Posts

The Best Methods for Attracting Candidates to Your Logistics Jobs

Finding quality candidates should be a top priority for any company. Candidates that are engaged and motivated at their jobs are linked to higher job satisfaction, higher retention rates and overall productivity and profitability. The value of qualified candidates is undeniable – but how can you attract them to your jobs?

 

There is no one way to get candidates interested in your open positions, but some methods are more effective or appropriate than others. It depends on the industry, demographic and the position, and can also require a significant amount of trial and error, but we can all agree that the ‘post and pray’ method should be left in the past.

 

From the traditional to the modern, here are some of the best methods for attracting candidates to your logistics jobs.

 

Write a Great Job Description

 

It sounds simple, but writing an excellent job description is instrumental in getting candidates excited about your positions. This is the first impression your prospects will have of the position, and in some cases, your company in general, so illustrating it in an enticing way is very important. Especially in an industry that is as competitive as logistics, you have to do all that you can to make your brand stand out from the rest.

 

Aside from the technical requirements of the positions, some other aspects you can include in your job description are:

 

  • Compensation and perks
  • Information about company culture
  • Company history and reputation

 

Staffing agencies can not only help you compose these descriptions, but they can ensure they get seen by the right people and on the right job boards. Don’t just write the bare minimum – you are trying to sell not only the job, but your company and your values as a whole!

 

Tap Into Professional Networks

 

Sometimes, the best logistics candidates aren’t actively looking for jobs, but you would still like to alert them to your company and jobs. Around 70% of job seekers consider themselves to be passive, but 87% of those job seekers would be open to the right possibility if it came along. Building an online presence and connecting with passive candidates on platforms like LinkedIn or Instagram can help you to build a rapport with them and give them an idea of your company. When they are ready to look for employment, your company will be the first that comes to mind!

 

Recruiters are great additions to any professional network: by the very nature of their jobs, they have countless candidates on hand that could be perfect for your positions, so keeping them close is a smart move.

 

logistics jobs candidates

 

Consider Employer Brand

 

Many of today’s job seekers don’t just want a paycheck – they want to work for a company with a great reputation, competitive perks and strong workplace culture. These are all elements of the employer brand, and maintaining a positive one is a crucial aspect of attracting candidates to your open positions. In addition to the way your jobs are seen, the way that you are seen as an employer is very important in gaining the trust of job seekers and getting them excited to work for you.

 

Professionals working in the staffing and recruiting sector know job seekers better than anyone, and they can lend a hand tapping into what exactly it is your prospective candidates are looking for in an employer, giving you that competitive edge.

 

Work With a Staffing Agency

 

Staffing agencies are one of the best professional partners to have on your side when attracting candidates to your logistics jobs. They bridge the gap between job seeker and employer and understand what both parties need, allowing them to make matches that are long-lasting and cohesive. Also, when you are hiring for volume, staffing agencies can be beneficial when you don’t have the time or resources to find talent yourself.

 

A specialized agency such as LPC Personnel that has experience in your specific field has a deep understanding of the industry and what qualities a strong logistics team consists of, allowing them to  present your positions to prospective candidates in a strategic and attractive way.

 

Are you looking to add some talent to your logistics operation? If so, give LPC Personnel a call – we have over 30 years of industry experience in the Greater Houston Area and would be happy to lend a hand. Contact us today.

 

     

employee engagement

Ways to Improve Employee Engagement

We are all guilty of zoning out at work from time to time – it’s simply human nature. However, there are certain times when keeping employees engaged proves to be an ongoing issue. The ideal employee will come to work eager and passionate about what they are doing, day in and day out – but sometimes, that flame can flicker out and engagement falls off. This can happen for a number of reasons, and everyone is bound to have an offday once in a while, but if it becomes a frequent occurrence, then whole energy of a workplace can suffer.

 

According to a recent poll, only 32% of employees in the United States feel like they are engaged at work – if you ask us, this number is far too low. Employee engagement goes hand in hand with creating a positive workplace culture, both of which significantly benefit you as an employer. So, the question is: what can you do to make sure your employees stay as enthusiastic and engaged in the workplace as possible?

 

Here are some of our tried and tested ways to keep employee engagement consistent!

 

Place a Focus on Onboard & Training

 

An easy way for employees to become disengaged is when they have no real direction or understanding of what they have been hired to do. Take time to lay the groundwork about exactly what is expected from their role, the company’s values, the workplace culture, etc. in the employee’s first couple of weeks. Rushing through the onboarding and training process will leave them in the dark. New employees are less likely to ask for help in a new environment, so it may only be just a matter of time before they begin to become disconnected from the task at hand.

 

Be clear about what is expected from them, but don’t micromanage. As a manager, it can be difficult to let go of the reigns, especially to a new employee who doesn’t yet know the company like the back of their hand. But, if they don’t have a chance to ease into the role and approach it with their own work ethic and ideas, they won’t be able to meaningfully engage with it, either.

 

Be Flexible

 

One sure-fire way to turn employees against you is to be unnecessarily rigid in your management style. Nobody wants to work for an employer who is unwavering in their rules and regulations. Flexibility in the workplace is something to be encouraged and being flexible to employee requests does not make you a pushover. On the contrary, accommodating the odd request here and there lets employees know that you value their time and well-being.

 

Allowing for some wiggle room with your employees (within reason) shouldn’t be seen as a loss of power or the beginning of an unstructured, disorganized workplace. If an employee needs a little bit more time with an assignment or needs to come in later due to an appointment, it could help reduce their stress levels and in turn, improve their quality of work and boost engagement levels.

 

employee engagement

 

Accommodate Everyone Equally

 

There are countless types of employees out there, and the chances of you having a workplace where everyone has the same work ethic are almost zero. A positive and dynamic workplace culture benefits from a diversity of learning and working styles, but they all need to be nurtured equally in order for the team to succeed.

 

For example, introverts that are forced to work in an environment that only accommodates extroverts are going to suffer, and vice versa. Some people stay engaged when they work individually, and some thrive in a group setting. Some prefer talking in person, and some get their best ideas out over email. The list goes on and on.

 

It may take some extra time and energy, but try to understand what each employee needs in order to stay engaged in the tasks at hand and feel comfortable at the office. They will appreciate you for it!

 

Celebrate & Encourage Your Employees

 

Employees like to know that they are appreciated for the work they do. Providing feedback, whether it be positive or negative, in a constructive way helps keep them on track, but also encourages them to produce better work.

 

Giving praise to employees will help them to feel like they are more than just a number, and that they are being noticed and appreciated for their work. From things as small as saying ‘thank you’ to bigger gestures, like company outings and team-building activities, showing your appreciation for your employees is absolutely vital to keeping engagement alive.

 

As the saying goes, a team is only as strong as its weakest link. Take the time to make sure everyone feels like they are a valuable team member so that your end goal doesn’t suffer.

 

Every workplace is different, and there is no guaranteed formula for improving engagement levels. Start by trying a combination of any or all of these tips! What do you do to keep your employees engaged at work? Join the conversation on LinkedIn or in the comments below.