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. Then it is about technology. However, with technological advancements in recruitment almost entirely catering to white-collar industry needs.
Recruitment for Blue-Collar
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 browsing a Blue-Collar Talent Pool.
Due to the reliance on a physical platform. Companies source their manpower through more conventional methods such as agencies and referrals.
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 blue-collar Recruitment drives they usually opt for walk-in-interviews. Which tend to be more time-consuming. 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 for Recruitments
During a Blue-Collar Recruitment 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, in 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 even Facebook! Now consider one dedicated to sourcing a Blue-Collar 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 are not just pointing out the problem – we are ready to be part of the solution.