When it comes to adding new members to your warehouse teams, the number of open positions often outpace available labour, at least among the pool of mainstream candidates that warehouses typically source from. This warehouse labour shortage is a growing challenge for logistics operations worldwide. While restructuring logistics operations and applying lift truck technologies may help in some scenarios, it is not the only solution.
If your warehouse and logistics operations is facing a skills gap, assessing how your warehouse equipment fleet can work to optimum efficiency can be a great place to start. However, it might be time to rethink your recruitment approach too.
Expanding the warehouse talent pool with inclusive hiring practices in logistics
For many companies, the warehouse labour pool may be deeper than it initially appears. Alternative labour pools for logistics - including overlooked and underutilised populations – can help bridge the gap and improve employee retention and productivity. Embracing warehouse workforce diversity and inclusive hiring practices in logistics can transform staffing challenges into opportunities.
What are the biggest challenges in warehouse recruitment today?
Some of the most common challenges include:
- Limited access to qualified candidates
- High turnover rates
- Over-reliance on traditional recruitment channels
- Language and skill barriers
These issues highlight the need for warehouse recruitment strategies that go beyond conventional methods.
How can warehouses overcome labour shortages?
While not all approaches will be right for all warehouses, employers could consider ways that under-represented groups could help to fill the warehouse labour gap.
Hiring under-represented groups - disabled individuals
Recruiting disabled workers for warehouses can help reduce labour shortages. Although some disabilities might preclude people from working, many people with disabilities are not only capable of working but eager to do so and would potentially thrive in a warehouse environment.
What are the benefits of hiring workers without prior warehouse experience?
Some warehouses will not consider candidates who do not have prior work experience in distribution centres or other warehousing environments, or a certain minimum amount of experience. Such requirements may exclude newer entrants to the workforce who could be very effective workers given the opportunity and proper training.
It may also overlook relevant, transferrable skills that an individual may have gained in work experiences outside of the warehousing industry. Workers from other popular industries like retail, food service, construction, transport or delivery services, landscaping and manufacturing may bring with them many qualities that are not only applicable but highly valuable in warehousing. From physical stamina to time management, adaptability and efficiency.
Non-English speaking warehouse workers – breaking language barriers
While many warehouse positions do not require employees to be English speakers, English proficiency is sometimes a job requirement or preferred skill. Warehouses in need of a larger potential labour pool may benefit from carefully evaluating the necessity of English language skills for success in the positions for which they are hiring and offering language support or training to non-English speakers.
Flexible warehouse staffing: How to hire part-time and seasonal workers
Alternatives to traditional, full-time staffing arrangements can provide warehouses with access to a larger pool of prospective employees. There are many segments of the population that cannot or would not work a standard 40 hours a week, but may be open to opportunities for part-time, contract, or seasonal work. For instance, parents who want to work while their children are in school, students seeking employment in the evening or the holidays, and retirees looking for flexible or occasional work.
Embracing flexible warehouse staffing options and recruiting for seasonal warehouse jobs can also introduce your business to candidates who end up staying for the longer term.
Benefits of changing your approach to the warehouse workforce
Filling the labour gap is only one advantage of bringing under-represented groups into valuable roles in the warehouse.
Ways to improve warehouse employee retention
Employees with significant barriers to employment tend to remain loyal to the company that hires them. This is important not only because it is difficult to find good applicants in today’s job market, but it is also difficult to retain employees.
Does hiring from diverse groups improve safety and productivity?
The safety results of hiring outside of the norm might seem surprising. Many assume that disabled or less experienced workers might pose a higher risk of workplace accidents. What many warehouse operations with similar hiring practices have observed is that these people can learn and follow operating best practices and facility rules closely, resulting in fewer incidents.
Productivity gains and warehouse cost savings
A complete workforce supports a positive return on investment (ROI) in the form of improved productivity, retention and safety. Some warehouses may also find that training costs can be reduced, due to financial assistance (government, charity, and private) that may be available when hiring candidates from certain groups.
4 practical steps your warehouse can take today
It is not uncommon for business leaders to be concerned about whether workers outside of the traditional pool of candidates can perform warehouse tasks successfully. However, given the potential for improved operational performance, exploring a more expansive talent pool can not only ease staffing challenges, but also make strong business sense. And success does not require a major overhaul. With a few common-sense adjustments and achievable steps, operations can get on track quickly and build momentum over time. So, what practical strategies can warehouses implement today to fill labour gaps?
- Champion the initiative and secure buy-in at multiple levels throughout the organisation. Everyone from the top executives to supervisors on the floor should understand the concrete business case underlying the effort.
- Leverage referral programs where employees recommend individuals they believe would be good candidates to reach out to.
- Partner with local, regional and national disability organisations, charities, specialist hiring groups and other relevant organisations to connect with job seekers.
- Build flexibility into recruitment and training systems that allow for a more individual approach that can be adapted to the needs of different potential employees.
Combine smart recruitment with smart solutions
Addressing the warehouse labour shortage and overcoming warehouse skills gaps requires more than just expanding your talent pool. It calls for a holistic approach that blends people and technology. By embracing warehouse workforce diversity, implementing inclusive hiring practices in logistics, and tapping into alternative labour pools for logistics, you have the potential to create a strong and resilient team.
Yale Lift Truck Technologies is here to support that transformation. With a range of advanced lift trucks, ergonomic design, and technology solutions to help support safety, accessibility, and efficiency in warehouse environments. From flexible equipment options to operator assistance solutions, Yale provides the options and configurations you need to complement your recruitment strategies and keep your operations moving.
There are also a range of resources available to download today that explore different solutions and guidance for addressing labour challenges:
- Beyond the shortage: Strategies to build a resilient workforce – Download now
- Warehouse labour shortage solutions for 3PLs – Download now
- Beyond robotics: Why automation isn’t the only solution to warehouse labour shortages – Download now
Are you ready to build a workforce and a materials handling fleet that work together seamlessly?
Contact a Yale dealer for insight and advice on equipment and solutions for an inclusive warehouse that is ready for tomorrow’s challenges.
