish lengthy tasks).

 

The Final Words

 

If hiring blue-collar employees sounds like a daunting job It can be made easy by hiring a reputable staffing agency such as Saprootz. The access we have to a huge database of resources for staffing is supported by proven human resources management software that can make the process of deploying staff easy. We also offer payroll outsourcing services, Temporary/ permanent outsourcing services, and compliance outsourcing services.