Since blue collar businesses have very little initial “glamour” in the eyes of potential job applicants; electronic ads and website postings may not yield all the raw material you need. As a matter of fact, while the headlines have continually touted high unemployment numbers for the last several years, most companies never been able to attain their sales staffing budgets.
How and where in the world will you find the right people to staff your selling machine? Obviously management must become more proactive and begin to think outside the box to complement what traditional recruiting practices bring to the table.
Out of curiosity I did some research by looking at the top 15 outside salespeople that work for an environmental services company where I used to be a sales coach. I was interested in determining what they did for a living before onboarding at this firm.
Three things jumped out at me as I uncovered the list of previous occupations:
- Over 50% had prior sales experience
- Over 50% worked in other blue collar fields
- 93% of these prior occupations are in regular contact with blue collar employees, like yours
I think this information could possibly be used by you to help find the caliber of people you are looking for and hopefully fit your company culture also.
Yes, it certainly does take time to drop by a manufactured home sales lot or stop and talk to a Schwan’s man to prospect for employment candidates, but I can’t imagine that activity taking any longer than you are probably spending now to continually chase internet ad suspects. And by the way, while you are out recruiting face-to-face, you also have an opportunity to expose your products and services to others!
I believe that having recruiting conversations with people currently working in a field not unlike yours that might be dissatisfied with their current situation, would be better candidates than a lot of the “Starvin Marvins” out there replying to your ads, many of which are currently unemployed.
Here are some resources/ideas to “help you help yourself” potentially recruit some additional sellers:
- Current Employees
Conduct a meeting with all your employees outlining the type of person, background, general job description, expectations, and realistic income potential for the salespeople you are looking for.
Start a referral program for your employees where you make it worth their while to help you recruit the type of folks you prefer. (Example: Offer $300 to be paid in 3 installments over 90 days to insure integrity into the incentive). If your employees wouldn’t feel comfortable inviting the individual to their home for dinner, they shouldn’t recommend them to you as a potential teammate.
Create a business card-size recruiting card and make sure all your employees have an adequate supply, and know who NOT to give them to.
- Chamber of Commerce/Industry association luncheons/gatherings
It would not be unusual for business people that you interact with through these organizations to be able to recommend good applicants they don’t have openings for, or who don’t fit their job profile, but may fit yours.
- Ex-military personnel
Ex-military people fit well in most blue collar businesses. They have a good work ethic, understand and respect authority, are normally well liked by the public, and like wearing uniforms. Find out the date for the next job fair on base and be there!
- Bulletin board postings
Develop a simple recruiting flyer and post them at community colleges, technical schools, churches, community centers, libraries, apartment complexes, etc.
- Examples of blue collar employees you might consider
- Vinyl siding salesmen
- HVAC sales employees
- Home improvement store associates
- Gutter salesmen
- Manufactured housing sales reps
- Security/fire protection systems sellers
- Fencing salesmen
- Lawn care/landscaping/sprinkler system sales
- Route sales (Schwan’s, Tom’s, etc.)
- Satellite TV salespeople
- Construction employees
- Retail store managers
All these professions, and others I’m sure that I failed to list, probably require similar skill sets and have similar hour and work demands as your business does. When your employees meet a sharp one, have them verify they might have some interest in a job change, and give them a recruiting card. Have them secure the individual’s contact info and conclude by telling them you can’t promise them anything by they should expect a short phone call from their manager.
I’m not dissing media recruiting, as I’m aware that when you are in a bad staffing posture, you need a quick influx of recruiting prospects. But face-to-face passive recruiting is very effective and allows you and your employees to first observe an individual prior to approaching him or her about a position at your organization. Additionally, this is a great way to maintain bench strength, even when you are fully staffed, with individuals interested in your business who might be willing to wait for an opening to join your sales staff.
The icing on the cake in this scenario is you will be able to manage your existing sales people more aggressively, since you won’t be as fearful of a turnover if you have some depth on the bench waiting to get into the game!
©2015 Robinson Training Solutions, LLC
