With the rapidly evolving UK logistics sector, 2016 calls for forward integrated planning in logistics recruitment. Employers may find that it is crucial to re-evaluate the client base served by the company and reflect this within their hiring strategy. Whether replacing retiring staff or recruiting for a brand new role, fresh skills might need to be considered which may not previously have been required.
This may not only include a search for someone who is IT literate with a knowledge of advanced technology, but also candidates with specific language skills. These may now be essential, not only to ensure effective communication throughout the workforce, but also to meet demands of an expanding global market.
Heavy workloads may restrict HR and hiring managers from dedicating sufficient time to carry out the selection process to a desired time-scale, or to plan ahead for any unexpected vacancies which may occur. This can result in additional strain on the existing team members, who may already be working to their full capacity, especially if there is increased seasonal demand.
Bis Henderson, logistics recruitment specialists, has a talent pool of pre-screened potential candidates who can be put forward for interview at short notice if required. The recruiting team will also assist the client in scheduling the interviews to ensure there are no unnecessary delays, avoiding the chance of an applicant losing interest and as a consequence, being snapped up by a competitor.
The logistics recruitment campaign strategy should primarily focus on the job specification in order to clarify the skills and personality profile of the ideal candidate. This avoids a shifting of the goals posts if halfway through the hiring process the client realises their requirements have changed and valuable time has been lost in talking to the wrong people.
Realistic Job Previews will ensure the candidate is fully informed on what the logistics job will entail, what will be expected of them and whether they are well suited for the position. This greatly reduces an early exit and a costly turnover of staff. RJPs also help to give a candidate a valuable insight on the corporate culture, ethics and goals, establishing whether there is the all important level of compatibility.