According to a study conducted by the Conference Board, the United States is facing a persistent shortage of blue-collar workers in the labor force, and this issue is expected to rumble on until at least 2030.
One of the factors contributing to the labor shortage is that millions of Baby Boomers have retired since the pandemic. Added to that, more young adults are opting to pursue a college education and, consequently, white-collar careers.
However, there's a solution. Community hiring opens up various opportunities for tackling the shortage of blue-collar workers. Connecting with local organizations dedicated to supporting marginalized communities allows companies to find job seekers who likely don't use common employment platforms.
So, what's the formula for building a successful community hiring plan and filling open positions?
With the labor market being so tight for entry-level and hourly positions, community organizations offer a way to source and provide coaching to retain talent that businesses cannot find on Indeed. But the first step in finding a community partner is identifying your business's core values and the causes you're passionate about.
For instance, if veterans hold a special place in your life, explore community organizations that specialize in supporting veterans. Perhaps you're dedicated to fostering the growth and development of young individuals. Look into opportunity youth programs. This targeted approach can ensure your community hiring strategy will align with your values and principles.
Second, look for community partners in a close radius. This is important as a nearby community organization is more likely to have a direct understanding of local issues, challenges and needs. Moreover, they can easily connect you with individuals from marginalized groups who are highly motivated to work but face barriers to entry, allowing you to tap into a diverse talent pool.
Finally, do your research. Knowing more about a community organization’s training programs can help you understand whether they'll meet your specific hiring demands. Suppose you have openings for warehouse jobs. In that case, a community training program that prioritizes practical skills would suffice. However, if you're looking for people with highly specialized manufacturing skills, you may need to explore community partners that offer more advanced resources. Alternatively, you can collaborate with them to develop new training opportunities.
Once you connect with community partners, regular engagement with them is vital for your hiring practices. It improves your recruitment outreach, making it easier to find untapped talent.
So keep open lines of communication with your community partners. This means regularly updating them on your organization's hiring needs and upcoming job openings. Scheduling in-person meetings or events helps build stronger relationships with community partners and establishes trust. Furthermore, newsletters can serve as a valuable tool to share stories about the positive impact of your community partnership and raise awareness.
As the partnership evolves, it becomes crucial to evaluate the effectiveness of your alliance and hiring efforts. Actively seek feedback and find areas of improvement so you can make necessary adjustments to optimize collaboration. Often, the most tedious, difficult part is the job application and retention feedback loop. But it's extremely important since community organizations need this data to maintain compliance with their government grants.
Admittedly, these practices can be time-intensive. The good news is that utilizing email updates shared online documents, and collaboration tools can facilitate efficient information sharing, increasing efficiency. It's also beneficial to leverage tools and software that automate certain process aspects. For instance, applicant tracking systems can assist in managing job postings and applicant data. Third-party technologies can also help notify your community partner of status updates along the way.
Some various conditions or barriers can significantly affect one's ability to secure and maintain employment. This may include inadequate housing, clothing, transportation, or childcare arrangements. To remedy these issues and optimize your community hiring initiatives, there are numerous solutions you can deploy.
For example, by avoiding last-minute interview requests, you can ensure candidates have time to prepare proper clothing or arrange for childcare. This can increase participation in the hiring process. You could also collaborate with community partners to set up transportation services or cover transportation costs to help job seekers get to interviews, educational programs, and the workplace.
With the retirement of senior workers and the differing employment preferences of the new generation, there are numerous reasons why the United States faces a persistent blue-collar labor shortage. However, prioritizing community hiring can enable companies to connect with hard-to-reach communities and access untapped talent pools. By creating an effective community hiring strategy, businesses can foster strong relationships with their communities, break barriers to employment and build the diverse workforce they need.