Companies often expect and always prefer turnkey solutions. Ask any senior manager or even a board member and they will express their fascination with systems that can be implemented through a simple plug and play setup. The reality is that plug and play setups or turnkey solutions are not readily available for everything. They are definitely not available when you are recruiting, either fresher or experienced professionals in logistics.
It is absolutely normal to prioritise experience and expertise” rel=”noopener” target=”_blank”> during logistic recruitment. There is nothing wrong in expecting an experienced recruit to get going right from the first hour of reporting to the job on the first day. However, there has to be a cooling off period. Any new recruit would need to get familiar with the company. Acclimatisation takes a while. The company may not have the exact systems that the recruit is accustomed to using every day. The policies may be different. The work culture will not be identical. More importantly, the exact job profile may not be identical to the one a recruit had in another organisation. Such are the realities you cannot wish away. Hence, logistic recruitment must factor in the need to train.
You must hire to train. This applies to every fresher for obvious reasons. It also applies to experienced candidates. The nature and scope of training will vary. Experienced professionals will need little or no handholding. A fresher will want more time and may not even excel for several weeks into the job. Regardless of such variables, a company should have a proven and effective training module. You may call this induction or on the job training, you may have a period for probation or you may have a clear policy of firing people who do not fit into their roles after a certain span of time. None of these will diminish the importance and utility of training for every recruit.
Focusing on the ability of a recruit to get trained to perform better in a new role or the same role one has had will simplify the hiring strategy. The training program can be worked on accordingly so there is nothing amiss. A company will hire better people that are readily trainable. There would be less attrition. The transition period will be easier to manage as a recruit will quickly don a new avatar and start performing as per the expectations of the company.