How to Identify and Attract Exceptional Blue-Collar Candidates

As a recruiter, having a pool of qualified candidates you can offer jobs to is crucial to your business. However, finding new workers is an ongoing process and not an easy one.

Every time you go over a job ad and don’t know if you can forward it to someone or if you’re not getting enough applications, you’re missing out on an opportunity to earn money. Access a large pool of workers, and you’ll see major improvements in your career as a recruiter that will allow you to take your agency to a new level.

In this article, we will show you how to do just that – gather a sufficient number of workers that you can pitch jobs to at all times.


Job Boards and Career Sites


Job boards and career sites are great places for recruiters to look for blue-collar workers. Workers who are looking for international opportunities aren’t as active on social media and platforms such as LinkedIn, although there’s some merit in using these as well (we’ll cover it later in the article).

They mostly visit specialized sites that provide international working opportunities, such as Eurojobs. Such job boards and career sites allow them to apply to different jobs, upload their resumes, and wait for the right opportunity to come up.

This is where you come in. A majority of job boards and career websites allow recruiters to access the database that contains resumes.

Often, you need to pay access fees, but this will help you extend your network of people you can offer jobs to and ultimately help those people find the best possible opportunities. Depending on the website, recruiters can apply different search strategies to look for specific industries, skills, and experiences, which makes the search time-efficient.

Not as many blue-collar recruiters and recruitment companies are active on these websites, but they can really help you increase the pool of people and the chances of finding new candidates. Of course, the initial pool is smaller compared to some popular platforms, but with less competition, you really put yourself in a good position to build your brand and form relationships with job seekers.


LinkedIn Recruiter


Linkedin recruiter
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LinkedIn is too large a platform to overlook. Although it is ideal for IT experts, marketers, and other office workers, it isn’t a go-to platform for recruiters who work with international blue-collar workers.

Why is that the case? The reason is simple. Not a lot of blue-collar workers have LinkedIn profiles. The ones who do have profiles often have outdated information and not a lot of details in their bio and experiences that would help you locate them.

Still, there’s an argument to be made about searching for job seekers on LinkedIn. This is the biggest platform for networking and job search, and there are definitely job seekers you can approach here as well.

While LinkedIn allows you to find candidates with precision by exploring different keywords and trying out different searches, there is fierce competition among recruiters and headhunters. Depending on the niche you are in, you can determine if it is worth it to invest your time and resources in this platform.

One of the biggest benefits of LinkedIn is that it has a lot of passive talent. These are the people who are working and aren’t looking for other jobs, but who are open to new opportunities.


ATS (Applicant Tracking System)


ATS - applicant tracking system explained
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If you are a recruiter for a company, you are familiar with applicant tracking systems and how they work. The tracking system, or ATS, is software that recruiters and businesses use to structure, automate, and customize the hiring process.

With an ATS, you can quickly find candidates and automate some of the processes of recruitment that deal with candidate sourcing and management.

The ATS opens up an opportunity for recruiters to expand their search while also making the process easier. The people who have their resumes within the applicant tracking system have most likely already worked abroad before, and they are familiar with what they can expect.


Networking Events and Forums


A great way to expand the pool of blue-collar workers is to visit different networking events, job fairs, and forums. While it is always great to create a list of events you can visit in person where you can talk to people and see how you can help them get a job internationally, there are a fair share of online events as well.

These don’t have to be fully organized and planned gatherings where you need to sign up to go. For example, freelance recruiters often have limited budgets and resources to attend such events, but they can always join online groups and forums and provide value there.


Facebook Groups and Online Communities


There are a large number of Facebook groups in which people share jobs and look for workers. However, these groups don’t have to be on social networks – they can be forums and online communities as well. Finding such a group within your niche can result in you increasing your base of job seekers significantly.

However, seeing results from participating in these groups may take some time. One idea is for you to approach and send direct messages to job seekers, but it is much better to immerse yourself in the community first and provide value, share open jobs, and make yourself approachable.

Simple ways to provide value are to post, comment, and be actively engaged in what’s going on. This way, you can build trust with people, after which you can message them with your job offers.

This is much more effective than sending cold emails and adding people randomly without previous interaction or context. Look for these groups and forums elsewhere, provide value, and over time, people will start recognizing you as a recruiter they’d love to work with.




A lot of recruiters don’t use referrals. Referrals are one of the most underutilized tactics in recruitment, especially when you are looking to expand the pool of workers.

With a well-adjusted referral program, you have other people doing your job for you. Whether these are people in your environment or workers you have cooperated with in the past, they can help you spread your network quickly.

For example, if you helped a job seeker land a job in the Netherlands and they’ve been satisfied with the overall experience, you can ask them if they knew any other people who’d be interested in working abroad. Direct them to your referral program and watch jobseekers come your way.

To get clients from referrals, your recruiting skills need to be on-point. You must excel at creating relationships and putting your clients first.


Social Media and Online Paid Media


A person looking at social media analytics.
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We talked about LinkedIn separately, as this is a platform that is intended for job search, and a lot of recruiters are actively using it to find prospects. We also mentioned Facebook groups, but in the sense of them being an online space where you can join and participate.

Now, we will address social media. Primarily, whether you should invest your time and resources in building your online presence, creating profiles on Instagram and Facebook, and actively advertise your content.

Nowadays, everyone uses social media platforms. The primary use of social media is entertainment, but more often than not, companies that are looking for workers pay for sponsored ads that attract a certain group of people to apply.

Although advertising job openings on social media may seem like a good idea, it takes a lot of time for your page to get noticed. Even if you get impressions and drive traffic, you need to make sure that the ad targets the right audience.

While it is easy to create social media profiles (you need a few minutes and no investment), establishing a recognizable brand might take a lot of time and effort. And for most recruiters, this is not ideal. You need to spend time finding people and helping them land jobs internationally, and there are more effective ways to find new candidates.

Still, social media is something you can think about down the line. It can be a useful tool in your strategy to attract new talent, but making it your primary focus is a mistake. Until then, stick to participation and finding communities where you can make an impact quickly and efficiently.


Connect with Other Recruiters


While other recruiters are your competitors, they can also be your biggest allies. Partnering up with other recruiters and helping each other out can change the course of your career. They might have access to jobs for which you can propose candidates.

Or they can send you some of the candidates if you have a lot of job opportunities available. The benefits are mutual. You get things moving, and you share the profits, also known as splits.

To keep such relationships going, you both need to be proactive and help each other in order for this to work. The benefits are mutual, as otherwise, nobody lands a candidate and gets paid. Trust each other and see in which areas you can help each other.

Partnering with other recruiters immediately increases the pool of workers you have at your disposal. Even though you might not receive full compensation every time, the most important thing is that you are building relationships and recruiting actively.


Form Relationships and Be Transparent


Whether you are partnering with other recruiters or pitching jobs to new candidates, your primary goal is to create trust. Inform candidates about the process of getting a job abroad and let them know what they need to prepare for and what they can expect from it.

Also, at the end of the process, you’ll forward only one but no more than a couple of workers to the employer. There will be a large number of people that you contact but who won’t end up getting a job. Notifying them and forming relationships with them can go a long way.

Everyone should have a positive experience working with you as a recruiter. Whether they end up getting a job or not, you need to make this process easy and clear for them. Moving to a different country for a job is stressful enough already.

That way, you can always get in touch with them when new job opportunities come up. Also, they’ll be willing to recommend someone to you if they’ve had a great experience. Follow up with them and make sure that they’ve had a great experience.


Hire Abroad Makes Communication With Clients and Sending Proposals Easy


Following the strategies above, you can create an extensive list of people who are ready to work abroad. And if you’re worried about not having enough vacancies to send to those workers, this is where Hire Abroad steps in.

Let us show you how our recruiter dashboard works and how you can organise the list easily in order to direct each candidate to their perfect job opportunity.


Recruiter Dashboard


Our Hire Abroad platform was created with recruiters in mind. With our extensive knowledge and industry experience, we’ve been able to design a dashboard that will make a recruiter’s job easier.

Once you join our platform, you will go through the onboarding process to familiarise yourself with the functionalities. You can quickly import your list of candidates to whom you will propose jobs.


Adding New Candidates


You can always add a new candidate to your list at any time by entering some basic information about them. Here’s how it looks.


Adding a new candidate on Hire Abroad

Browsing The List


Once you have the list of candidates on Hire Abroad, navigating through it shouldn’t be difficult. You can check details about the candidates and where each of them stands – whether they are waiting for an offer, have received it, have accepted it, or have been proposed to clients:


Hire Abroad shows how browsing the candidates looks on the platform


Not only that, but you can also easily filter the list of candidates and check all the necessary details as well as their status. Filter through candidates and look for specific people based on their name, status, or other categories such as driving licence or English level.

This will allow you to find suitable candidates quickly and inform them about the job. Also, what this does is help you find the perfect match in just a matter of minutes:


Filtering and searching for specific candidates on Hire Abroad


Once you find the perfect candidate for the job, you can present them to the agency. They will receive the candidate, and if they like their skills and competences, they will finalise the process:


proposing a candidate to an agency


After you propose the candidate to the agency, all you need to do is wait for them to accept it. Basically, your job ends here, and you will get the notification for proposing the candidate:


Proposing candidate successful message


Are You Ready to Join Hire Abroad?


As you can see, our recruiter dashboard is made to make your job easier. And by applying the strategies we’ve mentioned above, you can expand your list of candidates who are willing to work abroad. There are plenty of job vacancies at Hire Abroad that you can propose, so that’s something you don’t have to worry about.

Joining Hire Abroad as a recruiter is free. Get in touch with our team, import your list of candidates to our platform, and start exploring the numerous job opportunities available!


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