The global logistics industry is projected to reach $12,975.64 billion by 2027. This rapid growth has brought several advances, from automation to the emergence of new technologies like Blockchain and AI. The pandemic has also transformed the way the logistics industry operates. Many logistics companies redesigned their supply chains, adapted their workforces, or opted for logistics automation to remain competitive.
To thrive in the digital era, the logistics sector must deploy strategies to attract, develop, and retain workers. This will be especially critical to overcoming labour shortages that threaten to cripple supply chains. From warehouse workers and truck drivers to data scientists and supply chain planners, there will be a need to fill new positions to keep up with expanding demand.
As the Middle East logistics sector braces for renewed growth driven by e-commerce, here are a few tips to attract and retain the best talent:
- Meet The Expectations Of The New-Age Workforce
If logistics providers are to be attractive to Millennials and Gen Z-ers, they will need to take note of generational differences in attitudes around the concept and reality of work, including skills, working environments, pay and rewards. The new-age workforce also has strong views and expectations around sustainability, diversity and inclusion, health and well-being, and work-life balance. The logistics industry must offer these experiences while making the role exciting and a worthwhile challenge. The pandemic brought a work shift, with many welcoming remote work opportunities. While this may be difficult for people in warehousing and transportation, employers can explore alternatives encouraging work-life balance, including paid time off or shift swapping.
- Empower Workforce With Digital Skills
Rapid improvements in digitalization, automation, and artificial intelligence (AI) are already significantly impacting jobs, workplaces, and entire sectors worldwide. Technology has transformed supply chains, and machines are estimated to perform 29% of all current workplace tasks. That figure is expected to grow to 52% by 2025. But this doesn’t mean that automation will eliminate people. To ensure that people continue to feel valued, the logistics sector will need to reskill and upskill while embracing major technological breakthroughs. This can be done through regular human capital investment programs.
- Create A Compelling Graduate Training Program
Graduate training programs are a great way to attract top talent, create relevant learning experiences and build specific skills. It’s also a solid way to make your corporate profile and define career paths for young people who could become a valuable part of your workforce in the long run. For example, DHL runs a successful MEA Young Talent Program (YTP) that aims to develop, engage, and retain talents within DHL. It’s an excellent way for young people to gain exposure to the leadership team and work on cross-country projects and activities that take them out of their comfort zones while improving professional and personal growth.
- Encourage Diversity And Make A Noise About It
Gender, educational, cultural and career diversity in the logistics sector is critical to get the right mix of people in the workforce. The best way to do this is to build a positive perception of the range of opportunities in the field. But first, logistics providers must walk the diversity talk and then get their employees to talk about it through videos, testimonials, and other channels. It’s no secret that men have primarily dominated the logistics sector, but the pandemic is changing this. According to Gartner, women accounted for 41% of the supply chain workforce in 2021, with approximately 15% of women in top leadership positions. There’s room for further improvements through established inclusion initiatives.
A People-First Approach
Finding and retaining talent will never be easy – but organizational improvements and strengthened internal systems can go a long way in building powerful connections between companies and their people. Exploring non-traditional benefits, like financial guidance programs, health assistance beyond insurance, and robust wellness programs alongside career growth and advancement, will build leadership continuity and help fill future positions from within the organization. This will be critical to navigating the workforce challenges of the future.
Originally written by Eva Mattheeussen, Head of HR at DHL Global Forwarding Middle East & Africa. Edited by Vibha Mehta.