As more people in the logistics and transport sector approach retirement age, some employers dread the search for new talent.
This is understandable. Finding qualified and skilled workers is becoming increasingly difficult. The hours are long. There can be long periods away from loved ones. People can be put off by the shift patterns. Plus, the level of pay doesn’t always entice people to the sector.
The unfortunate truth is that even if you do find qualified workers, they can now afford to be picky and seek a better offer from your competitors. This is why it’s extremely important to implement effective recruitment strategies that can help you attract drivers, warehouse operators, managers and admin staff to your business.
👇 Here are four keys ways to tackle the recruitment challenge 👇
1. Broaden your network
Consider seeking and creating partnerships in the local area, especially with schools, colleges and universities. This is a great way to challenge people’s perceptions of the sector and show what it does have to offer them.
2. Widen the pool of candidates
For employers in logistics and transports, you should centre your efforts on ensuring that you are encouraging gender and cultural diversity. It’s essential to place a focus on attracting applicants that are not typically drawn to the logistics and transport sector, including young workers. Ensure that the wording of your job adverts does not exclude certain groups of people from applying and you place the advert on many different platforms to reach the widest audience possible.
Consider taking positive action to encourage applications from people with certain characteristics because they are under-represented or at a disadvantage in the workplace or at certain job levels. For instance, you could offer a guaranteed interview scheme to disabled applicants who meet the job role’s requirements.
3. Look into apprenticeships
Fewer individuals are starting apprenticeships, but they are a great way to bring in talent to your business. As apprentices learn on the job, they understand how you work, can be moulded to fit your style of working and become a great investment. With the appropriate support from you, they can work their way up to more senior positions. An Employment Law expert can help guide you on how to use apprenticeships appropriately.
Rethink how you are offering apprenticeships and work on how to make them as attractive as possible.
4. Invest in training and development programmes
Training and development is important to many prospective employees, so offering in-house training courses and the opportunity to progress and advance in their career is vital.
Arranging and helping to fund external training courses and accredited qualifications can be expensive, but you can also reap the rewards of having a skilled workforce. Apart from attracting talent, training can boost employee engagement levels, improve performance and help retain key employees. It can also ensure your employees’ skills are up to date and fill in any skills gaps in your business which is important with the technological change and consumer demand that affects the sector.
Support
To discuss your HR and Employment Law Adviser, contact Ellis Whittam. Our Employment Law Advisers can provide you with pragmatic, tailored, commercially savvy advice.
