HR Practices for Hiring Blue Collar Workers

How effective is your human resources department at Hiring Blue Collar workers? This may appear to be a loaded issue, but we are genuinely concerned. Human resources is, at its heart, one of the most people-oriented company activities. However, countless HR professionals across the country and abroad are finding it difficult to commit their time to face-to-face interactions with firm employees.

Instead, they spend hours on mundane administrative work. Others are stymied by bottlenecks caused by inefficient methods or inadequate instruments. The result is the same, regardless of the cause. Your HR team simply cannot fulfill its potential for your company and its employees. So, what will it take to solve this puzzle? Streamlining your HR processes might change the way your teams function. Here’s how to go about tackling this shift.

Begin by identifying some of the most significant drains on your team’s efficiency. If your HR department is still handling contracts and benefit agreements on paper, paperwork is most likely one of the culprits. Consider this: printing and posting tangible copies takes time.

You could send them by email, but not every employee works at a desk. Those in more hands-on jobs, for example, may not have ready access to printers. After receiving the documents, the employee may be required to print, sign, and return them. Even if you sent hard copies, you must still sign and return them. When the documents arrive at the organization, HR personnel will most likely scan and file them.

The procedure is depicted in this manner to demonstrate how much time and effort is lost. Consider the alternative: employing digital signature solutions allows HR professionals and employees to complete the full process on their phone or online in minutes.

Certain documents should always be in PDF format since it saves time and effort. There is no need for printing or posting, and your organization benefits from lower costs and environmental friendliness in addition to time savings.

Automate the application and screening processes.

Consider your application procedure next. How much time does your team spend analyzing and screening applications to find the best candidates?

Part of this procedure can often be automated and handled by software or other technologies. Consider this scenario: if your company requires employees to have a certain number of years of experience and a high school certificate, why not use an HR platform to screen out applicants that do not meet these requirements? Rather of wasting your team’s time sifting through dozens of irrelevant applications, team members can concentrate on contacting applicants who fulfill your basic requirements.

Use Technology to Improve Sourcing and Talent Acquisition

How does your company attract top talent? Labor shortages continue to plague various industries, including trained professionals, craftsmen, and youngsters looking for temporary summer jobs. Companies must work smarter, not harder, to recruit great talent, whether for a few weeks or for the long term.

Technology can aid in the identification and acquisition of talent. Many organizations utilize application forms as part of their recruitment process for blue collar occupations such as warehousing, haulage, or facilities management. Instead, consider employing cloud-based platforms. Using the correct tools, you can handle everything from advertising vacancies in the right location to accepting completed application forms and weeding out those who do not fit the standards. Taking that strategy will free up HR experts’ time to interview qualified candidates and ensure the organization hires the most promising individuals.

Smart firms use technology to develop a talent pipeline for long-term recruitment. The idea is to build relationships with potential candidates long before your company requires them. Consider this strategy to personal savings. Although not everyone knows exactly what they will do with their savings, the majority of individuals understand the need to build a financial reserve.

That reserve is equivalent to your talent pipeline. The organization may not require these personnel right away, but by developing relationships with them, you will be able to reach out to them directly when the need arises. Winning a large contract may be all that is required to have access to a larger workforce.

Make your website mobile-friendly

According to a new survey, blue collar job seekers are more likely than other workers to use their phones to look for work. This implies that if your careers page or application forms aren’t mobile-friendly, you may lose competent applicants. According to the same survey:

Go Fishing Where the Fish Are

Blue-collar workers may not be looking for work in the same places that white-collar job seekers are, so it’s critical for companies looking for blue-collar workers to be visible in those places, according to Eric Mochnacz, SHRM-SCP, director of operations at Red Clover, an HR consulting firm based in Butler, N.J.

“We located the platforms that skilled tradespeople, commonly known as blue-collar workers, were utilizing for job exploration,” stated Mochnacz. Mochnacz collaborates with a team of seven colleagues, dedicated to enlisting professionals for the construction sector. “It’s improbable that they were exploring LinkedIn; instead, they were more inclined to use platforms like Indeed and Craigslist.” Consequently, we focused our efforts on these platforms.”

Mochnacz also discovered that skilled tradespeople had a lower tendency to possess a formal resume. In response, he implemented measures to streamline their application process.

“In lieu of anticipating a traditional resume, I would assess the details they provided, focusing on keywords relevant to commercial roofing, as well as evaluating their past work history,” he clarified. “Our emphasis was heightened during the phone screening phase, aiming to genuinely acquaint ourselves with the candidates and verify their proficiency in handling specialized tools, materials, and software applications associated with commercial roofing.”

Develop Marketing Content

Numerous individuals in the blue-collar workforce possess misunderstandings regarding the potential opportunities available to them and their suitable destinations. Anne Wittenborg, the Director of Employer Marketing and Employee Experience at Marvin, a company specializing in windows and doors located in Warroad, Minnesota, emphasized that an effective marketing strategy can rectify these misconceptions while simultaneously attracting new personnel.

In their pursuit of engaging blue-collar workers, her team formulates marketing material concerning their available positions, effectively challenging the conventional assumptions associated with these roles.

“The era of performing repetitive tasks under less-than-optimal conditions while standing on a production line is now a thing of the past,” she affirmed. “In response, we devised a storytelling approach to illustrate the contemporary manufacturing environment. At Marvin, our team members thrive in a clean, well-lit, temperature-controlled, secure setting, complete with modern amenities and advanced technology.”

Marvin’s social media platforms serve as a conduit for Wittenborg’s team to share visual content, including images and videos, featuring over 7,000 employees discussing their positive experiences working there.

“By watching any of our employee testimonials on YouTube, you can vividly experience the manufacturing atmosphere at Marvin,” Wittenborg emphasized, making these videos a potent recruitment tool.

Transwestern also dedicates efforts to generating marketing content aimed at drawing in blue-collar workers. This includes a company-hosted video contest that showcases the daily routines and lifestyles of building engineers.

“Numerous building engineers participated by submitting videos that shared heartfelt narratives about their professions and reasons for choosing Transwestern as their workplace,” Bryan noted. “We shared these videos on our social media platforms with the objective of raising awareness about this profession.”

Launch a Paid Referral Program.

At Marvin, the Human Resources department plays a pivotal role in filling numerous positions by harnessing the power of employee referrals, a practice that consistently proves advantageous for both employees and the company.

“We’ve consistently observed that our employees serve as some of the most enthusiastic and effective brand advocates year after year,” Wittenborg affirmed. “This realization prompted us to formalize our referral program, concentrating on bolstering our direct labor recruitment efforts.”

Through this program, if an employee refers a full-time or part-time individual who remains with the company for at least six months, the referring employee is rewarded with a $1,000 bonus. This incentive structure encourages team members to actively scout for potential new recruits.

“Employees have the potential to accumulate this bonus through multiple successful referrals, which can swiftly accumulate,” Wittenborg explained. “Furthermore, the retention rates of referred hires are notably enhanced. Collectively, these aspects foster an environment where employees feel valued and have a genuine say in their colleagues at Marvin.”

Provide Excellent advantages and benefitsts

Offering competitive compensation is a foundational step, but when employees are confronted with rising living costs, providing comprehensive benefits becomes imperative, particularly for blue-collar workers whose earnings might not be substantial, according to Wittenborg.

“Our distinct approach to caring for and supporting our workforce sets us apart and is frequently highlighted in our recruitment endeavors,” she elaborated. “Our benefits kick in right from the first day of employment. Moreover, we implement a pay structure that takes experience into account, along with profit sharing and scheduling flexibility, which are not commonly encountered in manufacturing environments.”

Mochnacz emphasized that he partners with companies that also offer competitive benefits, and he ensures to communicate these offerings upfront.

“During interviews, when I outline to candidates that the company extends health benefits, provides bi-weekly pay, and follows a formal paid-time-off policy, their reactions often display surprise,” he commented. “This stems from their previous encounters with ‘fly by night’ operations in the industry, where they performed work without receiving compensation.”

Employing a structured recruitment process effectively convinces blue-collar candidates of the company’s professionalism and sincere intent in hiring them, as per Mochnacz’s experience.

“In their past encounters, such systematic procedures were absent,” he noted. “Our process treats them as the skilled professionals they truly are. This approach significantly contributes to their confidence in interviewing with an organization that operates cohesively. It substantially enhances the local and regional reputation of the company, as well as its standing within the industry.”

Mochnacz underscored that tailoring recruitment strategies specifically for blue-collar workers holds the key to success.

“Not everyone is suited for a college education,” he affirmed. “Trade schools and apprenticeship programs might offer a more effective and productive path for certain individuals. It’s essential to celebrate and support these alternatives, and develop HR systems that enable individuals to thrive in trade industries.”

Processes for Onboarding and Training Simplified

Consider how simple it is for new employees to join your company. Every organization is seeking for applicants who can hit the ground running. However, most new recruits need several weeks or even months to attain their full potential. That may appear to be a lengthy period for onboarding and training, but it is acceptable in complicated environments and when individuals are expected to relocate to new homes and jobs.

A similar lag might occur when corporations seek to relocate their office and ask existing staff to relocate. Because of the disturbances generated by the transfer, even the most prolific and highly competent people may find it difficult to work at the same pace.

HR departments can save time by streamlining and optimizing their onboarding and training procedures. Some of these duties may require in-person completion, but others can be presented through an employee self-service portal that addresses many of the questions that new workers have. Employee training is no exception. Separating the pieces that must be delivered in person from those that may be prepared online simplifies and shortens the procedure.

Improved Communication Channels

How successfully does your HR department communicate? Most human resource specialists are natural communicators. However, communication between them and other departments or applicants may occasionally break down. Queries go unanswered, and questions go unanswered.

Give your team access to more effective communication channels to reduce communication failures, especially between HR and non-office-based team members. This might be as simple as creating WhatsApp groups for small businesses. However, for most businesses, improving communication channels entails offering access to full collaboration platforms such as Slack and others.

Remember that communication works best when it is two-way, and give your HR team members a say in the communication channels they use. This will increase involvement and avoid communication hurdles from arising.

Final Thoughts

HR teams that are effective make a significant contribution to the company’s overall business goals. They are in charge of identifying, developing, and maintaining critical personnel, helping the company to grow and fulfill its objectives even in a difficult labor market. Consider streamlining your HR professionals’ procedures by embracing digital technologies and building effective communication channels both internally and externally to assist them perform as efficiently as possible. The results will be reflected in your company’s bottom line.

Best Recruitment Software for  Hiring Blue Collar Workers

There are many great recruitment software solutions available for hiring blue collar workers. Here are a few of the best:

• Workable: Workable is a cloud-based applicant tracking system (ATS) that is easy to use and affordable. It offers a variety of features that are specifically designed for hiring blue collar workers, such as the ability to post jobs on niche job boards, create custom job descriptions, and screen candidates based on skills and experience.
   
• Recruitee: Recruitee is another cloud-based ATS that is well-suited for hiring blue collar workers. It offers a variety of features that are specifically designed for this type of hiring, such as the ability to create video interviews, track candidate progress, and send automated reminders.
   
• JobDiva: JobDiva is a more robust ATS solution that is designed for larger organizations. It offers a wide range of features, including applicant tracking, candidate sourcing, and onboarding. JobDiva also has a specific focus on blue collar recruiting, with features such as the ability to create custom job boards and track candidate skills and experience.
   
• Brass Ring: Brass Ring is another enterprise-level ATS solution that offers a variety of features for hiring blue collar workers. These features include the ability to post jobs on niche job boards, create custom job descriptions, and screen candidates based on skills and experience. Brass Ring also offers a variety of integrations with other systems, such as payroll and benefits administration.
   
• Jobvite: Jobvite is a cloud-based ATS solution that is designed for mid-sized to large organizations. It offers a variety of features for hiring blue collar workers, including the ability to post jobs on niche job boards, create custom job descriptions, and screen candidates based on skills and experience. Jobvite also offers a variety of integrations with other systems, such as payroll and benefits administration.
   

When choosing a recruitment software solution for hiring blue collar workers, it is important to consider the following factors:

• The size of your organization: If you are a small organization, you may not need a large, enterprise-level ATS solution. A cloud-based ATS solution may be a better fit for your needs.
• The types of blue collar jobs you are hiring for: Some ATS solutions are better suited for certain types of blue collar jobs than others. For example, if you are hiring for construction jobs, you will need an ATS solution that offers features for posting jobs on niche job boards and screening candidates based on skills and experience.
• Your budget: ATS solutions can range in price from a few hundred dollars per month to several thousand dollars per month. It is important to choose a solution that fits within your budget.

Once you have considered these factors, you can start comparing different ATS solutions to find the best one for your needs. It is important to get demos from different solutions and talk to other users to get their feedback before making a decision.