Blue Collar Recruitment: How Businesses Can Overcome Talent Shortage

The blue-collar workforce is facing a talent shortage. There are several reasons behind this situation. First, many people are unwilling to switch from white to blue-collar jobs. The second reason is that companies need help finding employees with the right skills and experience. 

On the other hand, it’s also possible that there are very few blue-collar job opportunities available. This may have led to a shortage of blue-collar workers in the market. As a result, businesses have had to look for ways to overcome this problem.

Blue Collar Recruitment - How Businesses Can Overcome Talent Shortage

Here are five ways businesses can overcome talent shortages when it comes to blue-collar recruitment:

1. Boost Outreach Efforts

The first thing you need to do is boost your outreach efforts. This means spending more time talking with potential candidates so that they know what your company has to offer them. It also helps to inform them of all the current openings and the procedures they need to follow to be considered.

Alternatively, posting your job listing on recruitment websites like tradeassist.net allows potential candidates to know about your vacancies. Similarly, you can reach out to those who have already applied for other roles in the past few months or years. By doing so, you’ll see if any previous applicants have gained relevant experience since you first contacted them.

2. Increase Compensation

It significantly helps to consider increasing compensation or making sure you pay competitive salaries for your blue-collar jobs. This will help attract more applicants who might otherwise be put off by low pay or poor compensation packages offered by other companies in the area or elsewhere in the country.

For example, if you’re having trouble finding qualified electricians in your area, consider paying them more than other companies offer, say USD$100 per hour instead of USD$80 per hour. That way, you’ll attract more qualified candidates who don’t want to settle for less money.

Meanwhile, offering bonuses or stock options as incentives may also be worthwhile for staying with your company for an extended period. They’re more inclined to remain employed with your company if they feel valued.

3. Offer More Training Programs

Training programs can help prepare someone for the job. This provides a means by which potential employees can acquire fundamental competencies required for blue-collar jobs. In addition, this is a good way for potential employers to gauge how hard individuals work to develop the necessary expertise needed for a job.

As a bonus, it would be great if participants in your training programs could receive certificates upon completion. By doing so, you may see if an applicant possesses the skills necessary for the position.

On the other hand, there are multiple ways to develop training programs. You could hire a third-party company to assist in training your employees or getting them certified. Whatever approach you take, ensure it leads to improved knowledge and competencies. In addition to increasing their worth to the company, this will boost their standing and prospects for advancement.

Blue Collar Workforce Talent Shortage

4. Look For New Opportunities

There are many jobs available that require different skills than those needed for traditional blue-collar jobs. So, if you’re still looking for someone who can meet your current requirements, it’s ideal for searching for workers with other skills that might be helpful to your organization.

For example, let’s say you’re looking for a data entry assistant but are having trouble finding candidates who are willing and capable of using computers. You can look for someone with experience working on an assembly line, such as a cashier at a retail store. These jobs require similar skill sets as data entry positions but may not require formal computer training or certifications.

5. Adopt Flexible Schedules

One way to overcome talent shortage is by adopting flexible schedules for your workers. This could include allowing employees to work from home or coming in late after taking care of their children or other personal responsibilities. By offering this kind of flexibility, employers can attract candidates who would otherwise not be able to work traditional hours.

For instance, you may offer some employees the option of working remotely at least twice a week. Similarly, you may allow part-time workers to schedule their shifts around school schedules or other commitments. This way, you can find qualified workers who might not be available during regular business hours.

Key Takeaway

Encouraging your blue-collar workforce to stay within your organization can be challenging. Therefore, consider these five tips to help your company overcome this obstacle. Once you do so, you can increase employee retention rates and improve your reputation.

Dragan Sutevski

Posted by Dragan Sutevski

Dragan Sutevski is a founder and CEO of Sutevski Consulting, creating business excellence through innovative thinking. Get more from Dragan on Twitter. Contact Dragan