manufacturing & logistics recruitment: 6 do’s and don’ts.

Surging demand for e-commerce. Complex supply chains. Disruptive digital transformations. These and other factors are reshaping manufacturing and logistics, making it vital for organizations to embrace emerging technologies and forward-thinking recruitment strategies to stay competitive. Here are six do’s and don’ts for finding the manufacturing and logistics talent you need in this evolving landscape.

1. do hire for potential & train for success

In a sector where the most experienced workers are nearing retirement and new talent is scarce, it’s time to embrace on-the-job learning. Provide clear training and development programs like dock-to-driver initiatives, and remember that soft skills such as time management and communication are as vital in a warehouse as in an office.

2. don't cling to outdated perceptions of the industry

Many potential candidates still see manufacturing and logistics jobs as low-skilled and low-paid. However, with the advance of cutting-edge technologies like artificial intelligence (AI) and the Internet of Things, the sector has become more exciting and demanding than ever before. Showcase the diverse skill sets required and offer competitive compensation packages to attract top talent. 

3. do build a strong company culture

Manufacturing and logistics has long struggled with high attrition and low retention rates. You won’t fix these problems overnight, but you can move in the right direction by creating a strong company culture and an appealing employee value proposition. Proven strategies for accomplishing this include implementing regular team-building activities, recognizing and rewarding employee achievements, establishing mentoring programs and promoting work/life balance through flexible schedules. These initiatives boost employee morale and engagement and contribute to a more productive and cohesive workforce.

4. don't just pay lip service to diversity

Your diversity, equity and inclusion policies won’t attract top talent unless you walk the talk. Avoid tokenism or superficial gestures and strive for genuine inclusivity. For example, you can establish employee resource groups that provide a platform for underrepresented voices to be heard or create mentoring programs to support the career development of diverse talent.

5. do implement an employee referral program

Sometimes, the talent you need may be just a connection away. Create user-friendly referral programs to tap into your employees' networks and leverage their relationships to attract qualified candidates from outside the organization. Utilize social media channels to communicate job openings and offer incentives or bonuses to keep your existing talent engaged in the referral process.

6. don't overcomplicate things

To give candidates a smooth experience and avoid losing them along the way, simplify your recruitment process. Keep job descriptions clear and concise, offer easy application channels and provide timely feedback to all candidates, even if they don't make the cut. If managing recruitment internally feels overwhelming, team up with Randstad, the experts who can handle the heavy lifting for you. With our support, you'll save time and resources while ensuring a seamless and hassle-free hiring journey.