Logistics Recruitment: Labyrinth launches a fresh approach

Labyrinth Recruitment

Logistics Recruitment: Labyrinth launches a fresh approach

For the past few years now the hot topic of conversation within the transport and logistics industry has been the skills shortage. There have been a number of seminars and debates relating to the issues and in most instances the main focus has been on external factors effecting the industry rather than the internal ones.

Take the driver shortage, the main issues highlighted have been around roadside facilities, the introduction of the CPC and the cost of the gaining an LGV licence. However, Government figures show that the number of drivers taking and passing their LGV tests since 2010 has grown year on year. In the period of April 2014-March 2015, 55,161 people took their LGV test of which 30,574 passed (www.gov.uk). There is also some interesting recent analysis on the subject from Kirsten Tisdale FCILT here: http://www.aricia.ltd.uk/Temp/ThereIsNoShortage120116.pdf.

So, why is there such a shortage?

Having previously worked within a transport operation and as a logistics recruiter, Labyrinth’s expert in this area, Jennifer Dixon, believes many of the issues companies face can be linked to the effectiveness of companies’ own recruitment processes. For example, newly qualified drivers are often overlooked for positions as they don’t meet the usual criteria and they don’t have the necessary experience. However, companies should be looking at ways to utilise these drivers to help develop a skilled workforce and reduce the skills gap. Through all of the compliance, legislation, rules and regulations, it’s no wonder recruitment is at the bottom of a long list of priorities but there does seem to be a distinct lack of time and resource allocated to the recruitment and training process. The importance of having a targeted recruitment strategy shouldn’t be overlooked. A recruitment strategy should work hand in hand with the overall business plan and is essential to the successful growth and development of the organisation as a whole.

Labyrinth Logistics were recently asked by a client to assist on a project to improve their approach to driver recruitment across their network. They were feeling the effects of the ‘driver shortage’ and wanted to look at new ways to attract and retain drivers. We reviewed their recruitment practises, highlighted areas for improvement and worked with them to improve their end-to-end processes.  We offered training and support at each stage of the project and they now have the foundations on which to build a long-term recruitment strategy.

As a result of working on this project and using our many years of experience in the transport, logistics and recruitment industries, Labyrinth Logistics has developed and launched a Recruitment Review & Support Service to add to our growing list of Consultancy Services. The aim of the of which, is to understand the business requirements, identify skills gaps, and develop and implement cost effective recruitment solutions to suit the operational needs. With the focus on candidate attraction, recruitment, engagement and retention we can offer an impartial solution that benefits the company and works alongside the overall business strategy.

While the industry associations such as the FTA, RHA and CILT deal with the external issues, Labyrinth believes every company can look internally and adopt manageable recruitment solutions to avoid becoming a victim of the ‘skills shortage’. In such a reactive industry transport and logistics companies need to make sure that they are proactive when it comes to recruitment and training. After all, employees at all levels are ultimately the ones who will be instrumental to the success or failure of the operation and by making them the focus and investing the right time and resource from the start companies can ensure they meet the short-term and long-term objectives of the business.