Aimee Gleave

Nov 07, 2022

Supply Chain Disruption: How To Combat The Skills And Candidate Shortage

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You’ll know all about the supply chain disruption that’s dominating the market. It’s been caused by a number of factors: COVID-related supply issues from the Far East, a shortage of shipping container capacity, and Brexit triggering a lack of products and materials. These supply chain challenges necessitate more, and differently skilled, candidates, who simply aren’t on the market at the moment.

In this blog, we explore this latter point in further detail, and what can be done to tackle the issues at hand.

Supply chain disruption pressures

The supply chain is currently experiencing the worst pressures since records began in 1997. These pressures relate to the pandemic, rising energy prices, long-running structural issues within specific sectors, and the need for reshoring and increased warehouse space. Due to the scarcity of staff and skills, some organisations end up unable to provide their usual goods and services.

With disruption worsening, there’s been a significant impact on recruitment which is increasing the competition to fill roles. For example, in May 2022 there were more vacancies than people to fill them for the first time ever. The requirement for unavailable or in-shortage skills like those related to data and analytics, plus import/export experience for Brexit-related paperwork, has increased too.

Research has also found that 59% of supply chain and logistics professionals plan to change jobs within the next year. What’s more, there’s a shortage of 100,000 truck drivers in the UK. Though this is very much a global shortage – the US has 80,000 open trucking vacancies.

It should also be made clear that the UK may have suffered more than European countries due to factors like Brexit.

The impact on recruitment

This candidate shortage is already leading to demands for higher wages, which could trigger increased prices and slower post-pandemic recovery. And, as 87% of global employers have agreed they’re currently struggling with issues relating to the skills gap, businesses must now focus on training and upskilling their current staff. Technical skills are particularly important for organisations to implement advanced technology integration, AI and automation. In fact, 64% said their main roadblock to doing so is not having the staff in place.

Businesses must also remember that with the higher competition for candidates, they should act quicker – or competitors will get their first. But it’s not all about speed. Candidates have the upper hand, so it’s also about meeting their requirements to secure and retain them. This demands a stronger EVP – something organisations should continue to assess and improve to ensure they’re giving their future team what they need.

 

Secure the candidates you need with Cast UK

Crucially, candidates aren’t just interested in the skills and experience that they can bring to your company – but what your company can offer them in return. These days, they have their pick of the market when it comes to new roles, so if you’re not offering an attractive employee value proposition, they’ll find someone who is.

Taking the time to build an inspiring EVP not only serves to attract top talent, it also works to retain employees in the long term, elevating your business as a brand that cares about its employees’ success and wellbeing.

To make sure you stay ahead of the competition, we’ve created an insightful guide: 7 Ways To Win The War For Talent. It’ll help you action your EVP and secure the candidates you need.

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