How to attract talent amid a global labor shortage

Human resources experts advise businesses in the logistics sector to establish a social mission and vision to attract new talent amid a global labor shortage in the industry. Younger generations are attracted to brands with a clear mission that demonstrates care for people and the planet, Celine Hourcade , managing director for management consultant firm Change Horizon , shared during the FIATA World Congress 2022 Global Session panel “New Generations at Work: Attracting, Recruiting, Training and Retaining” on Sept. 16. [caption id="attachment_57132195" align="alignright" width="371"] Panelists at FIATA World Congress 2022 Global Session "New Generations at Work: Attracting, Recruiting, Training and Retaining" discuss strategies on Sept. 16 in Busan.[/caption] “More and more employees are looking at an employer that is driven by a purpose,” Hourcade said. “Show that as a company, as an industry, show that you care for the employees, for the staff … but also the protection towards society — show that you care for issues such as human rights, gender equality and social equality .” Drawing in the next generations is a priority globally — 77% of business executives said hiring and retaining talent is their most critical growth driver in 2022, according to a January PwC Pulse Survey. Around 88% of executives surveyed said their company was facing higher turnover than usual, as well. In the logistics sector, labor remains a high priority, whether frontline workers or new talent. In addition to future job stability, job satisfaction and personal interest or passion, a company’s response to social issues is critically important, according to research conducted by professors at Griffith University in Brisbane, Australia, that surveyed more than 1,000 young people, Professor Sarojni Choy, of Griffith, said during the panel. Employees are also attracted to a company that has “likeability,” Hourcade added. “They want to have that social acceptance from their peers, from their family, from their friends that where they work and what they do in terms of work is socially acceptable,” she said. After establishing a brand’s values, visibility is key, Thomas Sim, FIATA senior vice president and chairman of Human Capital, said during the panel discussion. Younger generations use social media, so companies should also make public their social initiatives and employee benefits there, he said. “People have a lack of trust in governments and other authorities, and instead are looking for companies to be role models,” Hourcade said. Evolving priorities To attract, recruit, train and retain staff, panelists said the logistics industry should develop its technology, gender diversity and employee-recognition programs, and offer attractive benefits like a hybrid work environment. The COVID-19 pandemic highlighted the importance of the supply chain and the role of logistics providers and freight forwarders, FIATA Director General Stephane Graber said during a Sept. 16 press conference. FIATA has prioritized young talent through its Young Logistics Professionals (YLP) Day at its annual event and YLP awards . “Our industry, like every industry in the world coming out of this pandemic, is facing the need to increase attractiveness and retain the talents in this industry,” Graber said, adding “it’s very important” to make the industry attractive to young employees.

How to attract talent amid a global labor shortage

FIATA World Congress

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