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SOLVED Supply Chain Challenge? 2024 State of the Supply Chain Labor Market
Over the past 28 years, MD Logistics has hired individuals who embrace and create its culture. The 3PL remains poised to use new technologies to find the best cultural fit for the organization.
ATS. We utilize an applicant track- ing system (ATS) to accurately manage applicants through each stage of the hir- ing process. The use of this technology allows our HR team to make sure all attributes that are important to creating the best match—an applicant’s educa- tion, skills, and relevant work history— t the appropriate vacant position. We work hard, we play hard, and we work to create a family atmosphere. We are very transparent about this during the interview process, so all applicants know what to expect. Over the past 28 years as an organi- zation, we’ve been able to determine that those who have had long tenures with MD Logistics have been individu- als who embrace and create our culture. We are excited about where the market is headed and remain poised to use new technologies to nd the best cultural t for our organization. If you would like to join the MD Logistics team, take a look at our avail- able positions or email a copy of your resume to HR@mdlogistics.com.
THE CHALLENGE As the labor market quickly changes and evolves so too does the technology avail- able to utilize for hiring initiatives. Hiring practices have moved from placing an advertisement in the newspaper to post- ing available positions on social media and analyzing respondents using arti cial intelligence (AI). Within the logistics industry, the labor market has made a turn—we now have more candidates than available positions. This creates a unique opportunity for employers to nd the best match possible for open positions. Prior to the pandemic, we were expe- riencing a shortage of labor within the logistics industry, due to chang- ing consumer behavior and ful llment expectations, making it dif cult to locate and onboard readily available labor. Since then, we’ve seen the labor market rebound, bringing forth a plethora of qual- ity candidates, dedicated to securing and maintaining their jobs. THE SOLUTION At MD Logistics, we pride ourselves on promoting team members from within to ll available roles. However, to continue our strategic growth as a company and offer new and innovative, customized solutions for our clients’ supply chains, looking outside of the organization to ll roles becomes necessary. We have found success by utilizing a variety of different hiring channels.
Referral Programs. We know many times, the best “recruiters” are mem- bers of our very own team. This is why we have an employee referral program in place, rewarding team members who refer new, potential members to the MDL team. Online Marketing. We have found great success communicating open oppor- tunities at MD Logistics via our company LinkedIn and Facebook pages and on our website: www.mdlogistics.com. In-person Hiring Events. In-person events are a great way for our team to talk to individuals who have an interest in a career within the logistics indus- try. Because our company culture is an incredibly important aspect of our organization, meeting applicants who are a good t with our culture is of utmost importance. Professional Networks. We have also found tremendous success utilizing our professional networks, working with external recruiters and temporary agen- cies to market open positions within the organization.
To learn more: HR@mdlogistics.com 317-838-8900 www.mdlogistics.com
64 Inbound Logistics • July 2024
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