While media reports in recent months have focused on large layoffs in the technology sector, these reports mask the realities of employee shortages in other industries. In fact, worker availability varies significantly across the country with some states being impacted more heavily than others.
Companies employing blue collar workers find themselves in a tougher position than companies in many other industries.
Writing for MoneyWise, Amy Legate-Wolfe reports that: “The pandemic led to millions in layoffs for those in traditionally blue-collar sectors, like mining, hospitality, manufacturing, and transportation.”
Those in these and other industries that rely on skilled tradespeople are feeling the pinch. Not only do they struggle to find and attract employees, they struggle to retain them. With so many opportunities available, employees have more options than ever before when it comes to finding a job. To keep them, companies need to ensure that they are providing an environment that is supportive not only in terms of pay and benefits, but also in terms of learning and development opportunities, recognition and flexibility.
One opportunity that employers in blue collar and other industries have for finding skilled talent is second-chance hiring. Second-chance hiring represents an emerging focus on the opportunities that those with criminal records represent for employers of all kinds.
Rather than discount these workers or fall prey to misconceptions and stigma, employers have an opportunity to make a positive impact not only for these employees, but for their communities as well.
Societal impact is at the heart of Gojob’s work. Gojob is committed to the recruitment and training of people who are far from employment. That includes employees with criminal histories. Everyone deserves a second chance and Gojob is helping job seekers get just that by using advanced digital technology to connect individuals and organizations in Georgia, Kentucky, and Tennessee.
But it's not just employees that benefit from second-chance hiring. Employers benefit as well.
Employers can definitely benefit from second-chance hiring, but one important step they need to take is to review their hiring policies to ensure they’re casting a wide enough net when considering potential employees. They do this through adjudication—the process of reviewing hiring criteria to make sure that it is appropriate and relevant, and that they are not unnecessarily weeding out candidates.
Gojob worked with one client, for example, to review and revise their background adjudication matrix. Through many discussions focusing on understanding the “why” behind their criteria, the company was able to amend their criteria to open up a broader pool of potential candidates.
This company increased its applicants by 34% and increased headcount by 33. But the benefits they realized extended beyond simply getting candidates on board. Once on board, the company realized a decrease in turnover of 33% and has been able to achieve a net promoter score (employee response to the question of “would you recommend us as a good place to work”) of 71%, reflecting a strong culture.
The stigma that has been historically connected to people with criminal records has limited opportunities for both potential employees and employers for too long. Through a focus on adjusting adjudication criteria appropriately, companies can reap the rewards of a motivated pool of talent to add to their workforce.
Gojob can help. Learn more.