4 Ways Logistics and Supply Chain Companies Can Strengthen Their Hiring Practices 3 - hiring practices

Jobs are growing in the supply chain and logistics sector that go beyond the shop floor or the loading dock. Because of the increase in automation and smart technology in warehouses, there is a growing labor shortage of white-collar jobs.

The U.S. Bureau of Labor Statistics reports that logistics jobs will grow by 26% between 2010 and 2020. The need for experienced and trained white-collar professionals is significant. As a result, salaries are rising: According to the 2018 Salary Survey by Logistics Management, the average logistics industry salary is $114,250, up 8% since 2016. Sixty-four percent of survey participants reported that they had a salary hike over the past 12 months; the top three most common job titles are logistics manager or director, operations manager or director, and vice president/general manager.

One reason that salaries are on the rise is these roles require a higher set of skills. The majority of the magazine’s respondents (75%) said that the number of functions they’re performing has increased.

So how can companies recruit skilled workers to close the gap? Here are four ways to consider:

  • Target women. Logistics and shipping are male-dominated industries. Groups like Achieving Women’s Excellence in Supply Chain Operations, Management, and Education (AWESOME) advocate bringing women on by offering them benefits that would appeal to them — flextime, on-the-job training, and executive leadership programs so they can grow and advance their careers. These efforts are greatly needed — Research by AWESOME/Gartner reveals that only 20% of supply chain leadership were women, a figure that has actually been in decline in recent years.
  • Recruit veterans. People with previous experience in logistics for the military are naturals in this industry. The same for drivers and others involved in large-scale logistics operations. Finding them will mean tapping into local and national veterans’ organizations that can provide a clearinghouse for top talent.
  • Round-up Millennials and younger associates. People under 30 represent a candidate pool that is hungry for stable, high-paying employment, and they are at a point in their lives where they are trying out new opportunities. So, create a pipeline early. Start a scholarship program to recruit potential hires and target local colleges and universities to show them how the logistics and supply chain industry is a great place for leadership roles.
  • Re-evaluate benefits. Too often employers pitch potential hires with salary and salary alone. Focus more on benefits that younger candidates will find appealing. Besides investment and health plans, create programs for flex time, or lifestyle and wellness benefits such as discounts at local or onsite gyms. Employers have discovered that to keep workers from job-hopping they must create a workplace where workers feel appreciated — And not just by the numbers on their paycheck.

How have you changed your recruiting practices to target top talent? Have you had success creating a pipeline for younger workers? Let us know!

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