The labor shortage in Germany is no longer a secret, and the blue collar sector is particularly hard affected. Companies in these sectors are desperately looking for staff. However, targeted blue collar recruiting in key sectors such as construction, manufacturing, transportation, warehousing, the hotel and catering industry and the skilled trades is failing due to a lack of available workers. The solution: Europe-wide recruiting, adapted to the market and the needs of jobseekers, opens up unlimited new potential.
The definition of blue collar lies in the translation itself: Blue collar refers to the blue work clothes worn by so-called “blue collar workers”, typically worn by physically active workers in the USA. Blue collar workers often perform manual or technical jobs that require physical dexterity and practical experience. In contrast to blue collar, white collar occupations are typically office or administrative jobs involving mental or clerical work.
A new forsa study from 2023 shows that the labor shortage in blue collar recruiting is not just a buzzword among much-discussed topics in the HR world, but a clear reality. Around 95 percent of the companies surveyed from the service sector, 94 percent from industry and 88 percent from retail stated that they have problems filling open jobs in this area. The importance of the blue collar sector in terms of the labor market can therefore no longer be denied.
The Federal Ministry of Labor and Social Affairs has also integrated this development into its strategy for attracting skilled workers and employees: In order to keep the social system functional in the long term, a modern immigration policy and sustainable labor market integration is considered one of the five most important fields of action to support the skilled labor strategy of German companies.
The search for blue-collar and white-collar workers outside the German market is therefore no longer just an exciting idea – it is already being promoted by the state and given special support within the EU.
Blue collar jobs have different requirements than less physically demanding jobs. As an employer, it is therefore essential to take the individual needs of jobseekers into account during the recruitment process.
According to the forsa study mentioned above, bureaucratic hurdles in the application process are the biggest obstacle to successful recruitment: 45 percent of jobseekers prefer a mobile application, 20 percent a one-click application and 35 percent do not want a cover letter.
In order to gain an advantage in the highly competitive market of blue collar jobs, companies can derive clear strategies for action in their search for suitable employees from these findings:
According to the forsa study, a complete application portfolio is important for 56 percent of HR managers, and a complete CV for 85 percent. Companies that focus instead on good pre-qualification and then on direct communication with the applicant therefore still have a clear advantage in blue collar recruiting.
Successful recruitment is only sustainable and productive if the newly hired employees remain with the company in the long term. Here, too, companies can gain an advantage over their competitors from the outset by taking their future employees’ expectations of working conditions into account as far as possible.
A high level of job security plays an important role for 74 percent of all respondents in the forsa study. This factor is particularly crucial for companies that want to take advantage of the Europe-wide market of available workers in blue collar recruiting: workers who relocate across borders for a new job appreciate a stable and secure working environment.
The desire for a higher salary among 71 percent of respondents and for punctual payment among 70 percent of respondents also show the considerable importance of monetary incentives. According to the forsa study, clear, binding structures are easy for companies to implement, but are not a matter of course for blue collar workers. With a competitive salary, employers can create a further motivator for employees at home and abroad to change jobs.
The high importance of an attractive location for 69 percent of all respondents in turn opens up potential on the European market. Jobseekers from abroad are less tied to a social environment in Germany and are therefore more flexible in terms of where they work. Companies in rural areas in particular can benefit from this in blue collar recruiting.
Companies have various levers at their disposal to increase employee satisfaction. These can be actively communicated during the blue collar recruitment process so that potential employees from the blue collar sector become aware of the position.
The tight labor market in the blue collar sector requires companies to be more flexible and open. Those who are prepared to look outside their usual environment and respond to the needs of potential applicants in the application process and working environment have a good chance of positioning themselves as an attractive employer for qualified and motivated specialists and employees.
With JOBSMART you can now find blue collar workers throughout the EU! Good pre-qualification and an easy-to-use app with real-time translation ensure an uncomplicated application process. You will also receive weekly updates and valuable support on the topic of EU workers in Germany – in the JOBSMART blog!
