Contrary to traditional wisdom, demand for blue-collar jobs are on the rise. Although it is true that there are fewer manufacturing jobs than they were decades ago, surprisingly this sector is here to stay. According to the reports of the Bureau of Labour Statistics, between 2016 – 2026, the need for pipe lifters, plumbers and steam lifters are estimated to rise by 16%, while for ironworkers by 13%. All these are some of the faster-than-average progress rates. Our society, however, continues to place immense emphasis on white-collar career advancement in various stages of skills development. Due to this higher rate of competition between the white-collar and blue-collar job seekers, how does an organization recruit those working on the ground?
Over the last years, employees have been behaving like consumers when deciding to join or stay with an employer. In certain organizations, employees prefer working for an employer who maintains their own value system and a concrete track record of living by them. Thus, having a proper employer brand requires a better perspective of your employees that will help you become an employer of choice in the long run. Regardless of how menial the tasks are, when you recognize and acknowledge your employees’ efforts, it makes them feel valued and appreciated.
To a truck driver or a construction site worker, the intention or motive of pursuing a job could differ from one another. To one, it could be the sheer interest of working in the automobile sector but to another, it could be a necessity. With such a heavy thirst for jobs majorly among the blue collared workers today, what does an organization do to ensure a healthy employer branding? The answer lies in being unique and faithful towards your employees’ needs.
Effective communication needs to be carried out when hiring a new employee. Questions pertaining to overtime, work schedules, and communication channels should be stated beforehand. This is because communications run parallel, and so employees should feel like their thoughts are clearly heard. Allow flexibility and offer wage elevation. This will ensure that people working on the ground have the best in industry salary and advantages. Further, providing them on-the-job training makes it possible for them to obtain expensive credentials necessary to become a more highly paid commercial driver. In India, Uber is doing a decent job in starting up an economic opportunity for its drivers, whereupon enrolment the serviceman either drives themselves or recruits others to drive for them. Uber’s app also offers flexibility to the veteran drivers to be at-service, online or offline while on the duty, whereas for the joiner’s the off-duty mode solely remains at their disposal.
Employee engagement is another factor that helps in empowering their objectives. This means giving them a to-do list apart from just their salary. Setting up offsite tours, reinforcing company goals through motivational emails, and giving them an opportunity to lead are some of the aspects an organization needs to abide by. Thus, simply believing in employer branding isn’t enough. By expressing gratification on a regular basis, you make their hard-core manual labour more rewarding. Also, celebrating their small achievements gives them a feeling of a job well done, especially when it comes down to the labor-intensive tasks. With a high bandwidth of blue-collar workers, a company needs to effectively deliver both positive feedback as well as tangible rewards. By striking the right amount of balance through training and reward mechanisms will help your organization flourish and etch the title for being the best employer brand for blue-collared employees.