6 Sourcing Tips to Manage the Blue-Collar Talent Shortage

Failure to have a sound sourcing strategy in place can lead to low productivity, reduced business competency, and an extension of project timelines which could collectively hurt bottom lines.

Various factors like lack of skills, and education, the unorganised nature of the workforce, and the migratory nature of labour make it hard for companies to find blue-collar workers.

There is a dearth of formal channels to source such workers that can enable recruiters to build a talent pipeline for various projects. Various sectors facing a manpower shortage as a result of the 2020 reverse migration thus need solid sourcing techniques.

Failure to do so can lead to low productivity, a loss in business competency, and an extension of project timelines which would collectively hurt bottom lines.

Here are some proven sourcing techniques for recruiters to consider when finding the right talent for their companies.

1. Analyse Job Requirements and Build Candidate Profiles

Before sourcing, it’s important to find the exact job requirements and create candidate profiles based on that.

For instance, figure out work hours required for the job, candidate qualifications needed, ideal job experience, and then create the profile. This can help widen the talent pool.

2. Re-Engage with Past Candidates

A good sourcing method is to use the past efforts in hiring, to search for candidates that the team has vetted and deemed qualified for the work. Engaging with archived candidates can be a great sourcing technique.

It can build the company’s employment brand and open doors to candidates suitable for future roles. How do engage such candidates?

  • Provide constructive feedback after interviews
  • Send messages or call them to notify about future recruitment drives

3. Leverage Employee Referrals

One of the age-old blue-collar recruitment sourcing methods is tapping into worker referrals. Employees’ networks and connections might provide a list of people suitable for many positions.

In India, workers from the same towns and villages migrate in droves to nearby cities in search of jobs. A hired employee will always know someone looking for employment during the offseason.

4. Expand Your Sourcing Channels

Recruiters need to broaden their search terms online to find hidden talent. While running searches on a search engine and social media, they must ensure that all possible keywords have been covered.

Apart from online searches, recruiters need to get creative when looking for blue-collar workers.

  • Where can a particular community of workers congregate in towns and villages?
  • Sourcing candidates at events could be a good technique. Industry-specific events can be a great place to start with.
  • Hosting events where people of desired skills might turn up.

5. Sourcing Candidates for Unavailable Roles

Proactivity is a necessary element in recruitment sourcing methods. It’s important to start early for the roles likely to open up in the future. This is done effectively by looking at business growth plans, overall vision, and cost strategies.

Recruiters will need to work with finance and HR to identify new skillsets required in the company. This is not only a great sourcing tip, but important in terms of the company’s training strategy. Such efforts will initiate dialogues around re-skilling or upskilling existing workers.

6. Personalise Job Outreach Messages

The use of vernacular languages is important in blue-collar talent sourcing in India. Personalisation is a critical sourcing technique, which can make candidates feel visible.

Recruiters need to lead with a unique subject lines, give a brief overview of the work, and explain to candidates how they could contribute to the company. Mentioning various benefits provided by the company can pique their interest too.

BetterPlace offers a state-of-the-art sourcing platform backed by a massive database of verified blue-collar workers. Companies can customise all the parameters of their searches such as location, skills, experience, age, etc., and also reach out to them with personalised messages. With highly customisable and simpler workflows, managers have complete visibility over the hiring funnels.

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