The Covid-19 pandemic put a spotlight on the valuable role that blue-collar workers play in the global economy. From manufacturing to transportation, to infrastructure, many working in blue-collar positions found themselves suddenly promoted to the status of “essential worker.” As a result, the blue-collar sector, like many other workspaces, experienced a transformation at the hands of the pandemic.
“Covid created a very high demand for blue collar-workers,” says Jason LaMonica, COO of Spec On The Job, a staffing company focused on serving blue-collar industries. “Pay rates were low leading into Covid, but the increased demand put a lot of power into the hands of the blue-collar workforce. They were able to drive the pay rates higher more quickly than ever before.”
Because of the high worker demand and better pay opportunities that resulted from Covid, blue-collar workers have the liberty to be more selective about the jobs they take. In addition, blue-collar workers are now quicker to leave a job if they become unhappy because they know more opportunities exist. As a result, staffing blue-collar positions has become considerably more challenging.
To increase their capabilities, many staffing professionals are turning to digital leadership. By leveraging digital tools to more efficiently and effectively achieve goals, these leaders are helping the world of blue-collar staffing evolve into the post-Covid era.
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Going digital to connect with blue-collar workers
Entering social media spaces is one of the first steps that staffers are taking to better connect with blue-collar workers.
“Social media is vital in the world of recruiting,” says Jason. “Everyone is tied to their phones more than ever, and social media apps have become tools for messaging as well as sharing information. If you want to reach candidates with your opportunities and connect with those who may qualify, you need to engage on social media.”
Once a connection is made, digital tools can be leveraged to make the hiring process more efficient and convenient. Rather than relying on in-person interviews, digital leaders are turning to online interviews to streamline the hiring process.
“Online interviews have become standard in today’s blue-collar staffing space,” Jason says. “Everyone is busy with gatherings, school, their current jobs, and more. Online interviews alleviate the pressure of trying to be in two places at once. They also make people more willing to explore a position that they are not initially certain they would want to accept.”
Staffing apps are used to bring many staffing functions together under one digital umbrella, allowing employers to post opportunities and connect with users who are interested. While they can make it easier to identify prospective employees, some professionals are not convinced that they are an upgrade to traditional ways of connecting.
“I, for one, am not a fan of the staffing app,” Jason says. “I think it can cause a disconnect and lead to candidates not showing up for positions because there was not a relationship built in the hiring process. In some ways, they make it too easy for someone to accept the position. My experience has been that it creates a false sense of security for the staffing provider and the company who is expecting to have a candidate whom they have never met show up and start a new position.”
When it comes to optimizing recruiting and hiring processes, digital surveys are powerful tools available to staffing professionals. They make it much easier for employers and staffers to get feedback from those who have gone through the process. Additionally, survey tools can allow organizations to achieve the levels of transparency that are needed to create a healthy workplace culture.
Staying appealing to blue-collar workers
Ultimately, it is the quality of the opportunity that will attract and retain blue-collar workers. While digital tools can make it easier to connect, they will not make it easier to sell candidates on jobs that are not desirable.
“Gone are the days when candidates were willing to come in and just work, regardless of the details,” Jason explains. “Now, they want to see where their career can take them, from day one to five years down the road. On top of that, offering benefits such as time off, health insurance, and a reasonable pay rate is essential. The key for employers looking to hire quality blue-collar workers in today’s world is to present candidates with a straightforward job and career path.”