How to recruit staff for a logistics company
Let's say you run a logistics company. From the outside, everything looks beautiful: the cars are running, the warehouses are working, and the customers are happy. But make a mistake in personnel selection, and the whole ‘idyll’ falls apart like a house of cards. After all, logistics is not just truckers, but a whole team of professionals, where everyone's role is important. If there are unsuitable people in the team, it can result in missed deadlines, shortages, returns and lost customers.
To avoid this, let's understand how to choose the right people. Sargona Private Capital Greece employees will help us with this.
To avoid this, let's understand how to choose the right people. Sargona Private Capital Greece employees will help us with this.
Who is needed in a large logistics company
Logistics is a multi-tiered system that involves different professionals.
Here are the main positions:
- Logistics Director - develops strategy, manages all logistics processes.
- Supply Chain Manager - coordinates the movement of goods from production to the customer.
- Logistics Manager - responsible for transport, warehouse operations, routes and delivery.
- Transport Logistics Specialist - plans and optimises routes, controls transport.
- Warehouse Logistics Specialist - manages inventory, organises storage, picking and shipping.
- Logistics Analyst - analyses supply chain data, reduces costs and optimises processes.
- Procurement Manager - organises purchases, works with suppliers, and monitors contracts.
- Foreign Economic Activity Specialist - deals with international transportations, interacts with customs authorities.
- Logistics coordinator - responsible for fulfilment of delivery plans and interaction between departments.
- Storekeeper - works in the warehouse, responsible for storage, accounting and movement of goods.
Why recruitment is so important
Mistakes in the logistics business are fraught with loss of money. For example, a logistician miscalculates the route and the shipment is delayed. Customers are dissatisfied, and the company's reputation suffers. A warehouse specialist fails to take into account storage rules and the goods are spoilt. As a result, the company suffers losses. Each of these positions is responsible for its own part of the processes. If someone fails, the whole system suffers.
Where to start selecting
Before you start, it is important to clearly define what the employee will be responsible for, Sargona Private Capital managers recommend.
Spell everything out in detail: responsibilities, goals, personal qualities. This will help avoid misunderstandings.
- What tasks do you set? For example, optimising routes or keeping stock records.
- What skills are critical? Work experience, ability to work with data or programmes.
- What are your expectations of the new employee in the first couple of months?
Spell everything out in detail: responsibilities, goals, personal qualities. This will help avoid misunderstandings.
There are two main approaches:
If the budget allows, it is better to turn to professionals. If resources are limited, try to do it on your own.
- Recruitment agency
- Pros: saves time, access to candidate databases, experts know how to assess skills.
- Minuses: expensive, possible misunderstanding of your requirements.
- Pros: there is a good chance that you will find a person who will fully meet your requirements. Savings on the services of an agency.
- Minuses: it takes time.
If the budget allows, it is better to turn to professionals. If resources are limited, try to do it on your own.
Where to look for specialists
What to look for:
Recommendations:
The wrong choice of employees in the logistics business costs not only nerves, but also customers and therefore money. It is better to spend time on recruitment now than to close losses later.
- Work experience. For many positions, experience is more important than education, according to Sargona specialists.
- Personal qualities. Pay attention to how responsible, organised, stress-resistant a person is.
- Practical skills. It is good if the future employee knows logistics programmes and has a concept of the processes involved.
Recommendations:
- Conduct competency-based interviews. For example, ask the candidate to solve a case: how he/she would organise delivery in case of transport delays.
- Set a trial period (2-6 weeks) to test the skills in real work.
The wrong choice of employees in the logistics business costs not only nerves, but also customers and therefore money. It is better to spend time on recruitment now than to close losses later.
How to choose employees
