What does it really take to hire and retain people across a workforce that's part office, part shop floor? Jason Lerner, HR Director at Groundwater Treatment and Technology, has spent his career doing exactly that. He's grown his current company from fewer than 300 employees to more than 500 across six states, and he's cracked the code on attracting, developing, and keeping talent in grey industries, where blue-collar and white-collar work exist side by side.

In this episode, Jason and Dr. Shari Simpson dig into the skills gap hiding in plain sight, why Gen Z is more suited for grey-collar work than most people think, and how accountability is actually a retention tool, not a threat.

Key takeaways:

• Why candidates with non-traditional backgrounds may be your best hire, and how to screen for it in the interview.

• How to build clear career paths that satisfy Gen Z's need for growth without overpromising.

• Why holding people accountable is one of the best things you can do for your top performers.

Timestamps

[00:00:00] Intro from The HR Mixtape announcer

[00:00:41] Jason's non-traditional path: from sales to childcare to HR

[00:03:10] Defining grey industries and why they matter right now

[00:04:39] Skills transfer: helping candidates see their own potential

[00:05:09] Real example of a shop employee who moved into engineering

[00:08:35] Reformatting the interview process for non-traditional candidates

[00:09:41] Taking candidates on a PPE tour before making an offer

[00:11:23] Succession planning and why Gen Z fits into grey industries

[00:13:32] Setting expectations and using accountability as a retention tool

[00:17:00] Why credibility in the shop matters as much as HR expertise

Guest Bio

Motivating teams, building consensus, and creating a culture of honest and open communication are the tenets that have defined Jason Lerner's professional life. With a nuanced understanding of human behavior and a high degree of emotional intelligence, Jason leads by example and champions the performance and success of his team.

Adept at transforming ideas into actionable programs and breaking down complex concepts into understandable parts, Jason is known as an agent of change and an executive who gets things done. He currently leads the HR function for a privately held transportation and logistics company, overseeing its expansion from fewer than 300 to more than 500 employees across six states.

Committed to positioning HR as a strategic business partner, Jason collaborates with finance and executive leaders to advance the mission of the organization.

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Keywords: grey industries, blue-collar hiring, white-collar hiring, workforce development, Gen Z retention, skills transfer, non-traditional candidates, succession planning, accountability, HR strategy, career pathing, grey-collar work, employee retention, interview process