Reaching out to Blue Collar Workers
- Michael Deeb
- Jan 31, 2017
- 2 min read
If your outreach strategy is to send mass emails to a large candidate base, stop what you’re doing and read this!!!
According to recent studies found in this article – many of the candidates you are targeting for blue-collar positions do not have access to the internet, or do not use it.
If you’re only sending emails, you will never reach your target audience!
The number one way, statistically speaking, to reach out to and hear back from these ‘blue-collar’ workers is by texting.
It is arguably the most efficient method of communication in today’s world and this is especially true for people who are not sitting idly at a computer all day.
Additionally, refer to the below for some best practices, online resources, and tips for outreach to this target audience; be sure to check it out and let us know your thoughts or questions!
Blue Collar Hiring Tips and Resources
Here’s an article from ere.com sharing some of the best practices for hiring for Blue Collar roles:
Some helpful job boards/recruiting resources might be:
Workforce Commission:
Here is the one for Texas, try to identify the one for your state to find unemployed labor.
Trade Schools:
Do a Google Maps search of your area for any trade/technical schools; they normally have a career department that will send you resumes of job seekers for free.
Texting apps to reach a prospective candidate:
Textnow:
Textfree:
WhatsApp:
Facebook Messenger:
Viber:
Google Voice:
When you text, what do you say?
Here’s a blog post sharing some great ideas for texting success:
A simple text goes a long way. Like this one:
“Hi ____, I just reviewed your resume online, my client is interested in your background for a job opportunity in _____________. Please call me at 888-555-0123 when you have a moment to discuss.
-John Smith - Sourcing Ninja at NinjaTechSourcing
Do you know if you’ve actually sent the text to the right prospective candidate? Try this tool!
Spy Dialer:
Use this to discreetly listen to a person’s voicemail to verify the phone number; without notifying them!
About the author
Michael Deeb has been recruiting since 2011 with roots in the information technology recruiting arena and is currently working as a Sourcer for Insperity. He has recruited in multiple industries nationwide, and is an experience trainer of sourcing methods and tactics.
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