Many roles within Autoscheduler blend white collar and tech work. That means the company is more likely to compete with Facebook, Amazon, Apple, Net ix and Google (FAANG) for candidates than it does with, for instance, consumer products companies. The FAANG companies are well- known, prestigious, and often pay well. At the same time, candidates want to know about the problems they’ll be solving, Moore says. Autoscheduler shows candidates how their work can transform the warehousing and distribution industries. “You sell candidates on the 10-year vision of what you’re doing in the industry, and make sure they can translate that into their day-to-day work,” Moore says. The potential of technologies like arti cial intelligence to change the industry is what attracted Michael Perdue, a solutions engineer, to Autoscheduler. “The company is one of the front runners in this new world,” he says. “I wanted to be a part of that shift.” Technology and Flexibility Attract Workers Like Perdue, many candidates are interested in the technology they’ll use in their roles. According to a recent Descartes’ study, What Are Companies Doing to Survive the Supply Chain and Logistics Workforce Challenge? , adopting the latest technology was the second most commonly reported tactic for attracting workers, cited by 34% of respondents. Organizations are using tools like generative arti cial intelligence (GenAI) to tailor learning plans, helping workers quickly gain skills, says Alex Alonso, chief data and insights of cer with the Society for Human Resource Management. Technologies like AI and virtual reality cut the time employees need to become pro cient at different skills, he says. That helps keep employees engaged. It’s also becoming critical, given how quickly workplace skills are changing. And while candidates are interested in career paths, they’re also focused on exibility, which was mentioned by 35% of respondents to the Descartes study.
Supply chain companies such as Ryder use multiple channels to reach and recruit prospective employees. Ryder has long been active in college recruiting and hires about 350 graduates each year.
“Candidates, particularly younger ones, are looking for companies that can better accommodate their lifestyle and help advance their skills,” Jones says. Just as companies market themselves
engaging in social media. For instance, posts to LinkedIn that showcase Verusen’s personality and values can help attract talent. Stay on Target Also key is targeting speci c audiences when posting jobs. For example, some candidates are interested in start-up and growth-stage companies. Often, they want to feel they’re putting their thumbprint on their work and in uencing the organization, even early in their careers, Robinson says. Verusen uses Otta, a tech career website, to reach these candidates. The Startup Runway, which connects investors to under-represented founders, attracts people interested in the thriving startup ecosystem in Atlanta. It’s a great way to gain name recognition for Verusen and connect with potential talent, Robinson adds. As candidates look for meaningful work, supply chain roles can have an edge. During the pandemic, when many of today’s newer job seekers were still in school, the impact of improving supply chain inef ciencies became paramount. “The relevancy of working in supply chains is very attractive to today’s jobseekers,” Robinson says. n
to their customers, they need to articulate their value proposition to prospective employees as well, Noble says. This can include describing to
candidates the impact their role will have on the organization and its customers, and other business partners. “Many younger candidates want to understand the purpose, values, and culture of each company they’re considering,” Apple says. Leveraging Social Media Proactively communicating this across the company’s website and social media postings can catch the attention of candidates researching potential employers. “Establishing an employer brand is key when you don’t have name-brand recognition,” says Addy Robinson, head of people operations with Verusen, a provider of maintenance, repair and operations materials optimization and collaboration. One step to establish an employer brand is being intentional when
158 Inbound Logistics • July 2024
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