Blue-Collar Employee Screening Process Outline

Minimize costly turnover and make a better connection with candidates by improving your employee screening process. From applicant intake to interviewing and selection, here's what you need to know.

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.

Screening Process Outline

With the current labor shortage gripping the United States, the search for exceptional talent has never been more difficult. Finding the right employees for your construction, manufacturing, landscaping, distribution, or other distributed workforce can feel like searching for a needle in a haystack. That's why having a screening process outline can give you the upper hand in the battle for top-tier talent!

So, what is a screening process in recruitment?

It's how you separate the wheat from the chaff when it comes to job applicants. It's the roadmap that guides you through the labyrinth of resumes, interviews, and assessments so that you can confidently invest your time, energy, and resources into candidates who truly have what it takes to shine in the blue-collar world.

At a time when the labor market is more competitive than ever, we understand what you face as an employer:

You're desperate for skilled workers who can swing a hammer with precision, maneuver heavy machinery with finesse, and tackle challenges with unwavering grit…

But how can you efficiently navigate this recruitment minefield without compromising on quality?

This is where the applicant screening and selection process steps onto the stage. It's not just about checking boxes or ticking off a list of qualifications. It's about assembling a team that will help your blue-collar empire thrive, ensuring that every weld, every pour, and every shift is executed with excellence.

Below we'll unveil the methods, strategies, and insights that will empower you to conquer the challenges of candidate screening.

From initial screenings that filter out the tire kickers to evaluating candidates who can weather the toughest of job sites — we'll equip you with the knowledge and tools to overcome the labor shortage hurdles. Here is your ultimate screening process outline:

What Is Candidate Screening

In the blue-collar world, where every hire is critical and the labor shortage looms large, candidate screening is your ticket to assembling a top-notch team. But what exactly is candidate screening?

Candidate screening is the rigorous process of evaluating applicants to determine their suitability for a role. It goes beyond a mere glance at resumes and applications.

There are various types of screening processes and techniques in HR that you can employ. From skills assessments to behavioral interviews, these methods allow you to dig deeper, uncovering the true potential of each candidate. And we'll explore all of this in detail below.

Just know that, amidst the challenges of a labor shortage, candidate screening becomes even more critical. With the right screening techniques in place, you can navigate the talent pool with confidence and build a team that works as hard as you do.

Why Is Candidate Screening Important?

So why is candidate screening important in the blue collar world? Because finding the right individuals to join your workforce is as important as using the right tool for the job.

Screening allows you to assess the qualifications, experience, and ability of each candidate in a systematic way. It's what ensures that every person who joins your team is capable of driving productivity, safety, and excellence on the job site.

Candidate screening in recruitment is important because it helps with:

Minimizing Costly Turnover

Employee turnover is like a wrecking ball to your bottom line. It's disruptive and can cost you anywhere from 20% and 250+% of that departing employee's annual salary.

By investing time in thorough screening, you can identify candidates who are not only skilled but also align with your company's values and work culture. This reduces turnover — saving you time, money, and headaches.

Ensuring the Right Skills

In the trades, experience, and qualifications are the cornerstones of quality. And not having the right skills could mean the difference between getting the job done safely and correctly — or not.

Screening allows you to evaluate each candidate's skill set so that you're confident in their abilities before they ever set foot on your job sites.

Building a Safe Work Environment

By screening applicants, you can gauge their understanding of safety protocols, their commitment to following procedures, and their track record in maintaining a safe work environment. This helps protect your workers, prevent accidents, and keep your projects on track.

Fostering Team Dynamics

Teamwork is the glue that holds it all together in the trades. Through candidate screening, you can identify individuals who not only have the skills but also fit seamlessly into your team. You want workers who can communicate effectively, collaborate effortlessly, and support one another.

Boosting Productivity

By carefully screening candidates, you can assemble a team of skilled individuals who can hit the ground running. They know the tricks of the trade, they understand the demands of the job, and they bring a work ethic that's second to none. This translates into increased productivity and smoother operations.

Resume Screening

Life moves quickly in the trades. That's why resume screening is so important. It allows you to quickly identify the best candidates for the job and move them through your onboarding process fast.

When reviewing resumes, focus on key elements that matter most in the blue-collar world:

  • Relevant industry experience
  • Certifications and training
  • Safety compliance knowledge
  • Physical abilities
  • Highlighted achievements
  • Commitment to continued learning

All of these demonstrate a candidate's ability to excel in your given trade.

To expedite the process, technology can be your ally. Automated candidate screening tools can quickly scan and analyze resumes, highlighting the most qualified candidates based on predefined criteria.

Think of it like a hiring assistant that stacks the deck with all aces on top. This automation saves time, allowing you to focus on only the most promising applicants.

Methods For Screening Candidates

Hiring the right candidate doesn't start and end with resume screening. The process of screening candidates is like a finely tuned machine. It's all about finding the perfect fit for your team, someone who can handle the challenges and excel in the demanding environment. It involves several steps and methods.

So, how do you go about it? Here are the 4 best methods for screening candidates:

1. Pre-Screening Process

Before you even dive into the selection process, you want to make sure that your candidate pool is made up of quality individuals. The pre-screening process is when you sift through the applications, separating the promising from the rest.

It might involve reviewing resumes or leveraging automated screening tools to quickly identify those who meet your basic qualifications.

2. Applicant Screening Process

Once you've narrowed down the pool, the applicant screening process is where you assess each candidate's potential in more detail. Review their applications, looking for a match between their skills and the job requirements.

Consider their work history, achievements, and certifications to gauge their suitability. For some companies, this might also involve a brief phone interview or a questionnaire to get a deeper understanding of the applicant.

3. Screening Interviews

What is a screening interview? It's a chance to get to know the candidates on a deeper level by meeting to assess their communication skills, problem-solving abilities, and cultural fit within your team. It's also an opportunity to discuss the details of the job and provide more context about your team and company culture.

4. Aptitude and Skills Tests

Evaluating a candidate's technical proficiency and problem-solving skills in a hands-on way are a must in manufacturing, construction, and other blue-collar fields. Aptitude and skills tests give you a clear picture of how well the candidate performs in a given task.

Selection Process Steps

Now that you've screened a pool of potential candidates for your team, it's time to navigate the selection process. This is where you'll make the final decision on who joins your crew.

Here are 8 selection process steps to help you choose the right fit:

  1. Define Your Criteria: Start by outlining the qualities, skills, and experience you're looking for. Think about the specific traits that will make someone thrive in your blue-collar environment.
  2. Screen, Screen, Screen: Take a closer look at the resumes and applications that made the cut. Look for relevant industry experience, certifications, and standout achievements that catch your eye.
  3. Connect with Candidates: Get to know them better through screening interviews. Ask about their work ethic, problem-solving skills, and how they handle challenges. This step helps you gauge their potential fit within your team.
  4. Test Their Skills: Consider practical skills assessments to see if candidates can walk the walk. Let them demonstrate their abilities, whether it's welding, operating heavy machinery, or mastering a specific trade.
  5. Get Input from the Crew: Involve key team members or supervisors in the decision-making process. They'll provide valuable insights and perspectives to help you make a well-rounded evaluation.
  6. Evaluate Cultural Fit: Think about how candidates align with your company's values and work ethic. Will they mesh well with your existing crew? This is crucial for creating a harmonious work environment.
  7. HR's Role: In the larger recruitment and selection process in HR, ensure compliance with legal requirements and equal opportunity practices. Document your process so anyone in the HR department has an example to follow in future hiring endeavors.
  8. Make Your Move: Once you've weighed all the factors, it's time to make your decision. Communicate your choice to the selected candidate and keep the lines of communication open.

Remember, the recruitment and selection process in HR is your chance to handpick the best of the best. So don't let manual tasks bog you down. Streamline your hiring process with Team Engine, the software solution for contractors and other skilled trades that automates posting jobs, sifting through resumes, pre-screening candidates, scheduling interviews, and more. Try a risk-free trial of Team Engine today and build your blue-collar dream team effortlessly.

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