Logistics recruitment is becoming increasingly difficult. You probably don’t know it yet but are in a logistics and supply chain management talent war.
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The transportation industry is working with a scarce pool of educated, qualified, and willing talent.
According to a survey conducted by PricewaterhouseCoopers (PWC), the largest professional services company in the world, logistics companies of all sizes are having issues recruiting talent. Finding candidates with a satisfactory skill set is a major issue throughout the industry.
Transportation & Logistics 2030 Volume 5: Winning the Talent Race
But how can leaders in the supply chain industry increase their chances of hiring top talent? Here are three logistics recruitment strategies that can help.
Recruiters and Staffing Agencies
If your company lacks the time, process, or skills to diligently define and execute an effective hiring process, then contracting out to a recruiting or staffing agency might be the way to go.
Many recruiting and staffing agencies exclusively search, screen, and hire for the logistics industry. A quick search for “logistics recruitment agencies” can result in hundreds of qualified agencies that can find the right candidate for any position in your business.
These organizations have databases of candidates already pre-screened to accelerate the recruitment process without affecting the quality of the hire. Some companies even offer the ability to hire full-time, part-time, fixed-term, and contract employees.
Some logistics recruitment agencies offer a guarantee on the hire. If, during a specified time, the employee is not a good fit, they will look for a replacement at no extra cost to you.
Staffing agencies can get expensive, but they will save you time, headaches, and money by avoiding mis-hires.
Hire from Your Best Employees’ Personal Network
This a simple but powerful recruitment strategy that can pay high dividends.
Hiring from the personal network of your A-Players is one of the best and most effective approaches to bringing the right people to your company. For this, you must identify the A-Players within the company and establish a referral program with monetary compensation and other perks to incentivize your best employees to refer people like them to your company.
The effectiveness of this simple – but powerful – recruitment strategy lies in the fact that you will turn your best employees into recruiters, which will let you tap into a large pool of potential candidates.
Remember: good, smart, and hardworking people like to surround themselves with like-minded individuals.
Referral hires have greater job satisfaction and stay long at companies – 46% stay over 1 year, 45% over 2 years and 47% over 3 years.
WHY EMPLOYEE REFERRALS ARE THE BEST SOURCE OF HIRE
Hiring through your A-Players networks will increase your chances of hiring better personnel, shorten the logistics recruitment process, and, for the most part, lead to more satisfied employees who, as a result, stay longer with the company.
Define an Internal Hiring Process
Defining your own hiring process can be painful and time-consuming, but it is an excellent choice to ensure you get the right person in the right seat. The reason for this is simple: No one knows your business better than you and your team.
Easy, it is not. Defining your hiring process will take a lot of personal education, time, and trials if you want to get it right. There are many excellent resources available on how to go about it. Some of the most well-known books include:
- Hiring for Attitude
- Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People
- Who
- Great People Decisions: Why They Matter So Much, Why They are So Hard, and How You Can Master Them
An internal hiring process for small and mid-size logistics organizations must be comprehensive but simple enough to maintain effectiveness.
At the very center of your process, the most important foundation of effective hiring must be hiring the right person for the right seat. Always remember that the right employee is not just someone with the required skills to execute the job successfully. It is also someone who fits into your company culture – attitude and personality.
The next step is to outline an effective hiring process that is simple but tailored to align with the core of who your company is.
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