Recruitment is evolving with technology at a frenetic pace. Over the years, Managers have widely accepted that the crux of recruiting is more about the human element than it is about technology. However with technological advancements in recruitment almost entirely catering to white-collar industry needs.
Hiring: Blue and Grey Collars
What about the blue-collar industry?
Let’s explore some issues managers face with blue-collar hiring.
Lack of Access to Talent
With 27% of hires sourced from Career Sites and 18% from Job Boards, recruiters face difficulties when Hiring Blue and Grey Collars. Due to the reliance on a physical platform. Companies source their manpower through more conventional methods such as agencies, and word-of-mouth.
Lengthy Screening Procedures
In 2016, 56% of recruiters said that they can’t make good hires. Because of lengthy hiring procedures none so much truer than the case of labour hires. Whenever firms engage in Hiring Blue and Grey Collars drives they usually option for walk-in-interviews.
Background verification checks can also be lengthy considering the candidate is less likely to have an online presence, remain ‘under the radar’ and, in some cases, and not possess proper documentation.
Heavy Candidate Costs
During a Hiring Blue and Grey Collars drive, the costs incurred by the candidate during the process become a burden. Coming from financially strapped backgrounds, labour workers have to incur expenses such as transport, lodging and food from their own pocket.
This turn can cause talent to consider factors such as distance location and time. As deterring factors to consider in hiring drives causing companies to face a significant lack in the talent pool.
No Dedicated Platform
Name a conventional hiring portal. LinkedIn, Glassdoor even Facebook! Now consider one dedicated to Hiring Blue and Grey Collar’s candidate. It is no secret in the business world that the road to hiring labour, is a steep trek – especially when considering a digital answer. Companies resort to unconventional hiring methods because there remains an unfulfilled gap between the blue-collar worker and the recruiter.
Luckily, we (www.molazmat.com)are not just pointing out the problem, we are ready to be part of the solution.