A blue-collar recruitment firm is considered because 80% of businesses find it difficult to fill vacancies. According to the most current prediction, the trend will continue. It’s the lowest jobless rate in 50 years in the US. Jobs that aren’t traditionally blue-collar create further challenges and add to the talent shortage. Additionally, as more competent older workers retire and younger people are encouraged to pursue 4-year degrees instead of trying to learn a craft, the number of blue-collar occupations may decline.
How can you overcome these obstacles when hiring blue-collar workers? How do you find and evaluate candidates so you can quickly select the most qualified candidates for those available positions? Your solution is through an Indian contract staffing company.
Here are some recommendations for using an Indian temporary employment agency to locate blue-collar workers in a competitive marketplace.
Expand Your Audience
Using your candidate appeal strategies (particularly where you’re seeking blue-collar employees and a blue-collar recruiting agency) will help you find blue-collar workers. Here are some methods that you can use:
- Post commercials on specialized job boards
Make use of a blue-collar employment firm.
Because blue-collar workers typically have lower levels of education, it can be challenging to connect with them through the job portal. Blue Collar Recruitment companies find it easier to obtain people because they typically have a database of these individuals. In addition to the database, field recruiters visit the workplace to identify candidates for open positions. Referrals from current employees also assist field recruiters in filling some crucial roles.
- Apply advice.
According to a contract staffing firm in India, employee recommendations are among the greatest hiring methods. This is because suggested personnel have a higher retention rate and a better cultural fit. As a result, find out from your employees if they are aware of any other competent candidates for the roles you have available.
When launching your referral program, choose how you’ll communicate with your employees and what rewards you’ll give for successful referrals. Your hiring software may, for example, come with an integrated recommendation tool to make it easier for you to reach out for recommendations and for your workers to find suitable people in their social circle and suggest them.
- Hire experts
Many highly qualified individuals are either jobless or actively seeking employment. Veterans of the armed forces can easily transfer their skills to jobs in non-military businesses as they are regularly trained in the management of supply chains, construction, driving, and various other professions.
Therefore, consider including a veteran recruitment program in your job plan. This is a starting guide written by a blue-collar staffing firm to assist you in promoting your company as a veteran-friendly white-collar company, offering positions for veterans, and more.
How does one go about getting a blue-collar job?
Many millennials and Gen Zers are pursuing college degrees to pursue white-collar careers since they were reared to believe that these jobs offered higher career possibilities. But in blue-collar jobs, you can raise your chances of getting rich and personal fulfilment. There are two methods that you can use to accomplish it:
- The progression of your trainee blue-collectives
The good thing is that blue-collar workers are starting to realize the benefits of their jobs. Recent high school graduates may be persuaded to transition to blue-collar occupations by contract staffing companies hiring these individuals in India.
You could accomplish this by collaborating with local colleges and universities to offer training programs like apprenticeships. Students, jobless people, and professionals in various professions who are struggling in their current roles might all be the target audience for this program.
Using current, high-paying staff is a sensible approach to filling open positions.
- Highlight the benefits of working in the blue-collar sector.
Undeniably, some blue-collar jobs are dangerous and demanding, and they usually don’t have the same allure as careers in the medical, legal, or STEM fields. To potential workers, you might emphasize the advantages of blue-collar jobs.
Seek out the aspects of blue-collar jobs that can entice younger employees, such as being active, working outside, and more; then, combine these aspects with other, more evident benefits. Develop a unique promotion plan or partner with other companies to bolster your efforts. You may also consider offering incentives like lunch for free from food trucks or a membership to a gym to attract prospects.
Make the process simpler.
Long or complicated recruiting processes are an issue in every industry and field of work since they force a lot of job searchers to give up on applying or turn down job offers. In industries where talent is scarce, it’s even more critical to expedite the hiring process for job seekers so you can assess them more rapidly and thoroughly. Two blue-collations for choosing blue-collar workers are as follows:
- Modify assessment techniques
With a few notable exceptions, most blue-collar jobs don’t require an undergraduate or graduate degree. This is why some candidates could find it difficult to finish traditional cognitive skills and personality exams, particularly if the exercises and explanations are complex and they belong to an older generation. This suggests you may lose out on some good applicants early in the recruiting process.
As a potential remedy, consider utilizing innovative assessment methods like gamification, work samples (such as paying a candidate to work with you for a day), or video interviews. In particular, gamification can enhance the application process by helping job hopefuls find the blue-collarless more interesting or pleasurable.
- Adapt to mobile devices
According to a new Glassdoor survey, job searchers in the blue-collar industry are more inclined than other employees to use their cell phones for job searches. This suggests you risk losing out on eligible candidates if your job postings or submission forms aren’t responsive to mobile devices.
You might want to think about the following options:
- Ask your development team to test various mobile devices’ career and application pages.
- Go through the application process on a mobile device personally to look for any issues (aesthetic, functional, etc.)
- You will likely see a greater percentage of mobile desertion if the application forms are overly complex or take a lengthy time to complete.
Can outsourcing your global employment needs benefit your company?
One of the highly reputed Global Employment companies, Soundlines, provides fully integrated international talent resourcing and outsourcing services to clients. Additionally, Soundlines serves both blue-collar and white-collar recruitment in varied industries, making the search for the best recruit more defined and successful every time.
Soundlines has offices in 23+ countries to facilitate the recruitment process for both employers and candidates. Soundlines offers organizations, access to its global experience while maintaining a local presence, ensuring that it understands your brand, culture, needs, and future goals.
Soundlines has been a leader in the international HR recruitment industry for over two decades, serving clients in the UAE, Saudi Arabia, Kuwait, Qatar, Bahrain, Poland, Iraq, Serbia, Russia, and Romania.
