There is a widespread view that, in the digital age, successful companies are those that manage to leverage the right technologies. Yet there is a second secret to their success: people.
Employers know that at the end of the day, human capital drives growth and innovation just as much as technology. When it comes to the ability to adapt to disruptive change, the human factor is all too often ignored Research by Accenture suggests that just 20% of CEOs are confident their organizations can respond to change over time.
Attracting the best and brightest is easier said than done. In the logistics sector, 92% of employers surveyed by ManGroup in 2020 believed they would have trouble recruiting.With unemployment levels at historical lows, and vacancies at record highs, companies are faced with an urgent talent shortage.
One reason companies are struggling to recruit talent is that young professionals have radically different expectations when it comes to their careers and work-life balance. For example, 98% of workers today want to have some form of remote or hybrid work— undoubtedly a result of the pandemic. And that’s just the tip of the iceberg; today’s employees have high expectations when it comes to all aspects of their jobs, whether it is company culture, HR provisions, workplace facilities or career advancement opportunities.
This means that good employer branding today means putting people first. To attract young talents, companies need to completely rethink their recruitment strategies . Here’s our take on this essential challenge.
Given that 70% of tomorrow’s jobs will require skills that do not yet exist today,companies need to train young people for the jobs of the future. Artificial Intelligence, internet of things (IoT), 3D printing and big data analytics are already redefining supply chain management and logistics jobs. Companies need professionals who can leverage these technologies.
To attract young talents, recruiters need to offer internships and vocational training such as apprenticeships which combine theoretical learning with hands-on workplace experience. These are sustainable ways of fostering professional integration and skill development. They also allow companies to fill their pipeline with talent at the early stages of their career
At GEODIS, we are renewing our commitment to future generations by offering a wide range of professional opportunities for students and early-career professionals. These include internships, work-study contracts, and international volunteer placements. Furthermore, we have created a job vacancy board on our JUMP’IN platform entirely dedicated to hiring young talents aged 18 to 28.
Simon Poot: “I have been an apprentice tutor for 17 years. As a company we offer these young professionals hands-on experience, and in return we benefit from their insights and fresh approach. Plus, we get to identify potential future candidates. It’s a win-win situation.”
Besides training future professionals, another essential ingredient is reskilling existing employees.
To stay competitive in today’s ever-changing marketplace, giving your employees opportunities for continuous learning is indispensable. Employees are human, meaning most will have weaknesses and gaps in their professional skills. Particularly in fast-moving sectors such as logistics and supply chain management, workers need to be supported to stay up to date with the latest tools and technologies.
Helping young professionals acquire new skills also helps companies generate a pool of talent for their present and future needs. What’s more, companies that offer career guidance, mentorship and opportunities for lifelong learning are highly sought after— particularly among high potential young talents seeking to develop their careers.
At the end of the day, creating an environment that is conducive to reskilling and upskilling will lead to more efficient processes, granting you that competitive edge which, ultimately, translates into business growth.
Another important way of attracting and retaining young talents is by offering them mobility — particularly internationally. The international character of a company can be a motivating factor for young candidates who wish to benefit from its network to have an expatriate experience. Providing an international experience also encourages long-term loyalty among your employees, while helping young talents to broaden their professional skillsets abroad.
At GEODIS, we offer our young recruits discovery cycles of the group's activities that allow them to learn about different jobs, discover corporate practices, and gain experience abroad.