Demand for blue-collar workers has risen, and recruitment is in full gear. Indonesia’s 60 million blue-collar workers contribute to more than 20% of the country’s gross domestic product in 2022 so it’s a big deal on a national level. And Indonesia continues to see big investments in industries such as food, production, mining, and even tourism.
Historically, blue-collar recruitment has been done manually, in undesirable circumstances. It’s not uncommon to see candidates wait in line under the sun, waiting for hours on end to end up being told to leave their CVs in a box because they ran out of time for interviews at the end of the day. It’s a waste of time.
The past 5 years have seen a rise in technology adoption in white-collar recruitment. Now, this trend is happening in blue-collar worker recruitment too.
Pintarnya, an Indonesian startup company, has created a dedicated online job marketplace for connecting blue-collar workers to employers. By utilizing technology for blue-collar recruitment, they may improve these workers’ economics by allowing them to see how much compensation they might receive inside Pintarnya’s platform. This means that blue-collar workers can make better job application decisions.
Pintarnya assesses candidates first, with Astronaut’s QnA feature through API integration.
Pintarnya is able to assess candidates first to quickly see if they fit the requirements, all done from the comfort of their own home, available anytime. This is powered by the Astronaut Q&A platform, integrated to the Pintarnya platform. This helps Pintarnya quickly identify candidates that best fit their client’s roles, by ability and motivation.
We recently hosted an event with the founders of Pintarnya.
“Understanding a candidate’s motivations to work is a key factor in a successful blue-collar recruitment process.” said Ghirish Pokardas, Co-Founder, Pintarnya.
Blue-collar hiring can benefit greatly from technology. It delivers much faster results, is less costly, and uses much less manpower. A typical on-site blue-collar recruitment process requires costs on many logistic issues from the venue, security, interviewers, administration clerks, food and beverages, and also needs permits and waste management. Like Pintarnya shows, structured assessments are also great for blue-collar candidates to be deeply understood in a very time-efficient way.
“Online candidate experiences should always be reliable, universally available (i.e. on mobile and web), fast and fun” says Nigel Hembrow, CEO at Astronaut.
Technology also helps with background employment history checks.
“The candidates’ past performances are also important, and many companies fail to execute checks, especially with blue-collar workers just because of the sheer mass of numbers of intakes” explains Nelly Nurmalasari, Co-Founder, Pintarnya.
Most just don’t have enough manpower to do checks manually. Technology helps empower companies to do checks through both data and structured assessments.
It is an honor for Astronaut to be supporting Pintarnya as they continue to innovate in these critical industries requiring blue-collar workers. Onwards and upwards!
