College enrollment peaked back in 2010, according to the National Center for Education Statistics. Reasons for the drop include declining birth rates, the pandemic, and concerns about college costs. Given the decline in college-educated candidates, companies need to consider career paths that don’t require college degrees, says Tom Clark, partner and supply chain and logistics leader, Direct Recruiters. Some might encompass job-specific certifications. Among the steps companies can take to reach these candidates: 1) List a college degree as “Preferred” rather than “Required” when it’s not critical to a role. 2) Check that job descriptions for non-degreed roles highlight how candidates without college degrees can qualify. For instance, the descriptions might discuss transferable versus direct experience, military experience, or community college degrees. 3) Ensure current employees are aware of openings that don’t require degrees. They’ll know they can refer non-degreed candidates for these roles. 4) Participate in community NO COLLEGE? NO PROBLEM
A new recruiting challenge: Many enterprises find themselves competing with the FAANG companies—Facebook, Apple, Amazon, Netflix and Google—for supply chain candidates.
administrative roles engaged in role- playing exercises to help them hone their speaking and presentation skills. Candor also allows employees to customize their bene ts. “While we don’t have the deep pockets of mid- market or enterprise businesses, we do have the ability to personalize bene ts,” Glenn says. For instance, employees who don’t enroll in traditional insurance and retirement bene ts might choose to add vacation days or bonus compensation. They keep this choice for a year, unless they experience a life-changing event. Tailoring bene ts in this way requires consulting with an attorney to ensure continued compliance with regulations, Glenn says. It also requires some numbers-crunching to determine how to structure the options so they’re fair and reasonable. Together these programs are helping to keep turnover to a minimum, Glenn says. Over the past several years, just one person has left, and that was to pursue a career in real estate. Making an Impact As the supply chain function has become a part of general conversation, more people understand “there’s a bevy of challenging problems that we can solve,” says Keith Moore, CEO of Autoscheduler.
Along with these initiatives, Ryder’s Pathways Home program focuses on military members who have completed service and are starting their civilian life. Ryder works directly with military installations to identify, hire, and train successful future employees, Kerr says. A Talent Focus Companies’ talent focus should be properly resourced with attention to acquiring, developing, and retaining talent. The companies that do well have all three down pat, Apple says. Candor Expedite, which handles time- sensitive and white-glove shipments, is working in multiple ways to attract, develop, and retain quality employees, says Nicole Glenn, founder and CEO. Candor recently launched THRIVE, a six-month program for continued education and self-growth that’s designed to empower employees. The program is open to anyone, but they have to apply and commit to coursework in addition to monthly all-day sessions. Participants also have to partner with accountability buddies. Participants receive monthly lessons based on Candor’s core values: determination, collaboration, integrity, thrive, and deliver. They’re challenged to step outside their comfort zones, at times with the assistance of a professional coach. For example, two employees in
events such as charity events or food drives. Becoming the employer of choice within local communities helps to attract candidates.
156 Inbound Logistics • July 2024
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