How to Recruit Blue Collar Workers

Reach your target employee demographic with texting tools and automated communication designed for companies with a distributed workforce.

Hire Faster & Retain Employees Longer

To win the war on talent, you need a lightning-fast hiring process and a fail-proof system for consistent communication with candidates and employees alike. Team Engine helps you attract more applicants, hire them quicker and—crucially—keep them engaged throughout their tenure.

Find and hire great people

Automate the redundant tasks in your hiring process so you can add value where it matters most.

Motivate and retain quality employees

Get new hires off to a good start with structured one-on-ones and the opportunity to give feedback on the experience.

Execute and continuously improve

Build connectedness across your company to get work done, create efficient processes, and nurture a culture of growth and development.

Capture More Business & Avoid Costly Turnover

Turnover is expensive, decreases productivity, and even leads to loss of business due to capacity. Curb those turnover costs and improve employee retention with Team Engine.

Centralized Recruiting Hub

Accelerate Time-to-Hire

More Engaged Staff

Improve Employee Communication

Inefficient Processes & Poor Communication are Degrading Your Employee Experience

Everyday we talk to companies who are wasting thousands of dollars on job boards, when they could be sourcing more broadly to find the right people; hiring more quickly to beat their competition; and onboarding new hires more effectively. With Team Engine, you can deliver a more engaging experience—beginning to end—for your most valuable company asset.

Trusted by

33% of employees point to a lack of up-front communication as having the most negative impact on employee morale.

Give your workforce a direct line of communication with leadership that makes it comfortable and easy for them to ask questions. Keep your staff informed (without burdening managers) using Team Engine’s text & email automations.

1 in 3 people check their text notifications within 1 minute.

It’s a lose-lose situation when you work hard to keep your employees involved and informed, but they never see or respond to the messages. Team Engine makes it easy to reach the right people at the right time on the right channel to make sure no one ever misses an announcement again.

96% of job applicants opt in to text message communication.

Team Engine has texting built-in throughout your interactions with applicants, employees, or referrals. You don’t have to use your own cell phone and everyone on the leadership team can see the communication in one place.

Employee turnover costs between $4,00 - $6,000 per employee.

Most attrition occurs within the first 30-90 days, so it’s critical to get employees off to a good start. Team Engine’s built-in automations make personalizing every employee’s onboarding experience a breeze.

Built to Manage an On-The-Go Workforce

Whether you have an HR Department Of One handling all the functions of employees’ tenure, or you’re managing HR teams across multiple locations, or you fall somewhere between—Team Engine was built to help companies just like yours build a distributed, deskless workforce that stays for the long term.

Blue Collar Recruitment

Blue-collar recruitment is a whole different ball game from its white-collar cousin. You have to get into the heads of those tough-as-nails folks who aren't afraid to roll up their sleeves. They're the ones keeping things moving in places like construction sites, manufacturing floors, and landscaping projects.

When it comes to the blue-collar recruitment process, it's more than just posting a job ad and sifting through resumes. You’re finding that perfect match, someone who doesn't just have the right skills, but also the right attitude. A good blue-collar recruiter knows this. They're not just finding workers — they're finding the right fit for the team.

In industries where the workforce is more likely to wield a hammer than a keyboard, understanding the ins and outs of blue-collar recruiting is a must. You have to seek out those people who have what it takes to handle the physical and technical demands of the job and who aren’t afraid of hard work.

The bottom line? Blue-collar recruitment comes down to understanding and appreciating the differences between white-collar and blue-collar personalities and roles. And this starts with acknowledging the massive value of the blue-collar workforce and making sure they're given the opportunities they deserve. By exploring these differences, we can help build a robust and successful workforce that keeps our economy running strong.

Blue Collar vs. White Collar

Let's dive a bit deeper into the "blue collar vs. white collar" debate. A blue-collar worker, by definition, is typically someone who does manual labor. Think of a construction worker balancing on scaffolding or a mechanic covered in grease. These are classic blue-collar worker examples. They're the doers, the makers, the builders.

On the flip side, the white-collar meaning refers to professionals who usually work in an office environment. Picture lawyers debating in courtrooms or accountants crunching numbers behind a desk. While their work is less physical, it's equally critical.

The blue collar vs. white collar comparison doesn’t mean one is better than the other… We have to recognize the unique skills and contributions of each. After all, it takes all kinds to keep the world spinning. Whether it's the sweat of a landscaper or the strategic thinking of a financial analyst, every role has its value and its place.

How To Recruit Blue Collar Workers

When it comes to finding blue-collar workers, it's not as simple as posting a job ad and waiting for the resumes to roll in. Thanks to the skilled labor shortage, blue-collar recruiting requires a knack for spotting talent in places others might overlook.

First, you've got to know where to find blue-collar workers. Think job fairs, trade schools, and online platforms that cater to the blue-collar crowd. You've got to go where they are, not where you wish they'd be. And yes, this might even mean ethically poaching top talent from your competition.

Next, consider how to improve the recruitment process. Think about what these workers value (job security, fair pay, opportunities for growth, etc.) and make sure your job postings highlight these perks.

Recruiting blue-collar workers is a bit like mining for diamonds. It requires a keen eye, a bit of patience, and the knowledge that the effort is well worth it when you uncover that hidden gem.

How To Market To Blue Collar Workers

The blue-collar crowd isn't wooed by flashy job titles. Fancy office perks don't hurt, but these employees are after the stuff that really matters…

What is that stuff? You have to dig into blue-collar motivation; these workers are often driven by tangible results, a fair wage, and the satisfaction of a job well done. They want to see the fruits of their labor and know their hard work is valued.

So when you're marketing to blue-collar workers, you've got to speak their language. Highlight the benefits for blue-collar workers in your job postings:

  • Competitive pay
  • Solid benefits
  • Opportunities for growth and skill development
  • Great working environment
  • Track record of safety and job security
  • Rewards for a job well done

These are the things that will get their attention.

Answer the question: what do blue-collar workers want? They want respect, stability, and the chance to make a meaningful contribution. Show them that your company can offer this, and you'll be well on your way to attracting top blue-collar talent.

After all, it's not just about selling a job — you're presenting an opportunity.

How To Retain Blue Collar Employees

Once you've put in the effort to recruit and hire, you're probably wondering how to retain blue-collar employees.

Engagement is key. Find ways to make your blue-collar workers feel valued and involved. Regular feedback sessions, recognition for their contributions, or even company-wide events that build team spirit can go a long way.

Invest in a solid training program for your blue-collar workers, tailored to their specific roles and needs. This might include:

  • On-the-job training
  • Cross-training
  • Special certifications
  • Regular refresher courses on key processes and procedures

The training topics for blue-collar workers should be relevant, practical, and aimed at helping them excel at your company and even in future roles. Not only will this improve their skills and productivity, but it also shows them you're invested in their growth.

Finally, don't forget about the basics; offer competitive pay, benefits, and other perks like flexible scheduling that meet the needs of your blue-collar workers.

HR Recruitment Software

Skilled trades businesses are incredibly fast-paced. There are always new projects, deadlines to meet, and workers needed. That's why there's no time to get bogged down in manual tasks…

Team Engine is an HR recruitment software built for this kind of pace. Our platform automates many of the tedious tasks associated with recruiting; job postings, interview scheduling, background checks, and much more. Plus we make it easy for blue-collar businesses to track and optimize their hiring progress with detailed analytics.

But where do blue-collar recruitment agencies fit into this? Glad you asked! Whether you're a staffing agency, a recruiting firm, or an employer looking to fill blue-collar positions quickly and efficiently, Team Engine is designed to help you streamline operations, which means less time on admin and more time connecting with potential candidates. Click here to explore how you can let the software do the hard work for you.

If you’re committed to providing a better, more engaging employee experience, Team Engine makes it possible.