Future of Talent in the Logistics & Supply Chain - Akkodis

Akkodis - There is an expectation to act on environmental and social issues

A key insight from the webinar is the panelists’ experience with changing employee and client expectations. Job seekers, workers, and even partner organizations place considerable importance on whether a business takes a stand on important issues.

Shalini Prasad, Global HR Lead for Integration Management Office at Maersk, has noticed the trend among talent as they evaluate whether an employer is the right fit for them. “From a talent perspective, ESG [environmental, social, and governance] is one of the elements that we see is relevant in the context of them finding a purpose-driven organization.”

This applies to a range of issues that have become a concern in people’s lives, from environmental topics to social issues. Adecco’s research echoes this point, revealing that 83% of consumers, 91% of leaders, and 86% of workers think companies have a responsibility to act on environmental, social, and governance issues.

 

 

Attracting and retaining talent is a struggle

One of the important topics that the webinar touched on is the difficulty that logistics organizations face when hiring and retaining employees. While the sector has seen promising growth, this is placing significant pressure on recruiters.

Data from Adecco surveys confirm this, showing that 4 of the top 10 logistics job types face a severe scarcity of candidates. Drivers and forklift operators represent the most urgent shortages, posing a threat to a core area of logistics. The US currently has a shortage of 80,000 truck drivers, and this figure may double in the next 10 years.

Nicola Lyons, Senior Vice President of Human Resources for Europe at CEVA Logistics, believes that a drastic change in the approach to candidate search and employee benefit packages is essential to attract enough talent to keep up with demand. Prioritizing work-life balance, schedule flexibility, and tailored compensation packages may be the answer.

Lyons says, “As an organization, it’s being able to understand what’s important to that individual and how can we map that to what we have to offer in terms of roles within the organization.”