As the battle for skilled workers intensifies in the supply chain sector, companies face the challenge of not only finding good supply chain workers but also retaining them. Here are strategies to effectively solve recruiting challenges. 

First, Find Ways to Reduce Additional Labor Needs:

•  Streamline processes and cut out non-essential tasks to minimize labor requirements.
• Invest in automation of repetitive or hazardous tasks across manufacturing and logistics, including Robotic Process Automation (RPAs) and intelligent document processing.
• Analyze and address the root causes of employee turnover and unsuccessful hiring.
• Explore locations with less competition for talent to reduce turnover.
• Prioritize marketing your company as an employer of choice, focusing on aspects beyond pay, such as work environment and role-specific benefits.

RELATED READING: How AI Is Revolutionizing Supply Chain Management

“But I’ve done that, and I still need additional workers!”

If you conclude additional labor is still required, promote why recruits should choose your company BEFORE the interview. Provide incentives that address what supply chain workers are looking for.

• Recognize that the pay offered doesn’t have to be the highest in the market, but it must be competitive.
• Provide recruits with a checklist to help them compare your company with other potential employers to share your positive work environment, tailored to the role. 

RELATED READING: 6 Reasons Supply Chain Worker Look for New Jobs

Four Ways to Promote Your Company to New Recruits

1. Offering Flexible Work Arrangements:

• Introduce remote work options and part-time roles, along with flexible schedules and weekend shifts.
• Implement flexible start times to cater to diverse employee needs.
• Showcase rotational programs and opportunities for role mobility to attract talent seeking diverse experiences.

2. Fostering Employee Growth and Development:

• Highlight training, certification programs, and mentoring opportunities.
• Create and market employee recognition programs.
• Encourage involvement in community projects and showcase clear career advancement paths.

3. Promoting an Attractive Work Environment:

• Detail features like air-conditioned warehouses, ergonomic workspaces, and well-maintained facilities.
• Share employee satisfaction metrics and external recognition received.
• Emphasize the company’s commitment to environmental and social responsibility and celebrate diversity in the workplace.

4. Establishing Comprehensive Benefits Programs:

• Offer competitive salaries with added incentives like quality and productivity bonuses.
• Innovate with compensation structures such as Employee Stock Ownership Plans (ESOPs) or profit sharing.
• Address broader employee needs with benefits like paid time off, carpooling options, and day-care facilities, alongside traditional health and retirement plans.

RELATED READING: The Future of Work According to a Supply Chain Expert

Addressing the War for Talent Requires a Multifaceted Approach

In conclusion, addressing the escalating war for talent in supply chain management requires a multifaceted approach. From automating tasks to developing employee growth opportunities and establishing a great work environment, these strategies not only attract but also retain top talent. 

Fisher Management Partners specializes in crafting tailor-made workforce solutions, the development of flexible work arrangements, and the establishment of compelling benefits programs to enhance your supply chain operations. Contact us for a comprehensive organizational assessment and to develop workforce incentives that resonate with today’s talent.

For a detailed consultation on how Fisher can help solve your supply chain workforce challenges, reach out to us. Let’s build a workforce that drives your supply chain efficiency and success. We’re Your Partner to Grow.

Contact the Fisher team for Supply Chain Talent Solutions

Pete Beckwith is a partner with Fisher Management Partners, and he leads its Supply Chain Solutions Practice. He began his career at Andersen Consulting and later joined Arthur Andersen’s Business Consulting Practice, where he led Supply Chain solutions for Central Ohio. After Andersen, Pete was the Director of Business Integration and IT Strategy at Cardinal Health, a Fortune 20 company in the global healthcare distribution industry. He later served multiple executive roles at Cardinal Health, including as VP within Merger Integration and Operational Excellence, until he joined Fisher in 2015.

Pete has successfully delivered large domestic and international supply chain projects. His areas of expertise include supply chain management, business integration, Lean Six Sigma and continuous improvement.  You can reach Pete at pete.beckwith@fishermp.com.