How is your company finding and qualifying skilled labor? Are you still posting on websites like Indeed and Facebook, collecting applications, and wasting time filtering out applicants? Or perhaps you work in a larger company with an "Applicant Tracking System" (ATS) that might have "screening questions" as part of the application process. If you don't know your options, what you are currently doing may just seem like "the norm".
To remain competitive, every useful tool must be explored and every operation must continuously improve. As the saying goes: "standing still is falling behind." TradesFactor was designed and built because the most sophisticated recruiting systems in a bleeding edge Fortune 250 construction, mining, and engineering company still resulted in recruiters wasting thousands of hours per year updating stale craft databases and getting applicants on the phone to get a feel for whether they had the skills they claimed to have.
Operations leaders in the field maintained notebooks or spreadsheets of reliable skilled trades labor for each trade. As these leaders went from project to project, they would update and use their proprietary list because they wanted reliable labor. This was in 2016! And it continues today in many organizations.
Since that time, we set out to build a better mouse trap with TradesFactor. We wanted to leverage artificial intelligence to better determine the reliability, performance, and skill of skilled workers. We call this our TradesFactor Score. Professional baseball players have a batting average. They have baseball cards. With TradesFactor, the world of skilled trades now has a similar tool with the TradesFactor Score and the TradesFactor profile.
So how does the TradesFactor Score help me qualify skilled workers?
We leverage the power of the crowd in conjunction with proprietary programming to filter the best results among skilled workers. As individual workers solicit TradesFactor Recommendations from their co-workers, this affects their TradesFactor score. We seek out measures for attendance, quality of work, speed, attitude, and a host of other criteria to AUTOMATE and standardize what individual recruiters have been doing for years. TradesFactor effectively handles the screening and reference checking of skilled workers so recruiters can accelerate their time to fill their various open positions.
How is TradesFactor different from individual organization databases? Why shouldn't my company just use our payroll system or HR database (or spreadsheet) to maintain records of skilled workers?
Well, in large part, skilled workers will go from job to job and consequently, on and off a particular company's payroll system. So, that information gets old and stale. For recruiting agencies, the skilled worker information gets old and stale. Recruiters have to spend time updating worker records or profiles. This is a waste of money. Hiring and rehiring workers with all the requisite paperwork and personal information updates has become "the norm". It doesn't have to be.
With TradesFactor, individual skilled workers have an incentive to maintain their TradesFactor profile because it is PORTABLE, like their personal social media accounts. Workers can use TradesFactor to keep their personal information, pictures of their work, their recommendations, and all of this can be digitally transferred to their next employer. This is a HUGE productivity boost for companies. With a few clicks on a computer, a newly hired or re-hired worker can be digitally added to the company's payroll system directly from TradesFactor. This eliminates the errors and transactional work of filling out hiring paperwork. For skilled workers, TradesFactor is truly their passport as they move from job to job.
In order to go digital, your process has to start digitally. For skilled workers, this is TradesFactor. Contact us to schedule a demonstration, or simply register and poke around. We can activate your free trial when you contact us.