Hiring adequate staff to deal with the high attrition rate is crucial to maintaining the day-to-day operations of the company, and this challenge is brought up repeatedly when we speak to industry experts: How can I deal with talent shortage? Every year, logistics and warehousing have to deal with peak season, which necessitates having a very different number of employees throughout the year. In order to provide you with immediate guidance on how to find more candidates for your open positions and – even more importantly – how to hire the right employees in the end, we want to take a closer look at blue-collar recruiting.
Hey Ki-Won, I really appreciate you taking the time out of your day. I am curious to learn more about blue-collar recruiting. You are employed by mobile jobs, a website for finding blue-collar jobs.
Blue Collar Talent Scouts-Interview Tips
Question 1: Tell me about yourself.
This question is an icebreaker because the best interviews turn into conversations. The best way to respond is to give a brief overview of your background. When we spoke, the applicant for the position of master electrician I was interviewing said,
After high school, I enlisted in the Army, and when I returned home, I went to work for my uncle, a master electrician. I learned how to be a professional in the army, and I learned how to be an electrician from my uncle. It’s been ten years since I started working as an electrician, and I enjoy it because every day is different. ”.
That response validated his knowledge, provided some insight into his background, and helped us connect because I had also served in the Army.
Question 2: Have you ever dealt with an equipment failure?
Every workplace has broken equipment, so employers want to hire personnel who can take charge of the situation quickly. Were you the person in charge of maintenance on the site, are you experienced in quickly assessing the situation?
I recently spoke with a candidate during an interview for a manufacturing position who was in charge of operating and maintaining a piece of equipment. Instead of whining about the need for new equipment or having to perform two roles when I questioned him about an equipment failure, he said,
“After my first year at work, I assumed responsibility for maintenance Although I don’t always enjoy doing it, the crew trusted me because I’m very good at it. One of the machines malfunctioned last week, and I quickly identified the problem. We didn’t lose too much time because I was able to complete the repair in about a half-hour. Everyone was still able to make it home on time because we achieved our daily objectives. ”.
Why Do Companies Need Another Recruiting Approach for the Blue-Collar Industry?
First off, I want to thank you for having me. At mobileJobs, we created a recruiting solution with a strict focus on the target demographic of blue-collar workers. Due to the target group’s differences and how they actually operate, this is crucial. Obviously, a truck driver is not using a computer, and this has a significant impact on how you behave in your own time. This results in a different technical recruiting approach, such as how proficient you are with using devices or how much experience you have with Microsoft office products
In addition to that, you have to carefully think about where you can meet them – what channels are they using to look for jobs? When you look at job platforms, like Linkedin, it’s not very surprising that a truck driver does not have a profile there. But when you go to Facebook or Instagram, there you have an excellent chance to get access to them.
To put it briefly, there is no such thing as a one-size-fits-all approach to recruitment for the various types of groups. And, to be completely honest, until 5-7 years ago, the blue-collar target group did not require this particular approach. Up until that point, your business was in a very comfortable position because there were enough applicants for your openings. But this changed, and I believe it happened a little bit too late for people to understand that and realize they needed different strategies.
make your first impression count
The maxim that you only get one chance to make a good first impression applies to all jobs, regardless of which one you’re applying for. And you do want to make a good first impression. That means presenting yourself professionally. Dress appropriately and mind your hygiene. When you first meet your interviewer, extend a handshake and be cordial and personable. Also, refrain from using foul language or slang, just in case it needs to be said. Despite the fact that you may be working in a casual environment, you are still introducing yourself as a potential employee. Employers are looking for dependable and respectful candidates, so how you speak and act matters.
FAQ
How do I prepare for a blue-collar interview?
Show the interviewer you’re serious about yourself and being successful. As a rule of thumb, choose smart-casual attire. Consider dressing in your best collared shirt and well-fitting jacket for men. Stylish dress shoes, a smart blouse, and pants or a calf-length skirt are appropriate choices for women.
What is the most common blue-collar job?
Welders, mechanics, electricians, and construction workers are a few of the most popular blue-collar occupations. Others may be more specialized and require more skills. Operators of nuclear power plants, power distributors, and power plants fall under this category.
Should you wear a suit to a blue-collar job interview?
While interviews for blue-collar jobs are less formal than those for corporate positions, we still advise dressing to impress. Although a suit is not required, we do advise wearing a nice pair of non-ripped jeans and a collared shirt. Pair your outfit with nice close-toed shoes.
How do you attract blue-collar workers?
Expand your outreachPost to niche job boards. You can target the right audience and cut down on irrelevant applications with the aid of niche job sites. Use referrals. Hire veterans. Revamp your apprenticeship programs. Promote the good aspects of blue collar jobs. Tailor evaluation methods. Be mobile-friendly.
