Despite the impact of the COVID-19 pandemic and the Great Resignation on the nation's workforce, the US unemployment rate is slowing. With nearly 10 million job openings, but only 5.7 million reported unemployed workers, one would think finding a job or an employee wouldn't be so difficult. 

Furthermore, with blue-collar industries losing employees at an alarming rate, it's difficult for many in those industries to determine how to move forward. Despite the number of job openings, employers are slower to hire because they're unsure what the future entails. 

Leaders in the transportation, construction, and other blue-collar industrial sectors face a common challenge: finding reliable and skilled talent to fill their blue-collar job openings. "These industries rely heavily on their workforce," notes Jason LaMonica, COO of staffing company Spec on the Job. 

The success and efficiency of these industries rely heavily on the expertise and dedication of their workforce. However, recruiting and vetting qualified individuals for these roles can be a daunting task, particularly given the unique demands and skill requirements involved.

Challenges in hiring for blue-collar jobs

One of the primary challenges faced by leaders in the industrial, transportation, and manufacturing industries is the shortage of skilled labor. As the demand for blue-collar workers continues to rise, the supply of qualified candidates often struggles to keep pace. 

This shortage is caused by a number of factors, including an aging workforce, a lack of interest in pursuing blue-collar careers among younger generations, and a mismatch between the skills possessed by job seekers and the specific requirements of the industry. 

Another issue is that many companies simply don't understand their job market, as blue-collar workers do not search for jobs in the same way as other professions. Most white-collar candidates, for example, look for jobs on LinkedIn and similar social media outlets. Blue-collar employees, on the other hand, tend to find their jobs through more traditional means, such as word-of-mouth referrals or recruitment agencies. 

However, despite these differences, it is important to note that many blue-collar workers are looking for something that is a given for their white-collar counterparts: stability. "Truthfully, many people have the misconception that only white-collar jobs offer benefits and year-round salary," LaMonica shares. "It's important for industry leaders to think about these challenges and propose changes to attract and retain top talent."

Finding potential talent

Job-searching platforms like LinkedIn, Glassdoor, and Indeed are not the only avenues available for attracting new hires. In fact, in blue-collar industries like construction and manufacturing, these sites aren't ones candidates should be using when searching for new work opportunities. 

Specialized staffing companies leverage a variety of strategies to identify qualified candidates who possess the necessary skills and experience for open positions. By tapping into extensive networks, utilizing industry-specific platforms, and establishing partnerships with trade schools or training programs, these companies ensure a robust, ongoing pipeline of potential talent.

Additionally, staffing companies specializing in blue-collar fields often have an extensive database of pre-qualified candidates. Over time, these companies have built a network of individuals who have successfully passed their vetting process and have been deemed suitable for blue-collar positions. These databases allow for quick and efficient matching of candidates with job openings, reducing the time and effort required to identify potential talent.

Vetting potential candidates

"Staffing companies normally have an extensive pre-employment process to help blue-collar industries with their hiring needs," says LaMonica. 

Pre-employment screening plays a crucial role in the vetting process, including conducting thorough checks on a candidate's employment history, verifying their educational qualifications, and any relevant certifications or licenses. Specialized staffing companies also often use advanced screening techniques to identify any discrepancies or red flags in a candidate's background to ensure that candidates possess the necessary qualifications and credentials claimed in their résumés.

Background checks are another crucial part of the vetting process. These are conducted by specialized staffing companies to thoroughly evaluate a candidate's background, including their criminal history, driving record (if relevant), and any possible legal or disciplinary matters. 

Reference verification is another valuable tool for assessing a candidate's past performance and work ethic. Staffing companies typically reach out to references provided by the candidates, contacting previous employers, supervisors, or colleagues to gather insights into the candidate's skills, reliability, and ability to work within a team. 

These reference checks provide valuable information about a candidate's character, punctuality, and overall professionalism - something most hiring managers don't have the time to fully vet themselves. "Ultimately, the key to vetting blue-collar candidates is through a verified staffing company, since they help save business leaders both time and money," LaMonica affirms.

Staffing companies utilize various strategies to identify qualified candidates, from leveraging online job boards to industry-specific platforms, and partnerships with training programs. Their comprehensive vetting processes ensure that only the most suitable and reliable candidates are recommended to employers. 

Streamlining the hiring process and outsourcing through staffing companies helps provide industry leaders with access to a pool of qualified candidates. This, in turn, lets them focus more on their business's growth and bottom line.