Talent shortage is the weakest link.

In the coming years, companies will find it increasingly difficult to attract new talent for logistics positions. Time to take a good look at your recruitment policy.

The United States is already facing severe shortages in logistics positions due to the recovery of the economy. Studies by the MHl group show that in the United States alone, 270,000 people are needed in logistics positions.

This number will not only increase in the United States in the coming years. Europe is also strongly affected by this due to the aging population. The baby boomers will retire in the coming years, while the need for higher educated personnel in the field of robotics, analysts and logistics engineers will only increase.

One of the problems of logistics is its image. Not sexy enough. Many people think that the supply chain is little more than the match between physical supply and demand. Therefore students prefer to opt for ICT or manufacturering positions. While logistics will have a lot to offer in the coming years. Think of the developments in the field of Big Data, the rapidly changing customer demand. This requires a completely new approach to the supply chain. Supply chain functions offer a huge challenge due to the wide variety of contacts between the many parties in the chain.
The talent gap challenges money for all companies and for all regions. Research by Deloitte Consulting indicates that 71% of multinational companies struggle to find enough new talent.

Another problem that companies face is the difficult transition between management functions. Managers who have worked in specific positions such as manufacturing appear to have great difficulty with the complexity that is the order of the day within supply chaing management. They are not used to looking over the chain and negotiating with many parties. It takes the utmost of the manager because the Supply Chain Manager is often dependent and his persuasion is his most important weapon.

So the ‘cool’ factor should be better brought to the attention of students. Companies can give more guest lectures, provide more internships or support student projects financially.

Another option is retraining within the company itself. Currently, there are more and more good courses at colleges or universities to let your employees make the switch. And often the distance is not as great as people think. Many managers deal directly or indirectly with stock, ordering, sourcing or planning. This knowledge and experience can be used to bridge the gap. Because only from universities and colleges will there never be enough growth to make up for the shortage for the coming years.