To say that the logistics industry is facing challenging times is an understatement. Indeed, the difficulties of recruiting logistics workers have become the subject of numerous newspaper headlines and conversations over the dinner table.
Logistics firms are currently facing difficulties from every direction. The pandemic has led to an explosion in online shopping, increasing demand overnight. At the same time, the need to have workers self-isolate or stay home when unwell means that our existing staffing levels may not have been sufficient to sustain the existing demand.
The pandemic also led to a dramatic reduction in tests for new drivers, which means that those leaving the industry aren’t being replaced. Brexit has led many drivers and logistics staff to return to the EU and has also increased the time taken for many international deliveries.
All of this presents a perfect storm for recruitment in the logistics industry. So, how can you thrive in such a difficult recruitment market?
Eight logistics recruitment tips
With the current difficulties in mind, here are the most important things you can do to help improve your logistics recruitment strategy.
1. Ask for referrals
Your current employees are your most important resource, and they can be invaluable in helping you to find amazing new staff.
Current employees will be able to give accurate information to prospective new hires, meaning that they understand the nature of the work and have realistic expectations of salaries and conditions. Employees will also generally only recommend people they know to be reliable and trustworthy.
2. Keep your wages competitive
Whenever there are shortages in any industry, we expect wages to rise. In this case, where the shortages are so serious and well-publicised, those salary increases have already begun.
Keeping an eye on the salaries and benefits that other companies are offering allows you to offer the right package to find the staff you need.
While other companies like yours will offer the most direct comparison, think about other industries that require similar skills and may have workers you could recruit.
A great way to do this is with employer fencing. Employer fencing can help you target candidates by geographic area, including your competitor’s locations!
3. Prioritise giving your staff a work-life balance
Logistics work often involves long hours and periods of time away from home but that doesn’t mean you can ignore your employees’ needs for a work-life balance.
Think about what steps you can take to give your staff a good balance. As a logistics firm, you may not be in a position to offer an on-site gym or working from home, but there are still plenty of things you can do. Offering paid time off and facilitating shift-swapping are some of the changes you can choose to make.
If you’re not sure what would help your employees to have a good work-life balance, ask. Ask your existing employees what changes they would like, and make sure you follow through.
4. Offer opportunities for career development
You might be surprised at the difference offering continuing education and opportunities for future career development can make to your recruitment efforts.
This might mean taking on staff who haven’t yet qualified, and sponsoring them through their training. You will also want to offer additional training and career progression for existing staff, to ensure that you keep the outstanding workers you already have.
Continuing education isn’t just about helping staff to more advanced or higher-paying jobs. It’s about showing that you’re willing to invest in them. Investing in your employees’ futures builds loyalty and trust.
5. Boost your employer brand
Potential employees want to know that you’re a good company to work for. The way you portray your company to your future workforce is all part of your employer branding. Make sure you pay attention to your communications, including your social media and your job adverts.
Employer branding isn’t just about talking the talk. You also need to walk the walk. Consider setting up outreach programmes to encourage underrepresented minorities to apply. Make sure that you are showcasing your company’s values. Younger workers, in particular, are keen to know that they are joining a company that is committed to diversity and inclusion.
6. Revamp your interview process
If you’re struggling to find the right employees, you might need to examine your application process to see where you are losing candidates, and whether you’re really getting the candidates that you want.
Ask what you are looking for in an applicant, and how you will know when you find it. Make sure that your application process is set up to help you find them. In our current jobs market, potential new employees are in high demand, and may not be willing to go through a long, slow-moving recruitment process.
Consider every stage of your recruitment process. At each stage, ask how it helps you to find the candidates you need. Where something is not serving your needs, change it.
7. Keep your entire organisation on board
Recruitment decisions shouldn’t just be made by recruiters or HR. It’s important that everyone throughout your organisation feels invested in your recruitment process, and is able to offer suggestions.
This is especially important for employees who will be working directly with new hires. Most firms allow managers input into the decision-making process, but peer input can ensure that new hires integrate quickly and build a strong sense of team cohesion amongst your staff.
8. Find the right partners
Working with a partner like crooton can give you access to the technology you need to take your logistics recruitment to the next level. We offer employer fencing, which lets you target workers already in the industry, working for your competitors. We also offer fixed price recruiting to help make your recruitment budget go further during these difficult times. Reach out to a member of the crooton team to get started!