Hays Logistics Personnel - January 2010
Hotspots
Transport Analysts, Supply Chain Analysts and Demand Planners are needed as businesses continue to seek operational efficiencies within existing operations. Businesses still seek greater control in order to minimise their stock holdings through stronger, more efficient forecasting and improved sales and operational planning.
Logistics Coordinators and planning candidates are sought as international and domestic freight levels increase. As demand and the subsequent volumes rise, operational Shift Supervisors and Managers will become highly sort after along with experienced Freight Forwarders and Import/Export Officers.
Operations Managers remain sought after in all areas of logistics. Employers want candidates that are degree qualified, have come through a graduate or management development programme and have stable experience involving staff supervision, KPI management and budgetary exposure. Corporate presentation is also required which mirrors the shift towards creating a higher level of professionalism within the industry.
In Sydney, night shift Container Operators are needed as trucking companies work through the night to gain cost efficiencies from Sydney Ports. In Western Australia, Off/Onshore Logistics Support is needed for the oil and gas sector. There are countless vessels and rigs off the coast, necessitating a continuous need for experienced oil and gas logistics professionals to coordinate the movement of materials to and from site.
To meet this demand for staff, employers are considering overseas applicants with comparable experience, most commonly those from the UK. They are also meeting strong candidates when they are identified, regardless of current openings in their business.
Employers are focusing on career development strategies. They are attracting and developing strong supervisors into managers in a far more planned manner. When recruiting, employers are looking ahead to what a candidate can offer in the coming three to five years, rather than the next two years. This is also having a positive effect internally, with staff valuing the potential of future opportunities with their current employer.
The coming quarter
Contract wins in the 3PL sector have created consistent job flow. Meanwhile, those businesses that have withstood the financial downturn are recruiting in areas that add value rather than are a necessity. This includes team leaders and operational support roles.
During 2009 there was a trend towards fixed-term contracts, which we now expect to decline as businesses once more recruit on a permanent basis. Temporary assignments however will remain popular for businesses that have a short-term need. This will be most obvious for operative roles, such as forklift drivers and multi-skilled storeman/women as well as project based roles such as analysts and coordinators.
In Western Australia, activity in the mining and oil and gas sectors will flow into other industries, creating a skills short market once again.
Executive trends
A higher level of activity for Supply Chain Management and large-scale DC Management roles has been evident. Businesses seek fresh leadership to improve their supply chain. Logistics, Supply Chain and DC Managers with a background in either LEAN or Six Sigma can offer businesses a complete package. The layers that were cut from structures in 2009 are slowly being reintroduced. For example, State Managers are now looking to recruit Operations Managers to take responsibility for the day-to-day operations management.
Employer trends
During 2009, employers increased their expectations of candidates, without increasing salary. Employers generally became more selective when an abundance of candidates flooded the market in early 2009. This perspective remains for many employers, who wrongly believe the market still has high volumes of quality candidates.
In 2010 we expect an increase in activity across all sectors to contract the market further. Employers will need to be decisive when hiring staff as candidates have become frustrated with the length of time taken between interview and offer, leading them to seek other options.
Candidate trends
Certainly there were a large number of candidates available in the middle of the financial downturn. However the number of highly skilled candidates has since reduced in line with the market's steady recovery. High-quality candidates are today already in employment, and when they do become available they are snapped up quickly.
Job security is the primary focus for candidates. While this means there is less movement between jobs, career-focused candidates continue to pursue role advancement.
These candidates are again starting to drive the market, with offers rejected while they search for the right position.
