The logistics industry has been growing steadily over the last ten years and it is now expanding into territories that were hitherto not explored. It is one industry that has been witnessing significant growth in jobs, despite the fact that there is a shortage of talent. Unlike other industries where there are more job seekers than jobs, the logistics industry has a problem of surplus jobs and fewer takers with relevant experience. The fresher generation is energetic and tech savvy but not too keen to venture into logistics. This has not helped the overall logistic recruitment scenario. The traditional challenges aside, companies are also struggling with retention since those with relevant experience are getting multiple job offers. As more organisations look to poach employees from their competitors, it is necessary to hold onto your workforce while trying to recruit the best talents available.
In light of all the omnipresent challenges, it is imperative to have a multipronged approach to logistic recruitment. Companies cannot simply outsource their hiring to a staffing agency and play no role in it. Companies must have an internal human resources department working on recruitment while an external staffing agency will keep feeding it new profiles. There are different types of staffing agencies specialising in logistic recruitment. Some have expertise in searching for executives and managers while some deal with fresher recruits. Both types of specialisations are necessary for logistic recruitment. A company also needs to identify the strengths and weaknesses of distinct practices of staffing agencies. Some recruiters have ready databases and can provide innumerable resumes almost instantaneously. Some recruiters will customise the hiring approach and look for desired candidates based on the criteria you provide. This takes a little time. Both approaches are relevant and imperative.
Companies must tap into the referral network of current and former employees. Organisations should also have a well defined internal hiring practice. There is nothing better than sourcing new recruits from referral networks and to promote current employees as a tangible reward for their performance over the years or months. Both approaches will contribute to employee satisfaction and will help with employee retention. In the present climate, employee satisfaction and retention are just as important as new logistic recruitment. It is practically futile to try and fill a leaky cauldron. Plugging all obvious and unobvious loopholes and subsequently having a multipronged approach to logistic recruitment is irrefutably imperative for every organisation operating in the industry.