Logistics is one of the most important sectors in terms of employment generation. Millions of people work every day in each of the links that keep the supply chain strong. However, being perceived as an employer sector remains our Achilles' heel.
In the case of Spain, our activity already represents 10% of GDP and generates 10.5% of jobs in the country. Almost one million people work every day in operations, warehouses, vehicles and infrastructures that keep the economic fabric active.
Technological advances, the weight of this sector and its strategic role would lead one to believe that every vacancy published in this activity generates a great deal of interest, but the reality is quite different.
The chronic shortage of talent, and the difficulties in retaining it, begs the question: is it possible to improve our brand as a job creator?
Where do we start from?
Let's look at this global problem in the particular case of Spain. We start from an economic system in which more than 3 million people are unemployed. That is to say, 12.8% of Spaniards and nearly 30% of people under 25 years of age are unemployed.
This makes it particularly striking that our sector is suffering from a lack of talent.
While the recent focus has been on the lack of drivers, the reality is that both logistics and transport are beginning to feel the effects.
Staff shortages already account for 20% of the total number of current vacancies that are not filled in Spain. Specifically, according to data from Adecco, there are some 110,000 jobs in Spain that need to be filled, of which 20,000 are in the transport and logistics sector.
What are the reasons why these positions are not filled?
There may not be a single reason for this, but different factors can be listed which, directly or indirectly, function as pillars of this situation.
- Skills shortage. Already in 2020 the European Commission, through the Skills and Employment in Logistics report, predicted a shortage of 150,000 skilled workers. This suggests that not enough talented and motivated profiles are being attracted.
- Lack of interest among the younger generation. 43% of young people would not consider a career in logistics and transport. Lack of interest can be problematic in the medium term, as the sector cannot guarantee the generational changeover that ensures its survival.
- Negative perception of the sector. Already in 2019, 60% of respondents believed that logistics was an unattractive industry. Negative perceptions of the sector can be an obstacle to attracting new workers and retaining current ones.
- High rates of labour turnover. For almost six out of 10 companies in the sector (57%) turnover does not exceed the sector average of 6%. At the other extreme, for 10% turnover is obviously a challenge as it exceeds 10% annually. High turnover can transmit instability and mistrust to workers, resulting in a lack of interest in these jobs.
How can we improve our brand image as an employer sector?
As with motives, there are many prisms through which the challenge of transforming the image of our sector into an attractive activity for talent can be addressed.
Among them, we can highlight:
- Promoting training and skills development. Companies can address skills shortages with training and skills development opportunities for their employees. This can include online or face-to-face training programmes, university or technical courses, and on-the-job learning programmes. They may also consider offering certification programmes to demonstrate workers' skills.
- Promoting diversity and inclusion. Both values are important for any sector, and the logistics sector is no exception. Companies can implement policies and practices that promote diversity and inclusion in the workplace. This can include hiring people of different backgrounds, genders and skills, and creating an inclusive work environment.
- Improving working conditions. The logistics sector can be demanding and challenging, but companies can make efforts to improve working conditions for their employees. This can include more flexible working hours, competitive compensation and benefits packages, and a safe and healthy working environment.
- Promoting innovation and technology. The logistics sector is evolving rapidly with the advancement of technology. With technology, companies can foster creativity and innovation in the workplace, which can attract people interested in the latest technological trends.
- Conveying the importance of the industry. It is essential to communicate the weight of the logistics sector in the global economy and the impact it has on people's daily lives. By highlighting the importance of logistics in society, more people can be attracted to work in logistics.
In short, each of these points of view can improve the image of our sector as an employer. All of them, although different, have a common element: they come from companies. In them lies the possibility of transforming not only the reality that surrounds them, but also the reality that shapes them. Only in this way, by assuming change as its own, will the sector be able to move towards a future full of talent and, of course, logistics.
