What’s Trending in Talent Acquisition? Understanding Candidate Goals and Industry Trends in Logistics

This week at the UKG Workforce Institute, we launched a special partner series with Employ, the parent company of JazzHR, Lever, Jobvite, and NXTThing RPO, called “What’s Trending in Talent Acquisition?” Over the next two weeks, industry experts from UKG will dive into new research from Employ and discuss current talent acquisition trends across industries, from healthcare and manufacturing to logistics and the public sector. 
If you haven’t done so already, check out part one and part two of our series. In today’s post, Robert O’Dwyer, industry fellow in logistics at UKG, discusses talent acquisition trends in the logistics industry. 
Utilizing findings from the Employ report enables employers to grasp the objectives of potential candidates and observe how competing companies tackle recruitment and retention challenges. Neglecting to acknowledge the evolving preferences of today’s job seekers or recognizing the countermeasures their industry rivals adopt can jeopardize their positions in the market. 
To thrive in this fiercely competitive talent landscape, logistics firms need to comprehend not only what candidates seek but also the techniques other businesses employ to attract and hold onto elite professionals. 
Employee Priorities in the Logistics Sector 
The report from Employ underscores that individuals constantly recalibrate their career and personal aspirations. Regrettably, frontline hourly staff and managerial roles in the logistics sector often have fewer opportunities compared with other industries, intensifying the difficulty of enticing talent. Insights from this research reveal that 85% of participants are receptive to new job prospects, with 43% in active pursuit. 
The motivations for contemplating a job switch primarily include: 

  • Career progression (52%) 
  • Flexibility or remote work options (45%) 
  • Better leadership (31%) 
  • Improved organizational culture (28%) 

Even though a significant fraction prioritizes remote work in their job decisions, most logistics roles aren’t remote-friendly. Typically, only departments like customer support and accounting might offer remote or, at most, hybrid roles. Such positions usually make up less than 8% of the workforce in a distribution hub or a logistics enterprise. Yet, the prevailing emphasis on career growth, flexible hours, superior leadership, and a nurturing work environment underscores the aspirations of numerous logistics professionals. 
Recruiting Trends in Logistics 
Recruitment professionals also weighed in on their anticipated hiring volumes, with 60% forecasting an increase in their hiring rates in the upcoming year. With 61% foreseeing more intricate hiring scenarios, many businesses must evolve to match candidate expectations. 
The report also delved into recruiters’ and job applicants’ perspectives on the hiring pathway. Recognizing these shared challenges can offer valuable insights to enhance the recruitment procedure. 
For the application process, 80% of applicants anticipate the process to consume 30 minutes or fewer, and 39% would forego applying if the procedure is drawn out. 
When it comes to receiving feedback, candidates expect automated email (27%), personal email (22%), or a phone call (11%). A significant number (73%) would conclude their application was unsuccessful if they don’t hear back from the prospective employer within two weeks. 
Strategic Recruiting Recommendations for Logistics Firms 
The Employ findings furnish vital directives for logistics enterprises grappling to secure premier talent. With workers constantly re-evaluating employer expectations and displaying a propensity to transition for better prospects, the talent acquisition battle intensifies. Aspiring employees demand an expedited, straightforward hiring journey, regular updates, flexible roles, and avenues for career elevation. 
The tug-of-war for logistics talent is relentless, exacerbated by the typical proximity of rival distribution centers. Employees frequently switch allegiance for minor pay increments, highlighting the necessity for a supportive work culture. Addressing contemporary worker expectations is paramount for companies aiming to attract, retain, and foster talent to propel their growth trajectory. 
Want to learn more? Download the full report from Employ, titled “Examining Employer and Job Seeker Realities,” and check back next week here at the UKG Workforce Institute for part four of our new series What’s Trending in Talent Acquisition? — featuring a look at recruiting trends in the public sector and manufacturing.