Many professionals complain that there aren’t enough jobs for their area… well, then maybe they should take a second look towards the logistics industry, where there are an average six to nine jobs for every professional in the area. ‘The Supply Chain Talent Shortage: From Gap to Crisis’ study, commissioned by DHL -the world’s leading Logistics Company- reveals a strong talent shortage and diminished interest in working in this area.
According to the study, between 2010 and 2020 jobs in logistics are estimated to grow by 26%, however, supply chain professionals would be in shortage to cover this high demand.
Over 350 supply chain and operations professionals in five global regions were interviewed. The findings revealed that there are a number of reasons contributing to the talent shortage crisis in a rapidly evolving field, such as Changing skill requirements: Today, the ideal employee has both tactical/operational expertise and professional competencies such as analytical skills. Aging workforce: As much as a third of the current workforce is at or beyond the retirement age. Lack of development: One third of companies surveyed have taken no steps to create or feed their future talent pipeline; and perception that supply chain jobs lack excitement were also among the reasons why talent is scarce.
Lisa Harrington, president of the lharrington group LLC and author of the study said, “Leading companies understand that their supply chains – and the people who run them – are essential to their ability to grow profitably. However, the task of finding people with the right skillsets required to run these highly complex operations is increasingly difficult – especially at the middle- and upper management levels. Unless companies solve this problem, it could threaten their very ability to compete on the global stage.”
Skillset for the future
The executive also mentioned “Companies are now recognizing that sourcing strategy has a large impact on their bottom line and ability to remain competitive. As one study recently found, companies that excel in talent management increased their revenues 2.2 times as fast and their profits 1.5 times as fast compared to ‘talent laggards.’ That’s a powerful advantage. Unfortunately, recruiting the right talent – especially at the critical mid-level and senior management levels – is proving very difficult in today’s environment. New technologies and fundamental areas of the supply chain have changed, meaning they now require that a person has a different and much larger skillset than required when most of the current workforce began their careers.”
The report also outlines numerous opportunities for the industry to start closing this talent gap. Offering clearer career paths and a visible commitment to the professional development of its supply chain staff combined with competitive remuneration packages are just a few ways to develop and retain their current talent. To attract talent, the industry needs to start emphasizing that the future workforce will need to have skills in robotic management, AI and AV control – job aspects that would be attractive to the younger demographic and help combat the negative perception of the sector.
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