As more and more students consider a job in the skilled trades or forego higher education to enter the workforce, the blue-collar business sector is currently experiencing a resurgence. In a recent survey, 90% of blue-collar respondents reported being proud of the work that they do, and many of those polled believe the COVID-19 pandemic changed the view of blue-collar workers.
Yet, there remains a struggle among businesses that hire blue-collar workers to find and retain a workforce. Jason Lamonica, founder and partner at Spec on the Job, understands the struggle to employ blue-collar workers. While there exist a number of tools and recruitment firms for white-collar positions, blue-collar workers are often left to their own devices.
Lamonica feels that the narrative surrounding blue-collar work needs to be changed in order to help the hiring struggle businesses face. “There is a stereotype that comes to mind when we think about blue-collar workers,” he explains. “Many people perceive these workers as inferior to white-collar workers because, as we know, white-collar positions require more education, so we tend to view those individuals as more intelligent — even though we know there are many different levels and types of intelligence.”
By tapping into exactly what these specific workers are looking for out of an employer and speaking to their needs, businesses that employ blue-collar workers can find the best of the best and keep them on their team — happy and productive.
Attracting workers
Blue-collar workers may be seeking something different from their jobs than white-collar workers. Many are looking for specific shifts to fit their lifestyle, a job that speaks directly to their specific skills, or, in the case of more unskilled labor, something that offers a living wage and perhaps health benefits. Businesses should know who their workers are and what they need to do to attract them to jobs.
One of the biggest aspects that workers are looking for in 2023 is flexibility. Covid threw every industry for a loop, but especially essential blue-collar workers who kept working through every shutdown, quarantine, variant, and supply chain issue. These workers also realized the importance of family and time, and now that we are in a labor-positive market, the more stringent workdays of old are quickly becoming outdated.
As a result, workers who are unhappy with what one company is offering in terms of flexibility can often easily jump ship and find a new job in short order. Businesses willing to pivot with changing times are going to be more apt to attract — and retain — happy employees.
Benefits and working conditions
Some jobs have rougher working conditions than others, but especially so for blue-collar industries. Toiling away in the hot sun on a construction site or getting dirty doing landscaping or garbage collection can be hard on the body and the spirit. As such, companies need to evaluate their working conditions and provide benefits that attract more workers to these industries.
Along with flexibility, blue-collar workers want to be recognized as not just a number or nameless drones. They want benefits that speak to their humanity and wellbeing, such as paid time off, robust healthcare, safe work sites and provided safety gear, and time to rest. While it can be difficult — if not impossible — to offer remote work for the majority of blue-collar positions, there are perks and benefits that blue-collar employers can offer to entice workers and keep them happy.
“Businesses can offer special perks to their employees, such as flexible schedules that allow them to stagger start times, which could help reduce absences,” Lamonica offers. “Other perks could include longer lunch hours, improvements to break areas and vending machines, posting weekly schedules well in advance, four-day workweeks, and offering a profit-sharing plan or other equitable compensation that will allow the employees to share in the company’s success.”
Breaking through the struggle
Blue-collar employers may struggle to shrug off the old hiring practices of the past. There have been times in history when workers were plentiful and many employers simply wanted a warm body — especially for positions that were considered unskilled.
The times, however, have since changed. Today’s labor force has more choices and opportunities to pick and choose from employers than ever before.
In light of this, blue-collar employers need to get creative to enter this new world of hiring. “Providing continuing education and extra training, acknowledging and rewarding employees, and networking with partner schools can help attract new workers just entering the workforce,” Lamonica suggests. At the end of the day, employees and potential employees want to feel more valued than they have in the past, and this is especially true within the blue-collar market.
As it stands, blue-collar work is currently in high demand. Workers now have their choice of employers, leaving more old-school companies that refuse to pivot to a more worker-centric approach out in the cold. Lamonica and other experts are positive about the changes and are helping companies better position themselves to hire well and retain a talented workforce long-term.
